Building Leadership Effectiveness This program encourages leaders to develop practices that transform values into action, vision into realities, obstacles into innovations, and risks into rewards. Participants will be introduced to the five practices of exemplary leadership: modeling the way, inspiring a shared vision, challenging the process, enabling others to act, and encouraging the heart Coaching & Communicating for Performance Coaching & Communicating for Performance is a highly interactive program that will give supervisors and managers the opportunity to build skills that will enable them to share expectations and set objectives for employees, provide constructive feedback, more effectively engage in learning conversations, and coaching opportunities. Skillful Conflict Management for Leaders As a leader, it is important to understand conflict and be effective at conflict management because the way conflict is resolved becomes an integral component of our university’s culture. This series of conflict management sessions help leaders learn and put into practice effective strategies for managing conflict.

기독교 사역과 Leadership

The disruptive era is demanding strategic leadership which able to answer the needs of the church grows in the future. Leadership in Pentecostal churches that tend to prepare their family in succession has no guarantee of the needs and success of the next leader in the disruptive era. This research is proposed to examine the most dominant influence factor of leadership succession of Pentecostal churches. This research is using a quantitative approach with a survey method. The result showing that to have a succession planning in prepare new leaders for the church is the most dominant influence factor of leadership succession of Pentecostal churches in a disruptive era. To prepare a new leader through the right and contextual leadership succession is the key to future leadership success.


Abstrak
Di era disruptif menuntut kepemimpinan yang strategis dan mampu menjawab kebutuhan untuk perkembangan gereja di masa yang akan datang. Kepemimpinan pada gereja-gereja aliran Pentakosta yang cenderung mempersiapkan anggota keluarga dalam regenerasi tidak memberikan jaminan sepenuhnya dapat menjawab kebutuhan dan bagi kesuksesan kepemimpinan selanjutnya pada era disruptif. Penelitian ini mengkaji faktor yang paling dominan mempengaruhi suksesi kepemimpinan gereja-gereja aliran Pentakosta. Penelitian menggunakan pendekatan kuantitatif dengan metode survei. Hasil penelitian menunjukkan bahwa memiliki perencanaan dalam menyiapkan pemimpin baru bagi gereja menjadi faktor yang paling dominan mempengaruhi suksesi kepemimpinan di era disruptif gereja-gereja aliran Pentakosta. Mempersiapkan pemimpin baru melalui perencanaan yang baik dan yang tepat serta kontekstual menjadi kunci sukses kepemimpinan pada masa yang akan datang.

/pdf/suksesi-kepemimpinan-pentakostal-di-era-disruptif-5cn00f7w6z.pdf

Suksesi kepemimpinan pentakostal di era disruptif

The topic of Millennials (1980-1995) in the workplace raises many business conversations and studies. These past few years, Millennials have filled up the workplace and surprisingly brought an interesting phenomenon. Millennials easily leave their jobs to find another in less than two years after starting the job. The goal of this paper is to examine this phenomenon by understanding the factors related to high millennials turnover. Some things that will be explained related to millennials are their employee commitment, wellbeing, and the function of career path and development in retaining millennials. The method of this writing is through journal reviews. In many studies, millennials are explained to be aware of their wellbeing and value work-life balance. They are eager to learn more and make changes when they could. Organizations that do not provide millennials with a place to grow and explore their capabilities to the fullest would not earn their loyalty. Clear career path and career development create the environment in which millennials feel appreciated, and it leads to employee satisfaction and a healthy workplace. When employees are satisfied, they will perform better to achieve the organization's goals and their own goals. Eventually, satisfied millennials will possess a higher commitment to the organization. It is crucial for an employer to understand millennials' characteristics and provides them with opportunities to grow because millennials' trust must be sought through processes where millennials are looked after.

https://journal.ugm.ac.id/leadership/article/download/42-48/pdf

Retaining millennials engagement and wellbeing through career path and development

This paper investigates how Millennial leaders perceive themselves in their leadership role and whether generational cohort stereotypes prevail with ascending hierarchy levels. There is a lack of research, which applies generational cohort stereotypes to Millennials in a leadership context. This limits our understanding of this generational cohort and how its members can benefit organizations in their role as leaders. Millennials in leadership positions are a new and underresearched phenomenon. Therefore, an explorative, qualitative research approach was followed, including interviews at 15 organizations from different industry segments in Germany. The data was analyzed through a qualitative content analysis. The study shows that Millennial leaders displayed generational stereotypes, but also adapt their behavior to corporate structures. This is problematic since it can limit Generation Ys’ value creating potential for organizations (e.g. driving innovation). This study contributes novel insights on Millennial leadership and organizational challenges in integrating this generational cohort within corporate structures. Organizations are advised to support the development of structures and processes that allow Millennials to unfold their potential. Directions for future research are outlined to further investigate this new phenomenon.

https://www.journal.ugm.ac.id/leadership/article/download/57406/pdf

Millennial leaders’ display of generational cohort stereotypes: a qualitative research approach

In the field of organizational behavior, the influence of leadership in organizations and the organizational citizenship behavior (OCB) of employees have always been two hot topics studied by scholars. However, previous studies have mainly examined the OCB of baby boomers and Generation Xers. With millennials now entering the workforce, they will highly likely not take the initiative to engage in OCB due to their different values. Scholars have found that millennials respond well to ethical leadership. Although this statement has a theoretical basis, empirical research regarding this topic is still insufficient. Thus, this study explores whether ethical leadership can effectively promote millennials’ OCB. Moreover, the mediating effect of group-level ethical climate and individual-level affective well-being, and the moderating effect of individual-level moral identity, were examined. The study hypotheses were verified based on 384 valid questionnaires collected from 61 teams using Mplus 8.3. The results showed that (1) ethical leadership was a positive predictor of millennials’ OCB; (2) ethical climate and affective well-being partially mediated the relationship between ethical leadership and OCB; and (3) moral identity moderated the relationship between ethical leadership and affective well-being and the indirect impact of ethical leadership on OCB. These findings provide empirical support for applying social learning theory, social information processing theory, and conservation of resources (COR)theory. This research also provides several managerial implications through which managers can more effectively improve the OCB of millennial employees.

https://www.mdpi.com/1660-4601/18/15/8139/pdf

Improving Millennial Employees’ OCB: A Multilevel Mediated and Moderated Model of Ethical Leadership

Millennials are currently taking over the global workforce. While practitioners and scholars have recognized their different work values from previous generations, research on this topic is still scarce. Furthermore, the current leadership theories have tended to focus mainly on the characteristics of leaders without adequately examining the leadership styles that work best for the millennials. Using a literature review from the top tier leadership journals, this paper aims to provide a more comprehensive framework to provide new directions for the development of leadership theory by  understanding the millennials’ perspective on leadership. This study thus contributes to the current literatures by using five thematic leadership groups to develop the most optimum leadership style for leading the Millennials. The advantages and disadvantages of using neo-charismatics, leadership and information processing, social exchange/relational leadership, ethical/moral leadership, and e-leadership theories in leading millennials are assessed. Results show that no single leadership theory is adequate for leading the millennials optimally. Hence, mixing the dimensions of different leadership theory groups is suggested. As for the leadership theory aspects, it is recommended to scholars to consider developing more flexible leadership theory models that can accommodate different generational groups.

https://www.journal.ugm.ac.id/leadership/article/download/6/pdf

Bernadeta Cahya Kumala Putriastuti

Papers

How to lead the millennials: a review of 5 major leadership theory groups