Avoid The Comedy Central Effect: Foster Your Next Leaders Through Learning
Comedy Central is in a bit of a programming pickle. The cable network has had a slam dunk with its daily talk shows The Daily Show with John Stewart and The Colbert Report, a spinoff of the Daily Show. The two politically-themed shows have racked up ratings and awards for Comedy Central, and have anchored the network’s popular late prime-time scheduling for years. Last summer, Daily Show host John Stewart took a three month hiatus from the show in order to direct the upcoming movie Rosewater; longtime cast member John Oliver stepped up to the plate and anchored the show. He did a wonderful job, maintaining high ratings for the show and earning rave reviews for his ability to lead a talk show.
However, with John Stewart’s return to the show, Oliver’s time as leader was over. Worse, Comedy Central had no other opportunities to create a show anchored by Oliver; in fact, they hadn’t even locked him up with a contract to remain at Comedy Central. Considering his success, it should have come as no surprise that Oliver left the Daily Show and Comedy Central to host his own show, Last Week Tonight with John Oliver, over at premium channel HBO, where his success only continues to grow.
This story could have merely been a case of a missed opportunity by Comedy Central if not for the recent announcement by Daily Show alumnus and Colbert Report anchor Stephen Colbert that he was leaving the show – and the network – to take over for David Letterman on CBS’s Late Show. While the loss of Colbert would always be keenly felt by Comedy Central, it now seems like a potential disaster for the network; there is no battle-tested anchor ready to take up the reigns at one of their most popular programs, and their perennial leader John Stewart has been at his current position for 15 years. The network is poised to lose their talk show leaders, with no groomed heir apparent to step in.
What can HCM professionals learn from this story? Your organization’s future leaders are right there within the enterprise now; you have to identify, train, and retain them in order to secure a sound future for the company. One of the best ways to train – and keep – potential leadership on hand is through learning programs and leadership opportunities. By teaching employees how to succeed at your organization, and then giving them the opportunity to do so, you will be maintaining and growing your workforce more effectively.
Why is it important for organizations to develop and train its employees for leadership opportunities? Best-in-Class organizations that invest in a more consistent development experience at all career stages for employees enjoy:
- 78% of employees who state they are “highly engaged”
- 63% of key positions that are filled internally
- 13% year-over-year improvement in employee retention
What learning methods can help you identify and train tomorrow’s leaders? Find out by reading Aberdeen’s “Newbies to New Leaders: Closing Critical Skill Gaps with Learning.”
This article was syndicated from Business 2 Community: Avoid The Comedy Central Effect: Foster Your Next Leaders Through Learning
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