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Abstract
The purpose of this study was to explore how an organization can optimize its leadership talents through successful organization change and performance. The progressive development of the two federal government agencies' missions fortified the need to establish strategic planning in support of its human talent to fill leadership skills gaps identified by the participants in this study. The theoretical framework supporting this study is the organization development (OD) theory of implementation and change process. Research data collected from 25 government employees, during semi-structured interviews, were used to explore how each organization managed its leadership talent to enhance organization development in support of the mission. The findings indicated a lack of trust among leaders, and the need to communicate and implement change to develop and sustain the talent of civilian leaders. Recommendations for the organizations' senior leaders are to focus on the change initiative, accelerate the improvement process, and implement a mandated talent management regulation to provide formal mentoring and counseling at specific career junctures and monitor leaders' behavior progress as the result of the implemented change (intervention) and the impact it has on the organization to meet current and future missions.
Keywords: Organization development, implementation and change process theory, intervention, talent management, change initiative, strategic leadership planning.
The purpose of this qualitative case study was to explore how an organization can optimize its talents through successful organization change and performance. Government civilian employees do not have a leadership development program to prepare new leaders for increased responsibilities as they transition into leadership positions. Some civilian technical and leadership skills are augmented through programs suited for their development within a specific functional area, but no sustained workforce career path development to include leadership development is provided. Senior leaders' preparedness for change may aid in overcoming communication challenges for implementing change initiatives needed to implement an effective talent management program for federal government organizations. The findings revealed a lack of trust among leaders and an insufficient leadership training program to support the changing mission. Recommendations include revision of the current leadership training program and mandating leadership enhancement throughout the careers of civilian leaders in order to support the future mission of the organization.
Organization Development (OD) includes all aspects that make an organization a complex...