Proactive employees who have leadership skills are desirable to companies. According to previous studies, the process of effectively developing leadership competencies involves connecting the individual to context, relationships, culture, meanings of leadership, and an understanding of one's leader identity. In other words, the understanding of leader identity leads to the process of effectively developing leadership. Therefore, the purpose of this study is to propose the Leader Identity Development Campus (LIDC), which aims to understand and develop leader identity in order to foster leadership in the younger generation. The LIDC was designed with two perspectives. One is related to the concept of leader identity and the other is related to the three levels of a leader's self-concept - individual level, relational level, and collective level. A description of the methodology for incorporating leader identity into the LIDC is presented. In order to analyze the outcomes of the LIDC, the criteria for measuring its effectiveness was defined. These criteria served as a basis for analyzing participants' eligibility to describe the LIDC. The analysis of the outcomes of this study demonstrates that the LIDC is effective in raising the three levels of leader identity.