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Take Jesika, for example, the leader of a department of engineers at a design and manufacturing company. To accommodate her growing organization, she needed to fill another supervisor position. With her current employees' long-term career paths in mind, she preferred to hire from within the organization. The problem? Aside from one candidate with a history of clashing with coworkers, no other employees had expressed interest in moving up. Jesika remembered that she only accepted her supervisor role after her boss convinced her that often, reluctant leaders are the best leaders. They lead from a desire to serve, not a desire for power.
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