Bibliographic record
Abstract
Purpose This paper aims to investigate the attitude of European organisations to leadership development initiatives and to identify best practice initiatives that organisations should employ to build skills and capabilities for the future. Design/methodology/approach The research, Leadership Development in European Organisations, conducted by DIEU, the Danish Leadership Institute. The study was completed in November 2004 and was conducted among 51 global organisations via face‐to‐face and telephone interviews. The respondents all operate at a senior level within their organisation – for example, they are senior development managers, directors or vice presidents. Over 70 per cent of the participating organisations employ over 20,000 people and 22 per cent have between 5,000 and 20,000 employees. Participating companies include Astra Zeneca, BMW, BP, Cadbury Schweppes, Dell Computers, HBOS, IBM Europe, Pearsons plc, Siemens, UBS and Vodafone. Findings The DIEU study has found that more than half (53 per cent) of key European business players have not increased their leadership training budget for the last four years and 46 per cent say they cannot see this level of investment changing in the next three years. Less than one‐quarter of boardrooms and under one‐third of senior management teams are fully committed to their companies’ goals for leadership development and nearly half (48 per cent) are not integrating their leadership development with business needs. The report cites organisational frictions and a general lack of awareness that leadership development matters as being among the reasons for this lack of support for leadership development. Originality/value This paper is valuable to organisations and HR and development professionals who are considering or reviewing their current leadership development activity. It makes a number of recommendations for organisations seeking to implement best practice leadership, as well as detailing the likely future nature of leadership development across the board.
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How this classification was reachedexpand
Full frame machine prediction
Teacher imitationNot calibrated prevalence, not ground truth. Human validation pending. The Gemma side is a direct model label for every work in the frame, read from the title-only record. The Codex side is a classifier learned from the 10,348 direct Codex labels and calibrated to design-weighted sample rates; fields without enough sample support carry no Codex call. Candidate is the union of the two sides; consensus is their intersection. These outputs are machine_predicted_unvalidated and are not human labels.
Distilled classifier scores by category (both heads)
| Category | Codex | Gemma |
|---|---|---|
| Metaresearch | 0.070 | 0.063 |
| Meta-epidemiology (narrow) | 0.001 | 0.001 |
| Meta-epidemiology (broad) | 0.001 | 0.001 |
| Bibliometrics | 0.003 | 0.004 |
| Science and technology studies | 0.006 | 0.021 |
| Scholarly communication | 0.025 | 0.018 |
| Open science | 0.004 | 0.011 |
| Research integrity | 0.006 | 0.008 |
| Insufficient payload (model declined to judge) | 0.003 | 0.001 |
Machine scores (provisional)
The two teacher heads of the student model, read on this work. A score orders the frame for review; it never asserts a category, and the validation status ships verbatim with every row.
Baseline scores from an immature model (maturity gate not passed, 7 training rounds). Scores rank; they never assert a category.
score_only:v0-immature-baseline · verbatim from the scoring run: score_only means the number may rank works, and no category label ships from itClassification
machine, unvalidatedMachine predicted; a candidate call from one source (direct Gemma or distilled Codex), not a consensus.
How this classification was reached, model by model and score by score, is at the end of the page under "How this classification was reached".