戈爾公司

排名：5

戈爾公司（W. L. Gore & Associates）在填補(bǔ)關(guān)鍵領(lǐng)導(dǎo)崗位時會廣泛征詢員工的意見。例如,，兩位長期任職的部門領(lǐng)導(dǎo)者退休后,，這家公司在部門內(nèi)召開了一系列意見征詢會，要求超過1,300名員工確認(rèn),，在選擇新領(lǐng)導(dǎo)團(tuán)隊時應(yīng)該考慮哪些品質(zhì),。這家公司使用類似的流程，要求人力資源部門的同事就一位新全球人力資源負(fù)責(zé)人發(fā)表意見,。而且,，公司現(xiàn)任CEO的任命也是在廣泛征詢各部門負(fù)責(zé)人意見后確定下來的,。這些做法符合戈爾公司的核心理念，即公司領(lǐng)導(dǎo)者必須證明自己具備真正的“群眾基礎(chǔ)”,，也就是說,，領(lǐng)導(dǎo)職位是獲得的，而不是被任命的,。

W. L. Gore & Associates

5

When filling key leadership positions, Gore seeks broad input from the associates. For example, after two longtime divisional leaders retired, the company held a series of input sessions across the division, asking more than 1,300 associates to identify the attributes that should be considered when selecting the new leadership team. A similar process was used to ask Human Resources Associates for input on a new global HR leader, and the current CEO was named only after asking a wide group of leaders whom they would support as the next president. These practices are in keeping with W.L. Gore & Associate's core belief that leaders must demonstrate "followership" to truly lead -- in other words, that leadership is something to be earned, rather than appointed.