Showing papers on "Leadership development published in 2015"

Leadership Development Programs for Physicians: A Systematic Review

Abstract: Background Physician leadership development programs typically aim to strengthen physicians’ leadership competencies and improve organizational performance. We conducted a systematic review of medical literature on physician leadership development programs in order to characterize the setting, educational content, teaching methods, and learning outcomes achieved.

Leadership Development: An Outcome-Oriented Review Based on Time and Levels of Analyses

Abstract: Contemporary organizations face critical challenges associated with possessing and leveraging leadership capabilities. Researchers studying leadership development have responded to this practical imperative, although research on the topic is still in the early stages of scientific development. In assessing the state of the science in leadership development, we review an array of theoretical and research approaches with the goal of stimulating thoughtful intellectual discourse regarding fundamental questions, such as, what is leadership, and what is development. We highlight the breadth of this phenomenon by reviewing theory and research that has considered the development of leadership in individuals, dyads, and teams/organizations. Additionally, we describe a set of proximal and distal signs that indicate leadership may be developing, and we promote experiences, interventions, and interactions as factors that enhance the leadership development process.

How Teacher Leaders Influence Others and Understand Their Leadership.

Abstract: This study elaborates the many ways that teachers lead work with colleagues to improve teaching and learning, and their understanding of their work as leadership. Through qualitative case studies of seven Maine schools and a review of the literature, the authors developed a conceptual model, Spheres of Teacher Leadership Action for Learning. They describe the various strategies teachers used to influence colleagues in direct and indirect ways, through formal and informal leadership. The authors discuss the importance of relationships, informal collaboration, trust and collegiality in supporting teachers’ leadership development and school improvement. However, they also found teachers engaging in leadership to build these supportive conditions where they did not exist in schools. Teachers leading school improvement work were reluctant to see themselves as leaders, and rarely referred to themselves or others as ‘leaders’. In fact, they viewed their informal and collaborative work as having greater impact on...

Authentic leadership: development of a new three pillar model

Abstract: Purpose This paper aims to summarise a new model of authentic leadership derived from research with senior leaders in the UK. Design/methodology/approach The model was developed and tested using three independent samples: 140 business leaders, 54 senior military officers with 390 independent raters and 303 business leaders. Findings A 15-item, self-report, three-component measure of authentic leadership was obtained from testing across samples. The three components measure an individual’s capacity for self-awareness, self-regulation and ethical behaviour. Originality/value The paper contributes to the authentic leadership literature through the creation of a short authentic leadership scale that could be used in leadership research and which simplifies and unifies previous conceptualisations of authentic leadership. The three-pillar model offers guidance to HR practitioners looking to design leadership development interventions.

Leadership and leadership development in health care: the evidence base

Abstract: A key challenge facing all NHS organisations is to nurture cultures that ensure the delivery of continuously improving high-quality, safe and compassionate health care. Leadership is the most influential factor in shaping organisational culture and ensuring the necessary leadership behaviours, strategies and qualities are developed is fundamental. But what do we really know about leadership in health care services? The Faculty of Medical Leadership and Management, The King’s Fund and the Center for Creative Leadership share a commitment to evidence-based approaches to developing leadership and collectively initiated a review of the evidence by a team including clinicians, managers, psychologists, practitioners and project managers. This report summarises the evidence emerging from that review.

Qualities of Effective Leadership in Higher Education

Abstract: The leadership of Higher Education institutions has been placed under increasing scrutiny since the 1980s with the expansion of student numbers, changes in funding for student places, increased marketization and student choice, and continuing globalisation of the sector. In this climate of change Higher Education institutions have been required to consider how to develop their leaders and what might be appropriate leadership behaviour to enable adaptation to these new circumstances. When the various paradigms of leadership encountered in the Higher Education sector are compared with established leadership theory and practice it is possible to identify further intricacies in the development of Higher Education leaders. Further consideration of practicalities within Higher Education identifies whether competence frameworks might assist in leadership development. An examination of a recently-developed comprehensive framework of leadership capabilities applied in an alternative sector leads to an evaluation as to whether the same constructs apply to the demands placed upon leaders in Higher Education. Analysis demonstrates that, with minor changes in terminology, the constructs remain appropriate and valid. The definitions of activities and behaviours offer insight into how Higher Education leaders could be developed and therefore form a potential framework of leadership capabilities for Higher Education.

Seeking and measuring the essential behaviors of servant leadership

Abstract: Purpose – The purpose of this paper is to clarify the nature of how servant leadership is established and transmitted among members of an organization. The second goal was to identify and evaluate the unique actions by a leader essential to establishing servant leadership. The authors’ efforts resulted in identification and validation of ten leader behaviors that seem to be essential to servant leadership. Design/methodology/approach – The authors’ methodology consisted of two stages. In the first stage, The authors developed an item pool of 116 items drawn from previously developed operationalizations of servant leadership. The authors then engaged a panel of 23 researchers attending a conference focused exclusively on the study of servant leadership to evaluate the. Each participant was asked to independently rate each item using a four-point scale where 1=not useful in describing servant leaders and 4=contributes greatly to describing servant leaders. The authors retained only the most highly rated ite...

Meta-Analysis of Dark Side Personality Characteristics and Critical Work Behaviors among Leaders across the Globe: Findings and Implications for Leadership Development and Executive Coaching

Abstract: This paper concerns critical work behaviors for leaders across the globe and how scores on dark side personality measures predict those behaviors. Using a global archive of job analytic data, we first identify the work behaviors most critical for performance in managerial jobs across organisations, industry sectors, and countries. Next, we identify criterion-related validation research studies including dark side personality measures and performance ratings for at least one of these critical work behaviors. Based on meta-analytic results, we examine relations between scores on dark side personality measures and critical leader work behaviors. Also, we examine evidence of potential moderators of these relationships. Finally, we consider the implications of our results for I/O professionals engaged in using personality assessment for leadership development and executive coaching.

Surgeons' Leadership Styles and Team Behavior in the Operating Room

Abstract: Background The importance of leadership is recognized in surgery, but the specific impact of leadership style on team behavior is not well understood. In other industries, leadership is a well-characterized construct. One dominant theory proposes that transactional (task-focused) leaders achieve minimum standards and transformational (team-oriented) leaders inspire performance beyond expectations. Study Design We videorecorded 5 surgeons performing complex operations. Each surgeon was scored on the Multifactor Leadership Questionnaire, a validated method for scoring transformational and transactional leadership style, by an organizational psychologist and a surgeon researcher. Independent coders assessed surgeons' leadership behaviors according to the Surgical Leadership Inventory and team behaviors (information sharing, cooperative, and voice behaviors). All coders were blinded. Leadership style (Multifactor Leadership Questionnaire) was correlated with surgeon behavior (Surgical Leadership Inventory) and team behavior using Poisson regression, controlling for time and the total number of behaviors, respectively. Results All surgeons scored similarly on transactional leadership (range 2.38 to 2.69), but varied more widely on transformational leadership (range 1.98 to 3.60). Each 1-point increase in transformational score corresponded to 3 times more information-sharing behaviors (p Conclusions We provide a framework for evaluating surgeons' leadership and its impact on team performance in the operating room. As in other fields, our data suggest that transformational leadership is associated with improved team behavior. Surgeon leadership development, therefore, has the potential to improve the efficiency and safety of operative care.

Shattering the Glass Ceiling: The Leadership Development of African American Women in Higher Education

Abstract: The purpose of this research study was to explore the intersectionality of race and gender for African American women through their lived experiences of how they developed as leaders. This qualitative study aimed to research the implications of race and gender for African American women in academia. A phenomenological research method was employed to capture the essence of the participants’ stories and to fully understand their common experiences. Results show that the women in the study confirmed that race and gender informed their development as leaders in academia. Five themes were generated from their stories. In general, most of them described how the intersection of race and gender affected their leadership development and career trajectories. In spite of the barriers they encountered, these women perform skillfully in an environment where inequities, negative assumptions and doubts are prevalent. Even through adversity, they carry out their responsibilities but often in an atmosphere where they constantly have to prove themselves. Yet, these African American female leaders have persevered and continue to demonstrate their ability to rise above and perform with tenacity.

Metaphors for today’s leadership: VUCA world, millennial and “Cloud Leaders”

Abstract: Purpose – The purpose of this paper is to evidence the scenarios any leader is currently facing in front of three specific situations: a volatile, uncertain, complex and ambiguous world (VUCA); a generation that is changing the way to form relationships, work and knowledge transfer;and the possibility for a “Cloud Leadership” to overcome today’s reality of constant change, redirection, new frontiers and formatting. Design/methodology/approach – This paper seeks one theoretical entailment, so that the world today presented by Johansen (2012) from four perspectives needs to be considered from the perspective of leadership. Findings – The paper views leadership as “a Cloud.” It brings new insights to a social and organizational analysis of leaders today. The metaphorical language is creative in the formative accompaniment of the Millennials, it provides and clarifies the orientation in all areas where they interact. Research limitations/implications – Leaders leading Millennials face challenges with specific...

Can Business Schools Humanize Leadership

Abstract: This article examines how and why business schools might be complicit in a growing disconnect between leaders, people supposed to follow them, and the institutions they are meant to serve. We contend that business schools sustain this disconnect through a dehumanization of leadership that is manifested in the reduction of leadership to a set of skills and its elevation to a personal virtue. The dehumanization of leadership, we suggest, serves as a valuable defense against, but as poor preparation for, the ambiguity and precariousness of leadership in contemporary workplaces. This article proposes ways to humanize leadership by putting questions about the meaning of leadership — about its nature, function, and development — at the center of scholarly and pedagogical efforts. Reflecting on our attempts to do so, we argue that it involves revisiting not just theories and teaching methods but also our identities as scholars and instructors.

How are top companies designing and managing their high-potential programs? a follow-up talent management benchmark study

Abstract: The assessment and development of leadership potential in organizations is a critical factor in an effective talent management strategy. Given the business environment, war for talent, and greater involvement from Boards of Directors on succession planning many organizations have prioritized their high-potential identification practices over other human capital goals. Although much has been written about theories and tools in the area of high-potential assessment, there remains little independent guidance for practitioners looking to compare practices across organizational settings. This article represents a follow-up study to Church and Rotolo (2013) based on responses from 80 top leadership development companies on their high-potential and senior executive talent programs and assessment practices. The results of this more in-depth study focus on how organizations define leadership potential, content domains being assessed today, and various other design elements including degree of transparency of high-potential labels, shelf-life of assessments, talent distributions, and access to results. Attitudes toward assessments, including performance impact, are also discussed. The article concludes with summary observations and implications for industrial‐organizational psychologists, consulting psychologists, and talent management professionals.

The relevance of emotional intelligence for leadership in a higher education context

Abstract: This paper reports on a case-study research investigation that sought to identify the relevance of emotional intelligence for effective higher education academic leadership. Semi-structured interviews were conducted, pre and post a leadership capacity development intervention, to gather broad data on participants' experiences, insights, and engagement in leadership and the utilisation of emotional intelligence in leading. The study found that emotional intelligence is recognised as a highly relevant and important requirement for academic leadership in higher education. Additionally, the investigation ascertained that emotional intelligence traits related to empathy, inspiring and guiding others and responsibly managing oneself were most applicable for academic leadership. The views of participants regarding the relevance of these emotional intelligence traits in academic leadership are presented. Illustrations of how these emotional intelligence traits might manifest in a higher education context are also...

Leadership for Sustainability: Theoretical Foundations and Pedagogical Practices that Foster Change

Abstract: Sustainability education has a significant role to play in changing the leadership paradigm and fostering leaders who are capable of working collaboratively to address complex sustainability challenges. Leadership for sustainability denotes a new and expanded understanding of leadership that signifies taking action based on sustainability values, leading from a living processes paradigm, and creating an inclusive, collaborative and reflective leadership process. This paper examines and weaves together literature on leadership, leadership development, and sustainability education to suggest best practices in leadership development. A variety of suggested pedagogical practices that foster the development of leaders include: observation and self-awareness, reflection, the exploration of ecological and diverse perspectives, and learning experientially and in community.

The Impact of Emotionally Important Social Identities on the Construction of a Managerial Leader Identity: A Challenge for Nurses in the English National Health Service:

Abstract: The ability of individuals to accommodate the emotional transition into roles requiring the construction of a leader identity is an under-researched phenomenon. To address this research gap we consider the experience of 32 nurse managers undergoing a leadership development programme, exploring how an emotional attachment to their professional group identity may cause identity conflict during the construction of a managerial leader identity. We consider how competing desired identities can result in negative emotional experiences, calling into question existing work, which assumes that desired group identities are congruent with leader identities. Our work suggests that identity work can mitigate identity conflict at the individual level, enabling nurse managers to function in their role, but emotional distress will continue due to a perceived loss of professional identity and group influence. We contend it is only by eschewing an emotional attachment to a professional group identity that nurse managers will be able to overcome this negative emotional experience.

The Relational Nature of Leadership Identity Construction: How and When It Influences Perceived Leadership and Decision-Making

Abstract: This paper empirically tests leadership identity construction theory (DeRue & Ashford, 2010), conceptually framing claiming and granting leadership as a negotiated process that influences leadership perceptions and decision-making in interdependent contexts. In Study 1a, an avatar video-based experimental vignette (replicated in Study 1b with a non-video scenario), we found that when a team member accepted an actor's leadership claim, observers' leadership ratings of the actor increased, whereas when the team member rejected the claim, observers' leadership ratings of the fellow team member increased. However, when an actor granted leadership, the fellow team member's response did not influence leadership ratings. Study 2 extended the conceptual model by identifying how claiming and granting influence leadership perceptions – through perceived competence – and when claiming and granting exert greatest influence, finding that women observers vary more in their responses to claiming and granting. The negotiated relational leader identity process ultimately influenced observer decision-making.

“Our Leaders Are Just We Ourself”: Black Women College Student Leaders’ Experiences With Oppression and Sources of Nourishment on a Predominantly White College Campus

Abstract: This article offers a theoretical analysis and phenomenological study of the leadership experiences of black women college students at a predominantly white higher education institution. Existing literature argues that leadership development is vital to the college experience as an opportunity to empower and engage students in social change. However, the implementation of these leadership development models fail to consider how the racial and gender identities of students influence leadership development or student peer interactions (Byrd, 2009; Kezar & Moriarty, 2000). Through black feminist standpoint theory, I present a theoretical framework that highlights the historical traditions of black women's leadership. These historical traditions grounded my qualitative study, which explores the experiences of contemporary black women's student leadership. Participants reported interpersonal interactions with oppression, more specifically: stereotypes, microaggressions, racialized and gendered self-presentatio...

Crises and Resilience at the Frontline—Public Health Facility Managers under Devolution in a Sub-County on the Kenyan Coast

Abstract: Background Public primary health care (PHC) facilities are for many individuals the first point of contact with the formal health care system. These facilities are managed by professional nurses or clinical officers who are recognised to play a key role in implementing health sector reforms and facilitating initiatives aimed at strengthening community involvement. Little in-depth research exists about the dimensions and challenges of these managers’ jobs, or on the impact of decentralisation on their roles and responsibilities. In this paper, we describe the roles and responsibilities of PHC managers–or ‘in-charges’ in Kenya, and their challenges and coping strategies, under accelerated devolution. Methods The data presented in this paper is part of a wider set of activities aimed at understanding governance changes under devolution in Kenya, under the umbrella of a ‘learning site’. A learning site is a long term process of collaboration between health managers and researchers deciding together on key health system questions and interventions. Data were collected through seven formal in depth interviews and observations at four PHC facilities as well as eight in depth interviews and informal interactions with sub-county managers from June 2013 to July 2014. Drawing on the Aragon framework of organisation capacity we discuss the multiple accountabilities, daily routines, challenges and coping strategies among PHC facility managers. Results PHC in-charges perform complex and diverse roles in a difficult environment with relatively little formal preparation. Their key concerns are lack of job clarity and preparedness, the difficulty of balancing multidirectional accountability responsibilities amidst significant resource shortages, and remuneration anxieties. We show that day-to-day management in an environment of resource constraints and uncertainty requires PHC in-charges who are resilient, reflective, and continuously able to learn and adapt. We highlight the importance of leadership development including the building of critical soft skills such as relationship building.

Does integrity matter for CSR practice in organizations? The mediating role of transformational leadership

Abstract: Scholars have long debated whether leader's integrity affects managerial decision making with respect to social responsibility. In this paper, we propose a model in which transformational leadership mediates integrity and corporate social responsibility (CSR) and examine the relationship between these concepts. A survey of 170 senior managers from 50 organizations was conducted. Results indicate that integrity is a predictor of transformational leadership behavior and that transformational leaders’ behaviors are linked to CSR practices. It was also found that leaders rated with higher integrity are engaged in CSR because they exhibit more transformational leadership behaviors. These findings add to the extant literature by demonstrating that integrity is important as transformational leaders engage more actively on ‘responsible’ behaviors. Practical implications call for an understanding among corporate leaders of the benefits of integrity and how it relates to transformational leadership. Organizations can improve their selection and leadership development processes by focusing on these two dimensions.

Strategic Decision Making for Organizational Sustainability: The Implications of Servant Leadership and Sustainable Leadership Approaches

Abstract: This conceptual paper explores the implications of servant leadership and sustainable leadership for strategic decision making by the top management of an organization. It is argued that a different type of leadership is required if effective strategic decisions are to be made in organizations striving to become more sustainable and that servant leadership and sustainable leadership approaches provide a sound basis to inform these decisions . The contributions of these two leadership approaches are explored, before considering the implications for leadership development. Particularly, the inclusion in leadership development programmes of values based leadership, and the development of integrative thinking, is discussed. DOI: 10.15458/85451.4

Reshaping teacher education through the professional continuum

Abstract: The current policy gaze on teacher quality is resulting in significant shifts in how teacher education is conceptualized, designed and delivered. Traditional approaches to teacher preparation and continuing professional development (CPD) are being challenged, and often displaced, by new models that expedite the process and experience of becoming a teacher, relocate teacher preparation from universities directly to schools and widen the pool of teacher education providers. This “reshaping” of teacher education and leadership development is at a critical point of reform in a number of systems, driven by the need to align with curriculum and wider education reform and the effect of the dual exposure of international comparative tests and economic performance. As a consequence the practice of teacher education, by which we mean the pedagogies, programmes and places through which and where teachers are prepared, must adapt to become more responsive to demands from government to deliver high quality teaching th...

Organizational practices to develop strategic thinking

Abstract: Purpose – The purpose of this paper is to investigate the practices used by organizations to develop the strategic thinking ability of their leaders, managers, and other employees. Design/methodology/approach – A basic interpretive study was conducted with human resource (HR) executives across a broad range of large organizations. Participants were interviewed, and general information about their organization and its programs was reviewed. Findings were verified via member checks and triangulation. Findings – Organizations make limited use of the range of approaches to develop strategic thinking, many indirectly supporting its development via general leadership programs. Most approaches are experiential and focused on elites. Use of the literature, evaluation, and ties to competency models are very limited. Research limitations/implications – The study only provides indications of potential generalizations, but offers access to issues that cannot be identified without an in-depth analysis. Practical impli...

Working with a Critical Friend: A Self-study of Executive Coaching

Abstract: This article examines the learning by a dean of education through the process of executive coaching. In adopting a self-study approach to explore the experience of executive coaching, we draw on the notion of critical friendship as a way of interrogating the experience and the response to that experience in terms of leadership development and professional growth. We used data from audio-recordings of individual coaching sessions to construct vignettes designed to capture the essence of particular themes and issues germane to the learning through the coaching experiences. The major findings pertain to the notion of default behaviours and show how recognition of one's own default behaviours is important in shifting personal practice. The study opens up for scrutiny important aspects of the nature of the personal side of leading a faculty of education and offers insights into what it means to be a learner as a leader and how productive self-study can be in facilitating that learning process.

A Framework for Developing Women Leaders Applications to Executive Coaching

Abstract: Informed by extant literature, we develop a framework of women’s leadership development that integrates the key factors affecting women’s leadership development (challenging organizational contexts, work–life integration and career/life-stage concerns) and the characteristics of women’s leadership presence. We define leadership presence as a combination of a woman’s unique voice, style of engagement, and positive contributions—composed of her self-confidence, self-efficacy, influence, and authenticity. We apply the framework to three composite executive coaching scenarios developed from our collective executive coaching experiences. The applications illustrate how a coach’s guiding questions, focused on appropriate combinations of key factors and leadership presence developmental needs, can effectively facilitate women’s leadership development. Practical implications for executive coaching practice as well as directions for future research are discussed.

Act Like a Leader, Think Like a Leader

Abstract: "Today's breakneck pace of change has an immense impact on leaders-and as a result, on the organizations they run. All too often, people remain stuck in outdated mindsets and modes of operating, even after others recognize the need for change. Leaders need to learn to pivot even when there are no obvious signals guiding their way. Leadership expert Herminia Ibarra (INSEAD) upends traditional, introspective advice and says act first-and then change your way of thinking. In this unconventional book, Ibarra, one of the world's foremost experts on leadership transitions, provides the first practical guide on how to change when you also need to lead. Defying standard leadership development guidance, which encourages deep self-reflection into strengths and weaknesses, this book shows that the most effective way to change is through action, not analysis, and by learning from experience, not introspection. In short, it will teach you to change from the outside in by first acting like a leader and then thinking like one. Based on Ibarra's flagship executive education program at INSEAD, this book is for new and seasoned leaders alike who need to understand the new rules for success in their own organization, and in the global business environment at large. It's the essential guidebook for anyone who wants to upgrade their role or be the leader their organization needs them to be".

Clinical leadership development and education for nurses: prospects and opportunities.

Abstract: With the implementation of the Affordable Care Act, elevated roles for nurses of care coordinator, clinical nurse leader, and advanced practice registered nurse have come to the forefront. Because change occurs so fast, matching development and education to job requirements is a challenging forecasting endeavor. The purpose of this article is to envision clinical leadership development and education opportunities for three emerging roles. The adoption of a common framework for intentional leadership development is proposed for clinical leadership development across the continuum of care. Solutions of innovation and interdependency are framed as core concepts that serve as an opportunity to better inform clinical leadership development and education. Additionally, strategies are proposed to advance knowledge, skills, and abilities for crucial implementation of improvements and new solutions at the point of care.

The forgotten career of Air Chief Marshal Sir Trafford Leigh-Mallory, 1892-1937 : a social and cultural history of leadership development in the inter-war Royal Air Force

Abstract: This thesis examines how an officer with so many perceived detractors reached senior leadership positions in the Royal Air Force of the Second World War; that officer is Air Chief Marshal Sir Trafford Leigh-Mallory. Utilising prosopography as a methodology, and grounded in an understanding of leadership theory, though recognising the limitations of applying modern language to historical analysis, this thesis surveys the development processes used by the RAF to nurture officers for senior positions. Furthermore, this thesis argues that the RAF, bounded by the Service’s culture and ethos, took an interest in the leadership development of its officer class as it had a stake in producing able leaders capable of defending its independence. This was done through modern conceptions, such as socialisation, job assignments, action learning and nurturing. These concepts formed the basis of nurtured officers shared experiences, and this thesis illustrates how Leigh-Mallory was representative of the type of officer the RAF wanted to lead the Service. The experiences outlined in this thesis focus on training, education and job assignments, which included aspects, such as the importance of Staff College attendance, command experience and staff duties. Participation in these key shared experiences made officers such as Leigh-Mallory ‘visible’ to those able to further nurture officers careers while giving them the knowledge required to lead at the senior level. By understanding the culture and context of the development of the senior leadership of the RAF of the Second World War, this thesis now allows for a more considered understanding of the effectiveness of officers such as Leigh-Mallory during that conflict.

New approach to leadership skills development (developing a model and measure)

Abstract: Purpose – The purpose of this paper is to develop a leadership skills development model and measure, based on its effect on organizational effectiveness and moderator effect of knowledge sharing. Design/methodology/approach – Using the survey method, this paper investigates the validation of measures and model of the study. It tests the reliability and constructs validity of a leadership skills development measurement scale, created on the basis of the existing measures of leadership, organizational effectiveness and knowledge sharing. This scale is harmonized with transformational, transactional and servant leadership theories. Findings – A structural model and measure of leadership skills development is proposed. Research limitations/implications – This study is limited by its particular population; therefore, future research need to be done to illustrate whether the current results can be generalized with other samples from different situations and cultures. Originality/value – The paper provides an in...