The Problem Leadership is commonly represented as being an individual construct with characteristics, competencies, and traits that identify the individual. Leadership development interventions are also framed around the individual leader. Leadership needs to account for the perceptions and identities of all group members. This includes a leader who is a prototype of both the in-group and out-group members. The Solution Leadership development efforts could be designed to account for the different identities of all members involved, producing a representative prototypical leader. Implementing the social identity model of organizational leadership (SIMOL) theory could be the catalyst that furthers human resource development (HRD)’s efforts of providing a new Worldview of Leadership as called for by McLean and Beigi, one that is all inclusive of its membership. The Stakeholders Considering the SIMOL theory, HRD scholars and scholar-practitioners could offer new perspectives when viewing the leader-group dynamics and leadership development.

中文翻译：

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组织领导者社会认同模型的理论文献综述

问题领导通常被表示为具有个人特征，能力和特质的个体结构。领导力发展干预措施也围绕单个领导者制定。领导需要考虑所有小组成员的看法和身份。其中包括一个领导者，他是小组内成员和小组外成员的原型。解决方案领导力的开发工​​作可以设计为考虑到所涉及的所有成员的不同身份，从而产生一个具有代表性的原型领导者。实施组织领导力理论的社会认同模型（SIMOL）可能会推动进一步推动人力资源开发（HRD）的工作，正如麦克莱恩（McLean）和贝吉（Beigi）所呼吁的那样，包括其成员在内的所有成员。利益相关者考虑到SIMOL理论，HRD学者和学者从业者可以在查看领导者群体动态和领导力发展时提供新的观点。