Leadership Building Research Articles

The Good, the Bad and the Future: A SWOT Analysis of the Ecosystem Approach to Governance in the Baltic Sea Region

The ecosystem approach has been used extensively as a guiding principle in water policies of the Baltic Sea Region since the 1970s. In addition to its operationalization as a management framework in this region, it also has expansive theoretical underpinnings. However, despite extensive literature on this approach, there has not yet been any systematic assessment of the internal and external factors that influence its implementation. This kind of assessment could form the basis for improved thinking around the concept and better implementation actions. As such, this article presents a Strengths, Weaknesses, Opportunities and Threats (SWOT) analysis of the ecosystem approach in the Baltic Sea Region by using content analysis on Baltic Sea documents. This study found that key strengths of the principle are its interdisciplinary focus and its acceptance as a framework for conservation, whilst resource intensiveness and its operational complexity are key weaknesses. The SWOT analysis revealed that a key opportunity in the external environment is the ease of alignment with other policies whilst the key external threat is the difficulty integrating disciplines. This study showed that with a streamlined allocation of resources, more stakeholder engagement through capacity building and political leadership, the ecosystem approach could facilitate interdisciplinary knowledge pooling to achieve a good ecological status of the Baltic Sea.

Transformational Leadership to Build Prophetic Culture (Multisite Study: SDI Makarimul Akhlaq Jombang and SDI Roushon Fikr Jombang)

Transformational leadership is part of a very interesting and unique leadership model. This transformational leadership has implemented on four dimensions by Bass and Riggio: ideal influence of transformational leadership, inspirational motivation of transformational leadership, intellectual stimulation of transformational leadership, individual consideration of transformational leadership. This leader is as an agent of change who strengthen his knowledge, experience and ability. Especially if it is associated with the development of prophetic culture. At present, the study of prophetic culture can be categorized as a new trend. Although the nature of this prophetic culture has existed since the Prophets, it highlights more aspects of prophetic values. These prophetic cultural values carry Kuntowijoyo theory which is based on three pillars namely transcendence, humanization, and liberation. The research questions presenter on this dissertation are as follows: How is transformational leadership to build prophetic culture in SDI Makarimul Akhlaq Jombang and SDI Roushon Fikr Jombang? While purpose of the research is to explain the quistions that have been asked. This research is a qualitative research with a naturalistic phenomenological approach with multisite design. Techniques used for collecting the data are observation, interview, and documentation. Data analysis includes single site analysis and cross-site analysis. The techniques for analyzing the data are data reduction, data display and verification and conclusion. The results of this study are made of conclusion the dimension of transformational leadership in building by Bass and Riggio’s theory need to be added, namely partner stimulation because this partner stimulation can produce total leadership in building a professional culture. Likewise in Kuntowijoyo's prophetic culture about theocentric-humanization that the concept of humanism-theocentric that Kuntowijoyo built from the findings of the study also provided additional as an existing development, namely theocentric-humanism-liberation because of the findings of researchers who showed infaq practices not only humanizing humans with based on faith alone, but indeed included in it is to free or free someone from distress.

Yindyamarra Winhanganha: A Conduit to Indigenous Cultural Proficiency.

The First Nations peoples in the United States, Canada, Australia, and around the world are substantially disadvantaged by colonialization, including health inequity. For nuclear medicine, the cultural competence of the staff and cultural proficiency of the institution are important minimum expectations. This minimum can be achieved through a scaffold of Indigenous cultural training and immersion programs that allow the nuclear medicine department to be a culturally safe environment for Indigenous patients. Development of such programs requires careful planning and inclusivity of Indigenous people as the key stakeholders but, done appropriately, can positively drive the Indigenous equity pipeline. Central to this undertaking is an understanding of Indigenous ways of learning and the nexus of these ways of learning and learning taxonomies. There remain substantial gaps between the most culturally insightful and the least culturally insightful (individuals and institutions)-gaps that can be addressed, in part, by rich immersive professional development activities in nuclear medicine targeting cultural proficiency and creating culturally safe clinical environments. The opportunity lies before us to provide leadership in nation building and in yindyamarra winhanganha: living respectfully while creating a world worth living in.

Exploring Strengths of Prelicensure Nursing Students to Build Leadership Potential.

Exploring Strengths of Prelicensure Nursing Students to Build Leadership Potential.

CULTIVATING MILLENNIAL LEADERS

Purpose: Millennials are multiplying into the workforce population today as they are reaching their peak employment years. They are giving new insight into office life and the structure among employees and employers. They are the next generation to be leaders in the workplace and will be the generation that shapes the future of leadership. There are not many millennial role models that potential leaders can follow and emulate. Nevertheless, the literature regarding millennials and the workforce has been developed primarily in the context of next generation. Less research has been done on ways to building leadership core competencies and capacities for the potential of these millennial leaders, particularly in today’s workforce.
 Methodology: A qualitative study and research to consider the best practices for enhancing the number of millennials leaders that will lead their company in the upcoming future was carried out. It was also done to seek ways in educating the senior leaders on the importance of changing with the trends and accepting the millennials as the future. By exploring the workplace profile of Millennials, the use of technology, their workplace engagement style, and the ultimate impact they have on organizational success.
 Findings: The research discovered that to cultivate and enhance the number of millennial leaders, it is important first to understand the attitudes and behaviors of the generation. The primary traits of the millennial generation that may manifest as elements of millennial leadership styles are collaboration, integration, multitasking, experimentation and nomadic behaviors. There are three things leaders can do to assure these millennials will achieve success on the job, despite generational differences. First, is giving them the big picture. Second, leaders need to help the millennials find the “me” in team. Lastly, millennials need to be mentored on career-building behaviors. Career- building is one area in which beginning workers may be deficient compared to the older or more experienced employees.
 Millennials have many positive leadership traits of which a company should take advantage; they are great multi-taskers, embrace diversity, innovative, flexible, innovate, and willing to put in the extra hours to move toward success. Incorporating these factors while also providing the future leaders with a strong sense of the company’s programs, goals and vision are all important when developing this generation of leaders.
 Unique Contribution and Recommendation: Today’s workplace is undergoing dramatic shifts due to the growth of Millennials within the workforce and the insertion of their ideals, values, and identity in organizations. Therefore, management should implement some practices to promote these cultures, like flexible work hours and schedules, Employee engagement( work parties, Work outings, work event and gatherings), Clear Career path and opportunities, Open communication, Give them purpose and also acknowledge their work. Developing such skills may require more time and a deeper level of engagement and collaboration than is typically invested in efforts to strengthen the workplace

Building leadership capacity in school leadership groups: an action research project

ABSTRACT This research study focuses on school leadership groups taking part in an action research project (AR project) within schools in a Norwegian municipality. The study aims to show and discuss how action research (AR) adopted in school change can help build collective leadership capacity in school leadership groups. Combined with the theory of expansive learning, the theories of critical participatory action research and practice architectures frame the study. The study identified two essential actions for building leadership capacity in school leadership groups: performing an empirical and historical analysis of the problem space worked on and conducting collective reflections regarding their experiences in the development work process. Furthermore, the study shows how external leadership supervisors can contribute as critical friends in ways that may be significant for capacity building in school leadership groups. The study concludes with two implications related to collective capacity building for school leadership groups and one methodological implication for performing action research.

Leadership and school self-evaluation in Irish-medium immersion: A roadmap for success

While research on Irish-medium immersion education (IME) has heralded benefits such as cognitive skills, academic achievement and language and literacy development, many studies have also identified challenges to its successful implementation. Immersion-specific research-validated tools can help school leaders navigate the school self-evaluation journey, critically review and evaluate the quality of aspects of their school’s provision and plan for improvement. This paper reports on one theme, leadership, from a larger study, Quality indicators of best practice in Irish-medium immersion (Ó Ceallaigh and Ní Shéaghdha, 2017). Qualitative in nature, the study was guided by the following research question: What are IME educators’ perceptions of best practices in IME?. The study explored 120 IME educators’ perceptions of best practice in IME to inform the development of IME quality indicators. Individual interviews and focus group interviews were utilised to collect data. Data analysis revealed particular themes related to best IME leadership practices. Findings in turn informed the design of an evidence-informed school self-evaluation tool for IME settings. The various functions of the tool will be explored with a particular emphasis on building teaching and leadership capacity in IME through the school self-evaluation process.

The Knowledge Graph of Chinese Cadre Education and Training Research--Based on the Bibliometric Analysis of CSSCI Sources from 2001 to 2020

Cadre education and training is a leading, basic, and strategic project for the construction of the cadre team, providing strong leadership and cadre team guarantee for party building and national development in all periods. In the past 20 years, fruitful results have been achieved in research in related fields of education and training of Chinese cadre. This paper analyses 308 CSSCI papers with the help of Citespace software and found that the existing research focuses on three aspects: the history of cadre education, the improvement of the effect of cadre education and training, and the strategy of cadre education and training. It is found that the correlation between the research topics is insufficient, the research results are relatively independent, and the quantitative analysis results are insufficient. It is concluded that research on the theory of cadre education and training, research on policies of cadre education and training, and research on the construction of the cadre education and training system with Chinese characteristics in the new era should be the focus of the next cadre education and training research.

International, Transdisciplinary, and Ecohealth Action for Sustainable Agriculture in Asia.

Sustainably intensifying agriculture to secure food for people, while minimizing the human, animal, and environmental health impacts is an unprecedented global food security challenge. Action research is needed to understand and mitigate impacts, with Ecosystem approaches to health (Ecohealth) emerging as a promising framework to support such efforts. Yet, few have critically examined the application of Ecohealth principles in an agricultural context, particularly in Southeast Asia where agricultural intensification is rapidly expanding. In this paper, we evaluate the strengths, challenges, and opportunities of agriculture-related Ecohealth projects in low-resource settings of Vietnam, Thailand, Indonesia, and China, drawing on a case study of the Field Building Leadership Initiative (FBLI). To do this, we used a developmental evaluation framework involving several iterative cycles of document reviews, interviews, focus groups, and outcome harvesting with researchers, partners, and community members involved in FBLI. Results highlight the importance of transdisciplinarity, participation, and knowledge-to-action principles in co-generating knowledge and co-developing practical solutions. Implementing such principles presents challenges in terms of coordinating regional collaborations, managing high workloads, meaningfully engaging communities, and ensuring ongoing monitoring and evaluation. To address these challenges, there is a need to strengthen capacity in integrated approaches to health, improve institutionalization of Ecohealth, foster community engagement, and systematically monitor and evaluate efforts. Ecohealth holds significant promise in improving food security, but only when considerable time is spent developing and implementing projects with communities.

Applying Risk Management Concepts from CRM and the Outdoor Recreation Industry to Academic Archaeology Projects

ABSTRACTField safety is being taken more seriously across the cultural resource management (CRM) industry as CRM companies seek to be in compliance with their clients’ health and safety programs and to keep employees safe. Many universities also have organizational health and safety programs designed to protect students and employees, but academic archaeology is routinely conducted without adequate risk management planning. Risk management will be a workplace concern for aspiring archaeologists after graduating from college, which is why it is important for academic archaeology to meet industry standards. Archaeology can learn a great deal about fieldwork risk management from the outdoor recreation industry, which emphasizes building leadership skills rather than following proscribed rules and regulations to mitigate the myriad hazards in the field. This article provides some suggestions that academic archaeologists can use to apply risk management concepts from CRM and the outdoor recreation industry to academic projects in order to comply with university requirements and the Occupational Safety and Health Administration (OSHA), as well as to teach students how to be safe in the field.

Students' perception and learning on case based teaching in anatomy and physiology: An e-learning approach.

Introduction: Case based teaching (CBT) has been accepted as an effective interactive learning strategy. Digital portals allow the students to learn the content at their own pace, explore various resources and finally enable them to discuss within group and build team work approach, which is a prime focus in the health care professional field. The aim of this study was to assess the perception and learning outcome of first year medical students towards CBT using e-learning approach.Method: This is a non-randomized, interventional study on first year undergraduate medical students from 2017-18 batch (43) and 2018-19 batch (41) of Sumandeep Vidyapeeth University. They were divided into a group of 8-10 members, who attended six sessions of case-based teaching via Google group. Learning outcome was analyzed by comparing the students who participated in the sessions and those who did not. Feedback survey questionnaire was analyzed by Mann Whitney ranking test and focus group discussion by thematic analysis for qualitative analysis manually.Result: A p value <0.01 was considered statistically significant for post-test by e-learning tool for CBT. Participants agreed that CBT is a good way to conceptualize applied aspect of basic science, enhance critical thinking, and explore varied resources. Thus, they confirmed that team building approach and leadership qualities for managing the group contributed to better understanding of the course and would be useful to them in near future.Conclusion: Usage of Google group technology for CBT allowed medical students to explore clinical application of basic sciences course from the first year of the program, going beyond the classroom, thus developing self-directed learning and team building approach.

Assessment of nurses' patient safety culture in 30 primary health-care centres in Tunisia.

Ensuring patient safety and health-care quality remain priorities and challenges worldwide and the role of nurses is essential to meet these challenges. Developing patient safety culture is a key component to improve patient safety and health-care quality. To assess nurses' patient safety culture in primary health-care centres in Tunisia and to determine its associated factors. This was a multicentre, cross-sectional descriptive study conducted across 30 primary health-care centres in Tunisia, using the French validated version of the Hospital Survey on Patient Safety Culture questionnaire. All the nurses working in these centres were invited to participate in the study (n = 158). The response rate for participation in the study was 87.3%. The dimension of "teamwork within units" had the highest score (70.6%). Three safety dimensions had low scores: "frequency of event reporting" (27.6%), "staffing" (34.76%) and "nonpunitive response to errors" (36.5%). Two factors were associated with patient safety culture: participation in risk management committees, and district of the primary care centre. The level of nurses' patient safety culture needs to be improved in primary health-care centres in Tunisia. Strategies to nurture patient safety culture should focus upon building leadership capacity that supports open communication, blame-free environment, teamwork and continuous organizational learning.

BUILDING LEADERSHIP SKILLS THROUGH HIGH-IMPACT EXPERIENCES

The Organizational Leadership class is a staple in most undergraduate and graduate management curricula. Faculty teaching leadership courses recognize the need for experiential learning, but often struggle to find meaningful and manageable learning opportunities. Based on the high-impact practices of service and community-based learning, we offer three high-impact experiences designed to complement an organizational leadership course. These experiences utilize experiential learning to reinforce the critical leadership skills of demonstrate empathy, professional networking, and lifelong self-development. These experiences, coupled with self-reflection, enable students to grow their leadership capability while building demonstrable professional skills.

COMMUNICATION OF LEADERSHIP AND TEAM

This article is devoted to the study of the relationship, mutual influence of team building and team leadership established by the author of the article, the competencies of leaders in the field of team building, leadership styles, including with regard to the process of forming and maintaining teams, are established that the process of creating an effective team is an integral part of the leader’s daily activities.

A critical review of the development of advanced practice competency frameworks and their contribution to autonomous practice

A critical review of the development of advanced practice competency frameworks and their contribution to autonomous practice

97. TAKING LEAD (LEADERSHIP EDUCATION IN ADVANCING DIVERSITY) TO THE NEXT LEVEL: EMPOWERING TRAINEES LEADERSHIP AND SCHOLARSHIP CAPACITY IN DIVERSITY AND INCLUSION

Background Though the patient population is rapidly becoming more diverse, there continues to be a lack of diversity in academic medicine and especially in leadership positions1. Building leadership and scholarship capacity for improving diversity and inclusion should begin early during residency and fellowship training. In 2017, we created the innovative LEAD (Leadership Education in Advancing Diversity) Program, a 10-month longitudinal program that provides trainees with leadership training and mentorship in creating scholarly works around diversity and inclusion topics. Methods In 2017-2019, IRB-approved, de-identified pre- and retrospective pre/post surveys assessed learner confidence, attitudes, and program satisfaction. Analysis included descriptive statistics and two-tailed t-tests. To measure the impact on learner's leadership and scholarship, we measured the number of workshop presentations by LEAD scholars at local, regional, and national meetings. Results In 2017-2018, we had 13 scholars from the Department of Pediatrics complete the program. In 2018-2019, we had 25 scholars across seven clinical departments. A total of 38 scholars have completed the LEAD Program thus far, with 100% (N=38/38) having completed our program pre-survey and post-survey. There was statistically significant improvement in scholars’ self-confidence for all learning objectives and 100% felt the program should expand to all GME programs at Stanford. In total, LEAD scholars have created 8 workshops, representing the 8 total small groups. To date, they have presented at 14 local, 2 regional, 12 national conferences. Conclusions The LEAD Program has been successful in fostering leadership skills and promoting scholarship in diversity and inclusion. LEAD serves as an innovative model for how an institution can work collaboratively across departments to address barriers in advancing diverse leadership in academic medicine. Future steps include following career outcomes of LEAD participants. Though the patient population is rapidly becoming more diverse, there continues to be a lack of diversity in academic medicine and especially in leadership positions1. Building leadership and scholarship capacity for improving diversity and inclusion should begin early during residency and fellowship training. In 2017, we created the innovative LEAD (Leadership Education in Advancing Diversity) Program, a 10-month longitudinal program that provides trainees with leadership training and mentorship in creating scholarly works around diversity and inclusion topics. In 2017-2019, IRB-approved, de-identified pre- and retrospective pre/post surveys assessed learner confidence, attitudes, and program satisfaction. Analysis included descriptive statistics and two-tailed t-tests. To measure the impact on learner's leadership and scholarship, we measured the number of workshop presentations by LEAD scholars at local, regional, and national meetings. In 2017-2018, we had 13 scholars from the Department of Pediatrics complete the program. In 2018-2019, we had 25 scholars across seven clinical departments. A total of 38 scholars have completed the LEAD Program thus far, with 100% (N=38/38) having completed our program pre-survey and post-survey. There was statistically significant improvement in scholars’ self-confidence for all learning objectives and 100% felt the program should expand to all GME programs at Stanford. In total, LEAD scholars have created 8 workshops, representing the 8 total small groups. To date, they have presented at 14 local, 2 regional, 12 national conferences. The LEAD Program has been successful in fostering leadership skills and promoting scholarship in diversity and inclusion. LEAD serves as an innovative model for how an institution can work collaboratively across departments to address barriers in advancing diverse leadership in academic medicine. Future steps include following career outcomes of LEAD participants.

Reassessing Cambodia's Patronage System(s) and the End of Competitive Authoritarianism: Electoral Clientelism in the Shadow of Coercion

The dominant literature on Cambodian politics over the past two decades suggested that a mixture of elite and mass clientelism had enabled the hegemonic Cambodian People's Party (CPP) to rule via competitive but authoritarian elections, while lessening its previous reliance on repression and violence. Such explanations did not predict the upswing in contestation in the country in 2013 and thereafter. Neither do they account for the crackdown that followed. Following literature that draws attention to the tensions in building and maintaining political coalitions under authoritarianism, and demonstrating the difficulties in maintaining competitive authoritarianism over time, this article draws attention to structural, institutional, and distributional impediments to the CPP leadership in building and maintaining effective reciprocal relations with electoral clients while simultaneously balancing the interests of the military and other elites at the core of the regime. To make its argument, the article compares weaknesses in the CPP's electoral clientelism with the effectiveness of patronage within the security forces, seen through the lens of Cambodia's experience of land dispossession. It shows that an extractive and exclusive political economy privileged the interests of regime insiders over potential mass electoral clients precisely during the same period the CPP was supposed to be securing its hold on power via mass electoral clientelism. This further explains why the regime fell back on repression over reform in response to the upswing in contestation manifest from 2013, and why, despite the failings of its mass patronage project, repression has nevertheless been successful as a strategy for regime survival during a period of heightened popular contestation.

Assessing patient safety culture and its associated factors in Tunisian primary healthcare centers

Abstract Background Primary healthcare centers provide the first contact for patients and it goes without saying that quality and patient safety in these facilities are vital goals and challenges. In fact, it has been identified that a significant proportion of safety incidents caught in hospitals had originated in the earlier levels of care, and some studies have found that errors in primary care can result in severe consequences. Hence why, a developed Patient Safety Culture is a component key to improve patient safety and healthcare quality in these settings. Thus, this study aimed to assess patient safety culture in Tunisian primary healthcare centers and to explore its associated factors. Methods It is a cross-sectional descriptive multicenter study, conducted from January to April 2016 in all the 30 primary healthcare settings of the Tunisian center, partners of the Faculty of Medicine of Sousse. The measurement instrument used was the validated French version of the Hospital Survey on Patient Safety Culture Questionnaire. The data analysis was conducted using the Statistical Package for Social Sciences (SPSS 20.0) and Epi info 6.04d for windows. Results A total of 214 professionals participated in the study, corresponding to a response rate of 85%. The “Teamwork within units” dimension had the highest score (71.5%). The lowest scores were for the dimensions related to “Frequency of events reported” and the “Non-punitive response to errors” (31.4% and 35.4% respectively). Additionally, the “Frequency of reported events” dimension was significantly higher among professionals involved in risk management committees (p = 0.01). Conclusions This study demonstrates that the level of patient safety culture needs to be improved in primary healthcare centers in Tunisia. Strategies to nurture patient safety culture should focus upon building leadership capacity that supports open communication, blame-free environment, teamwork and continuous organizational learning. Key messages Patient safety culture in primary healthcare settings is not as strong to ensure the provision of safe care. A well-designed patient safety initiatives, with organizational policies, must be integrated in order to enhance patient safety and quality of care.

A Parsonian Approach to Patient Safety: Transformational Leadership and Social Capital as Preconditions for Clinical Risk Management-the GI Factor.

The purpose of this study is to investigate the role of the combination of transformational leadership and social capital in safety capacity building. Drawing on the A-G-I-L concept of Talcott Parsons, we test a model for patient safety. The hypothesis is, that good safety management needs a combination of goal attainment (G) and integration (I), here called the GI factor. We tested this hypothesis by using transformational leadership as a surrogate for goal attainment and social capital as a surrogate for integration in a study of the perceptions of chief medical officers in 551 German hospitals. We conducted a cross-sectional hospital survey combined with secondary data analysis in all German hospitals with at least one internal medicine unit and one surgery unit (N = 1224 hospitals) in the year 2008 with a response rate of 45% (N = 551). The regression model explained 17.9% of the variance in perceived clinical risk management. We found that if both requirements for goal-oriented collective action—transformational leadership and social capital—are met, good safety management is more likely. The tentative conclusion is that it takes transformative leaders and cohesive followers together as a social basis to improve safety in hospitals.

Building leadership capacity in women: an NGO in India’s initiative towards women members of SHGs

ABSTRACT Many NGOs in India strive to empower women to lead through various programmes, but their effectiveness in the participants’ lives is not known. This article reports on a descriptive cross-sectional study that used authentic leadership theory to explore an NGO’s self-help group programme’s ability to empower women by building their leadership capacity and self-efficacy to lead. Participants reported an increased capacity and self-efficacy to lead in their daily lives. Women who were in the programme for a longer period reported greater self-efficacy to lead, as compared to those who recently joined, showing the significance of women’s empowerment programmes.