Milk or Cornflakes?

Do you want milk or cornflakes?
well... I want cornflakes - but I want it with milk. (unless your my son - he likes dry cornflakes)

Most of us think about leader development and leadership development in the way we think of milk and cornflakes – together in a bowl – cornflakes kind of assume that milk will be added. They come in separate containers, they have very different properties and each can be used in many different ways (I prefer my cornflakes in a peanut butter square not in a bowl of milk)

What are the properties of Leader development and Leadership development? Which one is the milk, which one is the cornflakes?

Leader Development

Leader development focuses on the development of the leader, such as the personal attributes desired in a leader, desired ways of behaving, ways of thinking or feeling.

Typically, leader development has focused on 3 main areas - providing the opportunities for development, stimulating the ability to develop (including motivation, skills and knowledge for change), and providing a supportive context for change to occur.

When I attend a seminar, teach a course, or participate in a coaching relationship I am engaged in Leader Development. The focus is on the individual. I think of it as the corn flakes.

Leadership development

In contrast Leadership Development focuses on the delivery systems needed for identifying and equipping leaders and should emphasize creating a healthy and motivating context for exercising leadership. This is the milk, the stuff the cornflake float in.

Leadership development focuses on the development of leadership as a process. This will include the social influence process and the team dynamics between the leader and his/her team at the dyad level, the contextual factors surrounding the team such as the perception of the organizational climate and the social network linkages between the team and other groups in the organization.

Locus of responsibility

As leaders we are ALWAYS responsible for our own growth. If I am not developing my leadership capacity the first and last person responsible for this is ME. Of course we hope others will create opportunities for personal growth as a leader. And as leaders we often have the privilege of providing training and growth for others. But ultimately each leader must accept responsibility for their personal development.

Leadership development is about the air we breath – it is the milk for the corn flakes. As leaders and organizations we accept responsibility for creating systems and contexts in which leaders thrive and can experience leader development. It is less clear who is responsible for Leadership Development in most organizations. Certainly the key leaders, owners and the governing board bear this ultimate responsibility. Sometimes elements of leadership development can be delegated to someone. But we must often be reminded that we are responsible for the climate we create for any one who follows us. Even if our organization is weak at leadership or leader development. Those who are counting on us should be able to thrive. If you are having a difficult time figuring out who is responsible for Leadership development in your organization change the question. Ask who is depending on my to create a leadership development culture.


Key questions
If your church or organization is experiencing a leader gap…

1. Is it because of the leaders and their training and ability?
2. or is it because the context is not encouraging / empowering leadership?

So – will that be cornflakes or milk?