Research was conducted to determine what the characteristics of good management and leadership are and how we can evaluate whether an intervention has successfully developed these characteristics in its participants. Initially, content on the Effective Altruism Forum and by 80,000 Hours was reviewed. Additional searches of Google Scholar were conducted. Researchers have identified a number of leadership styles, measured through various scales, that are correlated with organisational performance outcomes. Our search findings suggest that the use of contingent reward behaviours is similarly effective to “transformational leadership.” Transformational leadership also has similar results to several newer theories of leadership such as “servant leadership” and “ethical leadership.” However, given that these leadership behaviour types have different correlations with personality factors, they should probably still be seen as different approaches to leadership. We also conclude that if measuring whether an intervention to improve management and leadership expertise has had effects on an organisation’s performance is not feasible, it may be sufficient to measure whether the intervention has improved ratings of participants’ leadership skills on scales that measure skillsets such as transformational leadership.
Research was conducted to determine which features, formats, and designs of training programmes seem most likely to be cost-effective. Summaries of educational research and health behaviour research were reviewed. Additional searches of Google Scholar were conducted. A number of characteristics were identified that seem likely to enhance the effectiveness of training programmes, including the use of spaced repetition, practice, feedback, content-focused education for novices, distance learning, group education, and small group sizes
Initial research conducted by Charity Entrepreneurship suggested that one of the most promising interventions that a new organisation could do would be to experiment with methods to address the talent gaps in the farmed animal movement. The first objective of Animal Advocacy Careers (AAC) is to conduct some deeper research into this and try to analyse what specific talent bottlenecks need to be most urgently addressed.