Leadership development or organisational development? Why can’t one work without the other?

“Leadership development or organisational development? Why can’t one work without the other?”

Developing both leaders and the organisation as a whole is key to the development of organisations. At AgadoPro-Academy, we focus on both areas at the same time, as we believe that it is the combination of both that leads to truly sustainable and effective development. In this article, we show why it is not enough to focus on leaders alone and why it is necessary to support change at the organisational level.

Why is leadership development alone not enough?

Leadership development programmes play an important role in improving the individual competencies of leaders, such as communication, decision-making and strategic thinking. These individual skills are of paramount importance, but if they are not matched by a parallel transformation of the organisation, they will not deliver the expected results.

The limits of unilateral leadership development:

1. There is no single policy:
   If every manager has a different approach, a lack of consistency can create confusion in the organisation. This can lead to frustration and uncertainty for employees.
2. Systemic problems are a barrier to leaders:
   Even the best leaders cannot work effectively if the organisation is hampered by slow communication channels, bureaucratic decision-making processes or inadequate structures.
3. Individual development does not extend to the organisation as a whole:
   Leadership development cannot solve organisational challenges. For example, a leader can learn to communicate better, but if the organisational culture does not support open dialogue, this change will not bring wider results.

Why is all organisational development also leadership development?

The aim of organisational development is to make the whole organisation more efficient and effective. This includes improving structures, processes and organisational culture. But this cannot work without the active involvement of managers. Therefore, it can be said that all organisational development involves leadership development.

Why is leadership development an integral part of organisational development?

• Leaders are the drivers of change:
  To implement organisational change, it is essential that leaders have the necessary skills and support.
• Leading by example:
  The behaviour and attitudes of leaders are crucial in shaping organisational culture. If leaders do not represent the values of change, the rest of the organisation will not follow.
• A common set of values and leadership:
  Developing a common set of values and leadership among leaders is the foundation for long-term success.

Why is not all leadership development organisational development?

In contrast, leadership development often focuses on skills development at an individual level and is not always directly linked to the functioning of the organisation as a whole. It can therefore be said that not all leadership development results in organisational development.

The limits of individual leadership development:

1. Ignoring the bigger organisational picture:
   If the operational structures and objectives of the organisation are not taken into account when training managers, the impact of change often remains isolated.
2. Non-systemic approach:
   The development of leadership skills does not guarantee the development of the organisation as a whole. For example, a leader may learn to manage more effectively, but if organisational processes are slow or complex, this will not improve performance.
3. Limited impact:
   Individual development does not change the organisational culture or the basic structures of operations, without which the full potential of leaders cannot be realised.

The AgadoPro-Academy approach: a unified development process

AgadoPro-Academy offers both leadership development and organisational development programmes, designed to ensure that the development of individual skills and the optimisation of organisational functioning go hand in hand. Here’s how we work:

1. Individual development for organisational goals:
   Our leadership development programmes focus not only on individual skills, but also on aligning them with organisational goals.
2. Support for organisational structures and processes:
   Our organisational development services ensure that managers are supported by systems and processes that make their organisations work more effectively.
3. Creating a unified organisational culture:
   We help you develop a common set of values and operational direction that creates unity in your organisation.
4. Improving coordination and cooperation:
   Our programmes encourage cooperation between leaders to manage the organisation with a common strategy and unity.

Summary: AgadoPro-Academy’s response to organisational challenges

Leadership development and organisational development are both important, but not sufficient in isolation. At AgadoPro-Academyab,we believe that it is the alignment of the two that will make a real difference. Our programmes not only develop the skills of leaders, but also make the whole organisation work more effectively.

If you want your organisation to perform at its best, contact us. With the expert support of AgadoPro-Academy, developing your leadership skills and organisational processes will provide a solid foundation for long-term success. 🚀

Attila Jezsó

Got a question? Contact us and together we will put together a tailor-made development package. We’ll even support you on the spot with consultants and coaches to make the change a success!

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