This paper aims to describes how properly designed and executed leadership development can make a difference, an approach the authors call intentional development.
By building unique connections among recent advancements in human capital management and neuroscience, this paper proposes the components that any organization can use to significantly improve the return on their investment in leadership development.
It is estimated that US companies spend over US$13bn annually on leadership development. Match that number to the abundant research that finds most leadership development to be ineffective, and the conclusion is a phenomenal amount of waste. The situation does not need to be that dire.
Following the practices of yesterday are not sufficient to build leaders needed for now and the future. It is time to retool leadership development.
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