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Developing Leadership Talent PDF
Developing Leadership Talent PDF
Developing Leadership
Talent
Developing Leadership
Talent
A guide to succession
planning and leadership
development
DEVELOPING
LEADERSHIP
TALENT
This publication is designed to provide accurate and authoritative information regarding the subject matter covered. Neither the pub-
lisher nor the author is engaged in rendering legal or other professional service. If legal advice or other expert assistance is required,
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frequent revision and interpretation by amendments or judicial revisions that may significantly affect employer or employee rights and
obligations. Readers are encouraged to seek legal counsel regarding specific policies and practices in their organizations.
This book is published by the SHRM Foundation, an affiliate of the Society for Human Resource Management (SHRM©). The
interpretations, conclusions and recommendations in this book are those of the author and do not necessarily represent those of the
SHRM Foundation.
©2007 SHRM Foundation. All rights reserved. Printed in the United States of America.
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ii
Table of
Contents
v Foreword
vii Acknowledgments
18 Leadership Development
23 Developmental Practic es
31 Conclusion
33 References
iii
Foreword Dear Colleague:
For each report, a subject matter expert with both research and
practitioner experience is chosen to be the author. After the initial
draft is written, the report is reviewed by a panel of academics and
practitioners to ensure that the material is comprehensive and meets the
needs of HR practitioners. An annotated bibliography is included with
each report as a convenient reference tool. This process ensures that the
advice you receive in these reports is not only useful but also based on
solid academic research.
We are confident that the Effective Practice Guidelines series takes us one
step closer to making that vision a reality.
Acknowledgments
The SHRM Foundation is grateful for the assistance of the following individuals
in producing this report:
Mark Fogel
Corporate Vice President, HR and
Project Manager Customer Care
Beth M. McFarland, CAE Leviton Manufacturing Co., Inc.
Manager, Special Projects
SHRM Foundation Robert J. Greene, Ph.D., SPHR,
CCP, CBP, GRP, GPHR
Major funding for the Effective Chief Executive Officer
Practice Guidelines series is Reward $ystems, Inc.
provided by the Human Resource
Certification Institute (HRCI) and Elinor K. Hite
the Society for Human Resource Strategic Director, Human
Management (SHRM). Resources & Organizational
Development
YMCA of the USA
Daphne Logan
Vice President, Human Resources
America’s Second Harvest
vii
About the Author David V. Day is Professor of Organisational Behaviour in the Lee Kong
Chian School of Business, Singapore Management University. He has
David also held positions as Adjunct Research Scientist for the Center for
Creative Leadership and Senior Research Fellow for the U.S. Army
V. Day Research Institute Consortium of Research Fellows.
Dr. Day has published more than 50 journal articles and book chapters,
many pertaining to the core topics of leadership and leadership
development. His research has been published in the Journal of Applied
Psychology, Personnel Psychology, Academy of Management Journal,
Journal of Management and Leadership Quarterly, among other
journals. Dr. Day serves on the editorial boards of Human Performance,
Journal of Applied Psychology, Journal of Management and Personnel
Psychology and also serves as Associate Editor of Leadership Quarterly
and Human Resource Management Review.
Dr. Day is the lead editor on the book Leader Development for
Transforming Organizations: Growing Leaders for Tomorrow (Lawrence
Erlbaum Associates, 2004) and the forthcoming book An Integrative
Theory of Leader Development: Connecting Adult Development, Identity
and Expertise (Psychology Press, 2008). He served as a civilian
member of the U.S. Army Training and Leader Development Panels
recommending future directions for officer, non-commissioned officer
and Army civilian training and development. Dr. Day received his Ph.D.
in industrial and organizational psychology from the University of
Akron in 1989.
ix
Effective succession planning involves more than just a replacement
planning process. It also includes a comprehensive employee
development system.
Developing Leadership Talent
Now consider what happens in the event of a surprise resignation when there
is an integrated succession management initiative in place. In such cases, the
loss of any one individual is not so traumatic to the organization because of
a greater overall capacity for leadership. There is the capability to fulfill the
job responsibilities of the person who is leaving through existing employees,
at least temporarily. There is not one person but any number who can step in
and assume part or all of the open job responsibilities until a successor can be
appointed either from the inside or as an external hire. An implication of this
deep leadership capacity is that no one is irreplaceable. Indeed, the greater the
number of irreplaceable employees in an organization the more at risk that
organization is to turnover trauma.
Developing Leadership Talent
“The rate of change is not going to slow down anytime soon. If anything, competition in most industries will probably
speed up even more in the next few decades.”
John P. Kotter
Author, Leading Change
“It’s very odd to me. The assets walk home at night. If people are your most important asset, you ought to develop
them. It’s Goldman’s philosophy that not only do people have to be developed, it ends up being a huge competitive
advantage.”
Steve Kerr,
Chief Learning Officer,
Goldman Sachs
Before joining Goldman Sachs, Steve Kerr was a prominent figure running GE’s
legendary Management Development Institute at Crotonville—the world’s
first major corporate university—during Jack Welsh’s tenure. Kerr argues that
intensive employee development is a “huge competitive advantage” in terms of
recruitment as well as retention, in addition to building the leadership capacity
needed to stay competitive in today’s business environment. Regardless of
industry sector, there are several overarching and interrelated reasons why
succession planning and leadership development are crucial concerns.
Systemic: An overall systems- Tailored: Overly generic leadership leaders learn and develop from
wide perspective on leadership development initiatives lose their work experiences rather than
development helps to build a sight of the universal importance taking them away from their work to
broader leadership capacity and a of individual differences in develop.
deeper pipeline of leaders. The focus developmental readiness. People
This section has provided a general
is not just on those at the top but differ in the extent that they are
overview and introduction to
includes most or all management ready for developmental “stretch”
some of the issues and challenges
levels. There is a related tendency assignments that are at the core of
associated with succession planning
to focus attention on high-potential many of the most effective leadership
and leadership development. The
employees. This makes sense in development initiatives. When it
next section will delve into the area
terms of potentially maximizing the comes to succession management,
of succession management in more
return on investment (ROI) from Jack Welch was probably the best
detail before turning attention to
developmental efforts. On the other known CEO-champion of tailored
leadership development and a final
hand, an unintended consequence succession management. His Chief
section on general conclusions and
is that it allows a significant part Learning Officer at the time (Steve
guidelines.
of the organization to atrophy. Bill Kerr) claimed that Welch “knows
Drath from the Center for Creative intimately” the career paths of
Leadership has made the point that more than a thousand employees
leadership development efforts in GE and would spend fully one
too often are like focusing on the quarter of his time on the GE
whitecaps in the ocean and entirely succession planning process known
missing the unseen force of the deep as Session C.[10] This level of CEO
blue sea.[9] involvement in succession planning
is extraordinary and probably
Systematic: The most effective
unlikely in most other organizations.
succession planning and leadership
At minimum, however, every
development initiatives are
managerial employee should have
connected across levels into a
an individual development plan and
coherent whole. There is a roadmap
be held accountable for making
for development such that the
progress on it every year.
skills, competencies, attitudes and
perspectives that are developed Experientially based: Leadership
at one level are built upon at a development is not a discrete event.
higher level. By being systematic, Rather, it is a significant part of
the development initiative builds ongoing work-related experience.
explicit linkages across leadership Research shows that executives
levels. Succession planning also find learning from work-related
incorporates diagnostic tools experience to be a more powerful
and methods for assessing the force for their development as
developmental readiness of compared with classroom-based
employees for particular experiences. learning.[11] State-of-the-practice
development focuses on helping
Developing Leadership Talent
BASIC COMPREHENSIVE
Developing Leadership Talent
Succession management helps Key Questions Impacting the Design of Your Succession
to provide continuity in the Management System
leadership pipeline and to develop
a deeper capacity for leadership and
• What is a key or “corporate-critical” • How desirable are international
performance. But to implement an
position? assignments for designated
integrated and effective succession
successors?
management process there first • What constitutes a high-potential
needs to be an explicit link drawn employee? • What are the respective roles and
between what the organization responsibilities of employees and HR
values as talent and the core • What are the common aspects of
in the process of preparing high-
strategies of that organization. exemplary job performance?
potential employees and designated
After this has been accomplished • How should the organization fill key successors?
(which is no mean feat), an honest positions?
and thorough evaluation of the • How important are individual
organization’s talent pool and • What percentage of open positions employee career goals and objectives
developmental needs is conducted. should be filled from within the in the succession management plan?
organization?
• How open and transparent should
• What percentage of key positions HR be in communicating with
should have at least one identified individuals who are identified as
successor? high-potentials and designated
successors?
• How should high-potential employees
be prepared for advancement?
Developing Leadership Talent
Additional reading:
Conger, J. A., & Fulmer, R. M. (2003, December). Developing your leadership
pipeline. Harvard Business Review, 81, 56-64.
Demonstrated high potential Demonstrated high potential Highest potential for senior
for advancement but is not and consistently meets leadership position who
meeting current performance performance expectations usually always exceeds
expectations performance expectations
Valued talent who needs
Needs coaching and additional challenge, reward, Star talent who should be
intervention: Wrong job or recognition or opportunity to targeted for accelerated
wrong boss? develop development opportunities
P
O Medium Potential/ Medium Potential/ Medium Potential/
T Low Performance Medium Performance High Performance
E
N Promotion potential one level Promotion potential one Promotion potential one level
T or lateral move with greater level or lateral move with or lateral move with greater
I challenge but presently greater challenge; presently scope or challenge; always
A underperforming meeting but not exceeding meets and usually exceeds
L performance expectations expectations
Has reached career potential Specialized technical talent Specialized technical talent
and is not delivering or has reached career or has reached career
potential but consistently potential but consistently
Counsel or terminate meets performance exceeds performance
expectations expectations
PERFORMANCE
10 Developing Leadership Talent
• Think strategically
Innovation • Innovate
• Champion change
• Improve systems and processes
Customer • Commit to quality
• Focus on customer needs
• Lead courageously
Integrity • Foster open communication
• Act with integrity
• Establish plans
• Manage execution
Performance • Influence others
• Drive for results
• Foster enthusiasm and teamwork
• Reward and celebrate teamwork
People • Attract and develop talent
• Build relationships
• Use sound judgment
• Convey information
Personal Effectiveness • Adapt and develop oneself
• Know the organization and the business
Figure 3 distills some of the basic points in this section and provides a general roadmap to managing the succession
management process.
Understand the context Identify positions and talent Prepare and develop talent
Although many of the issues some sort of informal (unwritten) other resources to identify the key
associated with succession plan and more than half do not positions in an organization and to
management apply to small as well as have any succession plan at all.[17] nominate one (or preferably more)
large organizations (e.g., identifying For this reason, it is difficult to possible successors. It is potentially
key positions, identifying successors), identify best practices in succession trickier to provide the kinds of
there are some unique challenges management for SMEs—there developmental experiences needed
and opportunities in small- and are too few firms that engage in to prepare potential successors for
medium-sized organizations when it a formal succession management more responsible positions. That
comes to succession management. processes and those that do are is why bringing in an external
not forthcoming in the literature consultant for advice on leadership
about what is done. Indeed, a recent development might be the best call
Succession Management
review of the available literature on for many SMEs. Remember, it is
in Small- and Medium-Sized
the topic urged SMEs to devote an investment in your talent and
Enterprises (SMEs)
greater resources and attention to in the future of your organization.
The majority of organizations do formal succession planning as a way Scrimping on the talent development
not have the size and resources of to promote long-term survival and part of succession management
Dow or SmithKline Beechum when prosperity.[18] might save a few dollars in the short-
it comes to succession management. term, but it puts the organization at
There are distinct opportunities and As further evidence of this
risk for long-term failure.
challenges associated with succession knowledge gap, a recent review of
management in SMEs. Some of the what is known about managing Succession Management in SMEs:
opportunities include the following: HR in small organizations was Opportunities and Challenges
(a) the smaller number of employees completely silent on the topic of
allows for more personalized and succession management.[19] The
Opportunities
tailored development plans; (b) report did note that program costs
there is a greater likelihood of and time spent away from the job
- Personalized and tailored
designing an integrated initiative are important considerations for
employee development plans
across levels; and (c) a formal deciding what opportunities to offer
succession management system employees in terms of training and - Greater likelihood of an inte-
could be a “force multiplier” when it development. The sources for formal grated system that reaches
comes to recruitment and retention training and development are also across all levels
as compared with the competition. more restricted with SMEs, which is
another reason informal practices are - Formal succession manage-
Specific challenges for SMEs include
more likely in small organizations ment as a force multiplier for
(a) fewer available resources to
than formal practices. recruitment and retention
devote to succession management;
(b) less in-house staff with the
That does not mean that SMEs
expertise to develop and manage an Challenges
should be complacent with using
integrated succession management
informal succession management
initiative; and (c) resistance from - Fewer resources to devote to
practices. There are distinct
family owners to open succession succession management
advantages associated with formal
lines to non-family members.
succession management in terms
- Fewer staff with expertise
Research conducted by the Canadian of being able to handle unexpected
to develop and manage a for-
Federation of Independent Business staffing surprises, especially
mal succession management
indicated that only 10 percent regarding sudden turnover in
system
of SME owners have a formal key positions. It does not take
succession plan, 38 percent have much in the form of expertise or - Resistance from current family
owners to potential non-family
successors
Developing Leadership Talent 13
Research on Succession • Emphasize diversity in the needs more than three years in
Management workplace. advance. The workplace is changing
There is not a lot of scholarly quickly and in unpredictable ways.
• Include a specific focus on the
research on the topic of succession, If this is the case, then there are
succession of women candidates.
with the exception of CEO important implications for leadership
succession (see suggested readings • Update employees on the steps competency models—typically, a
at the end of this report). However, the organization plans to use in formal framework endorsed by an
recent descriptive research examines the succession planning process. organization that summarizes the
the prevalence of succession important leadership attributes
There are three noteworthy to be used in selection, training
planning in organizations as well as implications from these specific
HR’s role in the succession planning and development. Is it worth
findings. Those organizations with the investment in developing a
process. [20] There is good news formal succession planning are more
and bad news from these findings. competency model if there is a good
likely than those with informal chance that the kinds of knowledge,
In terms of prevalence, the good planning to (1) be more proactive
news is that more than half of the skills and abilities that support those
in identifying and developing their competencies cannot be reliably
survey respondents (58 percent) leadership talent; (2) be more
indicated that they had some kind of predicted much into the future?
attuned to diversity issues; and (3) This is a highly charged issue that
a succession plan in place. The bad have a more transparent succession
news is that this percentage was split unfortunately goes beyond the scope
planning process. of this report. Suffice to say that
equally (29 percent each) between
those with a formal and those with Another notable finding from the the HR field is split as to whether
an informal succession plan, with survey results is the time frame leadership competency models are
smaller organizations indicating for the future skills considered in a worthwhile contribution to the
that their processes were more likely succession plans. Of those reporting succession management process in
to be informal rather than formal. having either a formal or an informal particular or to the organization as a
This is bad news because the report plan in place, 84 percent considered whole more generally.
findings also document that in skills that would be needed one year The questions at the core of leader-
comparisons across organizations in advance, 76 percent considered ship competency controversy [21]
with formal and informal succession skills that would be needed two include:
plans, those with formal plans were years in advance, and 62 percent
more likely to: considered skills what would be • Can a single set of competencies
needed three years in advance. But describe all effective leaders?
• Identify employees who could this percentage drops to under half
potentially fill future vacancies in • Does having more of each
for projecting four (47 percent) and
leadership positions. characteristic make a person a
five (44 percent) years in advance
better leader or is there a point
• Consider the organization’s and plummets to 14 percent when
of diminishing returns?
long-term objectives and goals. the time frame is six years out.
• Can organizations accurately
• Identify prospective vacancies in predict what leader competencies
leadership positions. Leadership Competencies
will be needed in the future?
A pessimistic interpretation of these
• Identify potential succession results would be that organizations • What is the evidence that HR
gaps. are taking a relatively short-term systems that are based on
• Integrate succession planning orientation in projecting their competencies work effectively?
with the organization’s strategic future employee skills needs;
planning process. however, it may be that it is just
too difficult to project future skills
14
• Assuming it is solely a staff a generally good thing; however, personal accountability and
function: In many cases, the it is not helpful for long-term follow-up so that learning and
HR function has the primary support. It is easy to lose sight development become intentional
responsibility for succession of what specifically needs to processes that occur in a
management. A common mistake be developed and why. If the continuous and ongoing manner.
and typical obstacle to effective target of development activities If there is a personal development
implementation is failing to is supposed to be leadership plan in place (and there should
engage line management from the competencies, then there should be), keeping to that plan must
outset. be a visible and widely agreed be the primary responsibility of
upon competency model that is the leader with support from the
• Over-embedding the initiative
grounded in the organization’s organization.
in a single champion: Having a
strategic business plan. But
champion, especially at top levels, • Lack of fit with organizational
there is some risk associated
is an important driver for success; culture: Trying to implement
with leadership competency
however, if the initiative becomes a formal system with a lot of
models because they require
too heavily associated with any preparation and paperwork in
organizations to be able to
one person—no matter how an informal culture would likely
accurately predict the future.
high-ranking—this could lead to be met with resistance, if not
follow-through problems if that • Under-emphasizing personal outright hostility. Introducing
champion derails or leaves the accountability: The ultimate an informal system into a
organization. responsibility for development highly structured and formal
rests with the individual leader. organization may result in
• Not connecting with strategic
Only so much can be done the initiative not being taken
business imperatives: Development
in any development program seriously. There should be some
for development’s sake might be
or initiative. There should be degree of fit between succession
management formality and the
organization’s culture; however, it
should be noted that a succession
Not All Competencies Are Implementation Competencies
management system can be
Leadership Competencies (How things get done)
used as part of a comprehensive
• Flexibility and adaptability organizational change initiative
Russell Reynolds Associates, a global
to move the culture from formal
executive search firm, distinguishes • Communication skills
to informal or from informal to
between three broad competency
• Results orientation formal.[23]
sets to better identify and recommend
candidates that are most likely to Leadership Competencies
meet all three competency areas: (Setting overall direction and
enhancing development)
Industry-Related Competencies
(Industry expertise) • Strategic agility (including vision)
• Industry knowledge • Integrity and trust
• Client focus • Developing subordinates
• Global perspective Source: Cantor (2005).
16 Developing Leadership Talent
• Lack of adequate support for “Improving the Succession ompetencies develop relatively early
development: Support in the Management Process” provides in a manager’s career, the leadership
form of resources as well a very general assessment of your competencies needed to excel at
as positive reinforcement is current succession management higher levels require extra attention
absolutely necessary for individual practices. After assessing your as part of an ongoing and systemic
development. Without support, organizations’ current system, succession management process.
efforts directed at assessment use the recommendations on the
and challenge become exercises checklist to make improvements.
in futility. As noted previously,
Succession planning and succession
one of the biggest wastes of
management—as compared with
development investments
replacement planning—involve
involves sending individuals for
developing employees for more
leadership development and then
responsible future assignments.
not supporting their personal
There are many ways of
changes in thinking and behaving
accomplishing this goal, but one
when they return to the job. It is
frequently used strategy is leadership
elementary: Sending a changed
development. This approach is based
person back to an unsupportive
on the assumption that more senior
environment is highly unlikely
positions involve greater leadership
to accomplish much of anything
expectations and responsibilities for
except heightened feelings of
incumbents. Whereas technical c
frustration and discouragement.
___Yes ___No
5. Recognition of on-the-job development: Total the number of ‘yes’ responses you checked. If
Identifyng appropriate “stretch assignments” for you checked ‘yes’ 0-3 times, then the system probably
accelerating development. needs improvement, 4-6 ‘yes’ answers is good with
some improvements in place, and 7-10 is excellent,
___Yes ___No
with many effective practices being implemented.
6. Variety built into assignments early in the Source: A version of this checklist was published in
manager’s career: Developing adaptable Organizational Dynamics, vol. 32, Ayse Karaevli and
leaders when they are just starting their careers Douglas T. (Tim) Hall, “Growing leaders for turbulent
and not just when they reach their 40s or 50s. times: Is succession planning up to the challenge?”
p. 77. Copyright Elsevier (2002). Reprinted with
___Yes ___No
permission.
18 Developing Leadership Talent
Leadership Development
“The people we hire, and the focus we put on their development as leaders, are critical to P&G ’s ability to innovate
and compete. Nothing I do will have a more enduring impact on P&G’s long-term success than helping to develop
other leaders.”
A.G. Lafley,
CEO, Proctor & Gamble
Although there are literally hundreds of definitions for the term leadership,
there are relatively few that concisely define leadership development. One such
definition that focuses on the development of individual leaders (as opposed
to organization development) is “the expansion of a person’s capacity to be
effective in leadership roles and processes.”[24] One way of expanding a person’s
leadership capacity includes but is not limited to helping to develop knowledge,
skills and abilities that the organization values with regard to leadership.
Estimates from those who have worked extensively in the field of leadership
development indicate that as much as 80 percent of the learning and
development of those who eventually move into senior management stems
from experience, 10 percent from classroom education and training and the
other 10 percent from coaching and mentoring.[27] These estimated percentages
Developing Leadership Talent 19
reinforce the importance of the gap between learning and developmental needs and the way
providing meaningful developmental application is minimized in terms of that we each construct our own
experiences for developing leaders. both time and distance. learning.
The philosophy at Goldman Sachs,
however, is more balanced in terms Individual Differences Learning Goal Orientation
of making use of all three ways of
learning: (1) learning from formal A different challenge to effective It is tough to learn from experience
classes; (2) learning from other leadership development is that if attention is focused entirely
people (mentoring); and (3) learning there are individual differences on maximizing job performance.
on the job (experiential learning). in developmental readiness. Just The issue is not how to replace
Regardless of the respective because someone is a certain age performance but how to elevate
percentages, the state of the practice or has been in a particular job for learning so that it is as valued as
is to emphasize developing leaders in a certain number of years does not performance. Influential work in the
the context of ongoing work rather automatically mean that he or she field of motivation has distinguished
than taking leaders from their work is ready for a given developmental a performance goal orientation
to develop. experience. This is where the from a learning goal orientation.[28]
importance of a solid succession With a performance orientation, the
management plan comes into play. goal is to gain positive judgments
Leadership Development Having a deep understanding of by demonstrating mastery and
Challenges someone’s career development avoid negative judgments of one’s
Embedding development in to date in conjunction with an competence. With a learning
ongoing work is valuable in terms honest appraisal of that person’s orientation, the goal is to increase
of enhancing the job relevance of leadership potential and job competence by developing mastery.
developmental experiences. The performance through a “Nine-Box” A potential challenge with on-
more technical term for this is assessment can provide much needed the-job development is that the
transfer of training, and it is one of insight into the present level of focus is entirely on demonstrating
the most pressing challenges when developmental readiness for a stretch performance mastery with little
conducting classroom training experience. or no attention to learning and
and development programs. developing mastery. As a result, the
Even with the best-designed
Specifically, what can be done so potential learning benefits associated
developmental experience, there will
that the knowledge, skills and with a developmental experience are
be individual differences in learning.
abilities developed through training reduced, which negatively affects
This pertains to differences both
are applied back on the job? long-term return on investment.
in the amount and in the types of
This is a particular problem with It is also unrealistic to expect that
learning. Two people participating
leadership development because learning will be valued more than
in the identical 360-degree feedback
sending a changed person back to performance because that has
experience are likely to take away
an unchanged system often is an career-limiting implications in terms
different things from the experience.
exercise in futility. Without support of lower “Nine-Box” performance
For example, one person might
back on the job for the personal evaluations. One way to overcome
come away with a greater sense
changes made as a part of a training this is to coach individuals on how
of self-awareness in terms of the
and development program, it is to become more intentional about
impact of his or her behavior on
unlikely that such changes will stick. their learning through disciplined
subordinates whereas another person
But when the changes come about self-reflection, journaling and
learns to provide more constructive
from on-the-job developmental proactive feedback-seeking behavior.
feedback to his or her peers. This
experiences, the transfer is more
is largely inevitable because of
likely to be successful because
individual differences in terms of
20 Developing Leadership Talent
Evaluating the Impact of coaching provides an average be used primarily to help ensure
Leadership Development return of about six times the cost of the alignment of training and
The holy grail of sorts in leadership coaching.[30] Unfortunately, more development with business needs
development is demonstrating the rigorous attempts at estimating rather than trying to estimate the
impact and value-added to the the economic impact of training direct effect of development through
organization in the form of return and development in a Fortune 500 an ROI study. There appears to be
on investment. Different kinds pharmaceutical company indicated greater acceptance of the value of
or levels of evaluation criteria a negative ROI for executive employee development such that it
can be used (see “Criteria for training on motivating subordinates, does not require ROI justification,
Evaluating Leadership Development leadership skills training and but it does require greater alignment
Initiatives”), but the ultimate teambuilding.[31] with strategy and business goals to
criterion is to show that leadership be effective.
Besides performance, it is advisable
development interventions positively to think of other potential criteria
affect the organization’s bottom line of interest, such as retention. The Conceptual Framework
(also called the results criterion). At bottom line (pun intended) is that for Development
least one prominent person in field there are numerous possible ways Before taking on the task of
of leadership development—Steve to evaluate leadership development designing or adopting the
Kerr of Goldman Sachs—believes initiatives, and reviewing them all experiences that will serve as the
that trying to directly document is beyond the scope of this report; core of a leadership development
cost savings or productivity however, there are recommended initiative, it is worthwhile to
enhancements is “silly” because sources available to serve as sound reflect on what makes experiences
there are so many other factors that professional guides.[32] And to especially developmental. Because
can affect those numbers. For this be able to estimate the impact experiences are not all equally
reason, Kerr prefers to focus on the of an intervention, evaluation developmental, a relevant question
evaluation criteria of reactions and research must be conducted and is what distinguishes those that
transfer. ROI or results may not be designed into the initiative from the are potent forces for leadership
important at Goldman Sachs, but beginning, which is often resisted for development from those that seem
the rest of us probably better find a multitude of reasons, including the to have little impact. Doing so can
ways to demonstrate value-added to additional expense and the circular help to identify an overall conceptual
the bottom line. logic that a program would need framework for shaping development.
If it is not possible to run true to have demonstrated value before
being adopted so there would be no One approach to this issue is the
experiments (and it rarely is in ACS model proposed by researchers
organizations), then the evaluation reason to evaluate it.[33]
at the Center for Creative
methodology becomes less rigorous One final thought about leadership Leadership (see Figure 4 on page
and more subjective. At an entirely development evaluation and 22).[34] The philosophy underlying
subjective level, one approach is estimating ROI: One of the future this model is that any experience
to ask key stakeholders to describe outlooks on learning from a recent can be made more developmental
the changes in the organization think tank sponsored by Chief to the extent that it incorporates
since implementing the leadership Learning Officer Magazine predicted or enhances aspects of assessment,
development initiative and then that alignment of learning will challenge and support (ACS).
estimating dollar value of those replace ROI as the biggest challenge
changes and the degree that the facing HR professionals. That is,
initiative affected those figures.[29] the greater analytic capability found
Using a similar technique, it has in many organizations today will
been estimated that executive
Developing Leadership Talent 21
Measurement Approaches
Criteria Definition
(Examples)
How participants liked or felt about the experience • Post-experience questionnaire of
(affect); or participants’ perception of the usefulness emotional affect (“smile sheet”)
Reactions
of the experience to subsequent performance (utility • Post-experience questionnaire of
judgments). perceived practical value
The level of knowledge compared to before the • Knowledge tests
experience; how much knowledge is retained • Mental models (e.g., understanding of
Learning
over time; behavioral changes as a result of the a domain)
development experience. • Skill demonstration
The extent to which what was learned in the • Ratings of behavior (e.g., 360-degree
Transfer developmental experience is applied back on the ratings)
job. • Self-report
• Productivity gains
Any criteria in which unit or organizational impact is • Customer satisfaction
Results
assessed. • Employee morale
• Profitability
Developmental Experiences
Organizational Leadership
Context Development
The most powerful developmental The relationships between carefully consider their own particular
experiences are ones that include developmental experiences, the organizational context with regard to
a variety of assessment, challenge ability and motivation to learn, and the fit and feasibility of a particular
and support mechanisms. The leadership development all take place practice.
developmental process is also one in an organizational context. Aspects
The next section elaborates on
that shapes and is shaped by the of the organization’s context, such as
some of the more commonly used
ability and motivation to learn. its size, mission, strategy and culture,
developmental practices in leadership
Developmental experiences are influence the leadership development
development.
thought to enhance both of these process. This influence extends to
aspects of learning, but these the overarching focus, the degree
components of learning also influence of integration with other processes,
the quality of the developmental how systemic it is and ultimately
experience. As an example, someone who is responsible for the system.
with little ability or motivation to No two organizational contexts are
learn will get comparatively less from identical, and therefore, no two
a developmental experience than leadership development systems
someone who is able (developmentally are the same. Instead of blindly
ready) and motivated. But rich adopting “best practices” showcased
experiences will also enhance learning in other organizations, it would be
ability and motivation. advisable for HR professionals to first
Developing Leadership Talent 23
Developmental Practices
“If we are going to go anywhere, we’ve got to have talent. And I’m going to put my money in talent.”
Ray Kroc,
founder, McDonald’s
Education
Classroom programs continue to be the backbone of most leadership
development initiatives. Formal classroom programs tend to run for three
to five days and generally take place in an off-site location. Open enrollment
programs are targeted to qualified participants across any number of
organizations, whereas custom programs are designed to address the specific
leadership challenges of a client organization. There are myriad private vendors
of open-enrollment and custom leadership development programs, including
nonprofit organizations, consulting firms and executive education branches
of most major business schools. A particular strength of classroom programs
is the standardization of content that is delivered to participants. A particular
limitation is the uncertainty of transfer of development from an off-site
classroom back to the job. Classroom programs also tend to foster episodic or
event-based thinking about development (i.e., it occurs only during a special
program).
24 Developing Leadership Talent
Corporate universities are at the becoming increasingly shorter, and Besides some of the same limitations
extreme end of the education therefore, the need for continuous associated with transfer as noted
spectrum. A corporate university learning on the part of employees with other classroom programs,
is defined as a centralized in- is more acute. Although they corporate universities run the risk of
house training and education take different forms and styles of falling prey to the “General Motors
facility to better align training education, the prototype of the Syndrome” that perpetuates the
and development with business corporate university is GE’s Welch status quo and leads to corporate
strategies.[37] Some corporate Leadership Center (Crotonville, inbreeding.[39] GM was heavily
universities are only for in-house NY). In addition to offering a full criticized years ago for using
training and development whereas complement of courses as part of executives as leadership instructors
others also offer open-enrollment their catalogs of offerings, many who were teaching outdated
and custom developmental corporate universities—including worldviews and developing future
programs. Corporate universities Crotonville—enlist current and leaders in ways that worked in the
represent a considerable investment former managers as the faculty past but were no longer relevant for
in the learning and development instructors, sometimes even the success in the future. GM learned an
of employees but also signal a CEO. The advantage of such invaluable lesson from its previous
commitment to the value of an approach is that the course mistakes and now is responsible for
investing in human capital. Despite offerings can be tightly tailored one of the most exemplary corporate
their expense, corporate universities to organizational needs in terms universities serving Saturn Motors,
are the fastest growing segment of of succession management and a wholly owned GM subsidiary.
the adult education market.[38] One leadership development. Also, the Additional background on Saturn’s
of the reasons for this growth is that manager-instructors bring a lot of corporate university success story
the shelf life of knowledge is credibility to their teaching. can be found in a “best practice”
review of leadership development
practices.[40]
Corporate Universities the opportunity to “experience the some e-learning for preparation
business behind the magic” of coursework. Plans are in the works
Motorola University: One of Disney’s core business strengths: for developing virtual learning
the first learning organizations Leadership Development, Quality communities where students and
to implement virtual reality in Service, Customer Loyalty, their teams engage in a business
manufacturing training. It now Organizational Creativity and simulation after completing their
also offers for-profit learning and Teambuilding. coursework. The teams will run
certification services (e.g., Six a virtual business and compete
www.disneyinstitute.com/
Sigma) to outside organizations against other graduates. The faculty
and is an independent subsidiary of is about equally split between GE
Motorola. executives, GE project managers,
Hamburger University— university faculty and external
www.motorola.com/ McDonald’s Center of Training technical experts. Early career
motorolauniversity.jsp Excellence: McDonald’s “global leadership training courses are open
center of excellence” was founded to everyone in the organization;
in 1961 in the basement of its first however, many programs can be
Boeing Leadership Center: The restaurant with an initial graduating taken only by executives who have
emphasis is on executive learning class of 14. Today, more than 5,000 been nominated by the CEO of their
in which Boeing leaders are students attend Hamburger U each business. The top two courses are
brought together from all across year. The mission of the University available only with the approval of
the enterprise. The Center works in is to be the best talent developer GE’s current chairman and CEO.
partnership with the business units of people with the most committed
to provide leadership development individuals to Quality, Service, www.ge.com/en/company/news/
opportunities that translate to on- Cleanliness and Value in the world. expanded_training.htm
the-job successes. Managers are The curriculum is aligned with the
required to take core leadership specific career paths of McDonald’s
courses at the center at specific employees, including development Schwan’s University: The Schwan
transition points in their careers: paths for crew, restaurant managers, Food Group is one of the largest
when they receive their first mid-managers and executives. providers of branded frozen foods
managerial assignments, become in the world, with annual sales of
www.mcdonalds.com/corp/career/
managers of managers, prepare around $3.5 billion and more than
hamburger_university.html
for executive responsibilities and 24,000 employees worldwide. The
assume a position with global University was founded in 2001
leadership responsibilities. and offers programs internally and
John F. Welch Leadership externally on topics that include
www.boeing.com/companyoffices/ Center: This “granddaddy” of leadership development, individual
aboutus/leadershipcenter/index.html corporate universities was opened employee development, interviewing
as the Management Development skills training, sales training, call
Institute at Crotonville by General center training and computer skills
Disney Institute: The Institute Electric in 1956. The Institute was training. The University emphasizes
is based on the vision and ideals renamed recently as the John F. its ability to provide custom training
of Walt Disney and claims to be a Welch Leadership Center after and development solutions to
recognized leader in experiential its former chairman and CEO. It meet specific business needs for
training, leadership development, hosts several thousand participants organizations of all sizes.
benchmarking and cultural change a year, including important GE
for business professionals across customers and partners to top www.schwansuniversity.com
the globe. It offers participants GE executives. Most of the
training is classroom-based, with
26 Developing Leadership Talent
Research published by Linkage, experiential practices. Does that noted previously, the goal should
Inc. indicates that across eight major mean that action learning and job not be to choose those practices that
manufacturing and pharmaceutical rotations must be included for a have worked in other organizations
firms, the most developmentally successful leadership development but rather to choose those that can
potent component of leadership initiative? Not at all. Small- and best serve your purpose. Disciplined
development initiatives is action medium-sized organizations may implementation and follow-through
learning.[51] Other identified not have the resources in the form are more important factors in the
components are listed in the figure of staff to engage in action learning success of the initiative than the
below in order from most to least or the depth of talent to be able to particular practices that are adopted.
meaningful. send employees on cross-functional
or global job rotations.
Of the four general types of
developmental practices, education The bottom line is that any
and experiential learning were leadership development initiative
represented most often on this must be a logical extension of
list, with assessment and coaching succession planning, based on the
being less represented. Nonetheless, organization’s strategy, and should
360-degree feedback (assessment) be feasible given the organization’s
was rated as the third most size and resources. There are a
developmentally potent activity multitude of possible developmental
behind two different forms of practices that can be adopted. As
Most meaningful
Mentoring Coaching
Internal case studies Education
Executive MBA Education
Accelerated promotion Experiential learning
Professional conferences Education
30 Developing Leadership Talent
• The overarching goal of leadership development • Individual ability and motivation to learn
is to enhance the capacity for individuals to be influence development. Recognize and enhance
effective in leadership roles and processes. those aspects of ability and motivation to
maximize the effectiveness of leadership
• Leadership development is grounded in
development.
succession management, anchored in the
organization’s strategy and designed to fit the • Choose those developmental practices that
organizational context. best fit with the organizational context rather
than simply adopting what has been successful
• There are basic challenges associated with
elsewhere, especially if the contexts are
any leadership development system regarding
strikingly different.
individual differences, a strong performance
goal orientation and demonstrating value- • One important aspect of context is
added. organizational size. Small- and medium-
sized enterprises generally do not have the
• Any experience can be made more
resources needed to design and deliver
developmental by adding greater levels of
their own in-house leadership development
assessment, challenge and support.
initiatives. For this reason, taking advantage of
open enrollment programs and development
programs offered through corporate universities
may be more sensible for meeting the
leadership development needs of SMEs.
Developing Leadership Talent 31
Conclusion
“The ability to learn faster than your competitors may be the only sustainable competitive advantage in the future.”
Succession management can also aid in the recruitment and retention of the
talent that is needed to be competitive in the global economy. Most employees
today want more from their work than a paycheck. The opportunity to grow
and develop as part of one’s work is a factor that can attract and retain talent.
A survey of 242 city employees polled by recruitment consultants Robert Half
Financial Services indicated that of those actively looking for a new job, over
half (52 percent) cited better career development potential as the main reason.
In comparison, only 16 percent said that better pay was their main job search
motivation.[52]
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Developing Leadership Talent 35
40. Fulmer, R. M., & Goldsmith, M. (2001). The leadership 51. Giber, D., Carter, L., & Goldsmith, M. (Eds.).
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New York: American Management Association. Press.
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42. Meister, J. C. (1998). Corporate universities: Lessons
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47. Allen, T. D., Eby, L. T., Poteet, M. L., Lentz, E., & Lima,
L. (2004). Career benefits associated with mentoring
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Psychology, 89, 127-136.
Karaveli, A., & Hall, D. T. stress on the identification of talent it highlights one major criticism
(2003). Growing leaders for and overlooking development, of the competency movement that
turbulent times: Is succession and a weak link between leader it is mainly driven by consulting
planning up to the challenge? development and strategy. A helpful revenues and not by science. Overall,
Organizational Dynamics, 32(1), checklist is included for diagnosing it is unclear whether the advice on
62-79. improvements in corporate succession management offered
succession planning programs in this book will “future-proof”
Based on research conducted
(reprinted in this report). your organization; however, it
on 13 best-practice succession
does provide a comprehensive and
programs (BP, Boeing, Chase
sophisticated guide to designing and
Manhattan, Citigroup, Dell, Eli
Munro, A. (2005). Practical implementing an effective succession
Lilly, Ericsson, Hewlitt-Packard,
succession management: How to management system.
JP Morgan, Motorola, Southwest
future-proof your organization.
Airlines, Sun Microsystems, U.S.
Burlington, VT: Gower.
Army), the authors conclude that
Rothwell, W. J. (2005). Effective
the current business environment The author of this practically
succession planning: Ensuring
has rendered traditional succession oriented guide to succession
leadership continuity and building
planning approaches obsolete. management is a director of a
talent from within (3rd ed.). New
Organizations need to do a better consulting firm specializing in
York: American Management
job of creating deep talent pools the link between organizational
Association.
and preparing leaders at all levels for effectiveness, succession
future challenges. One of the biggest management and leadership. The A review on Amazon.com claims
obstacles to success is focusing too book is comprehensive in terms of that this book “must surely be one
much on succession events (i.e., addressing the major components of the driest books ever written on
replacement of key individuals) at of succession management that are this topic.” But this same reviewer
the expense of attending to the organized into three sections: (1) acknowledged that it is probably
ongoing process by which leaders examining the context for succession one of the most thorough books
are developed over the span of their management; (2) formulating a available on succession planning.
careers. Seven elements of best succession game plan (including The book includes a wide variety of
practices in succession planning managing the appointment process, checklists, guidelines, exercises, case
processes are identified, including a identifying business risks, creating a studies and other applied examples
definition of “high potential” that talent blueprint and strengthening to help offset the pedantic writing
is specific to the organization, an the leadership pipeline); and style (the author is a professor of
individualized development process (3) implementing sustainable human resource development). It
and a focus on developing broad succession management. One of offers a comprehensive guide to
and deep talent pools rather than the more provocative parts of the the succession planning process.
“crown princes and princesses.” book presents the author’s views It provides a detailed plan for
They also identify some ongoing on leadership competencies. His instituting a long-term succession
challenges in building a state- perspective on competencies is that planning program that includes
of-the-art succession planning as with any big idea, the consultancy everything from early action
process, including the tendency for sector saw an opportunity and steps to ongoing evaluation
executive cloning (selecting leaders “a gravy train moved out of the and revision. It also describes
on the basis of past performance station and picked up speed” how to develop, monitor and
and current fit with organizational (p. 60). This is an interesting evaluate skills and competencies
needs rather than taking a future- comment from someone who is a in individual employees so as
oriented perspective), too much director of a consulting firm! But to promote effectively from
Developing Leadership Talent 39
within the organization. The recruiting externally; (9) have the and the affective reaction of group
author also introduces eight outgoing CEO leave or stay on as members to the leader’s departure.
key trends that are affecting the chair for just a limited time; and (10) This should influence how to
future of succession planning prepare a comprehensive emergency introduce a new leader and what
and management, including how succession plan. kinds of training this might require.
increasing globalization will affect An innovative aspect of this reading
the succession management process, is that it changes the focus of
the role of technological innovations Succession Research succession from the successor to
and the need to better balance work those in workgroups who must cope
and family demands. Ballinger, G. A., & Schoorman, with changes in their leadership.
F. D. (2007). Individual
reactions to leadership succession
in workgroups. Academy of
Mercer Delta Consulting. (2006). Cabrera-Suárez, K. (2005).
Management Review, 32(1), 118-
The role of the board in CEO Leadership transfer and the
136.
succession: A best practices study. successor’s development in the
Washington D.C.: National In this theoretical paper, the family firm. Leadership Quarterly,
Association of Corporate authors provide some insights into 16(1), 71-96.
Directors. developing a case for a “leadership
This qualitative case study examines
succession effect” that can be
This study surveyed 23 companies factors associated with the transfer
generalized across groups. They
that experienced a recent CEO of leadership in family firms to the
integrate perspectives from cognitive
succession. The participating next generation of the owner family.
appraisal, relational leadership
organizations were chosen by a panel A review of the relevant literature
and trust in developing a model
of corporate governance experts suggests two general factors that
of individual affective (emotional)
based on their CEO succession might affect successor success in
reactions to leadership succession.
planning “best practices.” The family-run businesses: training for
Propositions are offered as to how
companies that participated had leadership and commitment to the
these affective reactions influence
2004 revenues ranging from $3 firm. Seven succession cases from
work attitudes and behaviors.
billion to $151 billion and came the automobile distribution industry
Of particular importance is the
from a broad spectrum of industry are examined. Three of these cases
quality of the relationship with the
sectors. Individual interviews were were considered to be completely
predecessor leader. More positive
conducted with a director from each successful, three were partially
relationships with a prior leader are
company who was knowledgeable successful, and one was deemed a
thought to create the likelihood
about the succession process. failure. The criteria used to evaluate
for greater trust in the new leader,
Analyses of the interviews suggested succession success were growth in
higher motivation to perform and
10 best practices with regard to economic indicators for the firm
higher job satisfaction; that is unless
CEO succession: (1) plan three to and the satisfaction of all parties in
these positive relationships are
five years out; (2) ensure full Board the succession episode. Academic
associated with increased negative
involvement; (3) establish an open training for leadership was not
affect associated with the leader’s
and ongoing dialogue and an annual found to differentiate among the
departure from the workgroup.
review; (4) develop and agree on more and less successful successions;
From a practical perspective, those
selection criteria; (5) use formal however, having a supportive
responsible for hiring and placing
assessment; (6) interact with internal predecessor and supportive non-
new leaders in ongoing workgroups
candidates; (7) stage the succession family managers were suggested as
should consider the quality of
but avoid “horse races;” (8) develop important factors. Commitment to
relationship with the predecessor
internal candidates rather than the firm, as compared with having
40 Developing Leadership Talent
no other professional opportunities (e) boards should consider the Rowe, W. G., Cannella, A. A.
or being expected to take over as a complexity of the job and the time Jr., Rankin, D., & Gorman, D.
family tradition, was an important needed to master it and therefore (2005). Leader succession and
distinguishing factor. Overall, it avoid hasty evaluations of new organizational performance:
was concluded that the quality of leaders, especially CEOs. Integrating the common-sense,
interpersonal relationships in the ritual scapegoating, and vicious-
firm, the successors’ expectations circle succession theories.
and the role of the predecessor were Kesner, I. F., & Sebora, T. C. Leadership Quarterly, 16, 197-219.
the most critical factors in shaping a (1994). Executive succession:
The research question of interest
successful family business succession. Past, present, & future. Journal of
in this study is whether changing
Management, 20, 327-372.
leaders matter for team performance.
Although this review has been The sample in question consisted of
Giambatista, R. C., Rowe, W.
updated and extended by the National Hockey League teams
G., & Riaz, S. (2005). Nothing
Giambatista, Rowe and Riaz over the course of 60 years. The
succeeds like succession: A critical
(2005), it provides a comprehensive leaders in question were coaches
review of leader succession
examination of the history of and general managers of their
literature since 1994. Leadership
succession research. It examines respective NHL teams. Results
Quarterly, 16(6), 963-991.
this history in three phases: (1) the supported the hypothesis that
This paper reviews the leader emergence of the field in the 1950s leader succession does affect team
succession research from 1994- and 1960s; (2) building theory and performance; thus, leaders do matter
2004, subsequent to the review gaining empirical evidence in the when it comes to performance.
by Kesner & Sebora (1994). The 1970s; and (3) the explosive growth The authors suggest that possibly
present authors conclude that of the field in the 1980s. The review a more important question may be
the state of theory in succession of succession-related topics under when the succession should occur
literature is fragmented and each of these historical periods to better realize performance gains.
variable. Suggestions are offered is exhaustive, but it is of primary Successions during a season had a
for improving succession research interest to those with an interest negative effect on team performance
in the areas of research design, in succession research. There is a whereas those that occurred in a
setting, construct validity, internal relatively brief section on succession previous season were associated with
validity and external validity. From planning that notes that fewer than a positive effect. This is consistent
their comprehensive review of the 50 percent of firms in the early with the axiom that there is no
literature, the authors suggest the 1980s used any form of succession long-term gain without short-
following practical implications: planning—formal or informal—and term pain. Although many other
(a) simplistic notions of succession for those that did use succession kinds of organizations do not have
should be disregarded; (b) boards planning, the responsibility was seasons like the NHL, some do
and incumbent CEOs need to primarily with the CEO. Comparing have busy seasons and off seasons
emphasize formal succession these results with the recent SHRM (e.g., tax accounting firms and
planning, especially in small report on succession planning those associated with the tourism
organizations where such plans (Fegley, 2006) shows that there industry). Generalizing the present
seem to be mostly nonexistent; has been movement toward a findings to other organizations
(c) close attention should be paid greater prevalence of succession would require an understanding of
to the abilities and background of planning and management processes the cyclical aspects of their business.
successor candidates because those in organizations and that the
factors matter; (d) board members responsibility for this planning is no
should remember that their own longer as focused on the CEO.
abilities and background affect
their candidate impressions; and
Developing Leadership Talent 41
Shen, W., & Cannella, A. A., whereas outsider successions insiders and that a comparison of the
Jr. (2002`). Revisiting the were negatively associated with results shows that the antecedents
performance consequences of postsuccession firm performance. of CEO dismissal followed by
CEO succession: The impacts of Senior executive turnover after a insider succession and those of
successor type, postsuccession contender succession was positively CEO dismissal followed by outsider
senior executive turnover, and associated with firm performance succession differ. Specifically, the
departing CEO tenure. Academy (moderator hypothesis supported), results suggest that non-CEO senior
of Management Journal, 45, 717- and there was an inverted U-shaped executives often play an important
734. relationship between departing role in CEO dismissal and the
CEO tenure and postsuccession subsequent appointment of an
This study investigates the
firm performance. Managerial inside successor. One implication
importance of succession context
implications are discussed in terms of of these findings is that outside
in terms of the performance
top management team restructuring directors need to monitor closely
implications associated with
following contender and outside the power dynamics within top
successor type (follower, contender,
successions and the importance management and ensure that there
outsider), postsuccession senior
of boards of directors to carefully is healthy competition that does
executive turnover and departing
manage CEO tenure. Both overly not undermine individual or firm
CEO tenure. The study proposes
long and unduly short CEO tenures performance.
and tests a model of the performance
were demonstrated to be directly
consequences of CEO succession in
harmful to postsuccession firm
which the effects of postsuccession
performance. Zajac, E. J. (1990). CEO
senior executive turnover on firm
selection, succession,
performance are moderated by
compensation and firm
successor type and where departing
Shen, W., & Cannella, A. A., performance: A theoretical
CEO tenure has a direct effect
Jr. (2002). Power dynamics integration and empirical analysis.
on firm performance. Successor
within top management and Strategic Management Journal,
types are categorized as follows:
their impacts on CEO dismissal 11(3), 217-230.
(a) follower successors who are
followed by inside succession.
inside executives promoted to CEO At issue in this study is whether
Academy of Management Journal,
following ordinary retirements of there are factors relating to
45, 1195-1205.
their predecessors; (b) contender CEO selection, succession and
successors who are inside executives Based on a power perspective, compensation that are linked to
promoted to CEO after the this longitudinal study examines firm performance. This was the
dismissal of their predecessors; the antecedents of CEO dismissal first study to take an agency theory
and (c) outsider successors who followed by inside succession. perspective (examining principal-
are brought in when there is a The focus was not on “ordinary” agency relationships) to these issues,
lack of a suitable successor within successions due to retirement, especially with regard to information
the firm. The hypothesized model but on a subset of inside CEO asymmetry. It was hypothesized that
was tested using data from 228 successions due to power contests hiring an outsider CEO will be, on
CEO successions, demonstrating within top management groups in average, a worse decision in terms
that the type of insider succession which the CEO is dismissed and has of firm performance than to hire an
matters when predicting firm no influence over the selection of the insider CEO, given that information
performance. Contender successions successor. Evidence from a sample of asymmetry between a board and a
were positively associated with 387 large U.S. corporations showed CEO candidate is greater with an
postsuccession operational that 38 out of 65 dismissed CEOs external candidate. The study also
performance (return on assets), (58 percent) were succeeded by directly assessed the implications
42 Developing Leadership Talent
of having a specific successor in and when there were higher levels would benefit most from learning
place through succession planning. of strategic and industry instability. opportunities and development
Both hypotheses were strongly Outside successions did not differ experiences. From this perspective,
supported using a sample of significantly from nonrelay inside the value to leadership development
591 CEOs from the largest U.S. successions in terms of subsequent is clear.
corporations in 1987 as compiled firm performance, which is contrary
by Forbes and Fortune magazines. to conventional wisdom that outside
The practical implications for CEOs are better equipped to turn Hollenbeck, G. P., McCall, M.
strategic management concerns the around firm performance. W., Jr., & Silzer, R. F. (2006).
identification of specific, interrelated Leadership competency models.
factors that can potentially influence Leadership Quarterly, 17, 398-413.
the behaviors of top-level managers. Competency Modeling
This article summarizes a series
Bartram, D. (2005). The great of “theoretical letters” between
eight competencies: A criterion- Hollenbeck/McCall and Silzer on
Zhang, Y., & Rajagopalan, N.
centric approach to validation. the value of leadership competency
(2004). When the known devil
Journal of Applied Psychology, models. Hollenbeck/McCall
is better than an unknown
90(6), 1185-1203. argue that the assumptions
god: An empirical study of the
behind competency models are
antecedents and consequences of Results are presented from a meta-
a problem, especially in terms of
relay CEO succession. Academy of analysis of 29 validation studies
their leader-centric focus. They
Management Journal, 47, 483- of the “Great Eight” competency
also question whether any single
500. factors of (1) leading and deciding;
set of competencies can adequately
(2) supporting and cooperating;
Relay successions occur when an describe effective leaders. Silzer
(3) interacting and presenting;
incumbent CEO works with a responds with an overview of why
(4) analyzing and interpreting;
designated heir and “passes the he believes competency models are
(5) creating and conceptualizing;
baton” to that heir apparent. helpful, including (a) summarizing
(6) organizing and executing;
Nonrelay inside succession occurs the experience and insight of
(7) adapting and coping; and (8)
when the successor CEO is seasoned leaders; (b) specifying a
enterprising and performing. The
appointed from within the firm range of useful leader behaviors;
author defines competencies as sets
but was not the predecessor’s heir (c) providing a tool that individuals
of behaviors that are instrumental
apparent. The authors argue that can use for their self-development;
in the delivery of desired results
this is an important distinction from and (d) outlining a leadership
or outcomes. The article provides
the perspective of organizational framework that can be used to
an in-depth review of each of the
learning and adaptation. Data on select, develop and understand
Great Eight and their respective
204 CEO successions between 1993 leadership effectiveness. In the
subdimensions. The purpose
and 1998 in U.S. manufacturing next set of letters, Hollenbeck/
of this exercise is to promote a
firms showed that the likelihood McCall argue that competencies
criterion-based approach to test
of relay succession was negatively have distracted researchers and
validation. Although that topic is
related to the number of internal practitioners from a focus on results
less central to the present focus on
candidates and positively related to because they are so person-oriented
succession planning and leadership
presuccession firm performance. in terms of personal behaviors and
development, the point is made that
Relay successions were found to be personal characteristics that getting
adopting the Great Eight or a similar
associated with better postsuccession things done is overlooked. In a
criterion classification model would
firm performance, especially under very provocative conclusion, they
contribute to being better able to
conditions of lower levels of firm claim that this “has been devastating
identify those areas in which people
performance prior to the succession to HR to the point that some
Developing Leadership Talent 43
authors have even suggested that different type of organization, many examined the current range of
HR be disbanded, and outsourcing of the challenges it faces are much practice. This article is a summary
of HR functions has become like any other large organization—in of the findings of the task force.
commonplace” (p. 408). The final particular, how to lead a bureaucratic The article compares the practices
letter from Silzer summarizes in organization in a turbulent global of job analysis and competency
what areas the authors agree (e.g., environment that requires flexibility modeling, identifies the strengths
desiring a more comprehensive and adaptability. The first step in the and weakness of each approach,
approach to leadership effectiveness), process was to conduct a leadership and makes recommendations for
where they disagree (e.g., overall needs assessment (with help from how to leverage the strengths
value of competency models, nature specialists at the Center for Creative of one approach to overcome
of leadership competencies and Leadership). The chapter explains in weaknesses in the other. Some of
the assumptions of competency detail the Leadership Development the topics that are addressed include
models) and what directions Impact Assessment that was used for an examination of the various
should be taken in the future (e.g., the needs assessment and how this meanings that have been proposed
a model of leadership situations, process was integral for developing for defining a competency, how
leadership outcomes and interactions a levels-of-mastery framework competency modeling and job
between competencies, situations that in turn was used in building analysis differ, what the consumer
and outcomes). This leaves us the competency models for the appeal of competencies is, and what
with a better understanding of three levels of CIA management might be the future of competency
the sources of controversy with (supervisor, middle management and modeling. This is a comprehensive
leadership competency models and executive). The resulting multi-level and rigorously conducted
a more balanced perspective on competency framework became the examination of the phenomenon
their purported advantages and foundation for the CIA Leadership of competency modeling and is
disadvantages. Academy, which, the authors argue, highly recommended as background
has been helpful in producing highly reading for any HR professional
effective leaders throughout the or scholar who desires a greater
Martineau, J., Laskow, G., three levels of the CIA. understanding of the state of the
Moye, L., & Phillips, D. field of competency modeling.
(2005). Creating synergy and
difference in development: One Schippmann, J. S., Ash, R. A.,
organization’s competencies for Battista, M., Carr, L., Eyde, L. Leadership Development
three organizational levels. In D., Hesketh, B., et al. (2000).
Byrne, J.-A. C., & Rees, R. T.
R. B. Kaiser (Ed.), Filling the The practice of competency
(2006). The successful leadership
leadership pipeline (pp. 85-110). modeling. Personnel Psychology, 53,
development program: How to build
Greensboro, NC: Center for 703-740.
it and how to keep it going. San
Creative Leadership.
Because the competency modeling Francisco, CA: Pfeiffer.
This chapter presents a case study trend has been confusing to HR
This is where to start if you have
description of the steps that the researchers, practitioners and
absolutely no idea how to design or
Central Intelligence Agency (CIA) consumers of HR-related services,
implement a leadership development
took in transforming its approach the Job Analysis and Competency
initiative. The book is very clearly
to leadership by developing a set of Modeling Task Force (Society
written, although overly simplistic
competencies that were tailored to of Industrial and Organizational
in its content. There are numerous
the organization across three unique Psychology) conducted a two-year
flowcharts and algorithms to guide
levels of management. Although investigation into the antecedents
the reader through various stages
in many ways the CIA is a very of competency modeling and
44 Developing Leadership Talent
and decision points in the program choose (or are forced to choose) to Conger, J. A., & Fulmer, R.
development process. The various make their leaders rather than to buy M. (2003). Developing your
chapters are devoted to topics them (i.e., relying on headhunters leadership pipeline. Harvard
such as identifying the guiding for external recruitment), this book Business Review, 81(12), 56-64.
principles of a program; building offers a valuable perspective in terms
The focus of this article is on
the foundation of philosophy, of examining and understanding
aligning succession planning with
conceptual framework and the longitudinal career implications
leadership development. Succession
operational strategy; developing a of the leadership pipeline. The
planning needs to be more than an
leadership competency model and first part of the book focuses on
annual update of a list of leadership
designing a diagnostic inventory six key transitions that constitute
candidates. It needs to ensure that
for those competencies; developing developmental milestones for
there is a deep pipeline of developed
a return on investment model; leaders. The six transitions are: (1)
or developing leaders who are
developing individual learning plans from managing yourself to managing
prepared to successfully handle
and learning modules; getting senior others; (2) from managing others
more responsible leadership roles.
level buy-in; and developing an to managing managers; (3) from
The authors present five rules for
implementation strategy. What the managing managers to functional
setting up an effective succession
book provides in breadth it lacks in managing; (4) from functional
management system (succession
depth. For example, much of the managing to business managing;
planning + leadership development).
content in each chapter is presented (5) from business managing to
Rule 1 is to focus on development.
in bullet points. This improves group managing; and (6) from
Succession management is a system
accessibility, but it glosses over the group managing to enterprise
oriented toward developmental
complexities associated with many managing. An important part of the
activities and not a list of high-
of the issues. It also ignores the authors’ message is that the values
potential employees. Rule 2 is to
controversy regarding leadership and focus of the leader change at
identify linchpin positions.—identify
competency models (see the section each transition point. A major part
and focus on those jobs that are
on competency modeling) and of development is moving away
essential to the long-term health of
blindly assumes that is the way to from what had made someone a
the organization. Rule 3 is to make
go, ignoring that trying to predict successful leader at an earlier career
it transparent. Rather then shrouded
what will be required of leaders stage to what is needed at the new
in secrecy, let people know exactly
five or 10 years in the future is a transition. The second part of the
where they stand in the succession
very difficult task. In short, the book elaborates on how to diagnose
system. Rule 4 is to measure progress
book is best used as a primer to leader development and adjustment
regularly—move away from a
leadership development and would and how to help leaders make
replacement mindset to one that
likely be most helpful to those HR better developmental progress. The
evaluates the ongoing development
professionals just getting into the longitudinal perspective of this book
of candidates for linchpin jobs. Rule
field of leadership development. is especially welcomed. It also helps
5 is to keep it flexible. Succession
to illuminate the challenges leaders
systems need to be refined and
face at various stages of their careers
adjusted based on feedback from line
Charan, R., Drotter, S., & Noel, and discusses how to better prepare
executives and participants. Overall,
J. (2001). The leadership pipeline: them to make successful transitions
effective succession management
How to build the leadership-powered as they move up the pipeline.
requires a culture that encourages
company. San Francisco: Jossey-
honesty and risk taking.
Bass.
Day, D. V. (2000). Leadership The point is not to choose between Gardner, W. L., & Avolio, B.
development: A review in context. leader and leadership development J. (Eds.). (2005). Authentic
Leadership Quarterly, 11, 581-613. but to work on linking the two in a leadership development: Getting
more systemic manner. to the root of positive forms
A distinction is drawn between
of leadership [Special issue].
leader development and leadership
Leadership Quarterly, 16(3).
development. Much of what is
Dvir, T., Eden, D., Avolio, B.
done with regard to leadership The special issue resulted from the
J., & Shamir, B. (2002). Impact
development is really about inaugural summit hosted by the
of transformational leadership
developing individual leaders. Leader Gallup Leadership Institute at the
on follower development and
development focuses on developing University of Nebraska-Lincoln in
performance: A field experiment.
individual-level knowledge, skills 2004. It includes an introduction by
Academy of Management Journal,
and abilities (i.e., human capital). B. J. Avolio and W. L. Gardner that
45, 735-744.
Leadership development is less about provides the conceptual foundation
the individual and more about the A longitudinal, randomized field to the nascent field of authentic
connections, commitments and experiment was conducted to test leadership theory, the relevance
reciprocal obligations that develop the effects of transformational of authenticity to leadership, the
between people (i.e., social capital). leadership as enhanced through roots of authentic leadership in
Leader development is based on a training on follower development positive psychology and positive
traditional, individualistic notion and performance. The sample organizational scholarship, and
of leadership. It is leader-centric. consisted of 54 leaders form the promising directions for future
Leadership development has its Israel Defence Forces, 90 direct research.
origins in a more contemporary, reports (followers) and 724 indirect
• W. L. Gardner, B. J. Avolio,
relational model of leadership that followers (once removed from a
F. Luthans, D. R. May and
assumes that leadership is a function direct reporting relationship). The
F. Walumba [“Can you see
of the social resources that are leaders in the experimental condition
the real me?” A self-based
embedded in relationships. The received transformational leadership
model of authentic leader
practice and research literatures training, whereas the control
and follower development,
are reviewed regarding the non- group leaders received eclectic
pp. 343-372] emphasize
classroom approaches to both leader leadership training. The results
the developmental processes
and leadership development. The indicated that leaders receiving the
of leader and follower self-
focus is on those practices that transformational leadership training
awareness and self-regulation.
embed learning and development had more of a positive effect on
Positive modeling is viewed as a
in the context of ongoing work direct followers’ development
primary means whereby leaders
rather than taking people away from (i.e., self-efficacy, independent and
develop authentic followers.
their work to learn and develop. critical thinking and motivation)
Outcomes of authentic leader-
The reviewed practices include and indirect followers’ performance
follower relationships are
360-degree feedback, executive (i.e., weapons test performance and
thought to include heightened
coaching, mentoring, networking, obstacle course performance). From
levels of follower trust in the
job assignments and action these findings, the authors conclude
leader, engagement, workplace
learning. Some of these practices that enhancing transformational
well-being and sustainable
emphasize human capital (i.e., leadership through training can
performance.
leader) development, and others augment the development of human
focus mainly on social capital (i.e., resources and their performance
leadership) development, whereas across a variety of organizational
only action learning targets both. contexts.
46 Developing Leadership Talent
• R. Ilies, F. P. Moregeson and • S. Michie and J. Gooty [Values, Giber, D., Carter, L., &
J. D. Nahrgang [Authentic emotions, and authenticity: Will Goldsmith, M. (Eds.). (1999).
leadership and eudaemonic well- the real leader please stand up? Linkage, Inc.’s best practices in
being: Understanding leader- pp. 441-457] incorporate current leadership development handbook.
follower outcomes, pp. 373-394] theory from the emotion and Lexington, MA: Linkage Press.
examine the Aristotelian concept positive psychology literatures
The book opens with a brief
of eudaemonia, which is the view to present an alternative role
introduction by Warren Bennis;
of human happiness that assesses of emotions in leadership. In
however, the bulk of the content is
the goodness of life based on particular, it is argued that
devoted to leadership development
living in a manner that actively frequent experiences of positive
case studies from 15 different
expresses excellence of character other-directed emotions are
organizations, including Abbott
or virtue. From this they develop an important part of authentic
Laboratories, AlliedSignal, BP
a multi-component model of leadership.
Amoco, Colgate-Palmolive,
authentic leadership and discuss
• A. Eagly [Achieving relational Gundersen Lutheran Hospital and
the antecedents of authentic
authenticity in leadership: Motorola. Each case begins with
leadership as well as its outcomes
Does gender matter? pp. 459- a mission statement description
for both leaders and followers.
474] argues that achieving of the initiative. Although the
• B. Shamir and G. Eilam [“What’s relational authenticity requires content categories differ by case,
your story?” A life-stories that followers grant leaders the many include a brief overview
approach to authentic leadership legitimacy to promote a set of of the respective organization, a
development, pp. 395-417] values. Evidence is presented section on building the business
argue that authentic leadership suggesting that obtaining this case for leadership development, a
stems from the self-relevant legitimacy is more difficult for description of the actual leadership
meanings the leader attaches to female than for male leaders. development process and the
life experiences. These meanings methodology of and insights gleaned
• C.D. Cooper, T. A. Scandura
are captured in the leader’s life from program evaluation. There is
and C. A. Schriesheim [Looking
story. a brief conclusions section devoted
forward but learning from our
to presenting survey results on
• R. T. Sparrowe [Authentic past: Potential challenges to
leadership development trends and
leadership and the narrative developing authentic leadership
findings, including the (a) most
self, pp. 419-439] presents theory and authentic leaders, pp.
important competitive and strategic
an alternative perspective on 475-493] caution that it may be
business challenges (globalization,
authentic leadership that is premature to focus on designing
improving productivity and
based on the framework of interventions to develop
competition); (b) most common
the narrative self. From this authentic leadership before
leadership competencies (builds
perspective, authenticity is not additional work is conducted to
teamwork, understands the business
achieved by self-awareness of define, measure and research the
and thinks conceptually); (c) key
one’s core values or purpose. construct.
features of leadership development
Instead, authenticity emerges
(action learning, 360-degree
from the narrative process in
feedback and exposure to senior
which others play an essential
executives); (d) critical factors
and constructive role in the
that most affect the success of the
self. Implications are discussed
leadership development initiative
for research and the practice of
(support and involvement of senior
ethical leadership.
management, continuous evaluation
Developing Leadership Talent 47
and linking leadership development McCall, M. W., Jr., & Hollenbeck, McCauley, C. D., & Van Velsor,
with strategic plan); and (e) G. P. (2007). Getting leader E. (Eds.). (2004). The Center for
evaluation methods used (reactions, development right: Competence Creative Leadership handbook of
behavioral transfer, results and not competencies. In J. A. Conger leadership development (2nd ed.).
learning in order of prevalence from & R. E. Riggio (Eds.), The practice San Francisco, CA: Jossey-Bass.
most to least). of leadership: Developing the next
The mission of the Center for
generation of leaders (pp. 87-106).
Creative Leadership (CCL) is to
San Francisco, CA: Jossey-Bass.
advance the understanding, practice
Kaplan, R. E., & Kaiser,
The authors boldly state that leader and development of leadership for
R. B. (2003). Developing
development is not working. It the benefit of society worldwide.
versatile leadership. MIT Sloan
is not working because the HR In pursuing this mission over
Management Review, 44(4), 19-26.
community has been star-struck the previous three decades, CCL
The core idea in this paper is that by competencies and has forgotten faculty members have worked
leaders often develop in ways about results. Instead of developing with hundreds of thousands of
that result in a lack of balance. In leadership competency models managers and executives across a
particular, leaders have the natural that support leader development broad array of organizations. The
tendency to overdevelop one set programs, here is what the authors second edition of CCL’s handbook
of strengths at the expense of its argue organizations should be of leadership development makes
counterweight. For example, at one doing: available much of the knowledge
end might be forceful leadership gleaned from this work. It is not a
• Identify challenges, not
and at the other is enabling research-based perspective in most
competencies.
leadership. Either extreme is a cases (although research is one of
vice such as being insensitive and • Identify experiences, not CCL’s core areas), but rather it
callous (forceful to the extreme) or programs. brings together and presents in one
overly accommodating (enabling volume the practical knowledge that
• Identify people who can make has been gained regarding leadership
to its extreme). But more moderate
the most of available experiences. development. It does not provide a
positions are virtues such as taking
stands and making tough calls or • Create the means for getting comprehensive review of leadership
listening to others’ opinions and people into the experiences they theories nor is it exhaustive in its
ideas. The absence of imbalance is need. coverage of all methods of leader
versatility in which an effective leader and leadership development.
can draw from virtuous aspects of • Help people learn from the Instead, it focuses on those areas
each approach that best fit with experiences they have. in which CCL has considerable
the situation at hand. Leaders can In achieving these re-focused goals, experience and expertise. The 15
develop themselves by strengthening the importance of developmentally chapters that comprise the book
the weak side and moderating the oriented leaders and the use of are organized into three parts: (1)
overused side. executive coaching will become individual leader development (e.g.,
increasingly important over time. feedback, coaching, developmental
relationships, job assignments,
evaluating impact); (2) leader
development in context (e.g.,
leader development across gender
and race, cross-cultural issues,
developing global leadership and a
lifelong development perspective);
48 Developing Leadership Talent
and (3) leadership development to something bigger and more organization was a medium-sized
(e.g., organizational capacity for important than what they could faith-based health care system with
leadership and exploration for do on their own. In short, the a strong service-focused culture,
development). A CD-ROM library approach discussed by the authors is and the other was a very large
of 15 papers authored by CCL at the same time a very radical and quasi-governmental service agency
faculty and researchers accompany worthwhile approach to leadership with a strong operations-focused
the handbook. development. culture. Through the use of action
learning, broader leadership capacity
was developed in both of these
Mirvis, P., & Gunning, L. T. O’Connor, P. M. G., & Day, D. organizations.
(2006). Creating a community of V. (2007). Shifting the emphasis
leaders. Organizational Dynamics, of leadership development:
35(1), 69-82. From “me” to “all of us”. In Schriesheim, C. A. (2003).
J. A. Conger & R. E. Riggio Why leadership research is
This article provides a description
(Eds.), The practice of leadership: generally irrelevant for leadership
of the community building efforts
Developing the next generation of development. In S. E. Murphy &
at Unilever Foods Asia (the second
leaders (pp. 64-86). San Francisco, R. E. Riggio (Eds.), The future of
author was then its president).
CA: Jossey-Bass. leadership development (pp. 181-
The goal of the company’s
197). Mahwah, NJ: Erlbaum.
developmental initiative was to The role of identity in the
build the capacity of the entire leadership development process is This chapter highlights the scientist-
leadership body to work together examined. The chapter explores practitioner gap when it comes to
as a community of leaders. The how action learning supported two leadership development. The author
method for doing this was through organizations’ efforts to address discusses the core reasons he believes
enabling the learning journeys of the complex challenges in part by leadership research is irrelevant
individual while also building a sense developing collective leadership for the development of managers
of collective identity—“us.” Actual identities. The focus was deliberately and leaders in work organizations.
journeys of up to a week were taken altered from developing “me” Specifically, six reasons for the gap
to places in India, China and Sri as a leader (individual identity) between what leadership researchers
Lanka, where participants engaged to developing the leadership in provide and what HR professionals
with indigenous people, took part in “all of us” (collective identity). need are identified: (1) differences
self-reflection and used storytelling The practices that supported the in language (abstract versus action-
to share with others one’s life history development of collective identities oriented); (2) differences in goals/
and lessons of experience. Rather included creating alignment with objectives (statistical significance
than focus on building specific, organizational identity, building versus results); (3) lack of validity and
traditional leadership skills as part collective self-concepts and irrelevance of validity for practice; (4)
of the development initiative, this developing systemic social networks. excessive intricacies in our theories;
approach had more to do with In doing so, the participants in the (5) assumed leader competence; and
building meaning and perspective action-learning initiatives produced (6) assumed leader motivation and
as well as community. As noted outcomes of tangible benefit to commitment. The chapter concludes
by Gunning, people want to live their respective organizations with suggestion on how to narrow
meaningful lives, live in service and in the form of competitive and the research-practice in each of the
care for others, have the freedom innovative strategies, work six identified areas.
and opportunity to be creative, and processes and tools. Case study
grow and be part of an organization evidence is presented from two very
that allows them to contribute different organizations. One case
Developing Leadership Talent 49
Smither, J. W., London, M., Smither, J. W., London, M., Ting, S., & Scisco, P. (Eds.).
Flautt, R., Vargas, Y., & Kuchine, & Reilly, R. R. (2005). Does (2006). The CCL handbook of
I. (2003). Can working with performance improve following coaching: A guide for the leader
an executive coach improve multisource feedback? A coach. San Francisco, CA: Jossey-
multisource feedback ratings over theoretical model, meta-analysis, Bass.
time? A quasi-experimental field and review of empirical findings.
The Center for Creative Leadership
study. Personnel Psychology, 56, Personnel Psychology, 58, 33-66.
(CCL) has been involved with
23-44.
The core issue in this study was coaching leaders for over 30 years.
The focus of this study was on whether and to what extent This edited handbook is based
whether working with an executive recipients improve their performance on CCL’s philosophy of leader
coach as part of a multisource after receiving multisource development and its experience in
feedback program was more effective feedback. A meta-analysis of 24 the practice of leadership coaching.
in terms of process and outcomes longitudinal feedback studies was Much like the CCL handbook
compared with not working with conducted indicating generally small of leadership development, this
a coach. Participants were 1,361 improvements in direct report, is not a research-based volume.
senior managers who received peer and supervisor ratings over Instead, the various chapters that
multisource feedback, with 404 of time. A theoretical model is then are authored by faculty members
them working with a coach to review presented suggesting that some and coaches reflect the experience
their feedback and set goals. One feedback recipients would be more and expertise in coaching that has
year later, 1,202 senior managers, or likely to improve than others. It is been gathered across the decades of
88% of the original sample, received hypothesized that performance is coaching practice. The handbook
multisource feedback from another most likely to improve when (a) is organized into five sections. Part
survey. Results indicated that those feedback confirms that changes one elaborates on the foundations
senior managers who worked with are necessary; (b) recipients have of coaching, including the editors’
an executive coach were more likely a positive attitude about feedback view of coaching for development
than other managers to set specific in general; (c) recipients perceive a and a framework for leadership
rather than vague goals and solicit need to change their behavior; (d) development coaching. Part two
ideas for improvement from their they react positively to the specific addresses coaching for special
supervisors. The managers who feedback; (e) they believe change populations such as women leaders,
were coached also improved more is possible; (f) they set appropriate senior leaders, coaching across
than other managers in terms of the goals to regulate their behavior; cultures, leaders of color. Part three
ratings provided by direct reports and (g) recipients take action examines coaching for specific
and supervisors. The effect size for that lead to skill and performance leadership challenges and capacities
this difference was small, which improvements. HR professionals are such as emotional competence,
raises some questions about the reminded that not all employees will change and transition, physical well-
utility and return on investment of benefit equally from multisource being. Part four deals with different
executive coaching. feedback. Providing a realistic coaching techniques such as artful
preview of the feedback system to coaching, solution-focused coaching,
potential recipients might be one constructive-development coaching.
means of improving the long-term Part five addresses extending the
effectiveness of the system. coaching practice in terms of
blended coaching, coaching teams
and creating a coaching culture. The
handbook also includes a CD-ROM
library of 25 CCL publications on
Developing Leadership Talent 51
topics such as enhancing 360-degree intervention. Insufficient number of Ragins, B. R., Cotton, J. L., &
feedback for senior executives, studies have been published on that Miller, J. S. (2000). Marginal
coaching for action, preparing relationship to include in the present mentoring: The effects of type of
for development and using your meta-analysis. mentor, quality of relationship,
executive coach. and program design on work
and career attitudes. Academy of
Lankau, M. J., & Scandura, T. Management Journal, 43, 1177-
Mentoring and A. (2002). An investigation of 1194.
Developmental personal learning in mentoring
Not all mentoring relationships
Relationships relationships: Content,
are created equally. Like other
antecedents, and consequences.
Allen, T. D., Eby, L. T., Poteet, work relationships, mentoring
Academy of Management Journal,
M. L., Lentz, E., & Lima, L. relationships fall along a continuum
45, 779-790.
(2004). Career benefits associated of effective to ineffective, functional
with mentoring for protégés: A The focus of this study was on to dysfunctional. The present
meta-analysis. Journal of Applied learning in the workplace, especially authors distinguish between “good
Psychology, 89, 127-136. in terms of the antecedents and mentors,” “bad mentors” and “good
consequences of learning in the enough mentors,” who have value
A total of 43 studies were reviewed albeit limited. This latter group
context of mentoring relationships.
using meta-analytic procedures to is termed marginal mentors. A
A measure of personal learning was
determine the overall career benefits national sample of 1,162 employees
developed and tested. Aspects of
of mentoring for the protégé. was surveyed to determine the
personal learning were found to
Comparisons between mentored and relationship between job and career
mediate the relationships between
non-mentored protégés were made attitudes and the presence of a
mentoring and organizational
on objective (e.g., compensation) mentor, type of mentor (formal or
consequences of role ambiguity
and subjective (career satisfaction) informal), the perceived quality of
and job satisfaction; however, no
outcomes. Results suggested positive the mentoring relationship, and the
evidence was found to support the
career effects of mentoring on perceived effectiveness and design
hypothesis that personal learning
protégé compensation, promotions, of a formal mentoring program.
mediates the relationships between
career satisfaction and commitment, Results suggested that satisfaction
mentoring functions and turnover
expectations for advancement, and with a mentoring relationship was a
intentions. As organizations seek to
job satisfaction. No differences more important predictor of protégé
become more efficient and effective
were reported for intention to attitudes than the other factors. One
learning entities, these results
stay. Although there were positive implication of these findings is that
suggest that mentoring relationships
effects of mentoring on the career senior leaders should be developed
can play a role in this process by
outcomes of the protégé, the effect to be effective mentors and not
enabling individual employees to
sizes for the objective outcomes leave this important leadership
enhance their personal learning.
(compensation and promotion) were component to chance. It has been
small. Although there were generally said that one of the most important
positive career effects associated jobs of a leader is to develop other
with mentoring, no evidence was leaders. Good mentoring is one way
presented that mentoring enhances to help with that leader development
the development of protégés as mandate.
leaders. Thus, the results are still
out as to whether mentoring is an
effective leadership development
52 Developing Leadership Talent
Shared Leadership A key consideration is developing In doing so, the trauma resuscitation
Hiller, N. J., Day, D. V., & the capabilities of blue-collar team team is able to uphold and protect
Vance, R. J. (2006). Collective members to participate as informal its two key values: quality of patient
enactment of leadership roles and leaders of their teams. treatment (i.e., reliability) and
team effectiveness: A field study. training and development of more
Leadership Quarterly, 17, 387-397. novice members (i.e., capacity
Klein, K. J., Ziegert, J. C., building). The findings from this
The focus of this study was on Knight, A. P., & Xiao, Y. (2006). study illustrate the dynamic nature
shared or collective leadership Dynamic delegation: Shared, of leadership processes in extreme
in autonomous work teams. In hierarchical and deindividualized teams and how ongoing delegation
particular, the central research leadership in extreme action can be used to serve the ultimate
questions concerned the extent teams. Administrative Science goal of ensuring high-quality
to which collective leadership was Quarterly, 51, 590-621. patient care while also developing
enacted in a state department of the technical skills and leadership
transportation road maintenance This qualitative field study examined capabilities of more junior team
teams (N = 45) and its correlation the leadership of extreme action members.
with performance. A 25-item teams, defined as teams in which
measure of collective leadership highly skilled members cooperate
was developed and tested. Items to perform urgent, unpredictable,
Pearce, C. L. (2004). The
measured responses to the frequency interdependent tasks with life-
future of leadership: Combining
that team members shared in and-death consequences. These
vertical and shared leadership
(a) planning and organizing; (b) teams also must cope with frequent
to transform knowledge work.
problem solving; (c) support and changes in team composition and
Academy of Management Executive,
consideration; and (d) development ongoing training and development
18(1), 47-57.
and mentoring. Confirmatory factor of novice members. The researchers
analyses supported the four-factor interviewed team members of Traditional hierarchical approaches
structure for the collective leadership medical trauma resuscitation teams to leadership can be effective, but
instrument. Results from a series (attending surgeons, surgical the situations in which those forms
of hierarchical regression analyses fellows, nurses and residents) and of leadership will be successful are
showed significant and positive observed teams as they performed becoming less common. Especially
relations between scores on the their emergency response duties. in areas termed knowledge
collective leadership instrument and At the core of this system is what work—areas requiring significant
the ratings of team performance the researchers term “dynamic investment in and voluntary
provided by an external supervisor. delegation,” whereby senior leaders contribution of intellectual capital
The implications of these results (e.g., attending physicians) engage in by skilled professionals—there has
include the possibility that leadership rapid and repeated delegation (and been a trend toward team-based
in blue-collar teams need not be the withdrawal) of the active leadership leadership. One reason for this is
domain of a single leader. Leadership role to more junior members of that it is becoming increasingly
can be enacted collectively and the team. This is described as a more difficult for any one person
informally by team members. In type of leadership dance in which to be an expert on all of the various
addition, collective leadership was the three senior leaders (attending, aspects of the work or to handle
shown to be positively related to fellow, resident) step forward or the significant leadership challenges
team effectiveness. Thus, efforts back in response to the patient’s associated with knowledge work.
devoted to developing collective changing condition and to the The author outlines conditions
leadership can be directed to even actions, competence and confidence under which shared leadership is
the lowest levels of organizations. of others in the leadership hierarchy. more appropriate, including tasks
Developing Leadership Talent 53
that are highly interdependent, always stem from the actions and
require a great deal of creativity and behaviors of an individual leader.
are highly complex. In addressing One possible reason for the broader
how to develop shared leadership, acceptance of shared leadership
the role of the vertical leaders, as today is that the challenges faced
well as the role of organizational by organizations cannot be solved
systems, is examined. The formal by any individual leader—at least
leader can contribute to developing not all the time. After setting the
shared leadership through team foundation for the evolution of
design, boundary management shared leadership and why it is
and support of shared leadership. needed more than ever today, the
Organizational systems that facilitate book addresses additional issues that
shared leadership include training are organized into four sections:
and development systems, reward (1) conceptual models of shared
systems and organizational culture. leadership; (2) methodological issues
In conclusion, the author points in the study of shared leadership;
out that shared leadership is not a (3) studies of shared leadership in
panacea for organizations. The issue applied settings; and (4) critiques
is not one of either vertical (i.e., of shared leadership theory. In
traditional) or shared leadership but conclusion, the limits and liabilities
rather (a) when leadership is most of shared leadership are discussed.
appropriately shared; (b) how one These include a lack of knowledge,
develops shared leadership; and (c) skills and abilities in the team; lack
how to best use both vertical and of goal alignment between team
shared leadership to leverage the members and between the team and
capabilities of knowledge workers. the organization; lack of time to
develop shared leadership; and a lack
of receptivity to shared leadership.
Pearce, C. L., & Conger, J. A. As noted by the editors, the field of
(Eds.). (2003). Shared leadership: shared leadership holds remarkable
Reframing the hows and whys of opportunities for researchers and
leadership. Thousand Oaks, CA: HR practitioners, and this volume
SAGE. offers a state-of-the-art treatment of
this quickly emerging field.
This edited volume provides a
comprehensive overview of the
issues and advances in shared
leadership. The book begins with
an examination of the historical
underpinnings of shared leadership
showing that the concept has
slowly evolved since the 1920s and
the work of Mary Parker Follett.
The challenge to its more rapid
advancement is the prevailing leader-
centric mindset that leadership must
The SHRM Foundation is a 501(c)(3) non-profit organizational affiliate of the Society
for Human Resource Management (SHRM). Founded in 1966, the SHRM Foundation
maximizes the impact of the HR profession on organizational decision-making and
performance by promoting innovation, education, research and the use of research-
based knowledge. The SHRM Foundation is governed by a volunteer board of directors
comprising distinguished HR academic and practice leaders. Contributions to the SHRM
Foundation are tax-deductible. Online at www.shrm.org/foundation.