Business Commons^™

Building Human And Organizational Capacity In A Small Nonprofit And Human Service Organization Through A Culture Of Leadership Development, Adam A. Silver

The Dissertation in Practice at Western University

Nonprofit organizations are typically comprised of staff from different backgrounds and education, and with varying degrees of leadership experience. In many cases, underequipped staff members are thrust into senior roles without mentorship or development that would prepare them for increased responsibility, leading to operational challenges, depleted morale, and staff burnout. Furthermore, without developing future leaders, issues of succession planning become evident both at the organizational level, and at the sector level. These concerns, in part, can be remedied by embedding strategic and intentional leadership development into the organizational culture of small nonprofit human service organizations. The problem of practice (PoP) …

Leadership Development Of A Nonprofit Organization: Implementation Of Succession Planning, Raven Neal

Education Projects

This project investigated the reasons why the Lambda Nu Zeta Chapter of Zeta Phi Beta Sorority, Inc. is struggling with members not running for leadership positions and adequate succession planning. The project presented a leadership academy manual as an intervention to the lack of members stepping up to run for leadership positions. The leadership academy focuses on leadership development through knowledge building, shadowing, and mentoring. The projected outcome of implementing this manual is the members of the Lambda Nu Zeta Chapter would feel competent and confident enough to hold a position and to fulfill its obligations fully. The Lambda Nu …

Strategies To Enhance Leadership Development Of Midlevel Managers, Elizabeth Wiebe

Walden Dissertations and Doctoral Studies

Organizational executives annually invest more than $50 billion in leadership development worldwide. Nonetheless, human resources (HR) managers are concerned that leadership development initiatives prove inadequate in delivering learning outcomes equal to the investment, leaving midlevel managers ill-prepared to lead. Guided by experiential learning theory, this qualitative multiple-case study was conducted to explore strategies HR managers use to enhance the leadership development of midlevel managers. A purposeful sample included three HR managers from three organizations located in a west coast metropolitan area in Canada who successfully implemented leadership development strategies. Data were collected from semistructured interviews and organizational documents. Informed by …

Do People Want To Be Designated As A High Potential? The Relationship Between Designation, Managerial Aspirations, Leader Development Efficacy, And Task Persistence., Alexandria Brown

Graduate Research Theses & Dissertations

High-potential programs are becoming increasingly popular in organizations, and the academic literature lacks research to inform the structure of these programs. Participants in these programs are often selected from the broader organization and then are put through a series of developmental activities (such as mentoring and stretch assignments). These programs are time-consuming for both the employee and the organization. Therefore, the organization must be selecting individuals that genuinely want to be a participant. It is also essential to understand the individual differences that make an individual more likely to succeed in a high-potential program. These individual differences include managerial aspirations …

Participant Reactions To A Leadership Development Program In A High Growth Firm: A Preliminary Study, Malika Begin

Theses and Dissertations

High growth firms (HGF), which report more than 20% annual growth for at least 3 consecutive years, have limited time and resources to support their success. Transformative leadership development interventions, which strive to create marked changes through shifting leaders’ ways of perceiving and operating, may be highly effective for rapidly expanding the firms’ leadership capacities. This study examined the perceived nature and impacts of a leadership development program that was intended to be transformative in one HGF.

All 10 leadership development trainees were interviewed about the effects of the program and the program features that contributed to those effects. Participants …