What is a best practice in leadership development that you know of?

I'd have to say that it would be consistent reflection and actively engaging in perpetual self improvement. Being selfless and authentically supportive to the growth of your team. Actively listening, critically thinking, and selflessly sharing solutions and resources to enhance the lives of others.

I think some of the best practices in leadership development are a combination of a number of things. A good starting point is some type of leadership assessment that based on competencies and skills required for success in leadership roles (so that leaders know where to focus their development) and then focused development in the areas identified in the assessment as needing improvement. Specifically, focused development in the form of training, coaching, mentoring, and specific experiences and exposure that will support the leader in their growth.

What a good question. I pondered this for a good while. What I considered was the variation in good leaders, some were good in certain situations and less good in others. With that in mind I thought that it probably makes sense to first determine what type of leader you want to aspire to be. Next you need to determine where this type of leader succeeds. Once you have determined these two very difficult things then I would consider what were the best practices of those leaders in the situation that you chose.

I may be confusing you so let me use some examples.

Winston Churchill was a great leader in a war situation but did less well in peacetime.
Gandhi was a great leader as an activist but did less well as a political leader.

Now I am sure you can find your best examples. I would then recommend researching these leaders to determine what it was that drew masses of people to follow them. Whilst researching you should also look at the weaknesses of these leaders and establish how they compensated for these. As you study you will begin to develop a keen sense of the best practices that you will need to develop.

Leadership Development is an on-going process and I think the best "practice" is to keep human development in our consciousness. With the flattening of organizations over the past 2 decades, most leaders and managers are "workers" at some level also. The demands on our time has increased along with the workload and consequently the ability to "pay attention" to leadership issues has decreased.

A combination of formal training, on-going coaching and a recognition that we must constantly remind each other about our leadership responsibilities is the best way to development these skills in ourselves. That's why we call our twice monthly free Leadership Tips "Take Time To Lead".

If you'd like to subscribe, simple go to glowan.com and sign up on the home page.

Once you have given proper and thorough instructions and have set clear goals, STEP OUT OF THE WAY and let them take the lead. As leaders the best thing we can do to cultivate the next group of leaders is to allow them to do it. Of course we always want to step in and help them move along, but they must find their way and gain confidence by doing it.

A leader is considered such because s/he provides the follower(s) with what is needed at the time. Churchill, for example, provided a voice of confidence and encouragement when it was needed during wartime, but perhaps wasn't able to figure out what was needed for the longer term in peacetime. Think about leaders of dubious character..even they figure out what their followers need, and deliver it...however bad the end results.
A good leader in the workplace determines what would help others the most in a given situation, and then delivers it.

Excellent question, Abdullah. Let me give you some of the Best Practices in Leadership that I have benchmarked/implemented:

1. Build a Competency Model--this ensures you have the main core competencies and skills identified and defined.

2. Training--continuous and effective learning, ensuring that there are learning modules and/or events that address all the competencies and skills identified. Use various modes of delivery (e.g., simulations, instructor led, webinars, coaching, e-learning, lunch n' learns, etc.).

3. Assessments--use pre- and post-assessments for courses or portfolios of courses so that learners better grasp whether they learned anything. Issue Certificates of Completion for those passing the post-assessments and the overall course--not just for attendance.

4. Succession Plan--create an integrated system consisting of Learning, Assessments, Personal Development Plans, Performance Appraisals, and a Succession Plan (and other elements as needed such as Talent Management or HRIS systems). Management from the top down, including the individual, can understand who the Hi Pots are and what they have to offer for Internships, job rotations, job enlargement efforts, lateral promotions, movement up the ladder.

That's a few. There are many more, but you get the idea: be systemic in leadership with constant feedback and opportunities for further growth.

Leadership development is not about a course or a series of them. It is about getting others to share your vision and goals, acting with integrity and empowering others to their best. True leaders don't seek, abuse or misuse power like so many people who pass themselves off as leaders or become famous or well known.

The first step in Leadership is developing Trust – which is a three-step process:
1. Understanding the Elements of Trust
2. Identify you own strengths and limitations
3. Using adaptability to build trust.
If you are interested in further information please see the video “It Starts With Trust” at http://www.TimeTalentAndResources.com

i think to have a good knowlegde from a leadership training is the understand of a very small concept : " how to be a good follower " then u will got the meaning of a leader :D:D