Chapter 11: Leadership Learning and Development Flashcards
Turnbull and Burgoyne suggest leadership development should have 3 strategic principles, which?
- Leadership development must be driven from the top. If the CEO is not intimately involved and committed to it, it is not worth starting.
- Leadership development supports and drives the business. If it is not central to an organisation’s strategy, it will not happen.
- A leadership model must be culturally attuned: it must reflect the culture of the organisation.
Difference between leader development and leadership development?
Leader development involves the development of individual leaders whereas leadership development involves a process of development that includes a number of differing stakeholders; leaders, followers and peers.
Leadership development as self-development
Traditional view of leadership is as leader development and revolves around self-development.
- the idea that a leader can develop in a maslowian sense towards ideals of self-awareness, self-control and self-realisation or actualisation in conjunction with methodologies of an experiential nature and grounded in learning styles theory.
Leadership development as skills, behaviour and personality development
Transformational leadership seems to have a large part of leadership development.
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Leadership Development as Experience
- previous work history
- previous positions held
- leadership occuring at an early age
- the importance of parental modelling
- level of experience and willingness to learn
these are all important to how a leader develops. Which are the suggested triggers to leadership development and learning?
- significant leadership challenge at an early age
- observing positive role models
- mentoring, coaching and consultant relationships
- Experiential leadership development training courses
- Impact of negative role models
- MBAs and professional qualifications
- International and multicultural experiences
- Voluntary and community work
- Team sports
- Being thrown in at the deep end??
Leadership Development as Experience.
McGall suggests that experience is key to developing leadership. Which 6 experiences are important?
- early work experiences
- short term assignments
- major line assignments
- other people (good and bad bosses)
- hardships of various kinds
- miscellaneous events, such as training courses.
Leadership Development as Experience.
Rajan highlights the following leadership development methods in rank order:
- coaching by the CEO
- learning from peers
- Experience
- Skills training
Leadership Development and Social Mechanisms
Creation of positive learning environments is important for leadership development.
Scandura and Lankau highlights environments that support innovation where cultural communication
competence is encouraged and where this and the facilitation of high-quality and diverse relationships
are both important to leadership development.
Galli and Muller-Stewens show the importance of practices that foster social capital, such as networking, mentoring and job assignments to leadership
development.
Process issues
???
Longitudinal Perspective on Leadership Development & what does Riggio and Mumford conclude about what leadership development should?
Leadership development is multi-level and longitudinal
- importance of skill acquisition over time and into adulthood, the systematic investigation of experiences, complex sense-making abilities, leadership development over the lifespan, good social skills and familial support.
a) encourage more longitudinal research
b) draw attention to existing databases that could harness longitudinal and lifelong interpretations
c) encourage evaluation that uses longitudinal design
Leadership Development Evaluation
In evaluating leadership development, 2 special issues are highlighted:
- The paucity of literature on leadership development and challenges the notion that this may indicate that leadership development evaluation is either not important or possible.
Also, ROI-models in relation to leadership training can be used.
- Challanges conventional survey-related techniques of evaluating leadership development programmes. They recognise the issues of evaluation in a contextualised environment; however, they suggest ways of working with context and culture.
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Creative approaches to leadership learning and development
An aesthetic approach appears important in leadership development.
Art-based methods was highlighted by Taylor and Ladkin:
- skills transfer - learning artistic skills that can be applied to an organisation setting
- projective technique - accessing inner thoughts and feelings
- illustration of essence - apprehending the essence of a concept, situation, tacit knowledge
- making - deeper experience of personal presence and connection to counteract feelings of disconnection and fragmentation among leaders
Critical Approaches to Leadership Development
BIR
Some key issues identified are that leadership learning and development is too individually focused, westernised and gendered.
- Becoming
There is a need to appreciate the aspects of emotion, such as anxiety and desire, in the process of “becoming” a leader and in being a leader.
By adopting leadership role, we engage in behaviours that we have learned from experience in this context, then act and reflect on our actions to inform these behaviours. - Identity
The performative role in literature - reading it has a lasting impact on who we think leaders are and how they should be. Leaders are portrayed as transcendental, perfect beings, masculine, competitive etc. Managers are increasingly asked to adopt to the identity prescribed in literature but nobody can live up to the expectations set.
We have multiple identity perspectives and leaders often have to ignore their preferred identity in favour of those expressed in their organisations, literature or LD. - Resistance
The Future of Leadership Learning and Development
Day points out other areas that are important to develop as well:
- A process-oriented view
- Choosing relevant outcome variables
- Focus on personal trajectories of development
- Broadening the development focus
- Practising leadership
- Self-awareness and 360-degree feedback
Suggestions from the work in resistance, becoming and identity would suggest that we need to promote the following aspects within leadership development in the future:
- Avoid presenting leadership as a fixed role or identity that we can adopt and develop
- Encourage awareness of different possible selves as leaders, followers and both
- Deal with emotions and anxieties during the process of becoming and being leaders
- Strengthen the voices of alternative leadership models rather than the masculine, competitive, aggressive, self-reliant, individualist one
- Reconnect with context and community and become inclusive and welcoming of the critical and creative views of other
- Explore ethics and ethical subjectivity
