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Journal ArticleDOI

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

TL;DR: In this article, the authors propose a real options reasoning (ROR) approach to leadership development, which considers the organization as a system and considers the transition of top leadership roles as two distinct organizational initiatives.
About: This article is published in Human Resource Management Review.The article was published on 2019-09-01. It has received 27 citations till now. The article focuses on the topics: Leadership development & Leadership studies.
Citations
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01 Apr 1975
TL;DR: The main purpose of as mentioned in this paper is to draw attention to some facts and ideas that perhaps can help to identify problems or fields for development and research within the evaluation of training, and defend the inclusion of evaluation as an Integral part of a model for planning and carrying out educational programs.
Abstract: The main purpose of this paper is to draw attention to some facts and ideas that perhaps can help to identify problems or fields for development and research within the evaluation of training. Topics for group discussion are preceded by material on some basic concepts of evaluation and educational measurement. The ratio scale, the interval scale, the ordinal scale, and the nominal scale are given as examples of kinds of scales used in educational measurement; the problem of norms is discussed; potential purposes of evaluation or educational measurement are outlined; and some characteristics of a good measuring instrument are explained. The author also defends the inclusion of evaluation as an Integral part of a model for planning and carrying out educational programs. (BW) *********************************************************************** Documents acquired by ERIC include many informal unpublished * materials not available from other sources. ERIC makes every effort * * to obtain the best copy available. Nevertheless, items of marginal * * reproducibility are often encountered and this affects the quality * of the microfiche and hardcopy reproductions ERIC makes available * * via the ERIC Document Reproduction Service (EDRS). EDRS is not * responsible for the quality of the original document. Reproductions * * supplied by EDRS are the best that can be made from the original. *********************************************************************** U S DEPARTMENT OF HEALTH, EDUCATION &WELFARE NATIONAL INSTITUTE OF EDUCATION EVALUATION OF TRAINING

880 citations

Journal ArticleDOI
TL;DR: The most prominent prospective leadership development measures in startups include experiential learning methods, such as action learning, developmental job assignments, multi-rater feedback, as well as digital experience learning programs and developmental relationships such as coaching in digital one-to-one sessions as discussed by the authors.

16 citations


Cites background from "Creating comprehensive leadership p..."

  • ...P18: The majority of startups will use regular coaching for LD. Leaders play an important role in HR development (Ellinger and Bostrom, 1999; Evered and Selman, 1989) and can also be involved in LD (Groves, 2007)....

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Book ChapterDOI
TL;DR: In this article , the authors reviewed literature pertaining to leadership capability development through integrating talent and knowledge management strategies, and established that the integration of knowledge and management strategies leads to effective leadership development.
Abstract: Public sector organizations are faced with many challenges due to their continued reform, and new strategies are thus being implemented to ensure that these organizations adapt to the new normal business environment. However, no other issue is more important than developing effective leaders. Talent and knowledge are considered as critical resources to develop the most valuable assets of an organization and to support a sustainable competitive advantage and outstanding performance. But how can the principles of talent management be integrated with knowledge management practices to enhance leadership development within public sector organizations? This chapter critically reviewed literature pertaining to leadership capability development through integrating talent and knowledge management strategies. The transformational leadership theory, leadership development model, and talent management model were used as underpinning theories to guide the study. The chapter established that the integration of talent and knowledge management strategies leads to effective leadership development.

12 citations

01 Jan 2020
TL;DR: Das et al. as mentioned in this paper compared effective succession planning strategies of faith-based nonprofit leaders in Maryland and Pennsylvania, and found that three common themes emerged from the data analysis of Organization A in Maryland, and Organization B in Pennsylvania, respectively, as effective succession plans to enable achievement of organizational goals and mission.
Abstract: Succession Planning Strategies in Faith-based Nonprofits: A Comparative Case Study by Vasudev Das M.Ed./Phil., African Institute for Critical, Creative, & Caring Community of Inquiry, in Affiliation with Montclair State University, New Jersey, 2006 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Applied Management and Decision Sciences Walden University May 2020 Abstract Although 75% of United States nonprofit leaders planned to vacate their leadership positions in 2013, 77% of nonprofit organizations, including faith-based nonprofits, operated without succession plans. Grounded by the frameworks of Charan, Drotter, and Noel’s leadership pipeline and Vroom’s expectancy, the purpose of this comparative case study was to compare effective succession planning strategies of faith-based nonprofit leaders in Maryland and Pennsylvania. The research questions addressed the succession planning strategies of faith-based nonprofit leaders. Data collection and triangulation included semi-structured face-to-face and telephone interviews of purposeful samples of six participants in each of two organizations. Data analysis was by means of the constant comparative method, which enabled the identification of emerging themes for each of the two nonprofits. Microsoft Excel facilitated the organization and analysis of interview data. Three common themes emerged from the data analysis of Organization A in Maryland and Organization B in Pennsylvania, respectively, as effective succession planning strategies to enable achievement of organizational goals and mission. The three common themes were human capital investment, trust in and empowerment of potential leaders, and leadership pipeline talent retention. Implications for positive social change include the potential for greater social responsibility, enhanced social capital, and advancement of beneficial community partnerships as a result of knowledge gained from the study.Although 75% of United States nonprofit leaders planned to vacate their leadership positions in 2013, 77% of nonprofit organizations, including faith-based nonprofits, operated without succession plans. Grounded by the frameworks of Charan, Drotter, and Noel’s leadership pipeline and Vroom’s expectancy, the purpose of this comparative case study was to compare effective succession planning strategies of faith-based nonprofit leaders in Maryland and Pennsylvania. The research questions addressed the succession planning strategies of faith-based nonprofit leaders. Data collection and triangulation included semi-structured face-to-face and telephone interviews of purposeful samples of six participants in each of two organizations. Data analysis was by means of the constant comparative method, which enabled the identification of emerging themes for each of the two nonprofits. Microsoft Excel facilitated the organization and analysis of interview data. Three common themes emerged from the data analysis of Organization A in Maryland and Organization B in Pennsylvania, respectively, as effective succession planning strategies to enable achievement of organizational goals and mission. The three common themes were human capital investment, trust in and empowerment of potential leaders, and leadership pipeline talent retention. Implications for positive social change include the potential for greater social responsibility, enhanced social capital, and advancement of beneficial community partnerships as a result of knowledge gained from the study. Succession Planning Strategies in Faith-based Nonprofits: A Comparative Case Study by Vasudev Das M.Ed./Phil., African Institute for Critical, Creative, & Caring Community of Inquiry, in Affiliation with Montclair State University, New Jersey, 2006 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Applied Management and Decision Sciences Walden University May 2020 Dedication To my Guru, Srila Bhakti Tirtha Swami Maharaja, and my grand spiritual master, Srila A. C. Bhaktivedanta Swami Prabhupada, for their eternal, unconditional love, and inner guidance. Acknowledgement I am grateful to Sri Krishna, the Supreme Personality of Godhead, by whose matchless grace enabled the achievement of this learner's academic goals. I am very thankful to Dr. David Banner and Dr. Robert Levasseur, committee chair and member, respectively, for their guidance and immense support. They nurtured and shaped my intellectual growth as I challenge my thoughts on the path. I am grateful for their vital contributions to the development of this research to the highest possible standard. I am also thankful to Dr. Elizabeth Thompson for serving on my dissertation committee as the University Research Reviewer. I cannot thank my Krishna family enough for invaluable support: I am appreciative of the priceless supportive care of Glykeria Tsiokanou as I went through the doctoral tunnel. I am indebted to Dickson Nkwantabisa for the aid during the doctoral research, and I am thankful to Yoshna Choah for the support.

12 citations


Cites background from "Creating comprehensive leadership p..."

  • ...Griffith, Baur, and Buckley (2019) suggested that there was a correlation between leadership pipeline and succession planning....

    [...]

Journal ArticleDOI
TL;DR: A systematic succession planning program, couple with solid career development is important to public sector employees as mentioned in this paper, with this in mind, practicing the appropriate leadership strategy may be beneficial to public service employees.
Abstract: A systematic succession planning program, couple with solid career development is important to public sector employees. With this in mind, practicing the appropriate leadership strategy may...

10 citations


Cites methods from "Creating comprehensive leadership p..."

  • ...As stated by Griffith et al. (2019) based on the Zenger/Folkman database, a potential leader must undergo immersive leadership training after an average of 10 working years....

    [...]

References
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Book ChapterDOI
TL;DR: In this article, the authors examined the link between firm resources and sustained competitive advantage and analyzed the potential of several firm resources for generating sustained competitive advantages, including value, rareness, imitability, and substitutability.

46,648 citations

Journal ArticleDOI
TL;DR: In this paper, the authors consider the relation between the exploration of new possibilities and the exploitation of old certainties in organizational learning and examine some complications in allocating resources between the two, particularly those introduced by the distribution of costs and benefits across time and space.
Abstract: This paper considers the relation between the exploration of new possibilities and the exploitation of old certainties in organizational learning. It examines some complications in allocating resources between the two, particularly those introduced by the distribution of costs and benefits across time and space, and the effects of ecological interaction. Two general situations involving the development and use of knowledge in organizations are modeled. The first is the case of mutual learning between members of an organization and an organizational code. The second is the case of learning and competitive advantage in competition for primacy. The paper develops an argument that adaptive processes, by refining exploitation more rapidly than exploration, are likely to become effective in the short run but self-destructive in the long run. The possibility that certain common organizational practices ameliorate that tendency is assessed.

16,377 citations

Journal ArticleDOI
TL;DR: In this article, the authors synthesize these previously fragmented literatures around a more general "upper echelons perspective" and claim that organizational outcomes (strategic choices and performance levels) are partially predicted by managerial background characteristics.
Abstract: Theorists in various fields have discussed characteristics of top managers. This paper attempts to synthesize these previously fragmented literatures around a more general “upper echelons perspective.” The theory states that organizational outcomes—strategic choices and performance levels—are partially predicted by managerial background characteristics. Propositions and methodological suggestions are included.

11,022 citations

Book
01 Jan 1994
TL;DR: In this article, Dixit and Pindyck provide the first detailed exposition of a new theoretical approach to the capital investment decisions of firms, stressing the irreversibility of most investment decisions, and the ongoing uncertainty of the economic environment in which these decisions are made.
Abstract: How should firms decide whether and when to invest in new capital equipment, additions to their workforce, or the development of new products? Why have traditional economic models of investment failed to explain the behavior of investment spending in the United States and other countries? In this book, Avinash Dixit and Robert Pindyck provide the first detailed exposition of a new theoretical approach to the capital investment decisions of firms, stressing the irreversibility of most investment decisions, and the ongoing uncertainty of the economic environment in which these decisions are made. In so doing, they answer important questions about investment decisions and the behavior of investment spending.This new approach to investment recognizes the option value of waiting for better (but never complete) information. It exploits an analogy with the theory of options in financial markets, which permits a much richer dynamic framework than was possible with the traditional theory of investment. The authors present the new theory in a clear and systematic way, and consolidate, synthesize, and extend the various strands of research that have come out of the theory. Their book shows the importance of the theory for understanding investment behavior of firms; develops the implications of this theory for industry dynamics and for government policy concerning investment; and shows how the theory can be applied to specific industries and to a wide variety of business problems.

10,879 citations

Journal ArticleDOI
Ingemar Dierickx1, Karel Cool1
TL;DR: Barney as mentioned in this paper showed that the sustainability of a firm's asset position depends on how easily assets can be substituted or imitated, and that imitability is linked to the characteristics of the asset accumulation process: time compression diseconomies, asset mass efficiencies, interconnectedness, asset erosion and causal ambiguity.
Abstract: Given incomplete factor markets, appropriate time paths of flow variables must be chosen to build required stocks of assets. That is, critical resources are accumulated rather than acquired in "strategic factor markets" Barney [Barney, J. 1986. Strategic factor markets: Expectations, luck, and business strategy. Management Sci. October 1231-1241.]. Sustainability of a firm's asset position hinges on how easily assets can be substituted or imitated. Imitability is linked to the characteristics of the asset accumulation process: time compression diseconomies, asset mass efficiencies, inter-connectedness, asset erosion and causal ambiguity.

8,271 citations