Summary of Grow Your Own Leaders

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Grow Your Own Leaders book summary


7 Overall

10 Applicability

6 Innovation

5 Style


This is a comprehensive guide to identifying and developing future leaders. The authors present an exhaustive (sometimes exhausting) explanation of a program called "Acceleration Pooling" - a fancy collective name for grouping everyone in your firm who has the potential to lead. Much of the content seems like common sense, yet, organizations harried by short-term challenges can easily neglect long-term tasks, such as leadership development. This carefully planned, meticulously documented approach may keep organizations from neglecting the future. Despite its turgid, jargon-choked style, this book may fill the need. Time-pressed managers can glean the most important points quickly from chapters 2, 6 and 16, which have some solid gold principles of succession planning. Human Resource managers will want to delve into the other chapters. The authors, who are consultants, make a strong case for hiring consultants to implement this system, and have registered, copyrighted, service marked and/or trademarked every form and bit of terminology that could possibly be protected. notes that many of these leadership building methods, tools and techniques are in the public domain, in case you want to do-it-yourself, using this guide book.

In this summary, you will learn

  • one method of identifying, developing and cultivating future leaders.

About the Authors

William C. Byham, Ph.D., co-author of Zapp!TM The Lightning of Empowerment and author of HeroZTM - Empower Yourself, Your Co-Workers, and Your Company, is chairman and CEO of the human resources consultancy Development Dimensions International (DDI). Audrey B. Smith, Ph.D., is consulting vice president of the Staffing and Assessment Consulting group and the Executive Succession Management Group at DDI. Matthew J. Paese, Ph.D., leads and manages DDI’s Executive Development Practice.



Leadership Development
Businesses face a leadership shortage. Headhunters, retirements and greener pastures all make highly skilled potential leaders hard to keep. To fill leadership slots, businesses must either raid other organizations for talent, or find a way to develop and retain ...

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