Leadership Competencies Research Articles

Assessing nurses’ professional competency: a cross-sectional study in Palestine

BackgroundEvaluating nurses’ professional competence is critical for ensuring high-quality patient care. Therefore, this study aimed to evaluate the nurses’ professional competence level and to identify differences based on demographics in three West Bank hospitals.MethodsA cross-sectional design was used, and a convenient sample of 206 nurses participated in the study. The Nurse Professional Competence (NPC) Scale was used to assess the competency level. The investigator distributed the questionnaire and explained the aim of the research. Consent forms were signed before the data collection.ResultsThe average competency level was 79% (SD = 11.5), with 90% being professionally competent nurses. The average “nursing care” competency was 79% (SD = 12.98), and the competency level in providing value-based care was 80% (SD = 13.35). The average competency level in technical and medical care was 78% (SD = 13.45), whereas 79% (SD = 12.85) was the average competence level in “Care Pedagogics” and “Documentation and Administration “. The average competence level in the development and leadership subscale was 78% (SD = 12.22). Nurses who attended three to five workshops had a higher level of Nursing Care Competency, (H = 11.98, p = 0.003), and were more competent in value-based care (H = 9.29, p = 0.01); in pedagogical care and patient education (H = 15.16, P = 0.001); and in providing medical and technical care (H = 12.37, p = 0.002). Nurses attending more than five workshops were more competent in documentation and administration (H = 12.55, p = 0.002), and in development and leadership subscale ( H = 7.96, p = 0.20).ConclusionThe study revealed that participants lacked development and leadership skills. Engagement in workshops positively impacted the level of competencies among nurses. Notably, those attending more than five workshops exhibited greater competence in documentation, administration, development, and leadership in nursing care.ImplicationsThis study emphasized the role of continuing education in improving nurses’ competencies and highlighted the need to conduct the study at a wider aspect to involve more hospitals with various affiliations to help structure more sensitive professional development and adopt the competencies as an integral part of staff development.

Competency ambidexterity to achieve leadership excellence and reduce derailment risk in a globalized world: a cross-cultural study

PurposeThis paper explores the link between leadership derailment risk and competency ambidexterity in a digitalized global environment. It also investigates the impact of balanced skills on leadership success in collectivist and assertive cultures.Design/methodology/approachA mixed methods approach is employed using survey data from 766 American and Japanese managers and eight interviews across four diverse cultures. It uncovers the intricate relationship between leadership derailment risk and competency ambidexterity.FindingsOptimal competency ambidexterity lowers the risks of leadership incompetence (operationalized as derailment) but through distinct configurations of current and needed competencies, which both competencies should be congruent at high levels in uncertain environments. Furthermore, moderately high competency levels mitigate derailment risk in collaborative cultures (Japan and China), while very assertive cultures (USA and Netherlands) require high competencies to lower derailment danger and sustain leadership effectiveness.Practical implicationsLeaders must maintain competency ambidexterity, adapting to diverse contexts in our dynamic world. Recognizing cultural nuances is essential for enhancing managers’ skills in global talent management.Originality/valueCultural values shape competency configurations and managers should balance organizational and personal competencies for effective leadership. Qualitative insights complement quantitative data.

A Comprehensive Framework for Middle Leaders’ Competencies in Promoting Teachers' Technology Acceptance in Education 4.0

The era of Education 4.0 presents new challenges and opportunities for school leaders to drive technology integration and acceptance among teachers. Middle leaders, situated between senior leadership and teaching staff, play a pivotal role in this process. However, existing competency models for educational leaders in Malaysia, such as SKKSM and KOMPAS, do not adequately address the specific competencies required by middle leaders to navigate the demands of Education 4.0 and promote technology acceptance. This article proposes a comprehensive conceptual framework for middle leaders' competencies, adapted from the School Leadership Competency Model for the era of Education 4.0 (SLCMEduc4.0). The framework encompasses nine key competency domains: emotional intelligence, leading for learning, digital dexterity, management and administration, entrepreneurial, communication and ethics, decision making and problem solving, collaboration, and critical thinking. By fostering these competencies, middle leaders can create a supportive environment that encourages teachers to embrace technology and effectively integrate it into their teaching practices. The article highlights the importance of developing middle leadership competencies to drive technology acceptance among teachers and ensure the successful implementation of Education 4.0 initiatives in Malaysian schools.

Взаємозв’язок емоційного інтелекту та характеристик лідерського потенціалу менеджерів

The authors consider the interpretation of the essence of “leadership” and “emotional intelligence”. The purpose of the study is to form a set of knowledge and skills for the disclosure of emotional intelligence and the formation of socio-economic qualities of a leader. Among the tasks are the study of theories on determining the level of leadership potential, determining the level of leadership in managers of enterprise “A”, assessing the management of the enterprise on the basis of a questionnaire and determining the level of leadership potential of managers. The following methods of leadership research are used: analysis of indicators, comparison of characteristics, scoring, and surveys. The leadership positions of managers in the teams of a particular organizational structure of an enterprise are studied. This can be done in different ways: through a professional and personal survey, a motivational survey, a dynamic aptitude test, a survey of colleagues, assessment centers, assessment of goals, results and leadership skills. The leadership potential of three people at the enterprise was determined on a 100-point scale. A questionnaire was created and administered to survey the company’s employees. The entire methodology of the leadership potential study was conducted on the basis of a specific enterprise, and the owner was offered unique methods for determining the characteristics of emotional intelligence and developing the leadership potential of employees. In this study, the method of determining leadership potential through a 360 survey was chosen because it provides a comprehensive assessment of employees, taking into account the opinion of the manager and the employees themselves. After analyzing the emotional intelligence (EI or EQ) and character of the managers of Company A, we can conclude that there are many ways to assess the potential of managers. The most optimal and objective is the 360-degree method used in employee surveys. Based on our definition of the leadership potential of employees, various methods can be used to select a candidate for the position of leader from among the managers of an on-call company, such as professional and personal interviews, motivational interviews, dynamic aptitude tests, comparative interviews, assessment centers, evaluation of goals and performance, and assessment of leadership competencies. The list of competencies that a team leader should possess includes: sales professionalism; leadership skills; communication skills; planning and organizational skills; analytical skills; strategic thinking; ability to learn and develop oneself and the team; emotional intelligence. Signs of a developed EQ: the ability to identify and describe people’s feelings; awareness of one’s own strengths and weaknesses; ability to forgive mistakes to oneself and others; ability to accept change; keen interest in other people; attention to the feelings of others; empathy as a care for employees; acceptance of responsibility for the result of one’s behavior; ability to manage emotions in difficult situations. The performance appraisal of company “A” employees and the survey to determine the potential of the company’s managers show that Company is working effectively. There is always a goal to strive for. An analysis of the effectiveness of the social performance indicators of enterprise A and the creation of a questionnaire to determine the level of leadership potential of the company’s employees are carried out. When developing the questions for the 360-degree questionnaire, we use the list of competencies, character elements, and commitments described in the study. Therefore, according to the results of the 360 surveys, the sales department will select the leader who best meets the requirements for the necessary competencies, character traits, and commitment. As a result, the sales department, as well as the entire enterprise, will function even more efficiently and further improve financial reporting performance. Specific measures that can be implemented to increase the level of leadership potential of the enterprise: leadership trainings and seminars, role-playing and case studies, involvement of potential leaders in projects where they can demonstrate their leadership skills, regular assessment of leadership potential and adjustment of development plans.

The role of cultural background in enhancing communicative competence among academic leaders

Academic leaders in the field of English language teaching (ELT) have come to recognise the vital role of culture in ELT. However, to date, the influence of academic leaders' cultural backgrounds on their communicative competence has not been well researched. This research aims to investigate the cultural factors affecting communicative competence among academic leaders. Semi-structured online interviews were conducted with nine university leaders from different Iraqi universities, with the criteria being: academic leaders who have been in service for more than three years. Four theories serve as its framework and direction: the theories of planned behaviour, communicative competence, leadership competence, and communication competence Interviews were transcribed and analysed using thematic analysis, following key factors such as the impact of each academic leader's cultural background on his/her communicative competence. Communicating competently has been identified as helpful in problem-solving and developing critical skills. The recommendation is to organise training for academic leaders to use English correctly and appropriately to accomplish communication goals.

대학생의 리더 역량 검사 도구 개발 및 타당화

대학생의 리더 역량 검사 도구 개발 및 타당화

Quantifying Leadership and Cultural Impact on Workplace Behavior

This study investigates the collective influence of change management, leadership competence, and organizational culture on the work behavior of Tanggulangin sub-district office employees. Utilizing a descriptive quantitative research approach with purposive sampling, data was gathered from 100 employees in Sidoarjo Regency, East Java. Results indicate that while change management showed no significant impact, leadership competence and organizational culture significantly influenced work behavior. These findings highlight the crucial role of effective leadership and conducive organizational cultures in shaping employee behavior, particularly in local government settings. Efforts to enhance leadership competencies and foster positive organizational cultures can greatly improve employee performance and organizational effectiveness. Highlight: Leadership Impact: Competence shapes work behavior, crucial for organizational effectiveness. Cultural Influence: Organizational culture crucially affects employee behavior, fostering productivity. Local Government Implications: Findings guide leadership and culture initiatives for enhanced performance. Keywoard: Change management, leadership competence, organizational culture, work behavior, local government.

Development of a training program prototype to enhance implementation leadership competencies and behaviours of Chinese unit nurse managers: a qualitative descriptive study

BackgroundUnit nurse managers hold essential positions that can facilitate implementation of evidence-based practice. Studies showed that nurse managers in China lacked competencies and behaviours necessary to lead evidence-based practice implementation. The aim of the current study was to develop a context-fit training program prototype to enhance leadership competencies and behaviours regarding evidence-based practice implementation of Chinese unit nurse managers.MethodWe used a descriptive qualitative study design and followed the integrated knowledge translation approach to co-develop the prototype in a tertiary hospital in Changsha, China. Seven nurse managers from the participated hospital and a researcher co-developed the prototype based on the Ottawa Model of Implementation Leadership (O-MILe). The development process encompassed four phases from November 2021 to March 2022 that involved group discussions (n = 4) and individual interviews (n = 21). All data were analysed by two independent researchers using the thematic analysis method.ResultsManagers agreed that all O-MILe behaviours were important to evidence-based practice implementation, and only minor modifications were needed for clarification and adaptation. The actions managers identified that could operationalize the leadership behaviours were related to current clinical practices, evidence-based practice, nurses, patients, interprofessional staff members, incentives and resources, organization and external entities. Three types of general competencies related to evidence-based practice, professional nursing, and implementation leadership were identified. Multimodal activities such as lectures, experience sharing, group discussions, plan development and coaching were suggested to deliver the training program.ConclusionsAll O-MILe leadership behaviours were perceived as essential for unit nurse managers to lead EBP implementation in the hospital context in China. We identified the leadership actions and the competencies required for nursing managers to implement EBP in China. Further studies are required to evaluate the acceptability and impact of this prototype. Further studies with large sample sizes across various clinical settings are needed to facilitate the generalization of the findings and gain an in-depth understanding of the program.

Do health-care institutions perform better under leaders with medical or non-medical backgrounds? A scoping review

PurposeThis study aims to summarize studies that compared the performance of health-care institutions led by leaders with medical background versus those with no medical background.Design/methodology/approachA systematic search was conducted on three databases: PubMed, Ovid Medline and Google Scholar to identify relevant peer-reviewed studies using the keywords “performance,” “impact,” “physician,” “medical,” “doctor,” “leader,” “healthcare institutions” and “hospital.” Only quantitative studies that compared the performance of health-care institutions led by leaders with medical background versus non-medical background were included. Articles were screened and assessed for eligibility before the relevant data were extracted to summarize, appraise and make a narrative account of the findings.FindingsA total of eight studies were included, four were based in the USA, two in the UK and one from Germany and one from the Arab World. Half of the studies (n = 4) reported overall better health-care institutional performance in terms of hospital quality ranking such as clinical effectiveness and patient safety under leaders with medical background, whereas one study showed poorer performance. The remaining studies reported mixed results among the different performance indicators, especially financial performance.Practical implicationsWhile medical background leaders may have an edge in clinical competence to manage health-care institutions, it will be beneficial to equip them with essential management skills to optimize leadership competence and enhance organizational performance.Originality/valueThe exclusive inclusion of quantitative empirical studies that compared health-care institutional performance medical and non-medical leaders provides a clearer link between the relationship between health-care institutional performance and the leaders’ background.

Тренинг лидерства в системе управления персоналом организации

Training is one of the key methods for developing personnel competencies, widely used to update and improve the leadership potential of employees. The paper examines the definitions of training from the point of view of a management approach, philosophy, social psychology, and developmental psychology. An original definition of the concept of “training” is proposed. The main areas of training application in organizations are elucidated, and key sections of the training scenario are identified. The primary types of training in organizations are studied, with particular attention given to the analysis of leadership training. Results of leadership training piloting among university students are presented, and recommendations are offered for its potential practical application in organizations. Specifically, the importance of using leadership training based on a developed scenario for identifying leadership competencies among participants in the organization’s management personnel reserve is emphasized. In conclusion, leadership training stands as a vital tool within organizational development, aimed at nurturing and enhancing the leadership capabilities of personnel. By drawing upon diverse disciplinary perspectives and empirical evidence, this article underscores the multifaceted nature of training and its pivotal role in fostering effective leadership. Moving forward, the recommendations provided offer practical pathways for organizations to harness the potential of leadership training in cultivating a robust managerial talent pool.

The Effect of Organizational Ambidexterity, Innovation Capability and Leadership Competencies On Business Peformance Mediated Competitive Advantage In Software House Industry Employees In Indonesia

The purpose of this study is to find out the effect of organizational ambidexterity, innovation capability and leadership competencies on business peformance mediated competitive advantage. In order to maintain business continuity, the software house must be able to improve its business performance. While previous research identified factors that impact business performance in various sectors, this study focuses on how internal organizational factors are in the software house. This study uses a quantitative approach, where the variables to be observed are quantified through an operational definition process. Data of 540 respondents was collected from 18 large-scale software in Indonesia. There are 10 hypotheses developed and tested using structural equation modeling. The results showed that organizational ambidexterity, innovation capability and leadership competencies had a significant effect on business performance and competitive advantage showed a positive and significant mediation influence in the model. The results also provide specific measurement of competitive advantage in the software house industry, managerial implications and suggestions for further research.

Sports Engagement and Leadership Competencies Development in College Students

This research explores the evaluation of student involvement in sports and its significant correlation with leadership skills. The investigation focuses on assessing students' level of enthusiasm, commitment, absorption, and energy in sports participation, as well as their proficiency in communication, strategic planning, learning, and reasoning, interpersonal relationships, group dynamics, community involvement, personal conduct, and self-awareness and growth in leadership skills. Findings revealed that students have high levels of enthusiasm, dedication, absorption, and vigor while participating in sports. The high ratings highlight their steadfast dedication and enthusiasm for sports, indicating their active involvement and genuine interest. When analyzing leadership qualities, students exhibit varied levels of proficiency in many domains. Significantly, personal conduct self-awareness and growth stand out as areas of strength, with mean scores of 3.08 and 3.04, respectively. In contrast, strategic planning and community participation have the potential for improvement, as shown by their average ratings of 2.89 and 2.84, respectively. Importantly, the research confirms a strong and convincing correlation between students' participation in athletics and their abilities in leadership. Pearson's correlation coefficients, which range from 0.55 to 0.70, provide strong evidence for this robust relationship since all p-values indicate statistical significance. This highlights the fact that more involvement in athletics is associated with improved leadership abilities in several areas.

اتجاهات الموظفين الإداريين بمستشفى جامعة الملك عبد العزيز الجامعي نحو توظيف استراتيجيات إدارة المعلومات لتطوير الأداء: دراسة حالة

The research aimed to identify the attitudes of administrative employees at King Abdulaziz University Hospital towards employing information management strategies to develop employee performance, and to reveal the challenges facing to develop employee performance, and also reveal the significance of statistical differences in employee attitudes and the challenges attributed to the variable of gender and age. Academic qualification and specialization. The study followed the descriptive survey method, where the study population consisted of (171) employees, (122) responded, (71.34%). A questionnaire was constructed that consisted of (16) statements measuring attitudes and (10) statements measuring challenges, the most prominent results were that the arithmetic average of the attitudes of employees (4.11) with a high degree. It was found that the weighted arithmetic average of the ratings of the challenges (3.70). ) to a high degree and the most prominent challenges are “the absence of a scientific methodology in strategic planning for information management in administrative work, the organizational climate does not encourage the application of information management strategies, and the weakness of strategic leadership competencies reduces the application of information management strategies. It was found that there are statistically significant differences between the averages of attitudes of administrative employees according to gender in favor of males and according to age in favor of the age group of (20-30) years, and differences according to qualification in favor of high school and diploma versus higher than a bachelor’s degree, and differences according to specialization in favor of business administration. It was also shown that there were differences in the assessment of obstacles in favor of males, and differences in favor of the age group of (31 years - 40 years) and males. (41) years and over compared to the group of (20-30) years, while no differences were found in the assessment of obstacles due to qualification and specialization. The study recommended the necessity of working to address the challenges revealed by the results of the study and developing practical procedures to address them. Information management strategies and updating the systems in place at the university.

In Search of Evidence: A Scoping Review of School Nurse Leadership Training Programs.

This scoping review explores leadership training opportunities for school nurses. The review was conducted to inform the development of a new leadership training program for school nurses in Massachusetts. A search conducted across four databases (PubMed, CINAHL, ERIC, and Web of Science) yielded four articles meeting the search criteria published between 1993 and 2007, and no articles meeting the criteria after 2007. The four articles that were found discussed the approaches and evaluation methods of school nurse leadership training programs. They revealed varying training structures and evaluation approaches and covered a wide range of leadership competencies. Importantly, all of the programs reported enhancements in participants' leadership knowledge and practice upon completion of the training program. This review highlights the necessity of documenting and disseminating program outcomes in peer-reviewed literature to guide the development of new initiatives and recommends adopting standardized evaluation frameworks.

Co-creating a continuous leadership development program in rural municipal healthcare - an action research study.

An increasingly complex healthcare system entails an urgent need for competent and resilient leadership. However, there is a lack of extensive research on leadership development within healthcare. The knowledge gaps extend to various frameworks and contexts, particularly concerning municipal healthcare, knowledge leadership, and the application of knowledge in the field of practice. This study is the first in a larger action research project that aims to co-create a knowledge-based continuous leadership development program for healthcare in a rural Arctic municipality. This present study aims to explore the knowledge and experiences of the participating healthcare leaders to develop a common basis for co-creating the program. This hermeneutical study presents the first cycle of the larger action research project. An appreciative approach facilitated the project. Twenty-three healthcare leaders from three different leadership levels attended and evaluated two leadership development workshops and participated in four focus groups. The data were analyzed using Braun and Clarke's reflexive thematic analysis. Two main themes were identified: (1) changing from striving solo players to team players, and (2) learning to handle a conflicting and complex context. These results influenced how the leadership development program based on the participants' co-creation was organized as a collective and relational process rather than an individual competence replenishment. The knowledge and experiences of healthcare leaders led to the co-creation of a knowledge-based continuous leadership development program based on the facilitated interaction of four essential elements: (1) competence development, (2) structures for interaction, (3) interpersonal safety, and (4) collective values and goals. The interaction was generated through trusted reflection facilitated by appreciative inquiry. The four elements and core played a crucial role in fostering relationships and facilitating learning, driving transformative change in this leadership development program. The study's results provide a solid foundation for further co-creating the program. However, more research is needed to fully explore the practical application and overall significance.

Effect of authentic leadership and mindfulness educational program on nursing managers' competencies: a quasi-experimental study

BackgroundAuthentic leadership is an emerging perspective in leadership that focuses on leaders' values and beliefs. while the mindfulness perspective permits nurse managers to be fully present, aware of themselves and their impact on others, and aware of their reactions in stressful situations. so, authentic leadership and mindfulness if combined create nurse managers who have clearer, more focused thinking, and a growth mindset that help subordinates improve and grow. as well as mindfulness-based interventions help them to improve interpersonal relationships with patients and colleagues, and to take better care of themselves and others.AimThe present study aims to; explore the effect of authentic leadership and mindfulness educational program on nursing managers' competencies in hospital.MethodsA quasi-experimental design (Quantitative pre-, post-, and follow-up design) was used to conduct the study at Shirbeen General Hospital, Egypt. The study subjects consist of a purposive sample of 70 nurse managers and 226 nurses. Three tools used for data collection consisted of; the authentic leadership questionnaire, the five Facet Mindfulness Questionnaire, and the managerial competencies of Nurse Managers. Data analysis was performed using SPSS version 20, Qualitative categorical variables were compared using the chi-square test. A significant level value was considered when the p-value ≤ 0.05, and Cohen's d was used to measure the effect size which indicated there was a large effect of educational program on post and follow-up knowledge, authentic leadership, mindfulness, and managerial competencies scores.ResultsThe current study revealed that there were significant differences between nurse managers’ knowledge, authentic leadership, mindfulness, and managerial competencies (P = 0.001) pre-, post-, and after 3 months of the program. As determined by Cohen’s d test, there was a large effect of educational program on post and follow-up knowledge, authentic leadership, mindfulness, and managerial competencies scores.ConclusionThe educational program about authentic leadership and mindfulness had a positive effect on nurse managers’ managerial competencies.Trial registration number (TRN)The study protocol was approved by the Research Ethics Committee of the Faculty of Nursing, Port Said University, Egypt (code number: NUR 13/3/2022–11).

Organizational and pedagogical conditions for the formation of leadership qualities of future officers in high schools taking into account the experience of the russian-ukrainian war

This article is devoted to the consideration of organizational and pedagogical conditions that contribute to the formation of leadership qualities of future officers in military higher educational institutions. In particular, the key aspects of training military personnel are studied using the experience gained during the Russian-Ukrainian war. The authors of the article determine the need to include leadership competencies in professional standards, emphasize the social conditioning of education and consider the role of the teaching staff in the formation of leadership qualities. The study is based on the practical experience of Ukrainian and Russian military higher education institutions and takes into account the challenges that arise in the context of military conflict.

School-to-school partnerships: an approach to improving Syrian schools in post-conflict recovery

PurposeThis research seeks to highlight school partnerships as an approach to improving schools and halting the deterioration of their performance in an environment that has suffered from the consequences of conflict for more than a decade.Design/methodology/approachThe research used the qualitative method, and the data were collected through semi-structured interviews with 20 school leaders and teachers.FindingsThe results showed the presence of positive attitudes toward inter-school partnerships and their perception of many benefits, the most prominent of which was increasing social cohesion in school and surrounding communities that suffer from divisions resulting from conflict. A set of obstacles includes legislative obstacles, a low degree of autonomy, low competency of school leaders, a lack of trust and incentives.Originality/valueThis study proposes a range of solutions to address the challenges associated with building partnerships. The research emphasizes the significance the school-to-school partnerships and their positive role in improving the performance of schools in developing countries, especially in environments suffering from the consequences of civil wars and social divisions.

Patterns in Clinical Leadership Learning: Understanding the Quality of Learning about Leadership to Support Sustainable Transformation in Healthcare Education

Frontline doctors’ clinical leadership (CL) is key to addressing healthcare sustainability challenges. Research shows CL requires professional learning. Significant investments into CL development notwithstanding, little evidence exists of how frontline clinicians learn leadership, highlighting an educational sustainability challenge. We propose a fundamental constitutive step towards understanding CL professional development (PD) through theorising and analysing CL-learning mechanisms and their association with clinicians’ leadership competences required for sustainable healthcare development. This mixed-methods study developed a concept of leadership learning patterns to assess doctors’ learning processes associated with sustained innovation. It analysed a post-course dataset of past participants of a CL-PD course (N = 150) and a pre-post dataset of an online CL-PD (N = 34). EFA demonstrated a reasonable factor model for the Leadership Learning Inventory, measuring two dimensions of doctors’ leadership learning patterns: Meaning-oriented and Problematic learning. Qualitative and quantitative analyses showed that Meaning-oriented learning increased significantly during CL-PD and is linked with sustainable leadership competences. This study suggests that the concept of leadership learning patterns is useful for evaluating the quality of clinical leadership learning processes during PD. It offers a conceptually and empirically sound way to assess clinical leadership learning involved in sustainable healthcare improvement, and the sustainability of educational interventions to support it.

Influence of Leadership Competencies on Implementation of Operational Strategies in Organizations in Kenya: A Case of Geothermal Development Company.

Leadership played a pivotal role in shaping organizational direction and strategy execution, especially in the face of challenges posed by dynamic environments and a diverse workforce. The study explored the influence of leadership competencies on the implementation of operational strategies within the Geothermal Development Company (GDC) in Kenya. Drawing upon various theoretical frameworks including Path-Goal Theory, Great Man Theory, Leadership-Member Exchange (LMX) Theory, and Trait Theory, the research delved into the cognitive, emotional, social, and functional competencies of leaders and their impact on strategy realization. The study, employing a descriptive research design, collected data from 78 management staff members of GDC through structured questionnaires. Findings revealed significant positive correlations between leadership competencies and the implementation of operational strategies. Specifically, cognitive competencies, encompassing problem-solving and analytical skills, were found to strongly influence strategy implementation. Emotional competencies, such as self-awareness and relationship management, also played a significant role in fostering a conducive environment for strategy execution. Social competencies, including interpersonal skills and teamwork, positively impacted the coordination and cooperation necessary for successful strategy implementation. Additionally, functional competencies, comprising communication and decision-making abilities, were identified as crucial elements in aligning resources and guiding organizational efforts towards strategic objectives. The regression analysis further validated the significance of leadership competencies in predicting the implementation of operational strategies. Cognitive, emotional, social, and functional competencies collectively explained 61.8% of the variance in strategy implementation within GDC. The study underscored the importance of developing multifaceted leadership competencies tailored to the unique contexts of organizations, especially in the public sector where challenges such as limited resources and diverse roles prevailed. These findings contributed to the existing body of knowledge on leadership and strategy implementation, particularly in the context of public entities like GDC. Practical implications suggested that organizations should invest in leadership development programs that focus on enhancing cognitive, emotional, social, and functional competencies among their leaders to drive successful strategy execution. By understanding and leveraging these competencies, organizations could navigate complexities, overcome barriers, and achieve their strategic objectives effectively.