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al intelligence and specific behaviors associated with leadership effectiveness (Ruderman, et al.,2001). Effective leadership is clearly about more than just enacting the “right” behaviors, or merely translating feedback (e.g., from 360-degree feedback) into changed behavior. One way 360- degree feedback can positively impact an individual’s effectiveness as a leader is by deepening that person’s self-awareness about the impact of his/her behavior on others.

Much leadership development feedback naturally affects how people think about themselves,not just their interactions with others. Similarly, it can lead to re-evaluations of many aspects of one’s life, not just one’s role as a leader. It can affect the whole person. It follows, then, that in some ways leadership development itself involves the development of the whole person. The Center for Creative Leadership began during the heyday of the human potential movement, and its ideals and educational philosophy still reflect a commitment to the value of self-directed change and growth (albeit informed by knowledge about the needs of the organization). Virtually all CCL leadership development programs include numerous activities to increase managerial self-awareness, and most address balance in life, including the relationship between health, fitness, and leadership. From our own participants, representing diverse companies across virtually all industries, the feedback is that balance in life has so far been more of an aspiration for them than a reality.

The Present 现在

Today, effective leadership is commonly viewed as central to organizational success, and more importance is placed on leadership development than ever before. Developing “more and better” individual leaders is no longer the sole focus of leadership development, although it remains a critical aspect. Increasingly, leadershipis defined not as what the leader does but rather as a process that engenders and is the result of relationships—relationships that focus on the interactions of both leaders and collaborators instead of focusing on only the competencies of the leaders. Leadership development practices based on this paradigm are more difficult to design and implement than those that have been popular for the last several decades in which the objective was to train leaders to be good managers. In light of this, several themes describe the state of leadership development today:
1. Leadership development increasingly occurring within the context of work;
2. Critical reflection about the role of competencies in leadership development;

3. Revisiting the issue of work/life balance.

Leadership Development Within the Context of Work

Leadership development initiatives today typically offer performance support and real world application of skills through such methods as training programs, coaching and mentoring, action learning, and developmental assignments. Combining instruction with a real business setting helps people gain crucial skills and allows the organizations to attack relevant, crucial, real-time issues. The goal of leadership development ultimately involves action not knowledge.

Therefore, development today means providing people opportunities to learn from their work 沪ICP备10026080号-1

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