Leadership Development Competencies

Today, there has been a movement toward viewing leadership development not only in terms of attributes and skills, but in terms of identified competencies that are closely related to leadership.

In many organizations, leadership competencies have even become the core dimension of leadership development activities. This has resulted in the definition of a host of competencies that are well defined. This trend has also given root to formal programs such as masters in organizational leadership programs at several leading universities.

Competencies

A 2004 study found that leading-edge companies define leadership by a set of competencies. These are now used to guide leadership development at all levels. By the same token, a majority of organizations have, on their own, identified and defined the characteristics and qualities of successful leaders. The question now at hand is this: How then are competencies used in a most effective way in leadership development?

Strategies and business models

In the recent past, leadership development programs that were put into action had not been successful in effecting positive changes. This caused a change in perspective among designers of leadership programs. Organizations developed leadership competencies that were congruent with their particular culture and business model. Leadership competencies were often designed to be in correspondence with the best practices that had been identified for a particular organization.

To further complicate matters, leadership development programs often had to be tailored to the needs of an individual. Since all leaders do not possess all the leadership characteristics encapsulated in the leadership model to an equal degree. Each individual has his or her own unique leadership strengths and weaknesses.

More recent leadership models suggest that leaders should not be judged on individual competencies but instead, should only be help responsible for attaining results. This is the leadership development model that is in vogue today. You can learn more about this model if you purse a masters degree in organizational leadership.

This type of model goes far beyond specific individual competencies. The competencies have a tendency to focus on what needs to be altered rather than attention on the whole person.

In addition, focus is also placed on people’s strengths and natural abilities, and not just on competencies that can sometimes border on the eccentric. The current view of leadership development is that a leader is best developed by leveraging his or her innate strengths and minimizing the effect of weaknesses.

Health and leadership

Well-being and individual health at work are also brought out as issues of growing interest and attention, including their relevance to leadership. One question is the relentless stress of constant change and competition in the workplace.Managing the integration of work related stress and personal life to avoid individual meltdown are also becoming critical factors to integrate in a leadership development program. One known factor is that leadership effectiveness is enhanced if the leader is able to incorporate exercise into their daily regimen.

Work and personal life

Another challenge for leadership development that steers away from standard competencies is the competing demands of career and personal life. It was also recognized that an individual’s personal and business lives are not mutually exclusive, with each having a dramatic impact on the other.

Recently, there is a need to comprehend the factors related to organizational life that are influenced by the notion of work and personal life integration. There is also a need to identify those organizational changes that will be more conducive to the successful integration of work with an individual’s personal life.

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