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Developing leaders and managing development

Author: Evans, Paul A. L. INSEAD Area: Organisational BehaviourIn: European Management Journal, vol. 10, no. 1, mar. 1992 Language: EnglishDescription: p. 1-9.Type of document: INSEAD ArticleNote: Please ask the Library for this articleAbstract: Management development and, in particular, developing leaders is a priority in the management of international human resources today. The author identifies two current views and groups of leaders - those who are "expertise" oriented and lead by their technical authority, and "generalists", who lead by management kills. They are distinguished in various ways such as their attitudes towards delegation, and sensitivity to matching jobs and personalities. Leadership development is best pursued by encouraging managers tobe mobile between functions. Changing careers significantly once or twice leads to a "layered career development", allowing the development of individuals who are able to balance the skills of professional expertise and generalist leadership
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Management development and, in particular, developing leaders is a priority in the management of international human resources today. The author identifies two current views and groups of leaders - those who are "expertise" oriented and lead by their technical authority, and "generalists", who lead by management kills. They are distinguished in various ways such as their attitudes towards delegation, and sensitivity to matching jobs and personalities. Leadership development is best pursued by encouraging managers tobe mobile between functions. Changing careers significantly once or twice leads to a "layered career development", allowing the development of individuals who are able to balance the skills of professional expertise and generalist leadership

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