The pace of organizational life and change has accelerated the need for leaders to become better leaders and better learners. A new and wider array of skills and competencies are needed by leaders in the 21st century

Leadership development must seek to cultivate a self confidence that is always balanced by the recognition that no one person has all the answers.It is instead engaged in a quest to build staff commitment, engagement and participation in the achievement of the organization's goals.

The primary objective of this study was to examine how leadership development takes placein Ghanaian organisations, specifically, the study sought tofind out how organisations evaluate their leadership development activities, and the forms of evaluation they find to be the most effective.

The total number of respondents was one hundred and eleven (111) individuals from 19 organisations in Ghana. The descriptive design was used. The resultsrevealed that coaching, closely followed by mentoring and job assignment are the most widely used leadership development activities undertaken by Ghanaian organisations. It is also clear that many organisations use many of these techniques in combination with each other.

It is our hope that this study will improve on those leadership development activities organisations currently undertake. We therefore suggest some steps that can be taken, and some relevant questions that should be routinely asked, when leadership development strategies are being developed. If life cannot be made perfect, it can at least be made better