Leadership Development - Books

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The following section contains books (and links) on the topic of leadership development.

The author approaches the concept of leadership as a system, not only as a process or a person. His framework is based on what he defines as the full range of leadership: people, timing, resources, the context of interaction, and the expected results in performance and motivation. He contends that when a leadership system is optimized, it in turn optimizes the vital force of each individual, thereby enhancing the collective force of the entire organization. The quality of the relationships among the leaders, their peers, and followers is a source of enrichment for all involved. Bruce J. Avolio models his theory for leadership through his writing style. The author pulls together his experiences and perspectives from all aspects of his life, providing a rich foundation for his theories. He uses personal examples, anecdotes, and cases to communicate his range of experience as a consultant, trainer, and researcher, as well as a traveler, spouse, and parent. The result is a conversational and accessible book that engages the reader with its interactive style. (Source: www.amazon.com)

Based on research by the Gallup Leadership Institute, a proven program for developing valuable leadership ability, both in yourself and in others Extensive research has identified specific traits that transform average individuals into authoritative, influential, and "authentic" leaders. These authentic leaders learn from the mistakes and successes of themselves and others and build a positive strength initiative within their organizations. In The High Impact Leader , Gallup veterans Bruce Avolio and Fred Luthans show you what you can do to develop and leverage your own leadership strengths into positive, lasting improvement for both yourself and your organization. Their findings combined with examples of wellknown leaders in action--such as Howard Schultz, of Starbucks, and Microsoft's Bill Gates--provide guidelines for accelerating leadership development in any environment. Building on Gallup's innovative "positive strengths" initiative, this results-driven book provides: Proven indicators for gauging personal progress toward authentic leadership Strategies for building a pool of leadership-ready individuals in any organization Proprietary Gallup poll data and innovative leadership-building tools (Source: back cover).

Based on research by the Gallup Leadership Institute, a proven program for developing valuable leadership ability, both in yourself and in others Extensive research has identified specific traits that transform average individuals into authoritative, influential, and "authentic" leaders. These authentic leaders learn from the mistakes and successes of themselves and others and build a positive strength initiative within their organizations. In The High Impact Leader , Gallup veterans Bruce Avolio and Fred Luthans show you what you can do to develop and leverage your own leadership strengths into positive, lasting improvement for both yourself and your organization. Their findings combined with examples of wellknown leaders in action--such as Howard Schultz, of Starbucks, and Microsoft's Bill Gates--provide guidelines for accelerating leadership development in any environment. Building on Gallup's innovative "positive strengths" initiative, this results-driven book provides: Proven indicators for gauging personal progress toward authentic leadership Strategies for building a pool of leadership-ready individuals in any organization Proprietary Gallup poll data and innovative leadership-building tools (Source: back cover).

This book provides vivid and practical guidance for human resource consultants and managers. Numerous case studies show their rich observations of type behavior, and prescriptions for developing the leadership potential in all the types is compelling reading. (Source: www.typetalk.com/store/store_book_l.htm)

  • Bass, B. (1990). Bass & Stogdill’s handbook of leadership: Theory, research and managerial applications (3rd edition). New York, NY: The Free Press.

For seventeen years and through two editions, this Handbook has been the indispensable “bible” for every serious student of leadership. This third edition reflects the growth and changes in the study of leadership since the 1981 edition. There have been shifts in both content and method. Senior managers, for example, have become an increasing subject of inquiry. Distinctly separate fields of inquiry, such as political science and psychology, have been joined in this edition to build a broader appreciation of the phenomenon of leadership. Throughout the Handbook, the contributions from cognitive social psychology and the social, political, communications, and administrative sciences have been expanded. (Source: www.simonsays.com)

  • Clark, K. E., & Clark, M. B. (1990). Measures of leadership. West Orange, NJ: Leadership Library of America, Inc.

Measures of Leadership is an unequalled collaboration of the leadership field's most renowned scientists. Based on the work of over forty experts, Measures of Leadership promises to be a vital and effective tool to improve business productivity and efficiency. Part I provides an historical overview of the successes and failures of leadership education in the past and a guide to the meaning and significance of the twenty-nine studies reported in part II. Part II contains twenty-nine papers authored by some of the field's most prominent scientists, delving into the many unanswered questions regarding the most effective way to evaluate and to enhance leadership success. Part III provides an insider’s account of the San Antonio Conference on Psychological Measures and Leadership allowing the reader to become a participant at the most important conference of its kind. If there is one text that should be required reading for anyone interested in the field of management, this is it. (Source: PsycINFO Database Record)

Learn the art of transforming managers into leaders. Conger shares his undercover experiences in five of the nation’s most popular leadership programs to offer readers personal insights into the role training plays in leadership development. (Source: www.amazon.com)

Base your leadership development programs on proven-to-work techniques. In Building Leaders, authors Conger and Benjamin examine the very best practices of American and foreign companies to present a comprehensive plan for developing leadership talent at every organizational level. Here, readers will find an in-depth presentation of the specific skill sets that individual managers need in order to lead. They'll also discover which organizational values promote leadership, examine successful strategic interventions, and see what a successful leadership plan looks like. Equally illuminating is the section on plans that are destined to fail, along with the section on the future of leadership that shows readers how to design development programs that are most likely to last. (Source: www.josseybass.com)

Allows readers to experience the dynamic case-in-point approach to teaching leadership, based on Harvard professor Ronald Heifetz's internationally renowned leadership course This book argues that today's complex times require a new kind of leader-;one who can adapt to constant changes, learn in the moment and apply that learning to make wise business decisions. But to train this type of leader, we need a new approach to leadership teaching. Leadership Can Be Taught dynamically outlines Ronald Heifetz's renowned case-in-point approach, which enables managers to learn crucial business skills from immediate experience rather than through third-hand readings.(source: Amazon.com)

This book examines numerous topic areas that are considered to be especially relevant for making a strategic leader development investment. The topics covered are areas that have theoretical and empirical connections to important aspects of growth, change, adult development, and underlying abilities, skills, and competencies needed to lead effectively in times of great complexity. In addition, these are investment areas identified by the U.S. Army—a world-class organization faced with the need for radical transformation—as particularly relevant for success and survival. This book identifies key concerns in developing leaders and leadership, and in transforming organizations to better meet the challenges of a complex world. (Source: www.erlbaum.com)

As a part of the effort to find new ways to promote the development of leadership, trainers have begun to make use of artistic activities. One such activity is the touchstone exercise, in which people create sculptures that represent their vision and purpose as leaders. This report describes how the exercise is conducted, provides examples of sculptures (or touchstones) produced in programs at the Center for Creative Leadership, and considers the effectiveness of the activity as a means of facilitating leadership development. (Source: www.amazon.com)

Leadership development is critical to organizational competitive advantage. The key to successful leadership development programs lies in understanding the complex and always-shifting interplay of national culture, organizational culture, program dynamics, and individual differences. Editors Derr, Roussillon, and Bournois explain the interrelationships among these influences, demonstrating how national culture may play a greater role in leadership development programs in some countries than in other countries. (Source: www.amazon.com)

An essential reference for professionals in organizational psychology, management, and human resources, this volume brings together the latest research and applications on how the Myers-Briggs Type Indicator (MBTI) personality inventory can be used in leadership and management development. The 17 chapters collected in this book: provide an overview of the MBTI and leadership; and explore how psychological type supports changing views about leadership; review the research on type and leadership and propose new approaches to this research, demonstrate how practitioners can use the MBTI with more depth and impact through the application of type dynamics, type development, and the MBTI Step II and present information about using the MBTI with other key development tools, including other psychological instruments, 360-degree feedback instruments, and management simulations. (Source: PsycINFO Database Record)

Economies rise and fall. Technologies come and go. But companies that develop outstanding leadership within their ranks can weather any business storm. “Leadership,” say authors Fulmer and Goldsmith, “is the future's only source of sustainable competitive advantage.” Their new book presents a sweeping overview of the best practices in leadership development today. Rich with the distilled experiences of the world's most advanced programs, The Leadership Investment focuses on six exemplary organizations and their varied approaches to leadership development. (Source: www.amazon.com)

Through 15 case studies of the world's foremost organizations, Linkage, Inc.'s Best Practices in Leadership Development Handbook provides practical, easy-to-apply training, instruments, competency models, and research that can be used as benchmarks for designing, delivering, evaluating, and learning about successful leadership development programs. This book is ideal for practitioners, facilitators, instructional designers, managers, professors, executives, CEO's, or students in the field of leadership education and business management. (Source: www.amazon.com)

Daniel Goleman’s international bestseller Emotional Intelligence forever changed our concept of "being smart," showing how emotional intelligence (EI)-how we handle ourselves and our relationships-can determine life success more than IQ. Then, Working with Emotional Intelligence revealed how stellar career performance also depends on EI. Now, Goleman teams with renowned EI researchers Richard Boyatzis and Annie McKee to explore the role of emotional intelligence in leadership. Unveiling neuroscientific links between organizational success or failure and “primal leadership,” the authors argue that a leader's emotions are contagious. If a leader resonates energy and enthusiasm, an organization thrives; if a leader spreads negativity and dissonance, it flounders. This breakthrough concept charges leaders with driving emotions in the right direction to have a positive impact on earnings or strategy. (Source: www.amazon.com)

Every day, in every facet of our lives, opportunities to lead call out to us. At work and at home, in our local communities and in the global village, the chance to make a difference beckons. Yet often, we hesitate. For all its passion and promise, for all its excitement and rewards, leading is risky, dangerous work. Why? Because real leadership-the kind that surfaces conflict, challenges long-held beliefs, and demands new ways of doing things-causes pain. And when people feel threatened, they take aim at the person pushing for change. As a result, leaders often get hurt both personally and professionally. In Leadership on the Line, renowned leadership authorities Ronald A. Heifetz and Marty Linsky marshal a half century of combined teaching and consulting experience to show that it is possible to put ourselves on the line, respond effectively to the risks, and live to celebrate our efforts. With compelling examples including the presidents of countries and the presidents of organizations, everyday managers and prominent activists, politicians and parents, the authors illustrate proven strategies for surviving and thriving amidst the dangers of leading. (Source: www.amazon.com)

This book presents 25 practical, inexpensive experiential activities designed to be used in various leadership training and development programs. This book centers on those areas of primary concern to today's managers--team leadership, risking innovation, fostering collaboration, managing conflict, and using diversity. The exercises are grounded in the management and educational literature. For each exercise there is a set of explicit directions and cues on strategic considerations, including appropriate timing, indicators of successful application, and a rich sample of proposed questions that point the way to fruitful post-exercise discussion with participants. (Source: PsycINFO Database Record)

The Leadership Development Planner picks up where the LPI Participant's Workbook leaves off and helps take you to the next level of developing your leadership skills. The Planner reviews The Five Practices of Exemplary Leadership, describes the best practices of learning to lead and contains over one hundred developmental activities for becoming a better leader. The Planner can be customized for your situation and will help you: Understand how people learn to lead; Integrate the best leadership learning practices into your own routines; Consciously review your progress toward becoming a better leader; Select the kinds of development activities that best fit your needs; Write a plan for the next steps in your leadership development; and Apply an easy-to-use process that can be repeated. (Source:www.amazon.com)

Explores how leaders gain and use self-knowledge for continuous improvement and career development in today's technologically complex, economically uncertain environment. Readers will discover: leadership behaviors to guide organizations through technological and economic changes; the meaning of internal strength and resilience for self-regulation; how leaders gain a sense of self-identity; why leaders need support for self-insight and professional growth in today's environment; challenges and opportunities for leadership development; and types of career barriers and ways to overcome them. Also readers will learn how to: create a comprehensive, continuous leadership development process; evaluate the competencies needed by the organization; set goals for career development and performance improvement; become more self-determined; become a continuous learner; track changes in your own and others' behavior and performance; provide feedback that people listen to; use 360-degree feedback survey results; become an effective coach; and become a principled, diplomatic leader. This book is for current and aspiring leaders, human resource managers, management training and development specialists, organizational researchers and students in these fields. (Source: PsycINFO Database Record)

  • McCall, M. W., Lombardo, M. M., & Morrison, A. M. (1988). The lessons of experience: How successful executives develop on the job. ­Lexington, MA: Lexington Books.

This is one of the most useful books on executive development ever published. It clearly outlines the various types of experiences that drive the vast majority of all leadership learning. Provides superb perspective on how to approach development most effectively. (Hint: Classroom training is responsible for only a minor portion of leadership learning.) Besides being full of wisdom, this book is a great read. (Source: www.govleaders.org)

The quality of an organization's top leaders is a critical influence on its overall effectiveness and continuing adaptability. Yet, little current research examines leadership within the context of organizational structure, such as how leaders influence organizational performance in those key moments when an executive's action is critical to driving the organization forward. This book represents a significant contribution to the literature of leadership, combining a contextual approach to organizational leadership with an in-depth treatment of the cognitive, social, and affective dynamics underlying that leadership. The Nature of Organizational Leadership, using an interdisciplinary approach that draws from the work of scholars in both management and psychology, provides a much-need organizational perspective on the problems to confronted by top executive leaders and the requisite behaviors, attributes, and outcomes necessary to lead organizations effectively. (Source: www.josseybass.com)

The Center for Creative Leadership (CCL) is the world's largest institution devoted exclusively to leadership research and education. For more than three decades, CCL has studied and trained hundreds of thousands of executives and worked with them to create practical models, tools, and publications for the development of effective leaders and leadership. This second edition of The Center for Creative Leadership Handbook of Leadership Development brings together the wealth of practical knowledge that CCL has gained from this experience. It explores the essence of leadership development, reveals how individuals can effectively enhance their leadership skills, and demonstrates what organizations can do to help build leaders and leadership capacity. The book also includes a companion CD-ROM that contains a library of classic CCL publications for practicing leaders. (Source: www.josseybass.com)

The 11th annual Kravis-de Roulet leadership conference took place at Claremont McKenna College, and this book is the product of that conference. The Future of Leadership Development was discussed by a roster of recognized scholars from the fields of management, industrial organizational psychology, and organizational behavior, who looked at the challenges of leadership today and offered a range of solutions. The theories, research, and cutting edge techniques they talked about are now gathered in this volume. Each chapter in this book asks and answers questions about the current state of the field while providing future directions for research to help bridge the gap between leadership researchers and leadership development practitioners. Notable topics include chapters on "e-leadership" and leadership within the "virtual" organization, exploring 360-degree feedback, the importance of "social capital," and a comprehensive analysis of the well-researched theory of Leadership Member Exchange. (Source: PsycINFO Database Record)

This publication presents an explicit model of how an important aspect of leadership development - individual psychological development - can be promoted in programs. It specifies: (1) readiness factors (trait, state, environmental, and sociocultural); (2) developmental processes (experience, disequilibrium, equilibrium, construction, and potentiation); and (3) outcomes (competencies and taking action, meaning structures, developmental stages, and holding environments). These are illustrated with a case study. (Source: www.ccl.org)

  • Phillips, R. L., & Hunt, J. G. (1992). Strategic leadership: A multiorganizational-level perspective. Westport, CT: Quorum Books/Greenwood Publishing Group, Inc.

Using an extension of stratified systems, this collection of chapters from leading organizational and leadership scholars examines strategic leadership from a multiorganizational-level perspective. It focuses on the interplay between this perspective and the implications of work covering such topics as: organizational downsizing; strategic stakeholder management; leader cognitive capacity/complexity and behavioral complexity; visionary, transformational and charismatic strategic leadership; development and training implications for strategic leaders; and temporal and dynamic aspects of strategic leadership. The book concludes with directions for future research and applications of strategic leadership within this multiple level perspective. (Source: PsycINFO Database Record)

Ten contributions from educators describe their experiences with a number of innovative strategies for teaching leadership, including the creative use of film, mythology, and literature. Particular attention has been paid to the education of women for leadership positions. A sampling of topics includes leadership education for executives in the People's Republic of China, transformational leadership in the U.S. Army, and leadership development as an extracurricular activity. The volume is not indexed. (Source: booknews.com)

This book was written for working professionals who want to learn what they can do by working with their personalities to become more satisfied with and masterful in their leadership roles. It is suggested that good leaders have learned to succeed over time by acquiring the needed range of personal skills, much like one learns a 2nd language. Geared for entry and midterm leaders, this book is an empirically-based training guide to acquiring a working knowledge of and implementing a realistic plan for increasing leadership effectiveness. (from the preface) The objective of this book is to help readers acquire and integrate information about themselves and their personalities on one hand and the demands of being a leader on the other. Its focus, and more fundamentally the purpose of the 2nd language model is to make it possible for most individuals to learn quickly and easily how to gather relevant personal information to increase their leadership effectiveness. The foundation for this book is that there is a relation between this broad definition of leadership and the Big 5 personality structure. (Source: PsycINFO Database Record)

This exciting book outlines new agendas for leadership and development offering readers innovative ideas about what constitutes leadership. Including contributions from some of the most distinctive leaders in the field, Leadership in Organizations considers the most recent themes to come out of the leadership debate. The book critically assesses the more conventional leadership training and development available to managers and in doing so equips readers with the analytical perspectives and tools needed to make up their own minds about the significance of leadership in contemporary organizations. Topics covered include: Leadership and Integrity, Learning Leadership, Career individualization, Leadership development in the public sector and Leadership: Changing theories. This is essential reading for anyone interested in leadership and organizations. (Source: amazon.com)

Based on fifteen years of work with teens and the adults in their lives, Youth Leadership identifies the three major stages of adolescent leadership development. It outlines practical, tactics for developing leadership skills through experiences at home, school, community, and work, and, most importantly, a shows how adults in these settings can have a positive impact. Josephine van Linden and Carl Fertman provide flexible strategies that can be used with adolescents in any program and in varied settings, and offer diagrams, tables, and charts to clarify recommendations and processes. From teachers and principals to directors of community programs and religious institutions, anyone interested in developing leadership in young people will find Youth Leadership to be a rich source of information and guidance, and an invaluable tool for nurturing the citizens and leaders of tomorrow. (Source: amazon.com)

Focuses on the challenge of strategic leadership development. The field of executive education is undergoing fundamental change, as companies shift away from adopting exclusive and individualistic programs to creating shared learning-oriented organizations. Provides an overview of the field of executive education and discusses the traditional techniques and methodologies that companies have employed to cultivate leadership in their organizations. Emphasizes the role of leadership development as a source of ongoing revitalization in the firm's organizational life-cycle. Catalogs the kinds of programs that are currently available and offers a framework to help companies create a model for leadership development and to select the education providers that will most effectively meet their particular needs. Presents techniques to evaluate the integrity of the learning model chosen and to ensure adequate returns on corporate investments. Offers a framework that summarizes the core elements of strategic leadership development and proposes a prescription for future initiatives. (Source: www.hbsp.harvard.edu)

Leadership is currently one of the most hotly discussed topics in business. This is the first book to not only identify the characteristics of successful leadership but to show how these qualities can be developed. The Reflecting Glass surveys the field of executive coaching, including its origins, the theoretical framework underpinning it, the forms it can take and the value it adds. Based on the experience of two leading practitioners and with contributions from other key players it provides a detailed methodology for working one-to-one with people at the top of organizations in order to help them become fully effective. Executive coaching has experienced exponential growth over the last five years but as yet there has been little critical appraisal of the activity. This book provides that critique. By describing and benchmarking good practice, 'The Reflecting Glass' will be a valuable tool for those in leadership positions considering executive coaching for themselves, as well as the HR professional. (Source: amazon.com)

The most comprehensive survey of major theories and research on leadership and managerial effectiveness in organizations with practical suggestions for improving skills. Balancing theory and research with applications, the book addresses controversies and differing viewpoints about leadership effectiveness with a focus on the question of what makes a person an effective leader. Covering charismatic and transformational leadership as well as influence processes, it asks readers to identify effective and ineffective behavior by managers and to suggest ways to handle the situation. The fourth edition of Leadership in Organizations has been revised to reflect the progress that has been made in understanding leadership since the first edition. It provides more guidelines and recommendations for improving effectiveness without prescribing how a manager must behave. And, it covers "hot" topics, such as charismatic and transformational leadership, influence processes, leading teams, and leading change. An essential reference on management and leadership for every professional manager. (Source: www.amazon.com)

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