This article looks at three controversial topics related to charismatic leadership: (1) Is charismatic leadership always a good thing? (2) Are we doomed by nature to be either charismatic or not? (...

Charismatic Leadership: The Hidden Controversy

In recent years some business and leadership scholars have recommended a spiritually influenced practice of leadership. These recommendations are based on personal testimony and anecdote with very few empirical studies conducted to substantiate claims. There have been no empirical studies of leadership and spirituality within the field of adult education. The purpose of this study was to examine the role of spirituality in the practice of adult education leaders. It was designed as a phenomenological inquiry focused on how leaders defined spirituality, how spirituality influenced their practice, and if they employed a common style of leadership. The participants in this study found it impossible to separate their spirituality from their daily practice of leadership for it was integral to personal identity. These leaders perceived spirituality as a deeply personal search for meaning grounded in a web of connection with a Higher Being, with other people, and with all of creation. They did not believe that spiritually influenced leadership conflicted with the separation of church and state because they perceived spirituality as a distinct concept, differing from, but related to religion. Although religious beliefs varied in the sample, the basic spiritual understandings regarding leadership were similar. They spoke of working for the greater good and supporting the personal growth and development of coworkers. They were adamant in their commitment to social justice and stressed the importance of honesty, fairness, and compassion in the workplace. In the practice of leadership, spirituality provided a calling or sense of vocation, instilled an ethical framework, and served as a resource in times of challenge. Spirituality shaped their perception of power, influenced their decision making, and impacted communication with coworkers. Styles of leadership reported by the study participants varied. Servant leadership was described by some participants, but there were also team, transactional, transformational, and situational leaders. The style of leadership practiced by participants seemed directly related to their perception of spirituality.

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The Role of Spirituality in the Practice of Adult Education Leaders

The author explores various aspects of cooperation of International Financial Institutions (IFIs) between themselves (blending), as well as with state and commercial structures of different countries in the field of solving international problems related to climate change on the planet. The aim of the article is to describe the role of IFIs, forms of cooperation and the financial instruments used for funding activities for sustainable economic development and solving climate problems in the world and in individual states. The author applies general scientific cognition methods , such as analysis, synthesis and systemic approach. The study generalizes the experience of IFIs in addressing the issues based on international statistics in areas such as sustainable economic development and global climate change. The paper provides the statistical analysis of individual countries, in particular, in the Central Asian region. The author makes a conclusion about the importance of the dialectical interconnection between the methods of collective and individual learning in solving global problems, as well as the development of universal procedures, instruments and criteria for assessing the achievement of goals. The formulated proposals may be of further use to regulators, relevant ministries and departments, as well as companies in cooperation with IFIs in the implementation of infrastructure and climate protection projects.

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Современные методы и инструменты стимулирования сотрудничества в сфере защиты климата: опыт международных финансовых организаций

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The Effects of Charismatic Communication Training on Leader Communication Effectiveness

Past research on organizational socialization has focused on outcomes such as task mastery, role clarity, role orientation, job satisfaction, organization commitment and turnover, but has neglected the study of the internalization of organizational beliefs and values. Organizational enculturation, a sub-domain of organizational socialization, can be broadly defined as the leaming o f the culture o f the organization. However, organizational enculturation is not just the acquisition o f cultural knowledge, it includes the process in which one embraces (or not embraces) the core organizational beliefs and values as part o f his/her self-concept. Existing theories are fragmented and not comprehensive, and few empirical studies exist. The purpose of this dissertation is to propose a framework for organizational enculturation research and to present a study that investigated some key elements and the relationships among them. Specifically, a two-wave longitudinal field study, employing the survey methodology, examined perceptions, beliefs and values change over a period of eight weeks for 718 newcomers (conscripts) in the Singapore Armed Forces which has a strong and homogeneous culture that emphasizes collectivism. The results showed that the newcomers’ perceptions o f the organizational culture did become more similar to those o f the insiders (their superiors) between week 1 and week 8. No overall change was found for the collect:vistic beliefs and values (collectivism) that relate to the newcomers’ self-concept. Their collectivism scores were relatively stable (P = .69) over the two data collection points. However, changes in collectivism that occurred at the individual level between week I and week 8 were systematically and positively related to some o f the hypothesized constructs. Newcomers who reported having positive experiences and superiors who engaged in proorganizational (collectivism) culture behavior (the latter being moderated by the superiors’ charismatic leadership behavior) showed an increase in their collectivism after controlling for their initial level. The study also showed that having self-concept related beliefs and values that were congruent with the organizational culture was directly related to perceptions o f person-organization fit and indirectly related to organizational commitment, low stress and task performance. Finally, the implications o f the study, its limitations and future directions were discussed.

Organizational socialization of newcomers : a longitudinal study of organizational enculturation processes and outcomes /

The seeds of charisma reside in all of us. We each have the ability to spark extraordinary followings and engender amazing allegiance in others. To bring this admirable personality trait to life, all it takes are a few simple strategies that past leaders have been using for centuries. You'll find those strategies in this handbook. Destroying forever the myth that charisma is a gift given only to a few, "The Charisma Factor" shows you how to become the natural-born leader you can be by focusing on the emotional energy of others and inspiring them to move toward greater endeavors. The guide provides strategies that show you how to reach others with the language of emotion. You'll walk in the footsteps of such proven leaders as Reagan, Kennedy, King, Churchill, even the ancient Greeks, when you follow the examples and techniques in this practical handbook, including: -- ways to impact others at both the conscious and subconscious level -- secrets for developing rapport with any audience -- methods for inspiring the actions you desire in anyone at any time -- steps for creating a charismatic presentation -- procedures for developing the high performance workplace -- plus, the 4 qualities of every charismatic leader. These techniques are broken down into simple-to-follow steps that have been drawn from hundreds of hours of interviews, transcripts, film analysis, and testing -- giving you the tools you need to consistently inspire and charismatically lead others. You'll also find: -- The one tool used to trigger motivation in others: This straightforward method has been proven by history's most powerful leaders to be the most effective and enduring for energizingand motivating employees and followers. -- Three steps of charismatic communication: Presents charisma as a tangible concept that, when broken down, you can easily use to achieve results in your own life. -- Fourteen techniques of emotional management: Offers six primary and eight advanced techniques for managing the emotions of others in order to fuel their highest performance. -- Techniques to bond with followers: Shows you how to apply the entertainment technique and others to easily bond with people and break down any barriers that might be hindering your natural leadership ability. "The Charisma Factor" will show you how to become a leader who can guide different types of people with differing backgrounds, beliefs, and values to focus on a project in total synchrony and passion.

S. Katharine Thayer

Papers

The Charisma Factor: How to Develop Your Natural Leadership Ability