Leadership Development Strategy And Succession Plan

Leadership development is the key to success in the United States Army as it continues to operate in a rapidly changing and increasingly complex environment. After more than a decade of continuous combat deployments, leadership development lost its significance and became a low priority within most units army-wide. Over time, it resulted in a cultural effect that operational mission requirements take priority over leader development. The intent of this paper is to examine the existing leader development strategy and succession plan for the Army of 2013. This paper will also reflect on some impending challenges for the leader development strategy and present some recommendations using the Kouzes and Posner five-point model to trounce the challenges. The Army Leader Development Plan has seven guiding principles established to develop leaders with certain qualities and enduring characteristics. These guiding principles begin upon initial entry training into the army and remain constant through retirement or until separation. The following guiding principles encompass the Army Leader Development Strategy (2013): †¢ Commitment to the Army Profession, lifelong learning, and development †¢ Select and develop leaders with positive leader attributes and proficiency in core leadership competencies for responsibility at higher levels †¢ Prepare adaptive and creative leaders capable of operating within the complexity of the entire range of military operations †¢ Manage military andShow MoreRelatedEffective Organizational Support For Professional Advancement1279 Words   |  6 Pagesorganizational commitment to succession planning creates an opportunistic culture encouraging professional development and increasing opportunities for high-potential employees (Bolton Roy, 2004; Rothwell, 2010; Swan Moye, 2009). 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