Title: Leader development - Wikipedia
Headings: Leader development
Leader development
Contents
Developmental theory
Differentiating between leader development and leadership development
Differentiating between leader development and management development
Leader development model
YGLP
Intrapersonal competencies
Self-awareness
Self-regulation
Self-motivation
Modes of development
Formal training
Developmental job assignments
Three hundred and sixty-degree feedback
Executive coaching
Self-directed learning
Application
See also
References

Content: The first part illustrates three elements that combine to make developmental experiences stronger: assessment, challenge and support. Assessment lets leaders know where they stand in areas of strengths, current performance level, and developmental needs. Challenging experiences are ones that stretch a leader's ability to work outside of their comfort zone, develop new skills and abilities, and provide important opportunities to learn. Support, which comes in the form of bosses, co-workers, friends, family, coaches and mentors, enables leaders to handle the struggle of developing. The second part of the leader development model (McCauley et al., 2010) illustrates that the leader development process involves a variety of developmental experiences and the ability to learn from them. These experiences and the ability to learn also affect each other in that a leader with a high ability to learn will search for developmental experiences and through developmental experiences leaders will increase their ability to learn. It is also important to note that the leader development process is rooted in a particular leadership context which includes elements such as age, culture, economic conditions, gender of the population, organizational purpose and mission, and business strategy (McCauley et al.). This environment molds the leader development process.