Leadership is essential for continued organizational success. The great leader at the top is very important to the organization. Everyone will agree with this statement. HR professionals mention the importance of leadership at all levels, not only at the top management level, and enjoy adult development across the spectrum with mindfulness in the workplace. They know they are implementing a process for sustainable leadership development.
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However, take this topic to the direct manager, sales director, or CEO in most organizations and you will likely face uncertain answers.
The topic of leadership is discussed in general by many organizations. Leadership is usually understood as personal qualities such as charisma, communication, inspiration, dynamism, tenacity, instincts, etc., rather than what good leaders can do for their organizations.
Developing leaders fall into the realm of human resources. Budgets are set and costs are used against indicators such as employee training hours per year. Whether the goodwill behind the training budget translates into action or not is not monitored.
Why is there skepticism about leadership development programs?
The first is that the expectations of a good leader are not operational and are regulated so that the results can be verified. Managers are expected to "accomplish" many things. They are expected to turn those left behind into top performers, transform businesses, attract customers, and blind the media.
Leadership – competitive advantage
During my work as a company director and later as a leadership coach, I found it useful to define leadership operationally. When leadership is defined by what a person does and in terms of skills, it is easier to evaluate and develop.