Creating Differentiation at Lehman Brothers
When Lehman Brothers embarked on a comprehensive leadership development effort in 2001, the impetus for the effort was clear. As described by Hope Greenfield, managing director and chief talent officer, “The firm was in a significant growth mode, and if we could grow the culture as we grew the firm, and get the leadership thing right, then we would be able to differentiate ourselves in the marketplace.” The cornerstone of the effort was a customized 360 feedback process where, starting with the chairman and the executive and management committees of the organization, senior leaders would learn about their individual strengths and development opportunities and better understand their impact on those ...
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