Developing your leadership pipeline
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| Tag | 1 | 2 | Value |
|---|---|---|---|
| LDR | 00000nab a2200000 i 4500 | ||
| 001 | MAP20071504628 | ||
| 003 | MAP | ||
| 005 | 20080418124321.0 | ||
| 007 | hzruuu---uuuu | ||
| 008 | 031215e20031201usa|||| | |00010|eng d | ||
| 040 | $aMAP$bspa | ||
| 084 | $a922.12 | ||
| 100 | 1 | $0MAPA20080095130$aConger, Jay A. | |
| 245 | 1 | 0 | $aDeveloping your leadership pipeline$cJay A. Conger and Robert M. Fulmer |
| 520 | 8 | $aToo often, succession planning and leadership development have nothing to do with each other. But they share a fundamental goal: getting the right skills in the right place at the right time. Merging the two practices can help companies build a steady, reliable pipeline of leadership talent | |
| 650 | 1 | 1 | $0MAPA20080551513$aLiderazgo |
| 650 | 1 | 1 | $0MAPA20080595906$aDesarrollo económico |
| 650 | 1 | 1 | $0MAPA20080606091$aEstrategia empresarial |
| 650 | 1 | 1 | $0MAPA20080555061$aManagement |
| 700 | 1 | $0MAPA20080192129$aFulmer, Robert M. | |
| 740 | 0 | $aHarvard business review | |
| 773 | 0 | $wMAP20077100345$tHarvard business review$dBoston$gDecember 2003 ; p. 76-84 |