戈爾公司

排名：5

戈爾公司（W. L. Gore & Associates）在填補關鍵領導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導者退休后，這家公司在部門內召開了一系列意見征詢會，要求超過1,300名員工確認，在選擇新領導團隊時應該考慮哪些品質。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責人發(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責人意見后確定下來的。這些做法符合戈爾公司的核心理念，即公司領導者必須證明自己具備真正的“群眾基礎”，也就是說，領導職位是獲得的，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.