The idea that People who work in the same organization and have an influence on leadership and leadership systems (thus they can be considered to be stakeholders in the leadership process) may have quite different perceptions about what leadership is or isn't, what is should or shouldn't be, is something I've explored in several Projects and over many years, both theoretically and empiracally.
I find it really interesting that People always seems so capable to assess and talk about what kind of leadership is needed or not needed in any particular situation or organization. At the same time, organizations want to influence their leaders and other employees so that they will prefer the kind of leadership that is determined to be the appropriate one from an organizational perspective. Is it possible to align perceptions about leadership in practice? Is it even desirable?
I think large organizations need to rethink some of the basic ideas about the management of leadership. I'll say more about how elsewhere.
There's a lot to say about leadership, and lots of People are more than willing to do so. I have read a lot of leadership theory over the years and must admit it's not that often I find something really useful and applicable when it comes to leadership from an overall organizational perspective.
One of the most fruitful theoretical perspectives I have come over, is stakeholder theory, however, I have hardly seen it Applied to questions of managing leadership of organizations.
I'll Write more about this too. Stay tuned!