Leadership Development Programs and Recommendations

To meet future and current leadership needs, programs that develop leaders are critical...we have watched programs evolve, designs become more complex and the metrics more clearly articulated not only at the individual level but to the organizational and results level- we see more mix of action/practical based learning, creative learning...reviewing the quote below- what are your thoughts on the eefectiveness of using the "apprentice" model in your organizations? What benefits does it provide? What challenges? "Use the apprenticeship model including the following components: education, applications through experience, opportunities for self discovery, support mechanisms and access to a community of practice. Integrating these five components into a tightly knit, seamless infrastucture requires extensive monitoring and coordination." (Henien, Morissette, 2007)

The Leadership Metaphor

If we think of Leadership in terms of the metaphor of a garden- and we look at the immanence of leadership as seeding, the emergence of leadership as growing and the trancendence of leadership as blooming and legacy...How would you define the characteristics of a leader in each phase?

What types of learning would be most effective in each phase?

What types of learning and support is effective for those on the cusp of each phase?

Discussion of Organizational Culture and Leadership Development

In your experience with organizations you have worked with, or researched what interesting variations have you noted in the application of Leadership Development as it relates to culture? Did the organization have a firm and clear definition and understanding of its culture?
Have you had an experience where you had bring cultural challenges to light and work with resistance to change at the senior level? How did you remain authentic and how were you successful?

Discussion of Leadership Development Programs

What are the elements of an excellent and effective Leadership Development Program and why do they exist in your organization's program?

What would you identify as best practices elements?

In your opinion- what essential elements are missing from Leadership Development Programs?

Discussion of Innate Leaders

Different than accidential leaders, innate leaders feel leadership as a tangible , palable thing. "They choose leadership, feeling entrusted with a mission and sensing they can carry it out. Their relationship with leadership is passionate and immediate." Henein , Morrisette

How can this perspective and "internal wiring" impact the way innates lead? Are there advantages and disadvantages to their potential approach?

Discussion of Accidential Leaders

"The majority of those classed as accidential leaders claim leadership was 'thrust upon them'. Their approach tends to be intellectual, rational; they plan and reflect. Their style is characterized by quiet determination. Tone is measured, calm." Henein, Morissette

Based on this description how would you see Accidential Leaders' motivation to leadership? How would they identify with leadership? What would the advantages and disadvantages be of an Accidential Leader type?

Accidential versus Innate Leadership

In the book Made in Canada Leadership, Henein and Morisette describe two different starting points for leaders. One is "accidental" and one is "innate". Accidential is described as "backing in to leadership". "The leader within an accidental is not initally visible. They see themselves as leaders through others eyes first. Innate leaders are very aware of the power within. The presense of leadership is palpable and tangible. They choose leadership, feeling entrusted with a mission and sensing they can carry it out." (Henien, Morisette, 2007).

Do you relate to these starting points and what are your thoughts on the charaterisitcs unique to accidental and innate leaders?

What do you think the challenges would be for one, the other or both?

Shelagh