What Is Important In Leadership Development

Leadership is defined as the process of influencing the activities of an individual or a group in an effort towards goal achievement in a given situation. If you lead a business that is experiencing rapid growth — or you would like to be in that category – then you need to acquire knowledge and skills which will enable you to make sound business decisions in what has become a much more competitive environment. That where we are introduced to leadership development concept. Problems start If you don’t take the time to educate yourself about the ramifications of your growing success, you could lose customers and employees and, even worse, see all your hard work go out the window when your business fails. But you might be able to carve out

These initiatives can be structured training programs targeted at cultivating leadership skills, or experiential learning that presents leaders with novel challenges to overcome. Both forms are described in detail below. When implementing a leadership development program, it is essential to begin by forming a leadership competency model or a framework of relevant knowledge, skills, and abilities particular to the organization. This type of planning behaviour acts as a catalyst for creating effective
Leadership development initiatives, while also identifying the specific elements of a leader’s identity that align with the organization’s needs.
Leadership development programs should consider the formation, maintenance, and
Transformation of a leader’s identity (how a leader views him/herself) throughout the development process. A leader’s identity refers to how the individual sees him/herself as a leader and leadership theory recognizes leaders develop and shape different identities over time. Through learning and experience, leaders can shift from a strong individual-based identity

Structured training programs are designed to improve a potential leader’s skills and utilize initiatives that can be distributed into four general categories: (1) individual skill development, (2) socialization of organizational vision and values (3) strategic leadership initiatives to foster large-scale change, and (4) action learning initiatives targeted at addressing organizational challenges. Organizations may use one or more of these types of initiatives (which will be described in more detail below) to develop leadership based on what best suites their current needs and conditions. Individual skill development programs are characterized by the assessment of a leader’s personality, values, and behaviours, oftentimes with a 360-degree feedback assessment to identify the strengths and weaknesses of a leader. Coaches are frequently used to deliver feedback then develop and execute an action-oriented plan to emphasize strengths and improve deficiencies4. To maximize development, coaches should deliver feedback at the task level rather than at the person level, meaning that feedback should be specific to relevant task(s) and directed at what a leader does rather than who the leader is. Socialization programs like the assignment of mentors can orient new or