Recently leadership development has been fine-tuned to address transition points

Question

Recently leadership development has been fine-tuned to address transition points as leaders move from individual contributor to front-line leader (supervisor), from front-line leader to manager of front-leaders, from manager to department/division head, from department head to director (junior executive), from director to executive, from executive to senior executive. Consider the kinds of leadership development discussed in the text and the learning theories discussed. Based on that information is this move to learning focused on audience-specific situations appropriate? Why or why not? Cite examples and research.

Explanation / Answer

We always felt that the leadership should have front-line experience and it is applicable at levels in the organization. Organizations need leaders we can understand real challenges the frontline executive face at zero level. This type of thinking very important and brings designing thinking in designing organizations structure. This change brings a lot of focus on learning and continuous improvements in the organization. Very important part of this move is, it boosts the morale of the employee in the organization. Especially in service organizations, this type of leadership development brings a lot of focus on the end customer. We see following major advantages through leadership development

1. Empowering the frontend employees

2. Morale booster for frontline employees

3. Continuous learning opportunity

4. Continuous focus on end customer    

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