Applying The Organizational Elements Model To Leadership Development Evaluation

The well-documented forces and consequences of globalization, such as changing demographics of the workforce, changing economic markets, and more people working within, across, and among multiple cultural contexts, are increasing the complexity of and demand for leadership. If the authors do not address this amplified complexity and interconnectedness they are not likely to be effective. This requires thinking about leadership and leadership development more strategically and evaluating leadership development initiatives in a more comprehensive and interconnected way.