“Laura, it’s time to do some research. It’s essential to prepare the steering c
“Laura, it’s time to do some research. It’s essential to prepare
the steering committee so they can design the process and content of
our leadership development program. I know that working on the career
path project is important, but we are going to get a lot of help on this
project from across the organization. It won’t be as much work as it
sounds,” promised Wanda.
“I’m really excited about this!” Laura said. “Thanks for making
me a part of this. I’m here to learn, and this sounds like a wonderful
opportunity.”
“Honestly, Laura,” said Wanda, “having you on both sides of the
development cycle will tell us about what works and what can be improved
about the program. Often program participants are so grateful to be
selected they don’t offer feedback.”
“So, I’m the canary in the coal mine,” Laura laughed. “I don’t
mind! Where do we begin to work on leadership development research?”
Leaders won’t spring up in the workplace unless management plans,
resources, and supports a robust set of policies that leads to the
development of employees who have the desire and potential to serve in
leadership roles. With those very normal conditions, it then requires
the CEO and board in the private sector to make leadership development a
priority. If it is a priority, leadership development programs and
often robust operational succession plans will thrive. As HR and
learning and development professionals, we will always lobby for these
programs. Once we have an endorsement for a program and an executive
champion to guide and protect it, things will start to happen!
Assignment:
There are many leadership theories, and there are courses in other
fields that cover this material in our program. From the perspective of
learning and development, we present many different aspects of learning
in the organization. A common program is one that takes viable
candidates and trains them in leadership. There are many leadership
styles and theories. Here we present one that has a reputation of having
great value and contribution to the workplace. It also places many
demands on the practitioner. The theory is servant leadership. People
often question how a leader can be a servant. The answer is simple. The
leader’s primary focus is on the people and the organization, setting
aside personal agendas, which are not aligned to success for all members
of the organization and its stakeholders.
Briefly research servant leadership and respond to the following:
In your opinion, what strengths does servant leadership offer that can guide an organization?
How do you perceive the level of devotion that this leadership theory and approach call for?
Is this an approach you might take, or are there simply too many sacrifices?
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