Organizations are demanding leadership development that is more sensitive to context and supportive of organizational transformation, and critics of current leadership development practices claim they are too narrowly construed to yield meaningful results. Relational views of leadership may be the disruptive idea that helps reconstruct leadership development in ways that meets these concerns. To better understand how these relational views can impact the practice of leadership development, we examined the use a specific relational framework in one leadership development organization. We found that leadership development professionals used the framework to convey a relational point of view on leadership to their participants, to facilitate collective identification and action on leadership issues, to develop leadership by focusing on leadership culture, and to enable the democratization of leadership development. We use these findings to advance a constructive-developmental perspective on the development of leadership development.

组织要求领导力发展对环境更加敏感并支持组织转型，而对当前领导力发展实践的批评者声称，这些实践的解释过于狭隘，无法产生有意义的结果。领导力的关系观点可能是一种颠覆性的想法，有助于以满足这些问题的方式重建领导力发展。为了更好地理解这些关系观点如何影响领导力发展的实践，我们研究了在一个领导力发展组织中使用特定关系框架的情况。我们发现领导力发展专业人员使用该框架向参与者传达有关领导力的相关观点，以促进对领导力问题的集体识别和行动，通过关注领导力文化来发展领导力，并实现领导力发展的民主化。我们使用这些发现来推进关于领导力发展发展的建设性发展观点。