Leadership development through energy, emotions, and safety

Call to Improve LTC Leadership Development

The period of coronavirus disease pandemic caused new challenges in leadership development and reflected transition to collective leadership as the most effective method. Because (emotional) unity of the corporate team (which is practically realized in collective leadership) is a primary factor for overcoming the crisis, human resources will be saved as much as possible in this context. The use of emotional intelligence tools and organizational leadership development becomes highly relevant. The emphasis is placed on the fact that organizations’ adaptive, innovative activities and online work lead to new trends in the leadership development paradigm. However, most managers are not ready to apply them. The case study of an educational organization shows numerical indicators of the emotional intelligence levels of managers and essential characteristics of their emotional literacy. It is found out that less than half of managers can ensure employees’ psychological safety with the help of emotional intelligence. It is emphasized that leaders can quickly change the climate of their teams and have the most significant impact on the psychological security of organizations. Leadership development can bring additional dividends in times of instability. So coronavirus disease pandemic increases management decentralization trends.

This study explores the intricate relationships among psychological capital, emotional intelligence, psychological safety, and knowledge sharing among e-commerce practitioners. Grounded in social exchange theory, the research aims to fill a gap in the literature by focusing on the psychological and emotional factors influencing knowledge sharing in a fast-paced and highly competitive industry. This study used snowball and purposive sampling to collect 439 valid online questionnaires from e-commerce professionals in Guangdong, Zhejiang, and Jiangsu, China. The survey, conducted from October to November 2023, explored the relationships between psychological capital, emotional intelligence, psychological safety, and knowledge sharing. Data were analyzed using structural equation modeling (SEM) with AMOS 26.0. The structural path model revealed significant positive correlations between psychological capital and both emotional intelligence (β = 0.494, p < 0.001) and psychological safety (β = 0.297, p < 0.001). Emotional intelligence was significantly positively related to psychological safety (β = 0.513, p < 0.001) and knowledge sharing (β = 0.452, p < 0.001). Psychological safety was also positively correlated with knowledge sharing (β = 0.311, p < 0.001). Bootstrap analysis indicated that emotional intelligence and psychological safety significantly mediate the relationship between psychological capital and knowledge sharing (standardized indirect effect = 0.394, p < 0.01). Based on the significant findings of this study, a key recommendation is to implement targeted interventions aimed at enhancing psychological capital, emotional intelligence, and psychological safety among e-commerce practitioners. Specifically, developing training programs focused on building resilience, self-efficacy, hope, and optimism can improve employees' psychological capital. Additionally, workshops designed to enhance emotional intelligence and create a culture of psychological safety can encourage open communication and trust, thereby promoting knowledge sharing.

Advancing leadership in medical radiation sciences: Incorporating systematic leadership education in pre-registration curricula

The aims of this study are to investigate the relationship of leadership identification and development with emotional intelligence and leadership succession planning and to outline the effective strategies for identification of potential leaders and leadership development. Methodology - To achieve the aim, we used the scheme of interactive co-production research where researchers create the scientific partnership with business professionals and they are responsible for generation of theoretical and practical knowledge. To process the data, we applied mixed methodology to improve the data assessment and contributed to objectivity and accuracy of the research. The survey involved five companies operating in the information technology, car repair enterprise, sewing business, and food and beverages producer in the Western and Central regions of Ukraine. The survey was conducted between March-September 2023. A sample included 24 business professionals and leadership in different roles, ages, gender, work experience, and education background. The selection of respondents was based on their involvement in leadership identification and development procedures in the organization and depended on their level of professional competency in the industry. The result show that leadership identification and development is implemented through certain strategies which include the use of feedback, culture of high engagement, performance assessment, leadership training programs, identification of skill gaps and future needs, and introduction of continuous learning culture in an organization. The use of these strategies should be implemented in the individual, group, and organizational levels. The study contributed to elaboration of the model of leadership identification and development in an organization.

Perceived Impact of Affect Labeling and Social Sharing in Healthcare: Insights from a Pilot Study and Opportunities for Future Investigation

Leadership in Academic Medicine: Capabilities and Conditions for Organizational Success

This study compares pre- and posttest Leadership Practices Inventory (LPI-Self) scores for public health leaders who completed the Regional Institute for Health and Environmental Leadership (RIHEL) training program at least 2 years earlier; it seeks to identify factors contributing to changes in practices and overall leadership development for public health and environment leaders. Sixty-seven alumni who completed the yearlong RIHEL program between 1999 and 2002 participated through mailed surveys and phone interviews. The Leadership Practices Inventory, an alumni leadership development survey, and interviews provided evidence for positive change in leadership practices. Alumni experienced significant increases in pre- to post-LPI scores, collaborative leadership practices, and communication skills consistent with those taught in the RIHEL program. Women presented higher Encourage the Heart scores than men. Years of public health service negatively correlated with Total Change scores of LPI. The RIHEL program as a training intervention was credited significantly with changes in leadership practices for alumni studied. Nine influencing factors were identified for leadership development and are embedded in a Leadership Development Influence Model. These include self-awareness, a leadership development framework, and skills important in multiple leadership situations. Confidence was both an encouraging factor and a resulting factor to the increased exemplary leadership practices. Leadership development in public health must include multiple factors to create consistent increases in exemplary leadership practices. While the study focused on the leadership development process itself, RIHEL training was reported as having a positive, significant impact overall in participant leadership development. This study adds research data as a foundation for training content areas of focus. Studies to further test the Leadership Development Influence Model will allow public health training programs to pinpoint training where it can make a difference to improve leadership development in the public health sector.

Deepening leadership identity development.

Background: Psychological safety and occupational well-being among nurses and healthcare teams have emerged as urgent priorities in the face of escalating work overload, psychological distress, and moral injury in contemporary healthcare environments. This scoping review maps and synthesizes the scientific literature on psychological safety and well-being in the workplace among nursing professionals, with a particular focus on empirical findings, theoretical contributions, and practical applications. Materials and Methods: This scoping review followed the PRISMA-ScR guidelines and was guided by the PCC framework, which comprises the following components: Population (nurses and nursing teams), Concept (psychological safety and well-being at work), and Context (healthcare settings). Four major databases (PsycINFO, PubMed, Scopus, and Web of Science) were searched. After screening and eligibility assessment, 13 empirical studies were included. Results: Thematic analysis of the included studies identified four principal areas of emphasis: the effectiveness of interventions and organizational characteristics on well-being outcomes; perceptions of psychological safety and workplace climate; prevalence and predictors of emotional exhaustion and burnout; and the impact of long-term occupational stressors on psychosocial safety climate. Psychological safety has been consistently identified as a protective factor against burnout and emotional exhaustion; however, its promotion is hindered by structural barriers, leadership practices, and contextual variability. Most studies relied on cross-sectional designs and convenience samples, highlighting methodological limitations and the need for more longitudinal and interventionbased research. Conclusion: Psychological safety is a foundational element for nurses’ well-being and effective healthcare delivery. Integrating psychological safety into institutional policies, leadership development, and workplace culture is essential for building supportive environments. Future research should prioritize mixed-methods and intervention studies, develop context-sensitive measurement tools, and address structural and cultural barriers to implementation

In the contemporary context, the concept of leadership is well established as a significant object of management research and practice. It is among the most frequently used terms across various spheres of human activity, including business, politics, religion, and sports. Increasing attention is directed toward understanding the role of leadership in the lives of young individuals, particularly through the development of personal qualities and competencies. Leadership today is not exclusively associated with managerial positions; teachers, students, and active youth members may all demonstrate leadership qualities. Young people recognize that modern society demands adaptability to constantly changing conditions. Therefore, leadership development has become a key process for both individuals and youth organizations. It contributes to the formation of self-confidence, responsibility, initiative, and cooperation skills. The relevance of this topic is reinforced by the continuing academic debate concerning the multifaceted interpretations of leadership. Scientific literature highlights its decisive role in ensuring the effectiveness of individuals, teams, and organizations. Leadership is often incorrectly equated with authority or high-level positions (Šilingienė, 2011); however, in essence, it represents a personal and social development process that transcends formal hierarchies. Previous studies (Hartley, 2018; Chelsey, 2020) have predominantly focused on leadership among organizational managers, while youth leadership development has been explored mainly within school education. To date, no studies of this kind have been conducted in youth organizations in Klaipėda. Therefore, this research seeks to identify how leadership development is implemented and which methods are most effective, based on the experiences and perceptions of youth organization members. Research object – leadership development within youth organizations in Klaipėda. Research aim – to develop a youth leadership development model grounded in the experiences and opinions of Klaipėda youth organization members. Research methods. Theoretical analysis, synthesis, and comparison of scientific literature, as well as a quantitative written questionnaire survey. Collected data were processed using SPSS and Microsoft Excel software. Theoretical Insights. Leadership is conceptualized as a continuous and purposeful process of personal growth and influence. A central component of leadership is emotional intelligence — the capacity to understand and regulate one’s own emotions and to respond appropriately to the emotions of others. Emotionally intelligent leaders demonstrate empathy, collaboration, and motivation, which enable them to inspire and guide their teams effectively. Youth leadership development enhances young individuals’ ability to participate meaningfully in organizational and community life while fostering self-awareness, ethical decision-making, and communication competence. Transformational approaches — including experiential learning, critical reflection, coaching, and mentoring — are particularly effective, as they promote adaptability, creativity, and resilience in dynamic environments. Empirical Findings. Empirical data from Klaipėda youth organizations indicate that respondents most strongly associate leadership with personal growth (mean 4.00), followed by group activity and leader guidance (mean 3.89) and a process grounded in values and beliefs (mean 3.75). Participants emphasized the significance of emotional intelligence in effective leadership, particularly its role in adapting to complex and changing circumstances. The most frequently applied methods include conflict resolution training (mean 4.5), cooperation exercises (mean 3.4), and mentoring or coaching (mean 3.4). Respondents identified the most desirable development methods as leadership in diverse situations (mean 4.7), critical reflection (mean 4.6), network building (mean 4.5), emotional intelligence training (mean 4.3), and effective communication and motivation (means 4.2). The developed youth leadership development model integrates theoretical and empirical insights. It encompasses key dimensions such as leader identification, skills formation, emotional intelligence, and self-awareness. Implementation relies on structured educational interventions — leadership programs, critical thinking workshops, mentoring, and communication training — which together foster the comprehensive development of young leaders. In conclusion, leadership development is a dynamic, continuous process oriented toward personal and social growth, responsibility, and the ability to influence others positively. The findings demonstrate that Klaipėda’s youth organizations employ diverse leadership development methods that strengthen collaboration and initiative. The proposed model provides a structured framework aligning theoretical knowledge with practical experience, emphasizing self-expression, accountability, and civic engagement as essential elements of effective youth leadership.

This study aims to investigate how the integration of emotional intelligence and leadership development in education can contribute to achieving good governance and promoting sustainable development in Nigeria. The study employs qualitative research method in which analytic approach was used to review literature on emotional intelligence and its important, influence of emotional intelligence on leadership and sustainable development, the role emotional intelligent play on good governance, and how emotional intelligence can be used to nurture leadership development in Nigeria education system. Drawing from analysis of relevant literature, the author advocates the integration of emotional intelligence into the curriculum. It is believed that integration of emotional intelligence would equip educators and students with self-awareness, empathy, effective communication, and conflict resolution skills. This would empower future leaders to navigate complex social landscapes. This, in turn, would enable them to address societal issues with a greater understanding of the human dimensions involved. The researcher made further recommendations which include inter alia, that: The Nigerian government should prioritize the integration of emotional intelligence and leadership development programs among Educators. Educators should emphasize ethics, social responsibility, and sustainability across various subjects and cultivation of leadership skills among students. Furthermore, more trained Guidance Counsellors should be employed in the Nigerian educational sectors to cushion the effect of unwholesome development of emotional intelligence and enhancing good governance and sustainable development in Nigeria.

As the pace of health sector transformation continues to accelerate, effective medical and interprofessional leadership continues to increase in importance. Fortunately, there is a growing body of research that can...

PurposeThe purpose of this paper is to highlight a work-based leadership learning and development experience between a university and an organization in the Midwest of the USA.Design/methodology/approachThe viewpoint highlights how the interplay of leadership in complex adaptive systems and Leadership-as-Practice development supports the need for work-based learning approaches to leadership development. The authors describe how the process of executive team meeting observations as a work-based, inquiry-focused leadership development intervention created a container for team members to explore their interactions and flow of practice in their everyday work experience.FindingsMeeting observation and debriefing can be a powerful tool for work-based learning. This practice adds to the growing body of literature on collective, relational and practice leadership and offers insight into work-based learning for leadership learning and development.Practical implicationsPartnerships between higher education institutions and industry can create broader opportunities for leadership learning and development and contribute to organizational and community development. Leadership developers, consultants, coaches, trainers and practitioners can incorporate leadership learning and development experiences within existing organizational structures and systems.Originality/valueThis viewpoint provides new insights into a university-industry partnership to explore the impact of work-based leadership development exercises through meeting observations and debriefing activities.

While leadership development is an important area, many researchers acknowledge the lack of effective programs to develop leadership skills and practice. Therefore, the purpose of this paper is to present an effective leadership skills development framework. Although the framework of leadership development in this study was literature-based, ten managers from several private oil companies in Iran were interviewed to develop and validate the framework of the proposed leadership development. Obviously, there is no best combination of skills in a leadership development mix for all organizations. Therefore, more research is needed to explore whether the framework and proposed skills are appropriate for other organizations with different cultures and structures. However, the proposed framework can help the organizations to expand their leadership development programs more effectively and efficiently.