|
CONVENTIONAL PARADIGM |
ALTERNATIVE PARADIGM |
|
INDIVIDUAL LEADERSHIP DEVELOPMENT |
ORGANISATIONAL LEADERSHIP IMPROVEMENT |
OUTPUT |
Leaders |
Leadership of the business |
WHOSE PROPERTY IS LEADERSHIP |
Individual leaders |
The organisation |
PERCEPTION OF LEADERSHIP |
Heroes |
Organisation well led |
MEASURE OF SUCCESS |
Leaders' capability (sometimes in the organisation context) |
Leadership in, of, by and for the organisation |
METAPHORS FOR THE GOAL |
The artist
The actor |
The painting
The performance |
INTERVENTION STRATEGY |
Development
Management development |
Improvement
Management development plus organisation development |
PROCESS |
Developing individual leaders (either generically or in their organisation context) |
Developing individual leaders in their organisation context
Developing team leadership
Improving systems that affect leadership
Improving the leadership culture
Removing obstacles to leadership |
DRIVER |
Request for better leadership skills |
Need for better-led organisations that serve stakeholders |
BENEFICIARIES |
Individuals and their organisation |
The organisation and its stakeholders |
SUPPLY AND DEMAND |
Increasing the supply of leadership talent |
More demand side, blended with supply |
FOCUS OF COMPETENCE |
The individual |
The organisation |
WHO IS THE CLIENT? |
The individual learner |
The sponsoring organisation |
SOURCE OF SUPERVISION |
Inside the HR function |
Top line management |
FORM OF NEEDS ANALYSIS |
Learner's training needs analysis |
Organisation's needs analysis |
THINGS RIGHT/RIGHT THINGS |
Doing things right |
Doing the right things as well as doing things right |
ACCESS BY DEVELOPERS |
To individual learners |
To the organisation's agenda (aims, problems and opportunities) |
ENVIRONMENT |
The leader's environment in the organisation |
The leader's environment in the organisation, plus
The organisation's business environment and society |
MOST SIGNIFICANT INPUTS |
Developers
Leadership theory |
Line management
Business context |
TIME HORIZON |
Timeless truths |
Emergent issues |
HR ACTIVITIES |
Leadership talent development |
Leadership talent definition, recruitment, assessment, appraisal, promotion, succession, utilisation, reward, tenure, exiting |
HR SPECIALISMS |
Management training and development function |
All HR functions/specialisms |
PROFESSIONAL EXPERTISE |
Occupational psychology |
Organisation psychology |
