Leadership Development: a Critical Hr Challenge Now and Future

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Leadership Development: A Critical HR Challenge Now And Future| HUMAN RESOURCES MANAGEMENT|
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Table Of Contents Page
1.Introduction .................................................................................................................... 3 2.Can leadership be taught and learned?.........................................................................3-4 3.What are the most proven approaches to leadership development ?...........................4-9 4. Critical considerations of leadership development system ........................................10-11 5. What are the most the widely recognized leadership competencies? ........................11 6. What are the best most widely used leadership methodologies employed? ..............12-13 7. What are the current and future challenges for leaders? ............................................13-15 8. Why great leaders need to reproduce great leaders? .................................................15-17 9. Why leadership development programs fail? ...............................................................17 10. Conclusion .................................................................................................................18-19 11.References ..................................................................................................................19-20

Introduction
One of the serious challenges facing HR globally in the last few years and will continue to be the main challenge in the future is leadership development (Bonadio, 2009). The other equally crucial related challenges more so presently are succession planning and talent management. HR professionals are given to task not only to attract and recruit sufficient talented workforce and to keep them in the pipeline but also to develop leaders for succession planning. HR professionals are expected to provide the essential frameworks, tools and methods of developing potential leaders (PricewaterhouseCoopers, 2005). Developing leaders has never been so important and there is a substantial research regarding the importance of leadership and leadership development to organizational success (Tubbs et al, 2009). Recent major events affecting the world posed new challenges to leaders of organizations to survive and succeed in difficult times. Leaders need to be developed with some broad generalist capabilities. Being great in one part of the business is not enough. Creating adaptive and integrative leadership need to be built in the leadership curriculum (Giber et al, 2009). Effective leadership development program will enable organizations to have sustainable competitive advantage. Can leadership be taught and learned?

One of the most frequently raised concern is whether leaders can be trained and developed. The answer is qualified yes. Some aspects of leadership are learnable and some are less so (Tubbs et al, 2009). Leadership is often discussed in terms of competencies (Bueno and Tubbs (2004), Whetton and Cameron, 2005). Competencies can be described by the acronym KSA, knowledge, skills and abilities.

The leadership competencies can be represented by three concentric circles. These circles describe three distinct aspects of leadership. The innermost circle represents the individual’s core personality. Personality engulf the overall profile or combination of characteristics that captures the unique nature of a person. Personality is shaped by heredity and external factors i.e cultural, familial and social interactions (Schermerhorn et al, 2008). The big five personality dimensions are extraversion, agreeableness, conscientiousness, emotional stability and openness to experience (Schermerhorn et al, 2008). Personality is argued to be less likely to change. Even so one’s personality is hard to change but s it possible. The second circle represents the values that one possessed. One’s values are developed and influenced...
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