Dr. David Day, a Professor at Claremont McKenna College and an expert in leadership development, dives into the intricacies of fostering effective leaders. He critiques traditional short-term training programs, advocating for a long-term, systematic approach that emphasizes intrinsic motivation. The conversation highlights the importance of developing leadership skills through everyday experiences and personalized learning opportunities. Day shares insights on the role of feedback and reflection, challenging listeners to commit to continuous growth in their leadership journeys.
Personal initiative and intrinsic motivation are critical for effective leadership development, as ownership of one's growth is essential for true progress.
Sustained effort and experiential learning are vital components for developing leadership skills, countering the ineffective approach of relying on brief workshops.
Deep dives
The Foundation of Leader Development
Effective leader development is grounded in foundational principles that guide the processes involved. One crucial principle is that leader development cannot be imposed; individuals must take ownership of their development to truly grow. This notion emphasizes the need for intrinsic motivation and personal initiative, as merely attending a leadership program will not guarantee growth. Additionally, the concept that leadership is a process, not a position, is reinforced, indicating that informal leadership opportunities can be just as impactful for budding leaders.
The Importance of Long-term Commitment
Long-term dedication is essential for meaningful leadership development, countering the common approach of short-term workshops and training. Instant results are unrealistic; true development comes from a sustained effort over time, akin to building expertise in any skill. This requires an understanding that incremental progress is more effective than expecting transformative change from brief interventions. Organizations are often disappointed with leader development programs because they fail to recognize that building leadership capabilities is a lifetime journey, not a one-time event.
Learning Through Experience
Leadership skills are primarily acquired through experiential learning rather than traditional classroom settings. Practical experiences, combined with assessment and support, form the core of effective development experiences. Challenges should push individuals outside their comfort zones while providing a framework that includes feedback to facilitate learning. By creating environments where individuals can practice their leadership skills in real-world situations, they can engage meaningfully in their own development process.
The Role of Evidence-based Practices
Utilizing evidence-based practices enhances the effectiveness of leader development initiatives. Reflections and feedback are crucial components that contribute to personal growth and the development of leadership skills over time. Unfortunately, many existing programs focus on entertainment rather than substantial development, leading to little real educational value. By identifying and leveraging accessible, scientifically-backed resources, aspiring leaders can take control of their development process and gain meaningful insights.
Dr. David V. Day holds appointments as Professor of Psychological Science and Leadership and serves as the Academic Director of the Kravis Leadership Institute at Claremont McKenna College in California (USA). He has published more than 100 peer-reviewed journal articles, books, and book chapters, many pertaining to the core topics of leadership and leadership development and is the author of the recent book titled “Developing Leaders and Leadership: Principles, Practices, and Processes.” David received the 2024 Eminent Scholar Award from the Network of Leadership Scholars at the Academy of Management and the Lifetime Achievement Award from the International Leadership Association.
Quotes From Developing Leaders and Leadership
"Just because an activity is fun or enjoyable does not mean it is developmental. It perpetuates the predominant mindset that leadership development is a like a pass to an amusement park. You go on a bunch of rides, maybe play some games, have a laugh or two, and write it off as your developmental investment in leadership for the year."
"Attending a few workshops or programs spread out over time is not going to do much in terms of developing expert-level leadership. There needs to be an ongoing commitment to practicing one’s leadership to get the time and amount of deliberate practice to become that expert leader."
"The lack of evidence to support the effectiveness of leadership development in for-profit organizations and corporations is unsettling, to say the least."
"Sending a changed person back into an unchanged system tends to be an exercise in futility. A systems perspective incorporates environmental influence into the design and delivery of leader development interventions."
About The International Leadership Association (ILA)
The ILA was created in 1999 to bring together professionals interested in studying, practicing, and teaching leadership. Plan for Prague - October 15-18, 2025!
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