Sometimes it can come down to semantics. Often, when someone uses the term "leadership" what they may really mean is "management." It's important to be clear in your own mind as to which issue you want to address and to define leadership and management in the context of your organizational structure and values. Leadership and management require different perspectives and skillsets.Leadership is about vision and the long game. Can you envision the future and your organization's pathways into it? Can you see potential obstacles and examine their many facets from different angles? Can you live with some degree of ambiguity on a constant basis? I've read many "leadership" books and it is my opinion that no one has cornered the market on the topic. You can glean bits and pieces of how an effective leader thinks from these publications, but what I have learned is that you need to carefully apply what you learn into the uniqueness that is you. Management is making sure things get done and done right. In the absence of effective management training, those promoted into management positions will often default to what they have seen from previous managers. Unfortunately, that example can turn out be the model of another untrained manager.Staff need good management examples to follow. Mentors need the ability to see through the eyes of the up and coming prospect before they can tailor management training for them; otherwise, training becomes a brain dump of "how we did it back in the day." Training has to have a contemporary context to be useful. Skillful contextual training over time will allow the prospect to adapt what they learn and develop their own style toward becoming an effective manager.