Developing the theory and practice of leadership development: A relational view

IF 9.1 1区管理学 Q1 MANAGEMENT

Leadership Quarterly Pub Date : 2021-10-01 DOI:10.1016/j.leaqua.2020.101456

Cynthia D. McCauley, Charles J. Palus

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引用次数: 37

Abstract

Organizations are demanding leadership development that is more sensitive to context and supportive of organizational transformation, and critics of current leadership development practices claim they are too narrowly construed to yield meaningful results. Relational views of leadership may be the disruptive idea that helps reconstruct leadership development in ways that meets these concerns. To better understand how these relational views can impact the practice of leadership development, we examined the use a specific relational framework in one leadership development organization. We found that leadership development professionals used the framework to convey a relational point of view on leadership to their participants, to facilitate collective identification and action on leadership issues, to develop leadership by focusing on leadership culture, and to enable the democratization of leadership development. We use these findings to advance a constructive-developmental perspective on the development of leadership development.

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发展领导力发展理论与实践：一种关系观

组织要求领导力发展对环境更敏感，对组织转型更支持，而当前领导力发展实践的批评者声称，这些实践的解释过于狭隘，无法产生有意义的结果。领导力的关系观可能是一种颠覆性的观点，它有助于以满足这些担忧的方式重建领导力发展。为了更好地理解这些关系观点是如何影响领导力发展实践的，我们研究了一个领导力发展组织中特定关系框架的使用。我们发现，领导力发展专业人员使用该框架向参与者传达关于领导力的关系观点，促进对领导力问题的集体认同和行动，通过关注领导力文化来发展领导力，并使领导力发展民主化。我们利用这些发现来提出一个关于领导力发展的建设性发展视角。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Leadership Quarterly Multiple-

CiteScore

15.20

自引率

9.30%

发文量

期刊介绍： The Leadership Quarterly is a social-science journal dedicated to advancing our understanding of leadership as a phenomenon, how to study it, as well as its practical implications. Leadership Quarterly seeks contributions from various disciplinary perspectives, including psychology broadly defined (i.e., industrial-organizational, social, evolutionary, biological, differential), management (i.e., organizational behavior, strategy, organizational theory), political science, sociology, economics (i.e., personnel, behavioral, labor), anthropology, history, and methodology.Equally desirable are contributions from multidisciplinary perspectives.