1. Developing Leadership Skills
Chapter 14
Developing Leadership Skills

2. 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

3. 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

4. Designing Effective Training
Clear learning objectives
Clear, meaningful content
Appropriate sequencing of content
Appropriate mix of training methods

5. Designing Effective Training (Cont.)
Opportunity for active practice
Relevant, timely feedback
High trainee self-confidence
Appropriate follow-up activities

6. Table: Conditions for Successful Thinking

7. 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

8. 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.

9. 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

10. Learning from Experience
Amount of Challenge
Variety of Tasks or Assignments
Relevant Feedback

11. Table: Activities for Facilitating Leadership Development

12. Developmental Activities
Multisource feedback
Developmental assessment centers
Developmental assignments
Job rotation programs
Action learning

13. Sources of Information for 360-Degree Feedback
Figure: Sources of Information for 360-Degree Feedback.

14. Developmental Activities (Cont.)
Mentoring
Executive coaching
Outdoor challenge programs
Personal growth programs

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

16. Self-Help Activities (Cont.)
Seek relevant feedback.
Learn from mistakes.
Learn to view events from multiple perspectives.
Be skeptical of easy answers.

17. Supporting Leadership Training Before 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

18. Supporting Leadership Training Before 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

19. Supporting Leadership Training After 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

20. Supporting Leadership Training After 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

21. Facilitating Conditions for Development
Support by the Boss
Learning Climate
Developmental Criteria for Placement Decisions

22. 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

23. 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

24. Systems Perspective on Leadership Development
Relationship Among Approaches
Integrating Developmental Activities
Figure: Three ways to Acquire Leadership Competencies.

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