“Leaders don’t create followers, they create more leaders.” — Tom Peters
Organizations today seek leaders who are adaptive, systemic, creative, critical thinkers who excel in cross-border collaboration, and can take calculated risks. Many organizations are looking for such traits in their leaders and are making substantial investments in developing high-impact programs and interventions that offer the cultivation of such qualities.
Innovations in the field of leadership development has seen an outstanding display — from organizations personalizing individual leadership development plans, to democratizing leadership, organizations are now focusing on action learning and cognitive development. Organizations are now giving employees the liberty to explore opportunities to unlock their leadership potential. Along with such initiatives, “Guiding leaders towards a mindset that recognizes that all leadership is about relationships with others”, is something that organizations are actively pursuing, according to Anita Kirpal, Director – Business Psychologist, YSC. Moreover, as Sanjay Dugar, Director – Client Management, C2C puts it, “Innovation amongst companies that offer Organizational Development solutions need to revolve around building capability towards offering a suite of services in the areas of diagnosing the developmental needs, designing solutions to suit the organizational context, delivery services like facilitation and coaching, and, demonstrating the impact on the business.”
This article takes into account how organizations are delving into innovative ways of leadership development.