Leadership Development: Learning from Best Practices

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Title: Leadership development: learning from best practices
Author: Sheri-Lynne Leskiw and Parbudyal Singh
Journal: Leadership and Organization Development Journal Vol. 28 No.5, 2007 pp. 444-464 Publisher: Emerald Group Publishing Limited
Retrieved on: 1st October 2012
Available at: < URL http://www.emeraldingsight.com/0143-7739.htm

This paper is proposing a guideline that practitioners can use in developing and assessing their leadership development strategies and programs. There are six key factors that were found for effective leadership development, through: needs assessment, the selection of a suitable audience, the design of an appropriate infrastructure to support the initiative, the design and implementation of an entire learning system, an evaluation system and corresponding actions to reward success and improve on deficiencies. There is considerable evidence to suggest that organizations that do not have proper structured leadership development processes compete in marketplace at their own peril. So, this paper identified “best practice organizations” by those six key factors.

The main aim of this paper is to conduct a systematic review of the literature on best practices, processes and systems in leadership development discussed through a comprehensive analysis of publications pertaining to practices that could be described as “best” in leadership development era. Essentially, a “best” practice is considered to be the one resulted with the most positive outcomes for the organization and is recognized by independent analysts as contributing to the organization’s performance. This paper has a lot to offer to organizations regarding human resource management stakeholders and action-oriented advice that is based on the experience of other organizations, and for which there is support in theory.

This paper is a review paper done through an extensive literature review conducted by searching texts and business databases for “leadership development best practices”. Firstly, some organizations were identified and these organizations are related to leadership development matters. Secondly, several criteria were used to decide whether it would be included in the study or not. The criteria chosen are based on independent analysts whom classified the practice as “best” in leadership area. Among the criteria are whether the leaders were “made” through integrated, multi-mode programs that included top management support, systematic training and action learning.

There are differing models and perspectives regarding the constituents of best practices in leadership development. Throughout the review, six key features were found to be vital for an effective leadership development. It is important to note that the best practices are firmly grounded in theory, strategic, behavioral, and learning-based area. The first feature is a thorough needs assessment. The second feature, the selection of a suitable audience. The third feature, the design of an appropriate infrastructure to support the initiative. The fourth feature, the design and implementation of an entire learning system. The fifth feature, an evaluation system. And the last feature is the corresponding actions to reward success and improve on deficiencies.

1. Why organizational need to develop leaders
2. How to fill leadership vacancies
3. Why the organizational structures are flatter
3.4Why organizations need leaders’ replacement

1. Why organizational need to develop leaders
Leadership and learning play a critical role in enabling organizational growth and transformation to ultimate success. Good strategies must be able to identify the current situation of the organizational on what it needs to develop and how it needs to change in order to achieve...
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