Details

Autor(en) / Beteiligte

• Griffith, Jennifer A.
• Baur, John E.
• Buckley, M. Ronald

Titel

Creating comprehensive leadership pipelines: Applying the real options approach to organizational leadership development

Ist Teil von

• Human resource management review, 2019-09, Vol.29 (3), p.305-315

Ort / Verlag

Greenwich: Elsevier Inc

Erscheinungsjahr

2019

Link zum Volltext

Quelle

Alma/SFX Local Collection

Beschreibungen/Notizen

• Typically, firms consider leadership development (i.e., training focused on skills required for success in leadership roles) and succession planning (i.e., the creation and implementation of long-term plans that address changes in top leadership roles) as two distinct organizational initiatives. In recent years, however, scholars and practitioners have called for a new, more comprehensive approach that considers the organization as a system. Rather than considering succession planning and leadership development as distinctly different initiatives, organizations should work to create internal leadership pipelines that span entry-level employees to executives. To leverage potential advantages associated with instituting comprehensive leadership pipelines and to address practical concerns associated with risk and talent management, we propose the introduction of incremental investment in organization-wide leadership development programs via distinct, evaluative stages – a real options reasoning (ROR) approach to leadership. We argue that blending ROR with skills-based leadership models diversifies risk associated with investments in talent management and increases the ability for targeted, purposeful investment in potential organizational leaders. •Leadership development typically targets executives, ignoring much of the workforce.•This forfeits the potential to develop a robust, internal organizational talent pool.•Appling ROR to leadership development mitigates the risk of investing in employees.•When employees are developed appropriately, organizations are more adaptable.