The purpose of this study is to examine the Norwegian Army's leadership development program through an analysis of theoretical framework, formal guidance as well as a qualitative survey to Norwegian commanders. This analysis aims to identify how and where the program can improve to better develop junior leaders. To find ways to improve, the leadership development programs of the US Army, the New Zealand Army and the Boeing Corporation are all analyzed and compared to the Norwegian leadership development program. This research suggests that these programs offer a number of leadership development ideas worthwhile pursuing for the Norwegian Army. This study limits itself to analyze leadership development in the experiential domain within the units. Although the practices are different, this research suggests that there are a number of solid local programs, but they stem from a bottom to top approach rather than through formal guidance from top to bottom. Further, this research underscores that a leadership development program is a continuous process streamlined to fit the leadership philosophy where leaders are responsible. Developmental tools such as mentors, coaches, after action reviews, 360 feedback programs and self-assessments all influence and improve the process. Finally, this research suggests that the Norwegian leadership development program can and should improve and recommends how and where to do so.

Approved for public release; distribution is unlimited. The opinions and conclusions expressed herein are those of the student-authors and do not necessarily represent the views of the U.S. Army Command and General Staff College or any other governmental agency. (References to these studies should include the foregoing statement.)