'Leadership-Development Programs Essay\r'

'1.0 Background\r\nAt the old executive staff meeting of August 1, 2012, the managing director of operations suggested that Cliffside Holding Company of Massapequa (CHCM) establish a leading- reading political program to prep atomic number 18 immature financial executives for forthcoming advancement into executive positions. Specific every(prenominal)y, the proposal was to send 20 employees off-site each year for a three-week program offered by the Aspen Leadership Institute of Colorado at a cost of $5,000.00 USD per student. The total cost to CHCM would be $100,000.00 per year plus approximately the same fare for lost time on the job.\r\n2.0 Discussion\r\nCHCM has been in business for over 50 years. Our average offshoot rate is 12% per annum. N matchless of our twelve older executives has attended a leading increment seminar and withal our company has been prosperous. This calls into question whether a leadership development program is even necessary. Moreover, since our leadership has been successful and strong without such programs it appears that leaders are born, non made. In fact, I surveyed your ripened staff and all further one agreed with this impression. To quote the famous economist Dr. Irwin Corey, each of us is â€Å"born into this world attach to by a rich, psychical disposition, which furnishes him ready-made all his motivations of conduct…He can show a demand for nothing that is not prompted by this beetleweed of instincts.”\r\nThe online reference site Wikipedia defines leadership as â€Å"the ability of an individual to influence, motivate, and enable others.” There exists an entire indoctrinate of leadership theory which holds that leaders arrive at authentic traits in common. Winston Churchill, Mother Theresa, Martin Luther King, Jr. †all feature such leadership traits as ambition, self-confidence, and intelligence. These cannot be well-read; they are innate. Two well-respected research studi es that support the feel that personality traits can predict leadership were make in the Journal of Applied Psychology and in the Leadership Quarterly.\r\nIn my own experience, I’ve besides noted that a towering physical altitude is possessed by leaders. Certainly no one can increase his or her heightâ€it is determine by genetics. Note the heights of some of the great leaders in United States history in the table, below.\r\nSource: http://www.laughtergeneology.com , http://www.imdb.com and http://www.imdb.com/name/nm1682433/bio\r\nIn fact, all members of your senior staff are over six feet tall with one exception: Ms. Florence Forsythe, the person advocating leadership development training. Moreover, I am suspect as to her intentions. Is it accomplishable that she may covet my position as the pitying resources VP? Or is she motivated by the liberal notion that all citizens of a free nation have the right to pursue education and can arrive at anything they desire? I suspect she is motivated by both personal gain and bleeding-heart liberal intentions.\r\n one time we start sending some nation for leadership training, we will start getting numerous requests for dearly-won training that we simply can’t afford. Regardless, if we snuff it our money on leadership development, we will not have enough to choke on producement. And, from the backchat above, it would be more logical to select and recruit those with leadership traits than to try and develop those who are not. Moreover, if we spend money sending the wrong people to leadership training, the whole program will be a waste of money. There are plenty of people who are already leaders; we don’t need to â€Å"train” those who are not.\r\n3.0 Conclusion and good word\r\nI speak for truth and common sense. CHCM should not invest in the proposed initiative to send its junior executives for annual leadership training. Leadership development programs are wasteful because the money is not well-spent. The advocate of this idea, Ms. Forsythe, is not really concerned about developing leaders for Cliffside Holding Co. Instead, Ms. Forsythe has a personal agenda to reduce me personally and push the theories of the Aspen Institute. As VP of Human Resources, I don’t think those theories are tolerate for the culture of CHCM.\r\n'