Developing a Culture of Leadership Development
Leadership has been defined as “the process of influencing people by providing purpose, direction, and motivation while operating to accomplish the mission and improve the organization” (Sewell, 2009, p. 93). Arguably, it is this type of effective leadership that is the requirement of every high functioning organization.
In order for an organization to achieve high levels of leadership success, an organization must foster and sustain the correct environment, provide the correct tools and supports, and ultimately ensure that culture supports the development of future leaders from within. It is the focus of this paper to ...view middle of the document...
”(Zappos.com, n.d., p.1) They go on to list their 10 core values, and for the purpose of this paper, the most notable being number 5: Pursue Growth and Learning. “We believe that inside every employee is more potential than even the employee himself/herself realizes. Our goal is to help employees unlock that potential.” (Zappos.com, n.d.) An organization with this type of value statement requires a work environment that encourages leaders and followers to embrace end values such as: equality, wisdom, social recognition, and a sense of accomplishment, which in turn would be supported by instrumental values such as: ambition, capability, helpfulness and responsibility. These values would be cornerstone of the development of the organizations vision and mission and in turn play a large role in developing a culture for leadership development.
“A great culture starts with a vision or mission statement. These simple turns of phrase guide a company’s values and provide it with purpose.” (Coleman, 2013, p. 1) An organization that would like to create a culture that facilitates leadership development, must integrate the driving values behind that belief into their vision statement to provide the organization with a clearly defined purpose. Great leaders have big visions, John F. Kennedy said “We choose to go to the moon . . . not because it is easy, but because it is hard.”, big visions, “link the present to the future” (Daft, 2011, p. 400), they get people excited and encourage them to rally around an idea and work together towards a common mission. Great companies also have big visions:
"We believe that we are on the face of the earth to make great products and that's not changing. We are constantly focusing on innovating. We believe in the simple not the complex. We believe that we need to own and control the primary technologies behind the products that we make, and participate only in markets where we can make a significant contribution. We believe in saying no to thousands of projects, so that we can really focus on the few that are truly important and meaningful to us. We believe in deep collaboration and cross-pollination of our groups, which allow us to innovate in a way that others cannot. And frankly, we don't settle for anything less than excellence in every group in the company, and we have the self-honesty to admit when we're wrong and the courage to change. And I think regardless of who is in what job those values are so embedded in this company that Apple will do extremely well."- Tim Cook, CEO of Apple Computer (Lashinsky, 2009, p. 1)
The concepts “collaboration” and “cross-pollination” reflect the ideals of Apple and establish a standard of excellence for the development of its workforce. An organization who wanted to establish similar beliefs to Apple, and create a vision that incorporated leadership development into the future business activities would incorporate their values surrounding leadership development into...