正版 纵向领导力:关键人才识别与发展:key talent identification

目录
导读································································································1
第1篇 纵向领导力发展适合谁 导言··························································································7
第1章 企业中需要发展纵向领导力的三类人··········································9
第一类人：企业的高潜力管理人才···················································9
第二类人：变革或转型中的中流砥柱··············································19
第三类人：困境中的新人·····························································30
第2章 需要发展纵向领导力的两类个体··············································38
第一类：为环境所迫――想拿回主动权的人·····································39
第二类：内心的渴望――心中燃烧着火苗的人··································47
第3章 踏上纵向领导力发展征途·······················································52
准备工作··················································································52
准备工作一：提升纵向领导力发展的准备度·······························53
准备工作二：确定发展的目标·················································56
准备工作三：确定纵向领导力发展成功的衡量方式······················56
建立信任··················································································59
对高管所面临现实环境的理解·················································60
对纵向领导力发展理论及应用的理解和运用·······························61
教练对自身教练能力的信心····················································61
第2篇 纵向领导力发展地图 导言························································································63
第4章 纵向领导力发展地图总览·······················································66
第5章 纵向领导力发展的5个主要阶段··············································75
1. 外交斡旋――遵从者阶段·························································75
2. 匠人精神――运筹者阶段·························································83
3. 关注结果――成就者阶段·························································92
4. 推陈出新――重构者阶段·························································99
5. 玩转系统――转型者阶段························································10
3 第6章 如何识别纵向领导力发展地图················································110
1. 空间之镜·············································································111
2. 时间之镜·············································································119
3. 权力之镜············································································126
4. 反馈之镜·············································································131
第3篇 突破纵向领导力发展瓶颈 导言·······················································································139
第7章 历程――纵向变化之路·························································141
1. 看见――全新的世界······························································143
2. 尝试――新奇的变化······························································147
3. 做到――成功的体验······························································151
第8章 天堑――纵向领导力发展难以逾越的障碍·································155
1. 内在的声音――固有的信念·····················································155
2. 打回原形――回退·································································158
第9章 捷径――纵向领导力发展顺利通关的秘诀·································162
1. 绝地求生――高压的体验························································162
2. 智慧火花――思维的碰撞························································166
同侪反馈···········································································167
尝试用不同的视角看问题······················································167
关注和反思自己不喜欢的人或行为··········································170
3. 内观自变――认知能力的提升··················································171
大师之路···········································································171
正念冥想···········································································172
纵向领导力教练··································································176
后记·····························································································180
参考文献·······················································································181

冯皓（Alex），高管纵向领导力发展教练 ；西南政法大学经济学/法学学士国际教练联合会（ICF）专业级教练（PCC）、国际团队教练（TCI）机构的团队教练、家族企业治理与传承（FBGS）架构师、国际组织与领导力协会（IAOL）领导力教练。
拥有17年以上人力资源管理相关专业的从业经验，曾任职于龙湖物业、思源经纪、日清国际、宏兴生态的HR部门并担任从经理到总监和董事长助理的管理类职务；2017年转型做高管教练，陪伴企业成长；现主要专注于企业高管个人及团队发展方向，并将管理学、心理学用教练技术融为一体，积极促进企业治理与传承、组织变革、企业文化重塑、团队绩效提升、团队领导力及管理人才梯队建设；现在国内的管理认知转型实践方面独竖一帜。
近年服务客户：药友制药（复星）、益佰制药、博腾制药、勃林格英格翰制药、德国赢创化工、传音控股、横河川仪、中海地产、大唐地产、中机中联、东原物业、中科建设、重庆铁塔、中移物联网、平安财险、阳光保险、新华保险、工银安盛、中国人民银行重庆分行、泸州老窖、重庆市总工会等。

一本不仅帮你提升自我认知，还帮你识别和发展关键人才的书。自利：拥有一幅自我认知升维的详细地图利他：拥有一双识别关键人才的慧眼和发展他们的方法较早的关于纵向领导力的中文著作，可以成为追求卓越的领导者们的参考书。
本书基于作者多年的高管教练辅导项目实践，依据自我发展理论，为读者提供了一套提升领导者纵向领导力的系统方法。书中不仅介绍了何为纵向领导力、为何要提升纵向领导力、哪些人适合提升纵向领导力、如何提升纵向领导力，还提供了纵向领导力的发展地图、突破纵向领导力发展瓶颈的方法等并配有大量的真实案例场景。通过阅读本书，读者不仅可以从更加全面、系统的视角认识自己和环境并采取更加有效的决策和行动，而且可以找到识别和发展关键人才的方法，从而推动自己、团队和组织面向未来，拥抱变化，走向成功。

本书基于作者多年的高管教练辅导项目实践，依据自我发展理论，为读者提供了一套提升领导者纵向领导力的系统方法。 书中不仅介绍了何为纵向领导力、为何要提升纵向领导力、哪些人适合提升纵向领导力、如何提升纵向领导力，还提供了纵向领导力的发展地图、突破纵向领导力发展瓶颈的方法等并配有大量的真实案例场景。 通过阅读本书，读者不仅可以从更加全面、系统的视角认识自己和环境并采取更加有效的决策和行动，而且可以找到识别和发展关键人才的方法，从而推动自己、团队和组织面向未来，拥抱变化，走向成功。

本书基于作者多年的高管教练辅导项目实践，依据自我发展理论，为读者提供了一套提升纵向领导力的系统方法。书中不仅介绍了何为纵向领导力、为何要提升纵向领导力、哪些人适合提升纵向领导力、如何提升纵向领导力，还提供了纵向领导力的发展地图、突破纵向领导力发展瓶颈的方法等并配有大量的真实案例场景。通过阅读本书，读者不仅可以从更加全面、系统的视角认识自己和环境并采取更加有效的决策和行动，而且可以找到识别和发展关键人才的方法，从而推动自己、团队和组织面向未来，拥抱变化，走向成功。