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Professional development educators are charged with the function of performing an ongoing learning needs assessment of target audiences to satisfy accreditation needs, develop programs, and show a return on educational investment. In the area of leadership, such an assessment can be complex. Leadership skills at the individual level must transcend to the organizational setting where leaders can impact everything from strategy development to operations. Determining programs that impact the actions of leaders requires deep analysis and careful program design, the foundation of which is a leadership needs assessment.
Using Assessment Tools
The literature supports that many firms provide leadership assessment tools and corresponding programs. There is a heavy emphasis in these programs solely on individual development. Various instruments and tools measure leadership preferences to act or to highlight individual strengths or areas to improve. Addressing the validity and reliability of these instruments or services is beyond the scope of this article; instead, the purpose of this article is to suggest an organizing framework for developing quality programs.
When Crosby and Shields (2010) reported one approach to an assessment, it was based on a widespread concern for the lack of sufficient future leaders in the discipline. Their assessment led to insights collapsed into leadership development that would:
“Build” a successful leader, change culture, and manage difficult behaviors.
Address issues tied to horizontal violence or lateral hostility.
Increase skills in other nurses in communication and critical thinking.
Recruit and retain nurses through rewards...