Effective Leadership Development Interventions
The Health Foundation’s position statement on effective leadership development interventions
Research report | September 2009
Dr Lisa Anderson
Becky Malby
Kieran Mervyn
Professor Richard Thorpe
The Health Foundation’s position statement on effective leadership development interventions Research report
Dr Lisa Anderson
Becky Malby
Kieran Mervyn
Professor Richard Thorpe
September 2009
Acknowledgements
We would like to thank the Health Foundation leadership development consultants who gave a great amount of time to the focus groups and some also to the Delphi survey. We would also like to thank the
Centre for Innovation in Health Management development consultants who also took part as experts in the Delphi study. …show more content…
Given that organisations do not operate in predictable ways but instead as part of an open system that includes emergent properties, there are two things that can be done: q Identify those things that do not work so as to narrow the range of choices for future action. q
Identify ‘mechanisms’ that have worked in the past and might, but cannot be guaranteed to, work in the future. For example, the development of a heightened self-awareness and understanding of one’s impact on others – one popular avenue for leadership development – can lead to improved leadership behaviour, performance and outcomes, but is not guaranteed to do so.
Circumstances are always combining and recombining in new forms, and while events rarely repeat themselves exactly there may be characteristics and mechanisms that can be identified that have a greater likelihood of success.
Leadership development and the health industry
We believe that effective, skilled leaders lie at the heart of lasting improvements to
Research report | September 2009
Dr Lisa Anderson
Becky Malby
Kieran Mervyn
Professor Richard Thorpe
The Health Foundation’s position statement on effective leadership development interventions Research report
Dr Lisa Anderson
Becky Malby
Kieran Mervyn
Professor Richard Thorpe
September 2009
Acknowledgements
We would like to thank the Health Foundation leadership development consultants who gave a great amount of time to the focus groups and some also to the Delphi survey. We would also like to thank the
Centre for Innovation in Health Management development consultants who also took part as experts in the Delphi study. …show more content…
Given that organisations do not operate in predictable ways but instead as part of an open system that includes emergent properties, there are two things that can be done: q Identify those things that do not work so as to narrow the range of choices for future action. q
Identify ‘mechanisms’ that have worked in the past and might, but cannot be guaranteed to, work in the future. For example, the development of a heightened self-awareness and understanding of one’s impact on others – one popular avenue for leadership development – can lead to improved leadership behaviour, performance and outcomes, but is not guaranteed to do so.
Circumstances are always combining and recombining in new forms, and while events rarely repeat themselves exactly there may be characteristics and mechanisms that can be identified that have a greater likelihood of success.
Leadership development and the health industry
We believe that effective, skilled leaders lie at the heart of lasting improvements to