2013 Charan Development Marketing 
Great Leadership By Dan
SEPTEMBER 15, 2011
Developing a Leadership Training Program for High Potentials: A Case Study. An assessment should be done of the high potential employees to determine their current strengths and development needs. We’ll look at how they determined what competencies were needed for future leaders and what comprised the program that was developed.
QAspire
FEBRUARY 1, 2016
Liz Alexander (who I interviewed in 2013 on the topic of thought leadership ) and Naveen Lakkur (Director, Founder Institute, India) wrote a new book titled “ FOUND – Transforming Your Unlimited Ideas Into One Sustainable Business ”. By engaging with all three of these groups, the business can truly accelerate.
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Harvard Business Review
OCTOBER 31, 2014
A few months ago, Ram Charan proposed splitting HR into two parts: one to oversee leadership and organization, and one to handle administration. But talent acquisition and learning and development are altogether different — and they should never be done on the cheap. That was a useful conversation starter.
Harvard Business Review
JULY 29, 2014
In the July/August issue of HBR , Ram Charan argues that the Chief Human Resources Officer (CHRO) role should be eliminated, with HR responsibilities funneled in two separate directions — administration , led by traditional HR-types, reporting to the CFO; and talent strategy , led by high-potential line managers, reporting to the corner office.
Harvard Business Review
OCTOBER 15, 2013
It was the first time a vice chair would be based in an emerging market. It reflected the reality that a lot of GE’s growth will be coming from the developing world, and the leaders have to be there. As Keith Sherin, then GE’s CFO put it, “This is where the growth is. Don’t delegate them away.
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