When assessing current performance, there is a fair amount of readily available data to enable a reasonably objective judgment.  We have performance appraisal information, salary review data and various other data on organisational performance.  Practices for assessing potential, in our experience, tend to be much less objective.

If you accept the premise from the previous article that leadership development is a good investment, how then do you go about developing your leaders? 

An ongoing issue for the many people who believe the investment in Leadership is worthwhile and need to gain support for the investment, is the very valid question, “why should we use our scarce resources to invest in leadership over the more concrete issues such as systems and plant, or even the less concrete issues such as Brand? They are, of course, all important. 

That’s right, this subject many people consider fluffy adds value to the capital value of your business.