Leadership Development : An Effective Leader

1238 Words5 Pages
I. Introduction From a talent management perspective, the deployment of a well-designed leadership development strategy not only plays a critical role in deepening the bench of leadership talent, but can also facilitate a common and widespread understanding of the organization’s strategic vision and its culture. Since strong leaders are important at all levels of an organization, leadership development opportunities must be made available to everyone and not just a handful of individuals at the top. Research conducted by the Chartered Management Institute of Britain found that 75% of people consider their manager to be the biggest influencer on their career. In order to be an effective leader, one not only needs to be emotionally…show more content…
The results of these initial studies on the effectiveness of coaching interventions and the return on investment are encouraging indicators of a high performing talent strategy. However, a further review of the available academic literature is required to determine which scientific measures are best able to validate a coaching based leadership development initiative. II. Critical Review Evaluating coaching programs can be difficult. The coach/client relationship and the individual nature of coaching are just a few of the factors influencing the diversity of potential outcomes. The problem with measuring the impact of organizational intervention is not new: it has been actively discussed since Donald Kirkpatrick first introduced his four-level measurement model used to assess training programs. Kirkpatrick admitted that it is extremely difficult, if not impossible, to evaluate certain programs in terms of the results because of the numerous factors influencing the outcomes (Bachkirova, Linet & Reading, 2015). Unlike physics or chemistry where it is possible to control variables in order to isolate results and draw reliable conclusions, coaching interventions involve human beings who do not respond predictably to outside stimuli. In spite of having used the same coach for the same number of sessions, no
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