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	<title>Linked 2 Leadership &#124; The Leadership CollaboratoryEmployee Development: Who Should Take Responsibility? &#8211; Linked 2 Leadership | The Leadership Collaboratory</title>
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		<title>Employee Development: Who Should Take Responsibility?</title>
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		<pubDate>Fri, 29 Jan 2016 17:24:10 +0000</pubDate>
		<dc:creator>Aditi Chopra</dc:creator>
				<category><![CDATA[Leadership Development]]></category>
		<category><![CDATA[Organizational Health]]></category>
		<category><![CDATA[Personal Growth]]></category>
		<category><![CDATA[Professional Growth]]></category>
		<category><![CDATA[Coaching]]></category>
		<category><![CDATA[employee engagement]]></category>
		<category><![CDATA[employee growth]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Performance]]></category>
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				<description><![CDATA[Having been on both sides of the manager-employee equation, I sometimes wonder who should take responsibility of an employee’s growth and development. This because I am a firm believer of self-awareness and constant growth of an individual. Finding the Way The process of identifying a development area and then working on it is now ingrained [&#8230;]]]></description>
			<content:encoded><![CDATA[Having been on both sides of the manager-employee equation, I sometimes wonder who should take responsibility of an employee’s growth and development. This because I am a firm believer of self-awareness and constant growth of an individual. Finding the Way The process of identifying a development area and then working on it is now ingrained [&#8230;]]]></content:encoded>
	

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