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Description
Last month's column discussed trends associated with e-learning. In this month's Digital Beat, because T+D focuses on leadership development, I decided to run a parallel piece on leadership development's interrelationships with technology.
When I think of leadership development, I think of these major phases: recruiting and on-boarding, competency development, and competency maintenance. Recruiting and on-boarding implies all of those activities associated with finding, attracting, and hiring the best possible managers for your organization. Competency development is about developing the new leaders once they're part of the team. Competency maintenance is keeping leaders competent in the plethora of skills and knowledge required for them to perform at peak levels.
Let's take a look at how technology can facilitate each of those major categories of leadership development.
Recruiting, on-boarding
Regarding recruiting and on-boarding, the use of technology has now become ubiquitous. There are literally millions of resumes in a variety of job and applicant services trying to locate the best-fit open position. There are thousands of organizations out there looking for the right manager or leader. You've probably heard of some of them: monster.com, hotjobs.yahoo.com, careerbuilder.com, dice.com, flipdog.com. Job candidates post their resumes on sites like those, sometimes creating multiple versions of the resume to have a greater chance of matching the needs of a prospective employer. Many of the search engines are keyed to meta-tags from specific words on a... |
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