Leadership development remains one of the most heavily invested yet inconsistently effective domains in organizational practice. Despite the widespread use of training programs, workshops, and executive coaching, many organizations struggle to achieve sustained behavioral change at scale. This limitation stems from a structural issue: leadership development is typically treated as a series of discrete interventions rather than as an integrated system embedded within organizational processes. This study proposes a systemic redefinition of leadership development, positioning it as an engineered capability rather than an isolated activity. It introduces a conceptual framework for designing coaching-based HR systems that enable continuous leadership growth through everyday interactions, decision-making processes, and feedback structures. Instead of relying on episodic learning events, the model emphasizes the integration of coaching principles into core organizational mechanisms, allowing development to occur within the natural flow of work. The paper examines how coaching can transition from an individualized practice to a scalable system by embedding reflective dialogue, behavioral feedback, and developmental accountability into performance management, team dynamics, and leadership routines. It further explores the challenges associated with implementation, including cultural readiness, leadership alignment, and process integration. The findings suggest that organizations capable of designing leadership development as a system achieve greater consistency in leadership behavior, improved organizational alignment, and more sustainable performance outcomes. The study contributes to leadership and HR literature by offering a design-oriented perspective that connects coaching methodologies with system-level thinking.
Arzu ÖZER (Sun,) studied this question.