Organizational Psychology

Purpose. High rate of innovative development in companies requires effective trainings for innovative leaders. It is possible to optimize organizational trainings through group differentiation basedon determining personal barriers in leaders’ development. Some personal barriers of its development (motivational, stylistic, role-based), which were determined in the research of innovative leadership resources, have led to the specific research, and the results of the mentioned research are submitted in the article. Stady design. 165 industrial managers took part in the research (120 males and 45 females). Measure: 1) ‘Multifactor Leadership Questionnaire’ by B. Bass, B. Avolio to diagnose leadership styles; 2) ТАТ by H. Heckhausen to determine achievement motivation; 3) Role Relations of Social Subjects toCreative Personalities V. G. Gryazeva-Dobshynskaya et al. to diagnose social identity, existential valuesand socio-cultural attitudes. The selection fell into four groups by levels of transformational leadership and net hope score. Sample differentiation aimed at distinguishing managers’ groups with high and low leadership indicators, and within them distinguishing managers’ groups with high and low net hopescore. The correct reference to the groups comprised 93.9%. Findings. According to diagnostics data of leadership styles, achievement motivation, social identity there were held discriminant analysis, and factor analysis in each group. Managers’ differentiation by levels of transformational leadership and net hope score gives differentiation effect by role identity indicators (with roles of Rescuer in a critical situation and Female Deputy Chief), sociocultural position ‘Individual’ and also by values of life, game, labour. Group differentiation by leadership indicator rate (‘leaders’ and ‘managers’), and within themgroups by level of the net hope indicator (‘optimists’ and ‘pessimists’) determined specific barriersof the innovative leadership. Value of results. The barriers determined at the research of innovative leadership prove the necessity to optimize organizational training through its differentiation and directing it on the personal development, leaders’ personal and professional competence increase.