Organizations invest too little in developing leadership behaviors and competences of their employees. They invest in too few individuals and the results of the implemented programs are ineffective compared to how they should be.
Godtfredsen (2014) identified the following three leadership development gaps that need to be addressed by each organisation:
THE LEADERSHIP GAP: The author researched that nowadays, most organisations implement
cost focused approaches towards leadership development processes. Unfortunately, they do not invest in programs that actually would yield the most
value to its employees and the organisation itself. The author suggests to close the overall gap by implementing leadership development processes which are based on incremental continuous steps, targeted on specific organisation’s values and strategy and at individuals in all levels.
THE MINDSET GAP: This gap represents the difference between what the individuals think leadership is ab
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