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DISCUSSION ANSWER
Three possible research topics for organizational Leadership would be:
1). Should leaders be required to take coaching and mentoring classes and training since they transfer upwards of eighty percent of this knowledge into the workplace?
2). Does a leader's assertiveness affect the followers and leader's relationships, and job Performance?
3). Should leaders who complete leadership training be offered bonuses for taking classes above and beyond the requirements for their job?
Focus on whether it would bode well for an institution to recommend this to their leaders.
Some of the Leadership problems or opportunities that each will address? I feel that leaders should be required to take additional training for them to lead; but, however, they should not be given more pay. Leaders are making pretty good salaries many of them, and really do nothing.
Focus on whether companies should cover the costs of programs as an effective way to improve productivity. In many cases yes, companies should cover cost but, once employee's get what they need to move on many do just that. Therefore, Evaluate the effects of these programs and what research says are the most reliable programs to incorporate.
Also, consider a whether these programs are viable enough that the cost of implementing them in the workplace is outweighed by the increased productivity they bring. How a leader's treat employee's is why they stay or go. So, the relationship has to be, fair, firm, and hold consistency.
According to, Myatt, M. (2012). States "According to the American Society of Training and Development, U.S. businesses spend more than $170 Billion dollars on leadership-based curriculum, with the majority of those dollars being spent on "Leadership Training."
Here's the thing - when it comes to leadership, the training industry has been broken for years. You don't train leaders you develop them - a subtle yet important distinction lost on many.
Leadership training is alive and well, but it should have died long, long ago. With that being said, Leaders should not be paid for training." In addition, Myatt, M. (2012).
"The solution to the leadership training problem is to scrap it in favor of development. Don't train leaders, coach them, mentor them, disciple them, and develop them, but please don't attempt to train them."