The second section of this book considers organizational programs and methods that support leaders' self-insight, self-regulation, and self-identity. This chapter outlines the components of leadership development as a systematic process contributing to continuous growth. It is systematic in that multiple components work together over time to foster individual learning, performance, and career advancement, as well as organization development for continued financial success. This chapter outlines the components of a leadership development system from both the individual and organizational perspectives. Case examples show how several large firms approach leadership development in terms of assessing skill gaps, effecting immediate needs for organizational change, and preparing for the future. Individual development is recognized to be a key part of organizational performance, and an organization's performance management systems need to drive individual development as well as financial success and customer satisfaction.
These days, organizations realize that their ability to be competitive requires attracting, retaining, and developing top leadership talent. Development is important because effective leaders want continued learning opportunities. Development is also critical for a business to stay ahead of the competition. In addition, the nature of leadership in today's complex, continuously changing organizations poses new challenges. Executives manage work teams, often across geographic and cultural boundaries. A conference on leadership development sponsored by the Conference Board and the Center for Creative Lead