Participating in a doctoral program can be a transformative experience that shapes the identity of the learner. What learning spaces might best facilitate that identity development? This article presents the findings of a study examining doctoral student perspectives of participating in a Community of Practice (COP) intentionally used to foster emerging scholar identities. The researchers examined the actual experience of the participants, explored the impact on their identities as scholars, and, finally, compared with other types of similar teaching models. The findings suggest identities shifted and self-efficacy increased among all the participants in the COP. In addition, the power of this model may be most important in the area of continuity and continued growth a year after the class ended.

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Breaking down the broad concept of leadership into competencies can facilitate leaders becoming self-aware of education or development needs to increase their performance. Leadership competencies can be viewed in terms of workplace success as skills that can be developed (Lombardo & Eichinger, 2002; Northouse, 2015). Competencies help organizations set clear expectations about the types of behaviors, capabilities, mind-sets, and values that are important to those in leadership roles” (Conger and Ready, 2004, p. 43). This chapter provides an overview and introduction to competency models. It includes a description of adult learning theories applicable for competency development and effective andragogy (adult education). Included are criticisms regarding leadership competency models. The chapter also includes an example of an innovative leadership competency development approach. The chapter will close with a discussion and recommendations for future research.