Abstract

Review Article

The “Follow-up Factor” in management development

Marshall Goldsmith*

Published: 26 June, 2020 | Volume 4 - Issue 1 | Pages: 063-069

Leadership is not just for leaders anymore. Top companies are beginning to understand that sustaining peak performance requires a firm-wide commitment to developing leaders that is tightly aligned to organizational objectives — a commitment much easier to understand than to achieve. Organizations must find ways to cascade leadership from senior management to men and women at all levels. 

Read Full Article HTML DOI: 10.29328/journal.apmh.1001022 Cite this Article Read Full Article PDF

References

  1. Des Dearlove and Stuart Crainer, “My Coach and I,” s+b, Summer 2003; www.strategy-business.com/press/article/22062
  2. Thach E. The Impact of Executive Coaching and 360 Feedback on Leadership Effectiveness. Leadership & Organization Development Journal. 2002; 23. http://fiordiliji.emeraldinsight.com/vl=2762214/cl=12/nw=1/rpsv/lodj.htm
  3. Goldsmith M. Ask, Learn, Follow Up, and Grow, in The Leader of the Future: New Visions, Strategies, and Practices for the Next Era, edited by Frances Hesselbein, Marshall Goldsmith, and Richard Beckhard (Peter Drucker Foundation and Jossey-Bass, 1996)
  4. Sharkey L. Leveraging HR: How to Develop Leaders in Real Time, in Human Resources in the 21st Century, edited by Marc Effron, Robert Gandossy, and Marshall Goldsmith. John Wiley & Sons, 2003.
  5. Anderson D, Underhill B, Silva R. The Agilent APEX Case Study, in Best Practices in Leadership Development — 2004, edited by Dave Ulrich, Louis Carter, and Marshall Goldsmith. Best Practices Publications, forthcoming 2004.
  6. Goldsmith M, Greenberg CL, Robertson A, Hu-Chan M. Global Leadership: The Next Generation (Financial Times Prentice Hall, 2003) Company used very streamlined and efficient train. 2003.

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