Developing

Leaders
By Boris
Groysberg

Group Members
Abdullah Naeem
Sarmad Habib Khan Barki
Waleed Usman Sethi
Muhammad Jahanzaib
Saqib Siraj

Group Member

Abdullah
Naeem

Brief Introduction of
Author
The Case is written by Boris Groysberg

And Amanda Cowen

Boris Groysberg is a professor of business
administration in the Organizational Behavior
unit at the Harvard Business School
He has won numerous awards for his research
Before joining the Harvard Business School
faculty, he worked at IBM.

Background &
Introduction
It provides the basis of Leadership Development Plan
Provides an overview of leadership development for the

manager charged with developing a single individual or

corporate leadership program
Introduces a framework for understanding the
components of developmental experiences
Applies it to a range of experiences:
Formal

& informal feedback

Training
job assignments
Mentoring

Concludes with a discussion of the leadership

development process

Research Questions

Case
The Case is divided into basic parts
1. Introduction of the case
2. Leadership qualities
3. Characteristics of developmental

Experiences
Assessment
Challenge
Support

Case
4. Developmental Experiences
Feedback
Training
Job

Assignment
Developmental Relationship

5. Planning For Development

Strategy,

Capabilities, and Competencies

Organizational Context
Individual differences

Case

Leadership
Qualities

Leadership Qualities
What challenges and tasks do leader face?
What skills are required?
Skills or qualities a leader must possess:
Interpersonal

Judgment
Self-awareness
Learning ability

Leadership Qualities
Interpersonal Judgment
Includes the ability to influence others without
relying on formal authority
They become better at managing conflict
They develop a broader view of the organization and
understand how to operate in a complex system

Self-awareness
Understanding of one's own strengths and weakness
High-potential individuals can find this especially
challenging
Knowing ones weakness is a key first step in
evaluating preparedness

Leadership Qualities
Learning Ability
Technical Ability, but personal skills also
Individual can be taught to manage conflict

Group Member
Sarmad
Habib Khan
Barki

Characteristics of Development
Experiences

Characteristi
cs of
Developmen
t
Experiences

Characteristics of Development
Experiences
Three basic components
Assessment
Challenge
Support

Characteristics of Development
Experiences
Assessment
Activity which measures an individuals current
performance against some benchmark or desired
level of compotency
Assessment data maybe informal, feedback, formal,
360 degree view
It can also be helpful in selecting strategies for
improvement
It also serve as a motivational role
Assessment support development by allowing
individuals to measure their progress against
defined benchmarks or personal goals

Characteristics of Development
Experiences
Challenge
To develop new abilities, individuals must be put in
circumstances where their current skills are
inadequate
Novel situations foster experimentation with new
skills or perspectives
Setting aggressive performance targets can be
another wat to encourage development

Characteristics of Development
Experiences
Support
Challenging situations often lead to feelings of
stress, anxiety or fear
In the absence of support, feelings of stress and
anxiety will thwart developmental goals
Emotional support and encourage

Group Member

Waleed
Usman Sethi

Developmental
Experience
Developmen
tal
Experience

Developmental
Experience
Experiences Includes
Feedback
Training
Job-assignment
Developmental Relationship

Developmental
Experience
Feedback
In contrast, formal or structured feedback can be
extremely powerful development tool
Recently 360- degree or multi later feedback has
grown in popularity and used in leadership
development plan
Feedback is associated with positive work outcomes,
most strongly when it is combined with a goal
setting process

Developmental
Experience
Training
Developmental training programs should utilize
active learning techniques
Case study emphasizes vicarious learning and are
preferred for developing complex skills
Training and other developmental opportunities in
the workplace

Developmental
Experience
Job Assignments fall into four broad

categories
Handing Relationships
Setting and implementing agendas
Leadership Values
Self Awareness

Developmental
Experience
Assignments
Supervisory Assignment
Cross-divisional assignments
Organizational change assignments

Developmental
Relationship
A professional mentor can offer:
Challenging Opportunities
Organizational exposure
Coaching
Sponsorship
Role Modeling
Counseling and acceptance

Group Member

Muhammad
Jahanzaib

Planning For
Development
Planning For
Developmen
t

Planning For
Development
There are many experiences that can develop

leadership skills, development must be

approached as a process, not an event.
The process can be included
Strategy, Capabilities and competencies
Organizational context
Individual differences
Selecting Developmental Expereinces

egy

Planning For
Development
Organizational Context

Planning For
Development
Organizational Strategy

Strength of The article

Practical implementation and is applicable
Helps us in knowing about ourselves and others.
The article can be applied at different levels in an

organization.
Feedback analysis
It is applicable in almost any kind of organization.
It is appealing.
It suggests that individuals have different
personalities and give performances accordingly.

Group member

Saqib Siraj

Weakness of the article

Psychological and behavioral assessments

that are typically offered via assessment

center exercises have been statistically linked
to current and future success in leadership
roles
Contains a wealth of information but gives no
real direction or framework to aspiring leaders

Learning from the article

The importance of Leadership development

plan in the context to the organizational

perspective
Its a good idea, for several reasons, to
involve the people you hope to train as
leaders in planning their leadership
development.
It lets them know that you value them,
respect their potential, and think they would
be good leaders, which can help them believe
in their own possibilities.

Learning from the article

The people youre training may have a better

grasp on what they need than you do. If

theyre included in planning their training, its
more likely that the training will be
appropriate.
Its a mark of respect and fairness to include
potential leaders in decisions that have a
bearing on their work and perhaps on their
lives.

Develop Yourself
Develop yourself as a leader
Remember, you are in this picture, too. You

will need leadership development in order to

continue to grow. The more you succeed at
leading, the more difficult challenges will
come your way. People will see you as a
resource and they will bring you harder and
harder problems to solve.

Its Relation With your Life

Experiences