Hirsh (2005) opines changing nature of work, everyday organizational dynamics and the need to cope with challenging and competitive business environment demand strengthening of employee leadership capabilities (Hirsh, 2005). This implies placing greater emphasis on self-awareness, knowledge, skills, abilities, responsiveness and increased intellectual flexibility. Mabey and Ramirez (2004) cite most important elements driving the need for investment in leadership training and development are; dynamic business environment both internally and externally, human resource strategy and the business objectives (Ramirez, 2004). In the present day a large number of leadership training and development are available and demands continue to increase, however, “do the current approach and methodology live up to people and organizational objectives defined, is there a need to take the next step?” remains unanswered. Study carried out through exploratory research and capturing of real life lived experiences of present day leaders brings out the need for structured continued training and development of people by way of; exploring people and environment, creating an excitement, expanding employee leadership capacity for developing high performing leaders in shaping a new DNA of leadership - making leadership training mandatory and measurable.
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