Impact of Leadership Development Programs on Organisation Development

This study touched upon the effect of leadership development programs on organisation development highlighting employee performance, employee motivation, organisational communication, teamwork, organisational culture, employee retention and organisational growth. The results of the study make it quite evident that leadership development activities have a prominent and important role in enhancing organisational performance and for the sustainability of businesses. In today's competitive business world organizations need more and more proficient leaderships that are capable to handle the diversity of workforce, boost the innovation, develop better organizational communication channels, and inspire people to perform efficiently towards organisational goals. The study showed that most of the respondents knew that there were leadership development activities taking place within their organisations and that they took part in leadership training activities, aimed at enhancing managerial and professional skills. The study also confirmed that leadership development programmes have positive impact on employees' confidence, behavior in the workplace, effectiveness of communication and the ability to make decisions. Overall, manager development programs were associated with increased motivation, commitment, engagement, and productivity of employee. This study also identified the impacts of good leadership on team working, organisational relationships and good workplace culture. Leadership development programs also play a significant role in retaining employees; employees like to stay in an organisation that offers them a career or developmental prospect, managerial support, and a continuously learning environment. Leadership development is then no longer just a training endeavour but rather an investment in the organisation that has a direct impact on the stability, effectiveness and sustainable development of the organisation. Results of the hypothesis conducted in this study validated all our research hypotheses and revealed a positive correlation between leadership development program and the variables of organisation development. Despite positive research findings, the study suffered from limited sample sizes, limited time and relying on selected respondents for questionnaires for answers. The size of the sample and the number of industries/geographical locations/organisational types could be increased in future research studies for comparative analysis across a wide range. Future researchers can also study the impact of transformational leadership, emotional intelligence, digital leadership and remote leadership and technological advancement on organisation development. Comparative analysis of the private and public sector organisations can also yield more in-depth knowledge on effectiveness of the leadership and organisational development in varying business environment.

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