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Assessment and development first requires a deeper understanding of unique categories of senior leaders: A focus on CEOs and C-level executives — ERRATUM

Published online by Cambridge University Press:  13 November 2019

Nathan J. Hiller  and
Suzanne J. Peterson
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Abstract

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Type
Erratum
Information
Industrial and Organizational Psychology , Volume 12 , Issue 3 , September 2019 , pp. 355
Copyright
© Society for Industrial and Organizational Psychology 2019 

The original publication of this Commentary [Reference Hiller and Peterson1] was written in response to the Focal Article “A Critical Evaluation of the State of Assessment and Development for Senior Leaders” by Douglas H. Reynolds, Cynthia D. McCauley, Suzanne Tsacoumis and The Jeanneret Symposium Participants [Reference Reynolds, McCauley and Tsacoumis2].

The editorial note that introduced this Commentary should have referenced the Focal Article addressed by the Commentary.

The publisher regrets this oversight.

References

Hiller, N., & Peterson, S. (2019). Assessment and development first requires a deeper understanding of unique categories of senior leaders: A focus on CEOs and C-level executives. Industrial and Organizational Psychology, 12(2), 211–214. doi: 10.1017/iop.2019.24CrossRefGoogle Scholar
Reynolds, D., McCauley, C., & Tsacoumis, S. (2018). A Critical Evaluation of the State of Assessment and Development for Senior Leaders. Industrial and Organizational Psychology, 11(4), 630–652. doi: 10.1017/iop.2018.84CrossRefGoogle Scholar