{"id":766,"date":"2007-10-15T01:00:18","date_gmt":"2007-10-15T09:00:18","guid":{"rendered":"https:\/\/systematichr.com\/?p=766"},"modified":"2007-10-15T01:02:16","modified_gmt":"2007-10-15T09:02:16","slug":"the-toyota-way-principle-9","status":"publish","type":"post","link":"https:\/\/systematichr.com\/?p=766","title":{"rendered":"The Toyota Way:  Principle 9"},"content":{"rendered":"<blockquote><p>Grow leaders who thoroughly understand the work, live the philosophy, and teach it to others.<\/p><\/blockquote>\n<p>A succession plan is nice.\u00a0 You in HR get to figure out how to grow your successors and shape their future.\u00a0 But if your current executives are engaged in the company, believe and act out the company philosophy, there is no better teach to coach your future leaders.<\/p>\n<p>The problem is that your current has to have the foresight to actually be willing to teach their replacements.\u00a0 Unfortunately this is often seen as a threat, with individuals thinking that their assistance will force their departure at an earlier date.\u00a0 Instead, the reality is often that these types of leaders are retained longer because they are seen a an integral part of the company\u2019s growth \u2013 not only of profits but of people as well.\u00a0 Additionally they are often retained in advisory or directorship roles after their chosen time of retirement.<\/p>\n<p>This principle also carries down to the lower levels of management.\u00a0 Grooming individuals into a culture that actively supports mentoring should be part of your talent management and learning strategies.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Grow leaders who thoroughly understand the work, live the philosophy, and teach it to others. A succession plan is nice.\u00a0 You in HR get to figure out how to grow your successors and shape their future.\u00a0 But if your current&#8230;<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[45,8,20],"tags":[],"class_list":["post-766","post","type-post","status-publish","format-standard","hentry","category-collaboration","category-strategies","category-talent-management"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/766","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=766"}],"version-history":[{"count":0,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/766\/revisions"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=766"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=766"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=766"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}