A Leadership development plan helps in setting the career for the achievement of effective senior management positions and advanced leadership roles. Professional development and career growth are possible by evaluating the tool of a leadership development plan. This plan is transformational in nature where the members involved in the organization support each other for the progress of the organization as well as themselves. The organization and its members are able to achieve career satisfaction and other challenges and opportunities with the help of this development plan. For evaluation of leadership development plan, feedback and communication are very essential in an organization.
The different theories of leadership are –
•Contingency theory – This theory has the main focus on the variables that might determine the type of leadership style that is better for the organization. In contingency theory, it has been observed that no leadership style is best suited in all the situations. The success of this theory depends upon the number of variables such as the quality of followers, style of leadership and other different aspects.
•Transformational theory – The transformational theory is also known as Relationship theory which concentrates on the relationship between the followers and leaders. The transformational leader helps the group members by inspiring and motivating them in the organization. The leaders expect their group members to fulfill all the responsibilities. In this theory, leaders always have moral standards and high ethics.
•Behavioral theory – This theory is based on the belief that great leaders are made, not born. To become an effective leader, people can learn through observation and teaching in the organization. The Behavioral theory is always based on the actions of the leaders and not based on the internal states or mental qualities of the leader.
•Participative theory- It is suggested by the participative leadership theories that the inputs of other accounts can be considered as an ideal leadership style. Further, these leaders encourage contributions and participation from members of the group and help them feel more committed and relevant to the decision making process. In this theory, the leader retains the right to enable others’ input into the accounts.
•Trait theory – Trait theory identifies the behavioral and personality traits shared by the leaders. It is an approach which studies the personality of a human. These traits are in the form of – self-confidence, extroversion skills etc.
•Situational theory – In this type of theory, leaders choose the best course of action based upon the different variables of situation. The different leadership style has been selected according to the skills of the leader. Example – An Authoritarian style might be adopted by the leaders who are most experienced and knowledgeable. While a democratic style of leadership might be adopted by the group members who are the skill experts.
•Management theory – Management theory is also known as a transactional theory which is based on the reward and punishment system. This theory focuses on the group performance of the members of the organization. Along with this, management theory focuses on the organizational performance and role of supervision. These theories are always used in the business organization. The organization rewards its employees when they perform better and punishes its employees when they fail to do work in the organization.
Components of the Leadership development plan
While designing the leadership development program, here are four components that must be taken into consideration
1.Create a career vision – In the leadership development plan, a clear career vision is most essential. With a clear vision, a person can access the career growth and development and achieve success in the organization. A person must assess his/her strengths and weaknesses as well as the technical skills and leadership competencies. This assessment will help people to bridge the gap between the current situation and future state.
2.Make the leadership development goals with the specific and clear timeline – After creating a career vision, the next step is to develop leadership goals with the specific timeline. To make a real vision, make sure that you achieve long term professional development goals. To support a career vision, the proactive steps for the development of the goals are necessary.
3.Include the specific and measurable actions – The actions that are involved in the organization are not only specific but are also realistic and measurable. These actions must be measured daily, weekly or monthly with the help of various key performance indicators. Thus the actions must be measured from time to time in order to maintain the effectiveness of the organization.
4.To make a regular assessment and evaluation in the leadership development plan – An organization has to make regular assessments to keep the leadership development plan more relevant. Eval uation of the plan helps to implement an effective feedback system. In order to access problems and deficiencies, a business should make a leadership development plan in a clearer and easiest manner. v