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Article
Publication date: 4 March 2019

Clinton O. Longenecker and Gary S. Insch

The purpose of this paper is to highlight the practices that high-performance leaders believed were influential for accelerating their development as leaders.

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Abstract

Purpose

The purpose of this paper is to highlight the practices that high-performance leaders believed were influential for accelerating their development as leaders.

Design/methodology/approach

The sample consisted of US based, mid-level leaders at Fortune 1000 companies who were identified by their organizations as being “high performers possessing the strong ability to deliver desired results for their enterprises.” The authors recently conducted focus groups with a subset of over 200 of these high-performing leaders and asked them to answer the following question: “Please identify what you would consider to be the five (5) most influential factors that accelerated your development as a leader.” Leaders were then randomly assigned to five-person focus groups to discuss their individual responses and come to consensus on what they considered to be the top leadership development “accelerators.” A content analysis of over 20 focus groups’ response sets allowed us to identify a list of top leadership development “accelerators”.

Findings

Seven leadership accelerators were identified: working for a great leader; experiencing an extremely challenging assignment or major organizational change; working in an organization that requires and supports skill development; possessing a strong mentor/accountability partner; ongoing personal reflection and self-assessment; experiencing a significant failure or career setback; and formal leadership development training/continuing education.

Research limitations/implications

It is important that leaders, HR professionals, and talent managers know and understand these factors and to make it an ongoing priority to systematically address the key questions that emerged from these findings.

Practical implications

Leaders should thoughtfully answer the questions presented for themselves and encourage leaders in their organization to do the same.

Originality/value

This paper, using primary data from “high-performance” leaders, identifies and explains seven important leadership development accelerators.

Details

Development and Learning in Organizations: An International Journal, vol. 33 no. 2
Type: Research Article
ISSN: 1477-7282

Keywords

Book part
Publication date: 26 January 2022

Katherine C. Cotter

Globalization introduces new challenges related to increased levels of diversity and complexity that organizations cannot meet without capable global leaders. Such leaders are…

Abstract

Globalization introduces new challenges related to increased levels of diversity and complexity that organizations cannot meet without capable global leaders. Such leaders are currently lacking, so a theory-based approach to global leader development is needed. A critical intermediary outcome that enables competent global leadership performance is global leader self-complexity, defined by the number of unique leader identities contained within a leader's self-concept (self-differentiation) and the extent to which the identities are integrated with the leader's sense of self (self-integration). This research aims to generate and test a theory of the development of global leader self-complexity through identity construction during international experiences. In Study 1, I gathered qualitative data through retrospectively interviewing 27 global leaders about identity-related changes following their international experiences. Using a grounded theory approach, I developed a theoretical model of global leader identity construction during international experiences, which I empirically tested using quantitative data in Study 2. Specifically, I tested the hypothesized relationships through structural equation modeling with cross-sectional survey data from a sample of 610 global leaders. Findings from both studies indicate global leader identity construction during international experiences primarily occurs through interacting with locals and local culture over a sustained period, motivated by appreciation of cultural differences and resulting in increased global leader self-complexity. These results advance understanding of the global leader self-complexity construct (i.e., what develops) and global leader development processes (i.e., how it develops). Additionally, the findings have practical implications for global leader development initiatives.

Book part
Publication date: 17 October 2016

Cathleen Clerkin and Marian N. Ruderman

Today’s work environment requires a new type of leader development. It is no longer enough for leaders to be qualified and knowledgeable. Leaders must be focused, adaptable, and…

Abstract

Today’s work environment requires a new type of leader development. It is no longer enough for leaders to be qualified and knowledgeable. Leaders must be focused, adaptable, and resilient in order to be effective amid the increasingly distracting and chaotic organizational world. We argue that current methods of leader development need to evolve to encompass leader well-being and focus on intrapersonal competencies in order to adequately prepare leaders for today’s stressful work world. We provide a holistic development framework for leaders which we believe is a better match for the intrapersonal capabilities required by leadership roles. Our approach is two-fold. First, we believe it is important to educate leaders on the potential interaction between the external sources of stress and leaders’ neurophysiological and subjective well-being. Second, we believe leaders need different development experiences, ones that can help renew psychological resources. We review four categories of holistic leadership practices – mindfulness, social connections, positive emotion inductions, and body-based practices – which can help to counter the effects of overload and exhaustion. We also discuss the future of holistic leader development and suggest directions for future research.

Details

The Role of Leadership in Occupational Stress
Type: Book
ISBN: 978-1-78635-061-9

Keywords

Book part
Publication date: 2 September 2024

Vesna Paraušić and Nataša Kljajić

This chapter in its first part analyzes the Leader approach in terms of concept, constituent elements, application, and its contribution to rural development and rural…

Abstract

This chapter in its first part analyzes the Leader approach in terms of concept, constituent elements, application, and its contribution to rural development and rural entrepreneurship. In the continuation of the text, authors analyze the application of this approach in Serbia, looking at the activities of the ministry in charge and the views of local action groups (LAGs)’ managers on this matter. The aim of this chapter is to present the results and problems Serbia has seen so far in the implementation of the Leader approach for development of rural areas on a local level. The results indicate that the lack of systemic and continuous state support resulting, among other things, in the lack of a financial portfolio for the LAGs, is the main cause of low local entrepreneurial initiatives and projects implemented within the Leader approach. Future steps in the implementation of this approach in Serbia will depend on financial support for the LAGs from all levels of government, as well as from the possibility of using funds within the EU pre-accession assistance for rural development. Also, it will be necessary to launch larger innovative and entrepreneurial initiatives both by LAGs’ managers and all stakeholders involved in local rural development.

Details

Emerging Patterns and Behaviors in a Green Resilient Economy
Type: Book
ISBN: 978-1-83549-781-4

Keywords

Book part
Publication date: 19 October 2020

Natalia Fey

International experience (IE) has been acknowledged to be the most useful method for developing global leaders. However, not everyone benefits equally from IE. During the last two…

Abstract

International experience (IE) has been acknowledged to be the most useful method for developing global leaders. However, not everyone benefits equally from IE. During the last two decades, our understanding of why this is the case and how global leaders learn from IE has rapidly increased. Several individual and organizational enablers facilitating global leader learning from IE have been identified in the literature, as have learning mechanisms that make such learning possible. However, the literature remains fragmented, and there is a great need to integrate the findings in the field. Therefore, the present paper systematically examines peer-reviewed studies on global leaders' learning from IE published between 1998 and 2019. The study contributes to the extant literature by identifying and integrating individual enablers, organizational enablers, and key learning mechanisms from global leaders' IE and by suggesting topics for future research.

Open Access
Article
Publication date: 18 April 2024

Jonathan Orsini and Hannah M. Sunderman

The current paper is part of a larger scoping review project investigating the intersection of leader(ship) identity development and meaning-making. In this review, we analyzed…

Abstract

Purpose

The current paper is part of a larger scoping review project investigating the intersection of leader(ship) identity development and meaning-making. In this review, we analyzed 100 articles to determine the current extent of literature that covers the intersection of leader(ship) identity development, meaning-making and marginalized social identities.

Design/methodology/approach

A review of the extant literature is included, and a conceptual model is suggested for further exploration into this critical and under-researched domain.

Findings

More research is needed at the intersection of leadership identity development, meaning-making and marginalized social identities.

Originality/value

As this area of study has expanded, scholars have noted an absence of research on the effect of multiple social identities, especially marginalized identities, on meaning-making and leadership identity construction.

Details

Journal of Leadership Education, vol. 23 no. 2
Type: Research Article
ISSN: 1552-9045

Keywords

Article
Publication date: 29 April 2014

Carrie A. Blair, Charles Allen Gorman, Katherine Helland and Lisa Delise

– The purpose of this paper is to examine the relationship between intelligence and behavior during leader development.

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Abstract

Purpose

The purpose of this paper is to examine the relationship between intelligence and behavior during leader development.

Design/methodology/approach

As part of a leader development program, a variety of measures are collected, including measures of intelligence and measures of performance (e.g. assessment center performance, a 360-degree appraisal). The participants are given performance feedback from a variety of sources then asked to form developmental goals. The goals are examined for goal quality and goal-feedback correspondence, and examined in relation to intelligence.

Findings

Intelligence was positively related to goal-feedback correspondence. Intelligence was also related to goal quality after controlling for variance attributed to professional discipline.

Research limitations/implications

Personality, gender, age, and other variables were not included in this study. Other factors, such as the cultures of the organizations from which the individuals hailed, were also not included. Moreover, the conclusions were based on the behaviors exhibited in one leader development program. Future research should address these limitations.

Practical implications

Leader development is expensive and is becoming more popular. The results of this research could help organizations better determine who is likely to benefit from the investment in leader development.

Originality/value

In addition, a unique method is presented in the study for measuring leader development behavior based on goal quality and goal-feedback correspondence. Generalizability theory is applied in order to determine the reliability of the measures.

Details

Leadership & Organization Development Journal, vol. 35 no. 3
Type: Research Article
ISSN: 0143-7739

Keywords

Open Access
Article
Publication date: 15 January 2016

Valerie I. Sessa, Jillian Ploskonka, Elphys L. Alvarez, Steven Dourdis, Christopher Dixon and Jennifer D. Bragger

The purpose of our research was to use Day, Harrison, and Halpin’s, (2009) theory of leadership development as a premise to investigate how students’ constructive development is…

Abstract

The purpose of our research was to use Day, Harrison, and Halpin’s, (2009) theory of leadership development as a premise to investigate how students’ constructive development is related to their leader identity development and understanding of leadership. Baxter Magolda’s Model of Epistemological Reflection (MER, 1988, 2001) was used to understand constructive development, Komives, Owen, Longerbeam, Mainella, & Osteen’s Leadership Identity Development (2005) to determine leader identity, and Drath’s principles of leadership (2001) to determine understanding of leadership. Fifty junior and senior college student leaders filled out the MER and participated in an interview about their leadership experiences. Interviews were coded according to the above constructs of leader identity development and leadership understanding. Although there was a relationship between leader identity development and understanding of leadership, no relationship was found between these two constructs and constructive development. Findings suggest that most of the student leaders still depend on others to help them construct reality. Furthermore, many believe that because they are in a leadership role, they are leaders while others are not.

Details

Journal of Leadership Education, vol. 15 no. 1
Type: Research Article
ISSN: 1552-9045

Article
Publication date: 14 June 2011

Aoife McDermott, Rachel Kidney and Patrick Flood

The purpose of this paper is to integrate senior managers' personal experiences of leadership development with theory to provide insights into leadership development for aspiring…

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Abstract

Purpose

The purpose of this paper is to integrate senior managers' personal experiences of leadership development with theory to provide insights into leadership development for aspiring and developing leaders.

Design/methodology/approach

A qualitative research design was adopted. Empirical data were gathered from 11 semi‐structured interviews with senior leaders in the Irish public, voluntary (non‐profit) and private sectors.

Findings

The analysis led to the identification of development‐oriented themes in the leadership literature, and the provision of insights regarding the developmental influences, core activities (vision and mobilisation) and the contextual influences (sectoral and societal) which affect appropriate leadership behaviour.

Research limitations/implications

Although the study is limited by its small sample it provides a basis for further research and draws attention to personal leader development processes. In particular the importance of formative experiences on leaders' development, their struggle to attain balance, the need for advanced emotional management skills, the capacity to work with collectives of people and to adapt to contextual demands are emphasised. The study suggests that future research investigate how contextual factors influence the adoption of certain leadership styles.

Practical implications

The study explores personal perspectives on fundamental leadership development themes, of pragmatic value to established and aspiring leaders interested in enhancing their capacity to lead.

Originality/value

This paper considers leader development from the viewpoint of front‐line actors. As such it adopts an intrapersonal focus, considering the development journeys of individual leaders. The paper extends the traditional focus on the transactional and relational dimensions of leadership behaviours to incorporate the formative experiences and contextual factors that influence leadership.

Details

Leadership & Organization Development Journal, vol. 32 no. 4
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 1 June 2002

Barrie O. Pettman and Richard Dobbins

This issue is a selected bibliography covering the subject of leadership.

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Abstract

This issue is a selected bibliography covering the subject of leadership.

Details

Equal Opportunities International, vol. 21 no. 4/5/6
Type: Research Article
ISSN: 0261-0159

Keywords

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