The discussion will also highlight the developments in researches and practices in terms of adopting effective and result-oriented leadership and leader development programs within organizations. The traditional conceptualization of leadership has termed it as an individual level skill. Generally, transformational leadership theory provides good and constructed example for leadership practices and skills. This theory proposes that transformational leaders generally tend to get engaged in different behaviors which are related to the dimensions of individualized consideration, intellectual stimulation and charisma (DeRue and Myers, 2014). The traditional leadership process emphasizes on the fact that leadership development can be primarily occurred through individual training, interpersonal skills and abilities (Dansereau et al.
However, Wenger and Snyder (2000) have described that these approaches generally tend to ignore long-term researches that demonstrate leadership as a complex interaction within leaders and organizational as well as social environment. Wenger and Snyder (2000) have also illustrated that along with the process of building individual leaders, a complementary perspective approach of leadership can also be introduced as a social process to engage each and every person within the community. Day (2001) has also portrayed a clear picture regarding the conceptual differences between leader and leadership development.
According to him, leader development mainly concentrates on individual or human capital development by cultivating required as well as desired attributes within any particular leader in terms of thought process, actions, interpersonal skills and behavior. On the other hand, the Day (2001) has differentiated leadership development as a process that concerns social capital development through the development of leadership as a process of influence. Clinton (2012) has also illustrated that the primary reason behind organizational investment towards training and development facilities for employees is to develop as well as protect the overall human capital.
Dragoni et al. , (2014) have detailed that in case of the process of leader development organizations typically emphasizes on individual-based skills abilities and knowledge which are corresponding to formal leadership role. Therefore, these acquired attributes and capabilities assists
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