In a fascinating article by Stefan Stern, Simon Brocket, the man responsible for human resources at Coca-Cola Enterprises in the UK, reveals that some unpleasant truths contained in an internal staff survey caused CEO Mark Schortman to move quickly to put the fizz back into the companys leadership development programme. Staff had said something their bosses didnt really want to hear: that the leadership had not bothered to explain the companys strategy. This would not have bothered some CEOs. After all, it wasnt as if business was bad far from it. But it was clear staff believed that the team at the top was benefiting from, rather than adding value to, the hard work of those further down the organisation. In other words, employees were asking that most dangerous of questions for senior management: Mummy, what are those men for?
With Brockets drive and Schortmans support, Coca-Cola Enterprises has taken steps to develop an effective leadership coaching culture. Sandy Begbie, director for group organisation and leadership development at ScottishPower, highlights the importance of getting the CEOs backing in any meaningful leadership programme. Begbie himself is fortunate; the programme for which he is responsible is underpinned by the enthusiasm of Ian Russell, his CEO.
For HR, development of top talent presents perhaps the most promising route to a wider business credibility. Yet its success depends crucially upon the sponsorship of those already in leadership positions. Many CEOs are well-versed in the rhetoric of leadership development, but ultimately take little practical interest in developing their top talent. Priscilla Vacassin, HR director for BAA, recently urged her fellow directors to redouble their efforts to make leadership development a top priority in the years ahead. Why? The sad fact, she says, is that the current generation of CEOs are unlikely to change their views of HR at this stage of their careers. HR credibility therefore depends on educating the next two or three generations of CEOs. We agree.
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