Copyright © 2010 Pearson Education, Inc. Leadership in Organizations 14-1 Chapter 14 Developing...

Copyright © 2010 Pearson Education, Inc. Leadership in Organizations 14-1

Chapter 14Developing Leadership Skills


Learning Objectives Understand the importance of leadership training and

development in organizations Understand how to use coaching, mentoring, action

learning, special assignments, simulations, and 360-degree feedback

Understand the benefits and limitations of the primary methods for leadership training and development

Understand the findings in research conducted to evaluate the methods


Learning Objectives (Cont.)

Understand the organizational conditions that facilitate leadership training and development

Understand what leaders can do to encourage and facilitate the leadership development of their subordinates

Understand what leaders can do to develop their own skills Understand why leader development should be integrated

with human resource management and strategic planning


Designing Effective Training

Clear learning objectives Clear, meaningful content Appropriate sequencing of content Appropriate mix of training methods


Designing Effective Training (Cont.)

Opportunity for active practice Relevant, timely feedback High trainee self-confidence Appropriate follow-up activities


Table: Conditions for Successful Thinking


Special Techniques for Leadership Training

Behavior Role Modeling Uses a combination of demonstrations and role playing Based on social learning theory One of the most effective training methods for

managers


Special Techniques for Leadership Training (Cont.)

Case Discussions Clarify expectations for trainees. Ask questions to encourage and facilitate participation in the

discussion. Emphasize the complexity of problems and the desirability of

identifying alternative remedies. Use different diagnoses as an opportunity to demonstrate how

people approach a problem with different assumptions, biases, and priorities.

Ask trainees to relate the case to their work experience. Vary the composition of discussion groups to expose trainees to

different points of view.


Special Techniques for Leadership Training (Cont.)

Business Games and Simulations Requires trainees to analyze complex problems and

make decisions Evidence of its usefulness Serious limitations in most large-scale simulations


Learning from Experience

Amount of Challenge Variety of Tasks or Assignments Relevant Feedback


Table: Activities for Facilitating Leadership Development


Developmental Activities

Multisource feedback Developmental assessment centers Developmental assignments Job rotation programs Action learning


Sources of Information for 360-Degree Feedback

Figure: Sources of Information for 360-Degree Feedback.


Developmental Activities (Cont.)

Mentoring Executive coaching Outdoor challenge programs Personal growth programs


Self-Help Activities

Develop a personal vision of career objectives. Seek appropriate mentors. Seek challenging assignments. Improve self-monitoring.


Self-Help Activities (Cont.)

Seek relevant feedback. Learn from mistakes. Learn to view events from multiple perspectives. Be skeptical of easy answers.


Supporting Leadership TrainingBefore the Training

Inform subordinates about opportunities to get training

Explain why the training is important and beneficial Ask others who received the training to explain

how it was useful


Supporting Leadership TrainingBefore the Training (Cont.)

Change the work schedule to make it easier to attend training

Give a subordinate time off if necessary to prepare for the training

Support preparation activities such as distribution of questionnaires

Tell subordinates they will be asked to report on what was learned


Supporting Leadership TrainingAfter the Training

Meet with the person to discuss what was learned and how it can be applied

Jointly set specific objectives and action plans to use what was learned

Make assignments that require use of newly learned skills

Hold periodic review sessions to monitor progress in applying learning


Supporting Leadership TrainingAfter the Training (Cont.)

Provide praise for applying the skills Provide encouragement and coaching when

difficulties are encountered Include application of new skills in performance

appraisals Set an example for trainees by using the skills

yourself


Facilitating Conditions for Development

Support by the Boss Learning Climate Developmental Criteria for Placement Decisions


Creating a Learning Climate Make job assignments that allow people to pursue their

interests and learn new skills Establish work schedules that allow enough free time to

try new methods Provide financial support for continuing education by

employees Arrange special speakers and skills workshops for

employees Establish a sabbatical program to allow employees to

renew themselves


Creating a Learning Climate (Cont.)

Establish a career counseling program to help employees develop self-awareness and find ways to achieve their full potential

Establish voluntary skill assessment and feedback programs

Make pay increases partly dependent on skill development

Provide awards for innovations and improvements Use symbols and slogans that embody values


Systems Perspective on Leadership Development

Relationship Among Approaches Integrating Developmental Activities

Figure: Three ways to Acquire Leadership Competencies.


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Copyright © 2010 Pearson Education, Inc.

Copyright © 2010 Pearson Education, Inc. Leadership in Organizations 14-1 Chapter 14 Developing...

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