Leadership Development

Leadership development is defined as “expanding the collective capacity of organizational members to engage effectively in leadership roles and processes” (McCauley et al., 1998). “Leadership roles refer to those that come with and without formal authority, whereas management development focuses on performance in formal managerial roles” (McCauley et al., 1998).

Leader Development vs Leadership Development

“In the case of leader development, the emphasis typically is on individual-based knowledge, skills, and abilities associated with formal leadership roles”(Coleman, 1988) The focus in leadership development is on the development of human capital. “Unlike human capital, in which the focus is on developing individual knowledge, skills, and abilities, the emphasis with social capital is on building networked relationships among individuals that enhance cooperation and resource exchange in creating organizational value” (Bouty 2000). Leadership development is a more comprehensive term and focuses on building networked relationships (social capital) among individuals in an organization.

Building and using interpersonal competence such as the ability to understand people, and building trust, and respect, is the primary emphasis in leadership development.

Practices in Leadership Development

• 360-degree feedback: 360-degree feedback is Multi-source ratings of performance, organized and presented to an individual. The developmental objective of 360-degree feedback is Self-knowledge and Behavioural change. It provides a Comprehensive picture and broad participation.
• Coaching: Coaching is Practical, a goal-focused form of one-on-one learning. The developmental objective of coaching is Self-knowledge and Behavioural change.  Coaching is beneficial for employee career development.
• Mentoring: Mentoring is an advising/developmental relationship, usually with a more senior manager. The developmental objective of mentoring is a broader understanding. Mentoring works as an advancement catalyst for employees and provides lessons learned/avoids mistakes.
• Networks: Networks are connecting to others in different functions and areas. The developmental objective of Networks is teaching who to consult for project help.
• Job Assignments: Job Assignments is Providing “stretch” assignments in terms of role, function, or geography. The developmental objective of the job assignment is Skills development and a broader understanding of the business.
• Action Learning: Action learning is Project-based learning directed at important business problems. The developmental objective of action learning is Socialization Teamwork and Implementing the strategy.