How bosses can make or break leadership development programs

Abstract

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Leadership Development Impact (LDI) Framework

“…This well-supported leader will be more likely to effectively develop the desired skills than one whose manager does not take the time to inquire about and support her development. In line with this, a study by Young, Champion, Raper & Braddy (2017) showed that participants with greater boss support reported significantly higher improvement in development outcomes including self-awareness, leadership capability, leadership effectiveness and engagement.…”

Setting the stage: Feedback environment improves outcomes for a 360-degree-feedback leader-development program.

“…Leader capability is the possession of leadership skills, whereas leader effectiveness is putting those skills into action. A series of confirmatory factor analyses provided support for the discriminant validity of these measures (Young et al., 2017). Hypotheses 1a and 1b were as follows: A favorable-feedback environment is positively related to perceptions of improvement in (a) leader effectiveness and (b) leader capability following the 360 LDP.…”

“…Perceived improvement in leader effectiveness was measured with three items from Young et al. (2017) using a 10-point Likert-type scale (1 = not at all , 10 = very great extent ).…”

“…A sample item is, “As a result of this program my direct report is more effective as a leader.” The internal consistency reliability for this study was α = .95. Perceived improvement in leader capability was measured with three items also from Young et al. (2017), using the same rating scale.…”