Part 1
Many events and changes can impact the future. A look at history tells us that we cannot predict all future conditions and sometimes we need to remember to expect the unexpected. That said, you will look ahead to anticipate trends that could impact leadership as you address this Discussion.
Post your Discussion, to address the following:
· Describe one current leadership trend you expect to see in the next 5 years. This can be an emerging trend or one that you anticipate.
· Provide two examples of how the trend might change the future practice of leadership. Be specific.
· Describe the knowledge, skills, and abilities needed to effectively lead or influence this trend.
Be sure to support your postings and responses with specific references to the Learning Resources.
Part 2
Your Final Project Assignment calls for you to apply many components from the course to a specific project: an organizational Leadership Development Plan. Each of you may draw on different aspects of course materials, depending on the needs of the organization you chose and the approach you took with your plan. The project will also require you to apply additional sources so that you are including evidence-based and research-backed approaches in your plan.
For your Final Project, you will create a Leadership Development Plan for a specific organization of your choosing. The leadership plan will include three major components: a succession plan, a leadership pipeline, and leadership development strategies.
To prepare for this Assignment:
· Refer to the organization that you identified for the Week 7 Assignment. As a reminder, the first step was to select an organization from the Forbes web article: “America’s Best Midsize EmployersLinks to an external site..” You scrolled through the list and found an industry/organization that appealed to you.
· Search online for the organization’s website, which will provide you with information to present and describe the organization. If the organization is publicly traded, you can also look up their Form 10-K filing and annual report (these may be two separate searches).
· Choose a leadership segment (i.e., one level or department of leadership) to use as your focus for this Assignment. Is it the C-Suite? Are they HR leaders? Locating an organizational chart will help you to decide. For the purposes of this paper, “all leaders” is too broad.
Submit your Assignment, to address the following:
The Future of Leadership at XX Organization
· Create a Leadership Development Plan to include the following major sections:
o Introduction
§ Introduce the reader to the content of the paper.
o Organizational Overview and Anticipated Leadership Needs
§ Share name and specifics about the organization.
§ What does your review of their website, annual report, and other relevant documents indicate about their future leadership needs?
§ Describe the leadership segment (i.e., one level or department of leadership) that you chose as your focus.
§ What might the specific development needs be for the leadership segment?
o Succession Plan
This is a strategic organizational process a strategic process to ensure that key leadership roles and critical positions are successfully filled when they become vacant. Often organizations gravitate toward filling the vacancies from within, when possible.
§ In this section, you will present the main components of the plan you recommend for the leadership segment.
§ Summarize the section with a brief rationale for this part of your Leadership Development Plan.
o Leadership Pipeline
This is also a strategic approach used in leadership development and can be part of the succession plan. It is an approach used to identify, develop, and prepare employees for leadership roles within the organization. The focus is on cultivating future leadership from within.
§ In this section, you will explain how you will implement a strong leadership pipeline for the leadership segment.
§ Summarize the section with a brief rationale for this part of your Leadership Development Plan.
o Leadership Development Strategies
These are specific components and approaches that you propose delivering directly to employees you want to develop for leadership potential and future leadership opportunities. In many organizations these are formalized as initiatives. Examples are executive coaching, specific leadership training, mentoring, leadership assessments, and leadership retreats, but this list is not exhaustive.
§ Identify and explain three separate leadership strategies you propose as part of your overall plan.
§ Provide examples and be sure that they are clear and detailed enough to be easily understood.
§ Append any specific materials in the Appendices section, such as training outlines or products, assessments, et cetera.
o Expected Outcomes
§ Identify three outcomes you anticipate within the next 3–5 years due to your Leadership Development Plan being implemented. Tie these outcomes directly to supporting research, as well as to the organization and leadership segment you are addressing.
o Conclusion
§ Summarize the main points of your plan and its potential significance to the organization.
o References
§ The paper must be supported by 10–12 scholarly sources and additional demographics sources.
o Appendices
§ You may append pertinent supporting document, such as the organization’s annual report, other relevant organizational information, leadership development strategies, exercises, training, et cetera.
Note: The suggested length for the body of the paper is 12–15 pages and must include an APA formatted title page. Insert the name of the organization you are addressing in place of the XX.
· Peachman, R. R. (Ed.). (2024, February 13). America’s best midsize employersLinks to an external site.. Forbes. https://www.forbes.com/sites/forbesstaff/2024/02/22/americas-best-midsize-employers-2024-the-top-100/
Review the Week 7 Required Readings from the Detailed Outline of the Final Project Assignment, which are also applicable to this Assignment:.
· Zenger, J. H., & Folkman, J. (2019). The new extraordinary leader: Turning good managers into great leaders (3rd ed.). McGraw-Hill Professional.
o Chapter 10, “Tailor Leadership Development to the Organization” (pp. 201–211)
o Chapter 11, “Define the Scale and Scope” (pp. 213–222)
o Chapter 12, “Ensure Executive Support” (pp. 223–231)
o Chapter 13, “Use Powerful Learning Methods” (pp. 233–239)
o Chapter 14, “Embed Leadership Development Into the Culture” (pp. 241–249)
o Chapter 15, “Sustain and Follow-Through” (pp. 250–260)
· Addison, L., & Shapiro, J. (2023). Coach for positive (Coach4+): Using the intersection of positive psychology, positive organisational psychology and executive leadership coaching to facilitate positive leadership outcomesLinks to an external site.. Coaching: An International Journal of Theory, Research and Practice, 16(2), 219–232. https://doi.org/10.1080/17521882.2023.2216776
· Andrade, M. S. (2024). Addressing unconscious gender bias: Strategies for leadership developmentLinks to an external site.. Development & Learning in Organizations, 38(1), 31–33. https://doi.org/10.1108/DLO-02-2023-0055
· Braks, A. J. (2020). Leadership coaching leads to later stage developmentLinks to an external site.. Integral Review, 16(1), 332–356.
· Brown, R. P., Varghese, L., Sullivan, S., & Parsons, S. (2021). The impact of professional coaching on emerging leadersLinks to an external site.. International Journal of Evidence Based Coaching & Mentoring, 19(2), 24–37. https://doi.org/10.24384/m3az-y271
· Burke, J. (2018). Conceptual framework for a positive psychology coaching practiceLinks to an external site.. The Coaching Psychologist, 14(1), 16–25. https://doi.org/10.53841/bpstcp.2018.14.1.16
· Charan, R., Drotter, S., Noel, J. L., & Jonasen, K. (2024). The leadership pipeline: Developing leaders in the digital age (3rd ed.). Wiley.
The Leadership Pipeline: Developing Leaders in the Digital Age, 3rd Edition by Charan, R.; Drotter, S.; Noel, J.; Jonasen, K. Copyright 2024 by Wiley. Reprinted by permission of Wiley via the Copyright Clearance Center. Licensed in 2024.
o Chapter 1, “Leadership Pipeline Overview Download Leadership Pipeline Overview” (pp. 19–43)
o Chapter 2, “Leadership Pipeline Value Proposition Download Leadership Pipeline Value Proposition” (pp. 45–54)
o Chapter 8, “Strategies for Implementing the Leadership Pipeline Model Download Strategies for Implementing the Leadership Pipeline Model” (pp. 181–192)
· Gan, G. C., Chong, C. W., Yuen, Y. Y., Teoh, W. M. Y., & Rahman, M. S. (2021). Executive coaching effectiveness: Towards sustainable business excellenceLinks to an external site.. Total Quality Management and Business Excellence, 32(13–14), 1405–1423. https://doi.org/10.1080/14783363.2020.1724507
· Kilpatrick, A. (2022). Senior leadership transition: How coaching supports challenges to confidenceLinks to an external site.. International Journal of Evidence Based Coaching and Mentoring, S16, 81–96. https://doi.org/10.24384/VAQC-EF26
· Maheshwari, S. K., & Yadav, J. (2018). Leadership development strategy: The missing linksLinks to an external site.. Development and Learning in Organizations, 32(1), 11–14. https://doi.org/10.1108/DLO-04-2017-0038
· Peachman, R. R. (Ed.). (2024, February 13). America’s best midsize employersLinks to an external site.. Forbes. https://www.forbes.com/sites/forbesstaff/2024/02/22/americas-best-midsize-employers-2024-the-top-100/
· McCarron, G. P., & Yamanaka, A. (2023). Effectiveness of a strengths-based leadership coaching program for womenLinks to an external site.. Journal of Leadership Education, 22(1), 38–50. https://doi.org/10.12806/V22/I1/R9
· Recigno, T. E., & Kramer, P. (2022). The development of leaders: Suggested modules for educationLinks to an external site.. Open Journal of Occupational Therapy, 10(4), 1–8. https://doi.org/10.15453/2168-6408.1941
· Sposato, M. (2024). Leadership training and development in the age of artificial intelligenceLinks to an external site.. Development and Learning in Organizations, 38(4), 4–7. https://doi.org/10.1108/DLO-12-2023-0256