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Throw away that leadership competency model

机译：抛弃领导能力模型

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Purpose - This paper was written for the attention of organisations wanting to develop leaders and create leadership programmes and it aims to highlight the fact that a leadership competency model will have an adverse effect on potential leaders. Design/methodology/approach - Research has been carried out through analysing existing literature on leadership and reading autobiographies and biographies on leaders. Furthermore, the author has over 20 years' hands-on experience of creating and leading development programmes and has used his personal experience from these courses to add to his findings. Findings - There are numerous successful management development models and tools. Many organisations have subsequently wanted to use leadership competency models to achieve the same positive results for helping to develop leaders. There are two main areas of research into leadership; focussed and broad-based. Focussed research has consisted of concentrating on existing leaders and looking at their beha viours and styles. This produces models of the ' 'ideal'' leader in different categories, such as leader-as-hero, or leader-as-explorer. Broad-based research has looked at different styles leaders use and picked the "best" qualities. These qualities are then used as a programme to follow and complete. These blueprints are unsuccessful however as they hinder individuals rather than allow them to develop. The whole concept of a leader is that they stand out from the crowd rather than following others. By trying to follow existing models, these individuals end up copying rather than leading. The most important element of a leader is integrity; it is not taking on a role, but is instead about the person. Originality/value - This article will be of great value to organisations wanting to develop leaders. It will demonstrate that following a competency model will act as more of a hindrance than a help, and that the organisation needs to encourage the individual to develop his or her self-awareness rather than copying existing blueprints.
机译：目的-本文旨在吸引希望发展领导者和制定领导力计划的组织注意，旨在强调领导能力模型将对潜在领导者产生不利影响的事实。设计/方法/方法-通过分析有关领导力的现有文献并阅读领导者的自传和传记来进行研究。此外，作者在创建和领导开发程序方面拥有20多年的动手经验，并利用他在这些课程中的个人经验来补充自己的发现。调查结果-有许多成功的管理开发模型和工具。随后，许多组织都希望使用领导能力模型来获得相同的积极成果，以帮助培养领导者。领导力研究有两个主要领域：重点广泛。重点研究包括集中于现有领导者，并研究他们的行为和风格。这将产生不同类别的“理想”领导者模型，例如作为英雄的领导者或作为探索者的领导者。基础广泛的研究考察了领导者使用的不同样式，并选择了“最佳”质量。然后将这些品质用作要遵循和完成的程序。这些蓝图是不成功的，因为它们阻碍了个人而不是让他们发展。领导者的整个概念是，他们在人群中脱颖而出，而不是跟随他人。通过尝试遵循现有模型，这些人最终会模仿而不是领导。领导者最重要的要素是诚信；它没有扮演角色，而是关于人。原创性/价值-本文对于希望培养领导者的组织将具有重大价值。它将证明遵循能力模型将更多地成为障碍而不是帮助，并且该组织需要鼓励个人发展自己的自我意识，而不是复制现有的蓝图。

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