Contextual Lens And Leadership Development
LEADERSHIP DEVELOPMENT: A REVIEW IN CONTEXT
David V. Day* The Pennsylvania State University
Interest in leadership development is strong, especially among practitioners. Nonetheless, there is conceptual confusion regarding distinctions between leader and leadership development, as well as disconnection between the practice of leadership development and its scientific foundation. The present review examines the field of leadership development through three contextual lenses: (1) understanding the difference between leader development and leadership development (conceptual context); (2) reviewing how state-of-the-art development is being conducted in the context of ongoing organizational work (practice context); and (3) summarizing previous research …show more content…
The research review and discussion is intended to spark interest among future leadership development researchers.
CONCEPTUAL CONTEXT: BRIDGING LEADER AND LEADERSHIP …show more content…
As such, it is a more complex endeavor than one concerned solely with individual leader development. Although there is still a need to develop a sound foundation of intrapersonal and interpersonal skills, it is proposed that the most value resides in combining what is considered the traditional, individualistic approach to leader development with a more shared and relational approach. Another way to conceptualize the distinction is that leader development can be interpreted as a form of individual-based differentiation in terms of helping individu- als enhance a unique self-understanding and construct independent identities (Hall & Seibert, 1992; McCauley et al., 1998). Leadership development can be thought of as an integration strategy by helping people understand how to relate to others, coordinate their efforts, build commitments, and develop extended social networks by applying self-understanding to social and organizational imperatives. An overall approach to leadership development as a type of organizational develop- ment strategy requires a purposeful transformation toward higher levels of both leadership integration and differentiation. This is an example of a move toward what has been termed “organized complexity” (Gharajedaghi, 1999, pp. 92–93). The profound changes shaping the competitive business environment are also affecting how organizations prepare people for present and future challenges. One
David V. Day* The Pennsylvania State University
Interest in leadership development is strong, especially among practitioners. Nonetheless, there is conceptual confusion regarding distinctions between leader and leadership development, as well as disconnection between the practice of leadership development and its scientific foundation. The present review examines the field of leadership development through three contextual lenses: (1) understanding the difference between leader development and leadership development (conceptual context); (2) reviewing how state-of-the-art development is being conducted in the context of ongoing organizational work (practice context); and (3) summarizing previous research …show more content…
The research review and discussion is intended to spark interest among future leadership development researchers.
CONCEPTUAL CONTEXT: BRIDGING LEADER AND LEADERSHIP …show more content…
As such, it is a more complex endeavor than one concerned solely with individual leader development. Although there is still a need to develop a sound foundation of intrapersonal and interpersonal skills, it is proposed that the most value resides in combining what is considered the traditional, individualistic approach to leader development with a more shared and relational approach. Another way to conceptualize the distinction is that leader development can be interpreted as a form of individual-based differentiation in terms of helping individu- als enhance a unique self-understanding and construct independent identities (Hall & Seibert, 1992; McCauley et al., 1998). Leadership development can be thought of as an integration strategy by helping people understand how to relate to others, coordinate their efforts, build commitments, and develop extended social networks by applying self-understanding to social and organizational imperatives. An overall approach to leadership development as a type of organizational develop- ment strategy requires a purposeful transformation toward higher levels of both leadership integration and differentiation. This is an example of a move toward what has been termed “organized complexity” (Gharajedaghi, 1999, pp. 92–93). The profound changes shaping the competitive business environment are also affecting how organizations prepare people for present and future challenges. One