Leadership and measuring leader performance and peer
evaluations
1-Organizations often use international assignments as
important practices in global leadership development. However, the evaluation
of the assignments is often focused on the leaders’ performance but lack of
assessment on the developmental benefits to the leaders. If you were given the
task to identify the developmental benefits of an international assignment, what
would be the most important aspect that you would examine? How would you
measure the benefits?
2-Peer coaching is characterized by equal status of
partners, focus on personal and professional development of both peers, and
integration of reflection and practice (Parker, Hall, & Kram, 2008). Have
you had any experience or observations on peer coaching? Explain your
understanding of the pros and cons of this peer coaching as a practice for
human resource development.
Reference:
Parker, P., Hall, D.T., Kram, K.E. (2008). Peer coaching: A
relational process for accelerating career learning. Academy of Management
Learning & Education, 7(4): 487-503.
3-Some organizations arrange their leaders to participate in
social service programs. From the perspective of human resource development,
how will the leaders benefit from these activities?
