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Abstract

Empirical research supports common sense—leadership matters to an organization's effectiveness. Leadership skills can be learned; although learning on the job is too haphazard a way to ensure an organization's viability. A leadership development program (LDP) requires nine overlapping tasks, which should be managed by HR professionals. Each task answers a basic question: 1. What kind of candidates is the organization looking for? 2. What does it take to be a good leader in the organization? 3. How does one become a program participant? 4. How does the participant stack up as a leader right now? 5. What specific actions should the participant take to become a better leader? 6. In what ways is the LDP reinforced by other HR systems? 7. How can the participant's work group be part of the developmental process? 8. Is there a leadership succession plan? 9. Is the LDP giving a satisfactory return on investment?

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Creating a Leadership Development Program: Nine Essential Tasks

Abstract

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References