Highlights
Task:
Public sector capability development has long been identified as important since developing individual capability enables an organisation to be innovative, flexible and capable of change (Ambrosini, Bowman & Collier, 2009; Huselid, Becker & Beatty, 2005; Teece, Pisano & Shuen, 1997). An element of capability development is leadership development. Research into public sector leadership development has grown rapidly and includes studies in exploring the sectoral differences in leadership (Orazi, Turrini & Valotti, 2013; Rainey, 2003; Rainey & Bozeman, 2000; Van Slyke & Alexander, 2013; Van Wart, 2003), identifying different models of public sector leadership (Van Slyke & Alexander, 2013; Van Wart, 2003), measuring the impact of different models of public sector leadership on followers and organisational success (Andrew & Boyne, 2010; Trottier, Van Wart & Wang, 2008) and measuring the success or otherwise of public sector leadership development programs (Seidle, Fernandez & Perry, 2016).
Despite identifying distinctive elements of public sector leadership and agreement that transformational leadership has offered the most benefit to this sector (Boyne, 2010; Dussault, Payette & Leroux, 2008; Chaoping, Hui & Kan, 2006; Chaoping, Hui & Kan, 2007; Park & Rainey, 2008; Van Wart, 2013; Wright, Moynihan & Pandey, 2012; Wright & Pandey, 2010), there remains a need to gain more clarity around what leadership looks like in the public sector as it moves into the future and how transformational leadership must be adapted for the changing environment (Ansell & Gash, 2007; Belle, 2013; Boyne, 2010; Brookes, 2014; Day, 2001; Javidan & Waldman, 2003; Kellis & Ran, 2015; Orazi et al., 2013). There is also a need
to better understand how to improve leadership through executive education to ensure that the leaders of tomorrow are developed with the skills needed, not for today’s environment, but for the future (Lord & Hall, 2005; McDermott et al., 2011; Orazi et al., 2013).
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