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I’m a huge advocate of refining initiatives that allow any level of talent to be developed to the maximum potential. Leaders and non-leaders alike need career-pathing, training and development. I’m just not a believer in attempting to label someone as a leader, and develop them as such when they are clearly not.
They have to make choices across the business in terms of investment opportunities or talent development — where to place executives to develop skills as future leaders, for instance. This courtside seat also allows us to observe some of the best (and worst!) Not that anyone from inside will ever tell the CEO this.
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