Leadership skills can be taught and

learned, yet skilled leaders continue to be in

short supply (Pernick, 2001). Most
employers, including those responsible for
hiring state Extension directors, would agree
that leadership skills are desirable in
employees. Although an abundance of
information about leadership exists, there is
still a lack of consensus surrounding specific
aspects of leadership. This lack of consensus
related to facets of leadership such as
leadership styles and leadership
development models is especially true
within the Extension system

Self-evaluation of leadership
To my view leadership skills can be acquired by learning, most organizations are not ready to
instill learning to their employees therefore makes it difficult for to meet their objectives. Most
leaders, including those in charge of enlisting state Extension executives, would concur that
leadership aptitudes are important to employees. Despite the existence of a lot information about
leadership, there is still an absence of agreement encompassing particular parts of administration.
This absence of accord identified with aspects of initiative, for example, leadership styles and
initiative advancement models is particularly valid inside the Extension framework

Organizational learning

The organizational learning (OL) comprises a broad range of studies that gave room for

the development of single loop learning. OL can be only be referred to as various ways adopted in

organizational learning; this method has been approved for the last three decades firms theorists.

The basic definition of organizational learning is the process of involving and making conclusions

and correcting committed errors in the companies. However, the organization learning

incorporates other strategies for correcting errors, cultures, and organizational behaviors.