Leadership Is Not A Destination - 1224 Words

were similar, to mines other was quite different. Areas of similarity included: †¢ People get promoted by who they know not what they know †¢ don’t feel appreciated or valued by their employer. †¢ don’t feel their career goals are aligned with the plans their employers have for them. On my final note on the differences between what I am experiencing and that of other employees toward the role of being promoted to leadership in our organization. I came to the realization that my organization goal is just a saying because there no one to assist or even takes a chance to help their employee’s betterment. My hope is that top leaders would realize that leadership is not a destination; it is a continuum. No matter how smart or talented a person is, there is always room for growth, development, and continued maturation. If you place restrictions on a person’s ability to grow, they will not stay. Hiring for potential should be a significant part of the talent process, especially in a high growth ever-changing environment. Talent needs to be able to adapt, learn, question and keep ahead o f what s coming at them. External Best Practices I have gained a lot of knowledge in reference to how my organization works when it comes to promoting employees into leadership position. I began to wonder how this process was handled outside other organization when it comes promoting their own leader.Show MoreRelatedEssay Realizing Vision and Goals with Six Sigma854 Words   |  4 Pagesmapping and driving directions have simplified reaching new and unfamiliar destinations. With a few simple inputs, one can map the best route, even avoiding toll roads or including scenic byways. Using an online mapping tool without knowing your origin or destination is useless, it cannot help determine the route and there are many roads which can be traveled. 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