This study clarifies the leader development process in tourist areas that introduced the Onpaku model, a method of discovering regional charm, developing regional human resources, and creating various tourist services that take advantage of regional resources. This paper adopted semi-structured interviews of four leaders. Their responses were analyzed using a qualitative data analysis (SCAT: Steps for Coding and Theorization).
The results indicated two patterns in the leader development process. One is the development process of leaders who emerged from the private sector as follows: (1) Leaders grew up in their place of birth and lived there until they graduated from high school and began to have feelings that they want to do something about the area; (2) They experienced university life outside their hometown and acquired basic leadership skills at a university and their first workplace; (3) They were shocked by the local situation in the areas where they were born and raised, and they had strong feelings that they want to do something about the area and take action to change the situation; and (4) They integrated the actions that they had undertaken, and carried out Onpaku in their respective area. The other is the development process of leaders who emerged from administration as follows: (1) Leaders engaged as local administration staff in community development projects such as Onpaku,; (2) While interacting with local residents through community development activities, leaders' feelings for the area began to increase; and (3) They stepped down from their posts as leaders and became supporters.
Thus, it can be said that the following three factors were involved in the leader development process: (1) experiences outside a leaders' hometown, (2) shock, and (3) role models.
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