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Following an overview of the leadership arena, examines completely the lesser explored concept of discretionary leadership with the view that the phenomenon of downsized, delayered organizations will demand even greater discretionary choices and behaviour from the executives and thereby testing the togetherness concept of co‐operation, sharing and working together. A benchmarking survey of the Australian Public Service (benchmarked against a private sector and health management sector database) emphasizes the point of creeping fragmentation in organizations and highlights that the capabilities of cohesion, quality dialogue and cabinet responsibility will be demanded even more from the leadership of today’s organization. Gives attention to understanding, practising and developing today’s private and public sector leaders in the capabilities of discretionary leadership.

This paper examines existing concepts of the leadership development of high potential managers and aims to take a step further toward them understanding their leadership development within the context of the working environment and gain a more developed self‐awareness. Once armed with this greater sensitivity, the way they choose to use it is surprising. Specifically, several waves of carefully screened participants holding a full leadership portfolio and attending a specific and focused program – the Integrated Leadership Development Program (ILDP) – are studied. After leadership training, field experience and reflective journal keeping, the participants produced a wide range of qualitative feedback to be set alongside that of their peers and subordinates. The experiences of the 216 study participants and the leadership traits they revealed are reined in on the Leadership Discretion model to assess the similarities and differences between four defined categories of leader. The majority of participants reported benefit from an increased self‐awareness, particularly in terms of being more conscious of and thoughtful regarding their impact on others. A minority sported the tendency to covet and collect more control.

This article has been withdrawn as it was published elsewhere and accidentally duplicated. The original article can be seen here: 10.1108/03090599210008437. When citing the article, please cite: Andrew Myers, Mairi Bryce, Andrew Kakabadse, (1992), “Business Success and 1992: The Need for Effective Top Teams”, Journal of European Industrial Training, Vol. 16 Iss: 2.

In a review of the literature, supported by six case studies, executive development for senior managers in public and private organisations is explored in depth. The study looks at the roles and responsibilities of the chairman, CEO, executive and non‐executive directors, the required capabilities to achieve successful performance, and the related executive development activity implemented to support these. Methods of delivery, development needs analysis and evaluation are explored in case organisations to ascertain current practice. A detailed review of the leadership and governance literatures is included to highlight the breadth of knowledge required at director level. Key findings of the study include the importance of focusing executive development on capability enhancement, to ensure that it is supporting organisational priorities, and on its thorough customisation to the corporate context. Deficiencies in current corporate practice are also identified.

To meet the information processing needs of the new global organisation, IS/IT managers and their IS/IT staff need to develop new skills, so that they may be more focused on the business rather than on technical processes. In exploring the theme of the changing role and contribution of the IS/IT professional, this monograph provides a literature analysis of the changing skills of IS/IT professionals and identifies the new skills and competencies required for successful IS/IT development and utilisation. The monograph also presents capability‐related models that have been tested in two global corporations. The results of the two case studies suggest that there is a need for improvement in the area of IS/IT leadership for effective IS/IT development and utilisation. Strategies for developing IS/IT leadership capabilities are discussed at the end of the monograph.

Leadership philosophy is explored through gender and other demographic characteristics in the Australian Public Service (APS), at the federal government level. Leadership philosophy is conceptualised as the leader’s attitudes, values and behaviour. Gender differences in characteristics of leaders (executives and middle managers) are examined in terms of strategic behaviour, management style, work‐related values, adoption of information technology, perceived organisational morale, family/work conflict and personal, work and family satisfaction. The gender differences are investigated using questionnaire responses from a sample of 750 respondents, of which 569 were male and 145 female. The APS findings are compared with a Cranfield study conducted in the UK’s National Health Service (NHS), where gender differences are explored in terms of management and strategic orientation. A sample of 515 chief executives, medical, clinical, HR and financial directors, chairpersons and other non‐executive directors, consists of 406 male and 108 female respondents. The APS study reveals that there are no significant gender differences in the majority of measured characteristics. Similarly in the NHS Trusts study, no significant gender differences are found in terms of management and strategic orientation. The conclusion reached is that other demographic characteristics are influential in forming leadership philosophies, namely job and organisational tenure and experience of senior management responsibilities, thus highlighting the importance of organisational demographics and their impact on leadership attitudes and practice.

To examine the leadership requirements and challenges that need to be considered for future organizational sustainability.

The approach adopted focuses on the pool of talent available and required within the organization and how a philosophy of shared responsibility and commitment can be engendered on behalf of the organization.

A model is provided outlining how multiple conversations, namely a practice of polylogue, can be effectively pursued.

The benefits of polylogue are outlined in terms of future leader development and staff retention through accommodating a co‐operative working environment.

Pursuing multiple “fierce conversations”; through polylogue, but in a constructive manner, is positioned to effectively realize competitive advantage.

The personalities, style and job demands of top ranking police officers have never before been seriously analysed. Here, by using a management development survey, key personality characteristics and the management and interpersonal styles of top ranking officers are identified. The views of chief officers are discussed, together with an examination of the necessary qualities required. Ways in which senior officers can improve their performance through management training and development and how this can assist their professional growth and development, are emphasised.

There are many ways to construct an incentive program. However, most compensation plans tend to be focused on profitability and profitability‐related accomplishments with little or no incentive for corporate social responsibility. Director's compensation continues to climb with the United States leading and Britain following modestly behind. The question as to where fair pay ends and over‐compensation begins – and what that means for the community – is rarely raised. In order to understand the impact of fair and over‐compensated director's pay on other stakeholders, a geo‐political perspective is proposed that builds on knowledge of existing theories of the firm.