What’s Wrong With Leadership Development?

Are leadership development specialists missing the forest for the trees?

An article in Advances in Developing Human Resources finds that instead of promoting generic traits, behaviors and competencies, we should be focusing on how these strategies relate to the specific needs of individuals and the organizations they work for:

2ADHR06.qxdThe Problem.

Leadership Development research and practice has consistently focused on specific methods and interventions to the degree that our understanding of what good leadership development looks like is much clearer. The problem however, with current thinking on leadership development and the evaluation of leadership development is that we are not exploring the extent to which the individual leader and the organization they work for are connected and aligned. For evaluators of leadership development this exploration is a key aspect in measuring the systemic nature of leadership development and not merely the intervention. How do individual leaders navigate their personal leadership development journey and how do the organizations for which they work interface with them to provide effective development opportunities and practice?

The Solution.

This article makes the case that we need to evaluate and articulate the leadership development process differently; to move away from isolated methods and toward an interconnected process of personal and organizational discovery and learning. When leaders and organizations activate the interconnectedness of leadership development, learning may become more reciprocal and aligned which could drive better development outcomes and value. The Leadership Development Interface Model, developed through research and literature data, provides an interconnected perspective of leadership development and explores a “whole system” view so both leaders and organizations can engage, plan, and evaluate their development effort in an aligned and supported way.

The Stakeholders.
Leaders and their direct managers in organizations, HR and development specialists

Read “The Leadership Development Interface: Aligning Leaders and Organizations Toward More Effective Leadership Learning” in Advances in Developing Human Resourcesand visit ADHR’s e-alerts page if you’d like to get related research in your inbox.

This entry was posted in Human Resource Development, Leadership and tagged , , , by Cynthia Nalevanko, Senior Editor, SAGE Publishing. Bookmark the permalink.

About Cynthia Nalevanko, Senior Editor, SAGE Publishing

Founded in 1965, SAGE is the world’s leading independent academic and professional publisher. Known for our commitment to quality and innovation, SAGE has helped inform and educate a global community of scholars, practitioners, researchers, and students across a broad range of subject areas. With over 1500 employees globally from principal offices in Los Angeles, London, New Delhi, Singapore, Washington DC, and Melburne, our publishing program includes more than 1000 journals and over 900 books, reference works and databases a year in business, humanities, social sciences, science, technology and medicine. Believing passionately that engaged scholarship lies at the heart of any healthy society and that education is intrinsically valuable, SAGE aims to be the world’s leading independent academic and professional publisher. This means playing a creative role in society by disseminating teaching and research on a global scale, the cornerstones of which are good, long-term relationships, a focus on our markets, and an ability to combine quality and innovation. Leading authors, editors and societies should feel that SAGE is their natural home: we believe in meeting the range of their needs, and in publishing the best of their work. We are a growing company, and our financial success comes from thinking creatively about our markets and actively responding to the needs of our customers.

3 thoughts on “What’s Wrong With Leadership Development?

  1. there is no problem but the leadership training should be work in a way so that the leader and the organization should work together and will give a better out come. we should move away from the isolated method and go for a interconnected process for the betterment of individual as well as for an organization.

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