Leadership Development: a Critical Hr Challenge Now and Future

In her article, "The Most Important Leadership Competencies, According to Leaders Around the World", Sunnie Giles, certified executive coach and President of Quantum Leadership Group, discusses 5 of 10 leadership competencies that her research identified.

If you were to go to your local university’s library and look up the topic of leadership you would find hundreds of books on the topic. A similar search through journal articles and online publications would produce hundreds of thousands of results. The topic of leadership is something that has been greatly researched throughout the years. This writing is intended to research one of the models developed as a result of some of that research, the Full Range Leadership Development model (FRLD). FRLD was first introduced as a model by Avolio and Bass (1991), many of the principles used in this model were developed long before. Bass and Avolio have had many publications throughout the years on the topic of leadership, the FRLD model was one way they discovered to bring much of that research together.

Comprehensive leadership development is an action plan to develop and educate those in leadership positions and complete or nearly all-inclusive manner. The process of education can take on many directions and sciences but generally will look at research in defining the science in leadership, how one develops personally and professionally, influence and motivation dynamics, and ethics.

I choose the Centerpoint Organization for this assignment due to their leadership development. Their Leadership Toolkit appeared interesting and I believe that leadership is very important within the healthcare work force, organizations, and just within life daily. Leadership is the process of getting things done through people, the leader moves the team toward success. The Centerpoint Organization for leaders discusses in their background statement, their resource for people who lead nonprofit organizations and community initiatives (www.centerpointforleaders.org).

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

From the quantitative results, it was clear that participants reported skill increases in all but one of the leadership competencies (Table 3). From the qualitative data results, it was seen that participants perceived value in learning the target leadership competencies. This was shown by the unsolicited mentions of these competencies when asked what they learned and what they wished to learn more of (Table 4).

The author bases his fundamental premise on the analysis and evaluation of competency models studied throughout 188 different companies across a wide variety of industries. The findings resonate across all these industries showing how critical the seven to 15 items arte for defining EI in leaders. Of primary importance across the spectrum of these items is initiative and strategic vision. What is impressive about the previous research

The Leadership Competency Model, developed by the Central Michigan University (CMU Model), will be used as a guiding principal. The model is made up of the aspects, namely, self-management; leading others, task management, innovation and social responsibility. It is chosen as it thoroughly describes the aspects a effective leader should possess.

Indeed shaping oneself to become a leader is not an overnight process, one requires great patience and time to develop strong leadership styles to help harness the followers skills and talents they bring to an organization. The leadership styles characterizes of skills, situational and behavioral approaches. These three approaches are essential to effective leadership if only they are better understood by the leaders themselves. Skills approach for example, appears to be a vital approach because it is important to accomplish goals and objectives and solve complex problems in the workplace. Combining these three basic administrative skills that is technical, human and conceptual ought to help leaders understand the dynamics of goals at hand, the followers and the overall objectives of an organization.

The skills approach to the study of leadership moved beyond innate characteristics and showed that knowledge and abilities may be learned and developed to make a person a more effective leader (Northouse, 2013). Katz (1955) argued that effective leadership depends on technical, human, and conceptual skills that are very different from personality traits (as cited in Northouse, 2013). Mumford, Zaccaro, Harding, Jacobs, and Fleishman (2000) expanded on this concept by formulating a skill-based model of leadership that examined the relationship between a leader’s competencies and the leader’s performance within an organization (as cited in Northouse, 2013). Problem-solving skills, social judgment skills, and knowledge are competencies that serve as the most important aspects of the model (Northouse, 2013). Mumford et al. (2000) propose that these competencies are

“Leaders are not born, they are made.” This quote can be seen at numerous officer training programs throughout the United States armed forces. Reflecting back on my officer training up to present, I can agree with that quote. Early in my training process with ROTC, many of my mentors told me that most of my leadership development would take place when I fail at something. Though I knew their advice held some merit, I did not fully grasp what they meant. Even now, I still am learning from their mentorship. As the topic of leadership development is explored, we will examine leadership failures, successes, and challenges that have played significant roles in my leadership development.

As the pace of business, and organizations escalate, long-term success and competitive advantage need to be taken seriously. To have a good chance at this success, leadership development should be a significant area of interest. “Leadership is a process whereby an individual influences a group of individuals to achieve a common goal” (Northouse, 2010). So the question becomes, is leadership development, effective when it comes to developing leaders for the success of an organization? This is probably a question that has been asked many times. It is known throughout cooperate world by many, that leadership affects various areas of an organization. Although there has been an abundance of investigations into the study and practice of

According to Steve Arneson from the website Examiner.com, there are eight most important competencies in the leadership. First, the integrity and ethics: the truth has to be told and it is important in management to do the right thing. Then, visioning and strategy are very important and as a leader, the manager has to know where he wants to go with his team and develop a good strategy to reach it; furthermore, leader has to be focus on results. A manager needs also a good judgment, be a great differentiator. If the manager does not have passion and optimism his team will not work for him. A good leader is also someone who knows how to build his team by hire and surround him/herself with great talent. He or she has to cares and develops others, if the manager has a reputation for growing talent, it will be easy for him or her to have talent in his or her team. Finally, the leader has to accept and create a culture of accountability (Arneson, 2008). Prive from Forbes Magazine, adds “that every good leader should possess, and learn to emphasize”. A leader must have the ability to delegate, communicate, have a sense of humor, have confidence and commitment, show a positive attitude, be creative and intuitive, and be inspiring.

In this paper, the writer will discuss the concept of leadership development, whether a person is born or developed to be a leader, what role mentoring has on follower’s, and what being a leader and follower mean. The writer will relate personal experience as well as scholarly research to validate her perception of leadership development. The writer will provide enough information for the reader to have a good understanding of leadership development, mentoring followers, and what he or she believes is a leader and/or follower.

The article I am reviewing is called the Benefits of Leadership Development in Sports. This article was written in the attempt to discover how a coach may benefit if they can develop leaders. This paper was written by Mike Voight who is an associate professor focusing on leadership in sports at the University Central Connecticut University. Mike Voight has written several other articles focusing on how personnel team leadership matters.