David Mollish and Diane Landers, GAI Consultants, in their article entitled Establishing Staff Development as a High Priority Relies on Interaction, Tenacity and an Enthusiastic Executive-Level Champion, believe that the surest way to develop both the organization and future leaders is to identify and develop staff continually (2012). In many ways, this is common sensical -- one of the maxims of leadership has always been that it is imperative one trains their successor so that there is business and organizational continuity. However, Mollish and Landers take this even further noting that there are three key benefits from establishing and promoting a robust Leadership Development Program (LDP):
"A sustainable investment in the company's future is established.
Leadership potential is recognized early in an employee's career.
Learning, leadership, and loyalty become intrinsic values, corporate-wide."
Essentially, this means that the organization as a whole must be committed to the idea of continual development, and must put the resources...
References Baker, D.E., Walsh, M.B., & Marjerison, L. (2000). Developing high performance leadership at the process level. In E.F. Holton & S.S. Naquin (Eds.), Developing high-performance leadership competency (Vol. 6, pp. 47-72). San Francisco: Berrett-Koehler. Bass, B.M. (1985). Leadership and performance beyond expectations. New York: McGraw-Hill. Bass, B.M. (1990). Bass & Stodgill's handbook of leadership: Theory, research, and managerial application. New York: Free Press. Brungardt, C. (1996). The making of leaders: A review of
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