Background and Purpose: In today's work environments, one of the fundamental challenges is the effective management and leadership of human resources. This research aimed to design a model for training and developing next-generation leaders in complex organizations.
Method: This study adopted a mixed-methods approach (qualitative-quantitative), utilizing Delphi technique, focus groups, and survey. The study population comprised educational experts, university professors, human resource specialists, managers, and millennial employees in complex organizations. Data were collected through semi-structured interviews and questionnaires. Data analysis was conducted in three phases: 1) Identifying and reaching consensus on leadership competencies using the Delphi technique, 2) Extracting development methods aligned with the competencies through focus groups, and 3) Final prioritization of components using questionnaires and the Friedman test.
Findings: Based on three Delphi rounds, sixteen leadership competency components were categorized into three main clusters: Intrapersonal Competencies (Self-Management), Managerial and Leadership Competencies (Managing Others), and Knowledge-Based and Specialized Competencies (Managing the Organization). Subsequently, leadership development methods were extracted into three categories: Traditional Development Methods, Development-Oriented Methods, and Technology-Driven Development Methods. In the quantitative phase, the results of the Friedman test indicated that in prioritizing development methods, Development-Oriented Relationship-Based Methods ranked first, Development-Oriented Delegation Methods ranked second, and Feedback Process-Based Methods ranked third.
Conclusion: The proposed model provides a comprehensive framework for identifying key competencies and effective development methods for next-generation leaders in complex organizations. The emphasis on Development-Oriented Methods based on relationships and delegation as primary priorities suggests practical strategies for designing leadership development programs in these organizations.