Real Time Leadership Development provides research and
practices-based guidance and tools for leaders to use to fully
leverage experience-based development for their own growth and to
build the next generation of leaders in their organization.

* Teaches you how to identify the key experiences, competencies,
and relationships that are critical in the development of current
and future leaders.

* Answers the question "Leadership for the sake of what?" by
helping you identify your leadership principles and think about
your legacy.

* Provides guidance on organization-wide metrics such as employee
surveys, succession management metrics, and performance development
plan audits.

* Includes "Taking Action" sections that provide tools for
developing future talent in individuals, teams, and
organizations.

* Discusses relevant books, articles, and research studies that
deepen your understanding of the subject matter.

Paul R. Yost, Ph.D., teaches in the Industrial-Organizational Psychology graduate program at Seattle Pacific University and serves as president of Yost & Associates, Inc., specializing in talent management, leadership development, and continuous learning. He previously served as Senior Research Specialist at Microsoft and Manager of Leadership Research at The Boeing Company

Mary Mannion Plunkett, Ph.D., has more than 18 years experience in the field of leadership and organization development including roles with The Boeing Company, Ernst & Young LLP and McDonnell Douglas Aircraft Company. She most recently served as the Head of Talent Management for Lehman Brothers Europe and the Middle East and as Vice President Executive Development, for BP, plc.

Series Editor
Steven G. Rogelberg Ph.D., is Professor and Director of Organizational Science, at the University of North Carolina Charlotte. He is a prolific and nationally recognized scholar. He is the current Editor of Journal of Business and Psychology. Besides his academic work, he founded and/or led three successful talent management consulting organizations/units.

• Teaches you how to identify the key experiences, competencies, and relationships that are critical in the development of current and future leaders.
• Answers the question "Leadership for the sake of what?" by helping you identify your leadership principles and think about your legacy.
• Provides guidance on organization-wide metrics such as employee surveys, succession management metrics, and performance development plan audits.
• Includes "Taking Action" sections that provide tools for developing future talent in individuals, teams, and organizations.
• Discusses relevant books, articles, and research studies that deepen your understanding of the subject matter.

Series Editor's Preface

Preface: Your Job is the Classroom!

Acknowledgments

Part I: Building Your Leadership Pipeline

1. Linking Business Strategy and Experiences

2. Linking Business Strategy and Competencies

3. Linking Business Strategy and Relationships

4. Talent Management Metrics to Watch

Part II: Capturing the Lessons

5. Stepping into the Unknown

6. Stretch Assignments

7. Navigating the Experiences

8. Real Time Reflection

9. When Leaders Derail

Part III: Drawing on Other People

10. Development Conversations

11. Role Models

12. Mentoring

13. Building Your Network

Part IV: Building Experiences into Talent Management

14. Individual Development Plans

15. Performance Management

16. High Potential Programs

17. Succession Management

18. Leadership Training Programs

Part V: Moving from Success to Significance

19. Transitions

20. Leadership Principles

21. Legacies

Conclusion: The Bottom Line

Notes

References

Index