Building an Architecture for Leadership Development

Strategies for promoting leadership development in federal agencies vary greatly. There are “just-in-time” programs focusing on specific populations, such as new supervisors or senior executives, as well as interest-specific or mandated “thematic” courses on diversity, employee engagement, or managing change. Due to fluctuations in funding and frequent leadership transitions (both career and political appointee), strategies for supporting leadership development seldom attain a long-term “future state” focus.  Leadership development strategies are often dismantled, interrupted, or redefined before reaching a point where programs are established sufficiently enough to withstand changing conditions within the agency.