Different methods are suited to the learning needs of different leaders. There are unique challenges faced by leaders in different situations and at different stages of development, and as such, and a ‘one-size-fits-all’ type of methodology may not always be the best strategy for leadership development practitioners.
The authors propose that different leadership development learning methods should be adopted according to the varying needs and issues faced by leaders at different levels and stages of their lives.
They note that there are no definitive ‘best strategies’ for developing leaders, but that there has been an increasing recognition that leadership development must incorporate a constellation of practices in order to be effective.
They propose a classification of leadership development methods built on the following dimensions:
In terms of the locus of learning, the focus on customised executive education programs is on in-context methods; but, the authors note, this has been balanced in recent years with recognition of the need of open enrolment programs that bring together participants from different functions, organizations, industries and cultures. This is important and helps participants take a step back from the daily reality of the corporate world and gain perspective, as well as renewal.
Throughout their paper, the authors explore three aspects of a leader’s evolution, which may suggest different development needs and advance propositions about which learning methods, or what combination of methods, are best suited to the different stages:
To conclude, the authors stress that a ’one-size-fits-all’ approach to leadership interventions will not be as successful and have less of a long-term impact those methods that take into account the different learning needs of different leaders. Instead of simply cutting and pasting from other interventions, methods should be in sync with both job demands and individual needs at particular time and place.
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