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Profound changes in individuals' relationship with their employers and expectations for their work lives have generated an increasing demand for leadership development, while at the same time exposing the limitations of traditional leadership programs focused on the acquisition of conceptual knowledge and requisite skills. This paper explores how conceptualizing leadership programs as "Identity workspaces" helps to meet the demand for leadership in ways that benefit individuals, organizations, and society. Alongside the acquisition of knowledge and skills, identity workspaces facilitate the revision and consolidation of individual and collective identities.
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