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By continually attracting the most promising graduates… and then developing them further, these companies… enhance their ability to attract the best…

Organizations tend to assign people based on what they’re already good at, not what they need to work on.

Deliberately putting managers into stretch jobs that will require them to learn and grow is the central development technique of the most successful organizations.

…for employees trying to improve, making real decisions in real time is the central practice activity that produces growth.

…developing future leaders earlier than other companies creates a competitive advantage that lasts for decades, as… pipelines of high achievers become bigger, better, and more reliable.

Understand that people development works best through inspiration, not authority.

You don’t develop people on the cheap, and you don’t just bolt a development program onto existing HR procedures.

Though executives at the best companies talk about their leadership development programs, they generally realize the term isn’t quite right. Developing leaders isn’t a program – it’s a way of living.

Just as great individual performers possess highly developed mental models of their domains, the best teams are composed of members who share a mental model…

The effects of deliberate practice activities are cumulative. The more of a head start your organization gets in developing people individually and as teams, the more difficult it will be for your competitors ever to catch you.