Nine Principles for Enhancing Leadership Development Practices in Organizations
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| Title: | Nine Principles for Enhancing Leadership Development Practices in Organizations |
|---|---|
| Language: | English |
| Authors: | Anna Fabisch (ORCID |
| Source: | International Journal of Training and Development. 2025 29(3):388-400. |
| Availability: | Wiley. Available from: John Wiley & Sons, Inc. 111 River Street, Hoboken, NJ 07030. Tel: 800-835-6770; e-mail: cs-journals@wiley.com; Web site: https://www.wiley.com/en-us |
| Peer Reviewed: | Y |
| Page Count: | 13 |
| Publication Date: | 2025 |
| Document Type: | Journal Articles Reports - Research |
| Descriptors: | Educational Principles, Leadership Training, Decision Making, Organizational Development, Foreign Countries, Human Resources, Organizational Learning |
| Geographic Terms: | Sweden |
| DOI: | 10.1111/ijtd.12369 |
| ISSN: | 1360-3736 1468-2419 |
| Abstract: | The significance of leadership for organizational success is widely recognized; however, there are numerous perspectives on the best way to develop leadership. The aim of this study was to explore the factors that professionals collectively identify as crucial for enhancing leadership development in organizations. The research questions addressed are: What key principles guide well-informed decisions in organizing leadership development practices? What generic aspects are related to these principles? Employing a participatory research approach, we collected and analyzed data in collaboration with professionals working with leadership development in 17 municipalities and 10 regions in Sweden. The data were gathered by recording collaborative work during workshops, analyzed using reflexive thematic analysis and interpreted using paradox theory. Our main theoretical contribution consists of nine key principles that guide well-informed decisions in organizing leadership development practices. These principles are structured within key questions that go beyond perspectives on the best way to develop leadership, addressing inevitable paradoxical tensions. Additionally, we identify three generic aspects for managing these tensions and enhancing leadership development practices in organizations: systematic deliberation, integration and continuous improvement. Based on these findings, we present two practical tools to help professionals strengthen leadership development as a cohesive support system. Rather than seeking a single best curriculum or framework, professionals can be supported by aligning the responses to Why? What? How and when? Who? and What works?, always related to Where? and by continuously applying systematic deliberation, integrating leadership development with business strategies and HR activities and pursuing continuous improvement. |
| Abstractor: | As Provided |
| Entry Date: | 2025 |
| Accession Number: | EJ1479214 |
| Database: | ERIC |
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| Abstract: | The significance of leadership for organizational success is widely recognized; however, there are numerous perspectives on the best way to develop leadership. The aim of this study was to explore the factors that professionals collectively identify as crucial for enhancing leadership development in organizations. The research questions addressed are: What key principles guide well-informed decisions in organizing leadership development practices? What generic aspects are related to these principles? Employing a participatory research approach, we collected and analyzed data in collaboration with professionals working with leadership development in 17 municipalities and 10 regions in Sweden. The data were gathered by recording collaborative work during workshops, analyzed using reflexive thematic analysis and interpreted using paradox theory. Our main theoretical contribution consists of nine key principles that guide well-informed decisions in organizing leadership development practices. These principles are structured within key questions that go beyond perspectives on the best way to develop leadership, addressing inevitable paradoxical tensions. Additionally, we identify three generic aspects for managing these tensions and enhancing leadership development practices in organizations: systematic deliberation, integration and continuous improvement. Based on these findings, we present two practical tools to help professionals strengthen leadership development as a cohesive support system. Rather than seeking a single best curriculum or framework, professionals can be supported by aligning the responses to Why? What? How and when? Who? and What works?, always related to Where? and by continuously applying systematic deliberation, integrating leadership development with business strategies and HR activities and pursuing continuous improvement. |
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| ISSN: | 1360-3736 1468-2419 |
| DOI: | 10.1111/ijtd.12369 |
