Abstract
We propose that distinct leadership competencies differ in their development over time. Extending the integrative model of leader development (Day et al., 2009), we further propose that leader identity will form complex relationships with leadership competencies over time. To test these propositions, we use longitudinal data (i.e., 5 months, four measurement points) of the 80 in total high-potential executives in a corporate leadership development program. We find a significant difference in the initial levels and the changes of eight distinct leadership competencies. We also find that leader identity relates to the development of certain – but not all – leadership competencies. Finally, we demonstrate the importance of developing leadership competencies by linking them to career advancement (i.e., job promotion). These findings are discussed in light of their theoretical and practical implications.
Highlights
Leadership competency models are widely used by organizations and practitioners in targeting their leader development efforts
The factor loadings were acceptable (T0:0.58–0.75, T1:0.58–0.80, T2:0.53–0.83, and T3:0.69–0.85). These results suggest that the eight leadership competencies describe a single underlying construct, yet we note that the inter-correlations between competencies are not so high as to suggest that they are measuring the same construct, which is suitable for our study purposes as we investigate the differences between competencies
Extending the leadership literature that has typically evaluated the development of a single leadership competency as a function of a leader’s experience (e.g., Dragoni et al, 2011), the present study proposed that high-potential executives rely on a complex set of leadership competencies in performing their leadership role
Summary
Leadership competency models are widely used by organizations and practitioners in targeting their leader development efforts. We model the development of eight different leadership competencies in a 5-month leadership development program. There is little evidence about how leadership competencies develop across time as part of a corporate leadership development initiative. In this manner, we extend previous literature by examining the trajectories associated with different leadership competencies in a sample of high-potential executives. We extend previous literature by examining the trajectories associated with different leadership competencies in a sample of high-potential executives This represents a novel evaluation approach to examine individual change over time during an intervention
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