Developing a leader-powered business
发展以领导者为核心的企业
Performance is inseparable from a company’s approach to leadership development.
绩效与公司的领导力发展方式密不可分。
Developed by Ram Charan, Stephen Drotter, and James Noel, the Leadership Pipeline is a company-wide framework for developing future managers and leaders.
由 Ram Charan、 Stephen Drotter 和 James Noel 开发的领导力管道是一个用于培养未来管理者和领导者的全公司框架。
The Leadership Pipeline is a continual process that ensures a throughput of talented leaders. It is a practical, quickly understood system that clearly explains what is required to work successfully at each leadership level, helping:
领导力管道是一个持续的过程，确保了有才能的领导者的生产能力。这是一个实用的、易于理解的系统，它清楚地解释了在每个领导层成功工作所需要的条件，有助于：
The Leadership Pipeline represents the flow of internal talent into business-critical roles. As such, organizational structures, processes, and reward mechanisms are geared towards encouraging preferred behaviors. The Pipeline clarifies the development path for the individual that will build the leadership capabilities required to operate successfully at higher levels. At each stage:
“领导力管道”代表着内部人才流向业务关键角色。因此，组织结构、流程和奖励机制旨在鼓励首选行为。管道阐明了个人的发展路径，这些人将建立在更高级别成功运作所需的领导能力。 在每个阶段：
Traditional approaches to leadership development tend to strengthen existing skills, and inadequate attention is paid to learning new ones. The Leadership Pipeline formally recognizes that change and improved performance occur best when the skills that are needed for the next level are built on a solid foundation at previous levels and when individuals are given the time and proper support and training to learn the skills, time management and values required for the new role.
传统的领导力发展方法倾向于加强现有技能，而对学习新技能的重视不够。 领导力管道正式承认，下一级别所需的技能建立在先前级别的坚实基础上，并且当个人获得时间和适当的支持和培训来学习技能、时间管理和价值观时，需要一个新的角色定位。
This clear framework makes it easy for people to see what capabilities and values are needed for successful career progression. It focuses people on the skills the organization needs, thus improving current and future performance.
这个清晰的框架使人们很容易看到成功的职业发展需要哪些能力和价值观。 它让人们专注于组织所需的技能，从而提高当前和未来的绩效。
Typically, career progression involves making successful transitions at six key stages:
通常，职业发展涉及六个关键阶段的成功过渡：
In reality, people often make these transitions with little support and inadequate preparation, commonly modeling themselves on their predecessors and learning what works through trial and error. The Leadership Pipeline makes explicit what is required for success at each level. In particular, it clarifies the requirements in three key areas:
在现实中，人们往往在缺乏支持和准备不足的情况下进行这些转变，通常以他们的前辈为榜样，并通过反复试验来学习什么是有效的。领导力管道明确了在每个级别取得成功所需的条件。 具体而言，它阐明了三个关键领域的要求：
Acquiring these capabilities at each level builds the foundation for success at the next level. Consequently, this focus on skills, time management, and values prioritizes improved performance for advancement – benefiting both the individual and the company.
在每个级别获得这些能力为下一个级别的成功奠定了基础。 因此，这种对技能、时间管理和价值观的关注将提高绩效放在首位——这对个人和公司都有好处。
