Creating Comprehensive Leadership Pipelines: Applying the Real Options Approach to Organizational Leadership Development

Document Type

Article

Publication Date

7-17-2018

Publication Title

Human Resource Management Review

First page number:

1

Last page number:

11

Abstract

Typically, firms consider leadership development (i.e., training focused on skills required for success in leadership roles) and succession planning (i.e., the creation and implementation of long-term plans that address changes in top leadership roles) as two distinct organizational initiatives. In recent years, however, scholars and practitioners have called for a new, more comprehensive approach that considers the organization as a system. Rather than considering succession planning and leadership development as distinctly different initiatives, organizations should work to create internal leadership pipelines that span entry-level employees to executives. To leverage potential advantages associated with instituting comprehensive leadership pipelines and to address practical concerns associated with risk and talent management, we propose the introduction of incremental investment in organization-wide leadership development programs via distinct, evaluative stages – a real options reasoning (ROR) approach to leadership. We argue that blending ROR with skills-based leadership models diversifies risk associated with investments in talent management and increases the ability for targeted, purposeful investment in potential organizational leaders.

Keywords

Leadership development; Leadership pipelines; Real options reasoning; Skills-based leadership training

Disciplines

Business Administration, Management, and Operations | Leadership Studies

Language

English

Find It

UNLV article access

Search your library

Share

COinS