Abstract

Developing leadership legacies require that the organization’s climate and culture be flexible, open to new knowledge from the environment, and adaptive to change. Social Learning in the leader-follower relationship is presented as a method for leadership development, and learning organizations are described as an optimal context conducive to the social learning required for leader development. Strategies for succession planning, at the individual and organizational level, that can be employed to achieve a sustainable competitive edge and leadership legacy are recommended.