Leadership and Organizational Development

Leader training focuses on the development of the leader, such as the personal attributes desired in a leader, desired ways of behaving, ways of thinking or feeling.

In contrast, leadership development focuses on the development of leadership as a process.

This often includes the interpersonal relationships, social influence process, and the team dynamics between the leader and his/her team.

Typically, leader development has focused on 3 main areas - providing the opportunities for development, stimulating the ability to develop (including motivation, skills and knowledge for change), and providing a supportive context for change to occur.

Leadership development is becoming more and more a product of psychology, more specifically, how a leader's psychology interacts with that of the group.  Leadership Development must involve a clear understanding of the dynamics of action and reaction between the two. This direct communication methodology embodies the way individuals act and react to each other in groups, and how to influence those groups.

Leadership development can build on the development of individuals (including followers) to become leaders. In addition, it also needs to focus on the interpersonal linkages between the individuals in the team.

In the belief that the most important resource that an organization possesses is the people that comprise the organization (human capital), some organizations address the development of these resources (even including the leadership).

Leadership development can encompass any number of developmental processes including:

• talent identification and management
• individual development planning
• management development
• 360-degree feedback
• succession planning
• mentoring
• coaching
  
   

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