Essays on Trends in Leadership Development Research Paper

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Instructor Trends in Leadership Development Ricardo and Buss (2008), define leadership and development as the expansion of the organization's capacity to enact basic leadership tasks needed for collective work that is setting goals and maintaining commitment. Whereas leader development focuses on developing human capital, leadership development, on the other hand, focuses on developing social capital. However, majority of leadership development programs are in fact leader development programs aimed at developing individuals. It is important to note that in the current world it is becoming more complex for individual leaders to enact changes on their own.

Moreover, the current challenges, that are faced by leaders, are too complex for individual leaders to tackle them alone therefore individuals groups in an organization must work together to come up with solutions that suit an organization. In general, leadership development goes beyond individual capacities rather it focuses on developing connections among people that play roles in leadership. This has led to various trends coming up in the current world, this paper is going to examine those trends and focus on one of them and make recommendations on how the particular trend could be developed in leaders of tomorrow. Due to the changing trends in leadership development organizations have had to come with ways to face challenges that come with these trends through combinations of methods.

Williams (2014) gives six leadership trends that are expected in the future, they are: generational difference management, small companies are expected to invest more, businesses will have a more globalized approach and there will be a rise in collective leadership. In addition to these, the author goes further and states that emerging leaders will get more funding and majority of companies focus on vertical development of leadership.

These are not the only trends as Parrey (2013) also gives four trends, that is, leader will be defined more under their influence and not the role they play, organizations are now allowing their managers to self-select their participation in global development programs. Moreover, business performance is gaining importance as a measure of global leadership development and that strategic planning is playing a role in developing content for leadership development. To begin with generational change in leadership development is a significant trend as most millennial will start to take up leadership positions.

Companies in recent times have had to come up with ways of moderate the generational differences that will arise once young people begin to take leadership positions. Williams (2013) describes Millennials as enterprising people and high achievers; they are independent and confident in addition to following rules. This is because of the reason that they are the only generation that grew up completely absorbed in technology. The trend will bring changes in various boardrooms as has already been noticed since these Millennials will have a new approach to doing thing hence organizations should come up with ways of providing leadership development programs to this group.

The other trend is how small companies have begun to invest more, in a recent report by Deloitte the researcher noted that the biggest group that invested in training leaders was small businesses. However, this investment in training of leaders was not limited to the small businesses as mid-sized and multinationals invest in training of leaders.

References

Brak, J. (2012). Maximizing Millennials in the Workplace. [Online] Kenan-flagler.unc.edu. Available at: http://www.kenan-flagler.unc.edu/executive-development/custom-programs/~/media/DF1C11C056874DDA8097271A1ED48662.ashx [Accessed 15 Jan. 2015].

Dannar, P. (2013). Millennials: What They Offer Our Organizations and How Leaders Can Make Sure They Deliver. The Journal of Values-Based Leadership, 6(1).

Farell, L. and C. Hurt, A. (2014). Training the Millennial Generation: Implications for Organizational Climate. Journal of Organizational Learning and Leadership, 12(1).

Lawson, K. (2008). Leadership development basics. Alexandria, Va.: ASTD Press.

Morse, R. and Buss, T. (2008). Innovations in public leadership development. Armonk, N.Y.: M.E. Sharpe.

Parrey, D. (2013). Four Trends in Global Leadership Development - i4cp. [online] Institute for Corporate Productivity (i4cp). Available at: http://www.i4cp.com/trendwatchers/2013/10/16/four-trends-in-global-leadership-development [Accessed 15 Jan. 2015].

Petrie, N. (2014). Future Trends in Leadership Development. 1st ed. [eBook] Centre for Creative Leadership. Available at: http://www.ccl.org/Leadership/pdf/research/futureTrends.pdf [Accessed 15 Jan. 2015].

Rowley, C. and Warner, M. (2013). GLOBALIZING INTERN HUMAN RES MANAGE. London: Routledge.

Williams, I. (2014). 6 Leadership Development Trends for 2015Switch & Shift. [online] Switch & Shift. Available at: http://switchandshift.com/6-leadership-development-trends-for-2015 [Accessed 15 Jan. 2015].

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