Abstract
2014 will see the advent of a new fast-track leadership development scheme (costing some £10 million) for the NHS in England which aims to combine development for senior NHS clinicians with advancement for managers from outside the NHS. Following completion of this 10-month programme the expectation is that participants will be ‘rapidly promoted’ into senior management and chief executive roles ( Lintern, 2013 ). This is in addition to the £46 million to be invested in leadership development through the NHS Leadership Academy in what they describe as a ‘professionalised and standardised’ approach to leadership, based upon acquisition of academic qualifications, which are intended to become essential criteria for those applying for future NHS leadership roles. This article suggests that the approach adopted is based on unrealistic assumptions about leadership and leadership development and therefore will not make a significant difference to leadership in healthcare. It also outlines what needs to be done to ensure that the development of healthcare leadership is successful.
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