Conscious Leadership Research Articles

Conscious Leadership for Modern Complexity

Conscious Leadership for Modern Complexity

Embracing Trust Over Control: The Evolution of Conscious Leadership

Embracing Trust Over Control: The Evolution of Conscious Leadership

What Contributes to the Greening of the Polish Energy Industry? Pro-Environmental Inclusive Leadership and Pro-Environmental Behavior—A Moderation–Mediation Analysis

The functioning of the energy sector in Poland has been changing over recent years, influenced by growing concern for the environment. The concept of inclusive leadership can play a key role in the emergence of behavioral changes related to the development of environmental awareness and the initiation of pro-environmental attitudes and behaviors by employees. The guiding objective of this study is to verify a moderated mediation model of the impact of pro-environmental consciousness (PEC) on the mediating role of the fulfillment of the psychological contract for the environment (PCFE) in pro-environmental inclusive leadership (PEIL) and pro-environmental work behavior (PEWB) relationships in the energy industry. By self-completing a survey questionnaire using the computer-assisted web interview (CAWI) method, responses were collected from 649 respondents employed in various energy industry organizations. Structural equation modelling based on maximum likelihood with bootstrap estimation was used to test the hypothesis model. The findings confirm the assumptions of the research model, demonstrating a direct relationship between pro-environmental inclusive leadership and pro-environmental work behavior. Additionally, a mediating condition was found, where the fulfillment of the psychological contract for the environment mediates the relationship between pro-environmental inclusive leadership and pro-environmental work behavior, and pro-environmental consciousness moderates this process. It was found that higher pro-environmental consciousness enhances the indirect effect of pro-environmental inclusive leadership on employees’ pro-environmental work behavior through the fulfillment of the psychological contract for the environment. This highlights the importance of the fulfillment of the psychological contract for the environment and a pro-environmental consciousness in the effectiveness of pro-environmental leadership. The analysis indicates that managers who apply a pro-environmental inclusive management style contribute to an increasingly pro-environmental consciousness and the promotion pro-environmental work behavior among employees. Furthermore, the indirect effect of green leadership on employees’ green actions, through the fulfillment of a psychological contract for the environment that is moderated by their pro-environmental consciousness, highlights the importance of environmentally conscious leaders in building effective employee–employer relationships. These relationships facilitate the implementation of initiatives that accelerate the pace of change and enhance efforts to build tomorrow’s modern energy industry based on low- and zero-carbon energy sources. Additionally, this is one of the first studies in the Polish energy industry to provide insight into the role and importance of green leadership and green behavior in the energy industry.

FUTURE‐PROOFING ORGANIZATIONS WITH CONSCIOUS LEADERSHIP

AbstractThe author, who is the founder and CEO of the Conscious Leadership Company, notes that the purpose of the article is “to help organizations navigate the complexities of the changed work environment and to lay down clear actions that catalyze sustained performance and innovation. It is designed to serve as guidance for organizations aiming to not just survive but thrive in this new era, setting themselves apart as leaders within their industry.” She discusses empathy, flexibility, and well‐being; within the latter, stating, “Leaders must create an environment where employees feel supported, valued, and understood.” She discusses the principles of high‐performing teams, and outlines conscious leadership, which she describes as a “new paradigm.” For teams, “leaders cultivate self‐efficacy by encouraging open dialogue and showing receptiveness to new ideas and feedback – they enable the team to believe in itself and the people within it.” The benefits of conscious leadership include enhanced team performance, employee well‐being, and organizational resilience. Challenges addressed are burnout prevention, shifting mindsets, resistance to change, and tackling problems head‐on. She concludes that the article “underscored the importance of trust, diversity, psychological safety, and the five core capabilities of Conscious Leadership – Togetherness, Growth, Awareness, Resilience, and Purpose.”

Conceptualizing Conscious Leadership – An Integrative Approach

Conceptualizing Conscious Leadership – An Integrative Approach

Critical conscious leadership for decolonisation: a Black consciousness perspective of authentically transforming leadership

PurposeThis paper draws on African anti-colonial thought and Black consciousness to propose critical conscious leadership (CCL) as a decolonising leadership approach appropriate for pursuing emancipation, social justice and innovation in a new African university.Design/methodology/approachI utilised the method of critical discourse analysis to study Ihron Rensburg’s language as he reflected on his leadership at the University of Johannesburg (UJ). The study engaged with Rensburg’s writings and texts on his account of leading the merger and transformation of UJ. The primary text draws from his book “Serving Higher Purposes” (2020).FindingsThrough the construction of CCL, the paper proposes alternative tenets for leading transformation towards a new African university. CCL grounds a decolonised and pluriversal new African university’s character premised on a consciously revitalised alternative thinking that will carry the communitarian spirit of Africa in knowledge production, dissemination and consumption in humanising all and serving the greater good. And it operates within the dialectical tensions of the social and economic purpose of higher education (HE), African and global relevance, African and Western paradigms, excellent performance and attainment of social justice.Originality/valueThe proposed CCL offers an alternative leadership approach that responds to the call to “Dethrone the Empire” by centring Blackness in HE leadership, which is crucial for authentic transformation and decolonisation.

Leveraging small island context to advance and disseminate environmental health and sustainable development knowledge through higher education

Higher education curricula can be designed to effectively leverage the context of small island states to enhance and deliver sustainable development and environmental health education, catering to workforce development, citizenry, and inclusivity. Small islands and developing states, in particular, are left behind in recognizing and promoting the linkages between environmentally sustainable development and the health of its people. This community case study highlights strategies of a Caribbean-based higher learning institution, leveraging the context of a small island state, to close this gap and create equitable access to integrated sustainable development and environmental health education. Tenets of Education for Sustainable Development theory underpin the pedagogical methodologies used in the delivery of the academic program. The curriculum draws on experiential learning, competency-based education, and diversity and inclusion, oriented to active student–student and student-practitioner engagements. Learning is facilitated through the effective dissemination of information, healthy interactions within a diverse community, professional engagements with multi-disciplinary practitioners, problem-solving, and formulation and presentation of perspectives and experiences relating to the Sustainable Development Agenda and Goals. Highly engaging and inclusive academic processes can accentuate students transitioning into the role of teachers, environmentally conscious leaders and citizens, and competent public health practitioners for the local and global workforces.

Methodological approaches to sustainable deve-lopment management of enterprises in conditions of instability

This article examines methodological approaches to managing the sustainable development of enterprises under conditions of instability, highlighting the growing unpredictability of economic, social, and environmental factors impacting businesses. An integrated approach to management is characterized by considering the interconnections between economic, social, and environmental aspects of enterprise activities. This approach aims to mitigate adverse environmental and societal impacts while ensuring economic success. Its advantages include reducing negative factors, promoting stable development, and gaining reputational benefits. The risk-oriented approach identifies, assesses, and manages enterprise activity risks. This approach's strengths include flexibility and adaptability to changing external conditions, enhancing competitiveness, and preventing losses. The innovative approach emphasizes the development of new technologies, products, and processes. The managerial approach involves the active participation of management and staff in decision-making processes related to sustainable development. Essential aspects of this approach include employee engagement, conscious leadership, and fostering a corporate culture oriented toward sustainability. The benefits include increased employee motivation and involvement, support from leadership, and the development of a relevant corporate culture. An analysis of the potential for integrating these approaches reveals opportunities for achieving a balance between economic efficiency, social responsibility, and environmental sustainability. In conclusion, the proposed strategies consider all aspects of sustainable development and provide a comprehensive approach to managing enterprises under conditions of instability. These strategies aim to integrate economic, social, and environmental goals, proactive risk management, fostering innovation, engaging personnel, leveraging digital technologies, and developing strategic partnerships. Keywords: sustainable development, change management, social responsibility, economic sustainability, innovation, corporate social responsibility (CSR), global transformational processes, adaptation to changes.

Decolonial identities in the leadership coaching space: against neoliberal leader identity regulation.

The study uses the decolonial lens to disrupt the contentious dominance of whiteness in leadership development, not to mention in coaching, in management and organization studies (MOS). It contributes insights into how a decolonizing coaching space enables and guides a coachee to reflect and rethink the navigation of the realities of her decolonial identity. The decolonial identity encapsulates the authentic self and the neoliberal identity is the plastic self in a neoliberal university context. Universities' pervasive and normalized neoliberal discourse has become a "paradigm"-the overarching worldview through which universities' visions, missions, strategic objectives, and values are constructed. For academics to thrive in their performance and "walk on water" in achieving performance targets, they ought to embrace being academic capitalists, which shapes idealized neoliberal identities-conforming identities, complicit in undermining social, economic, and epistemic justice. Qualitative research methods were utilized to conduct a reflexive study, and data collected from the reflections and reflexive dialogues in leadership development coaching sessions and journals were thematically analyzed. The study reveals that the coach and coachee's shared decolonial identity offered counter-narratives that unmask the dominant great "white" man leadership in organizations. It also illuminates insights into the significance of black feminist pedagogy in the coaching process to honor the coachee's decolonial identity and rich cultural experiences. It enabled her to explore them critically and derive meanings from developing decolonizing, critically conscious leadership strategies for emerging transformation challenges. Meaningful dialogue dimensions emerged, which served as lenses that steered a decolonial approach in supporting the coachee to reflect and rethink the leadership performance vision, strategic objectives, action plans, implementation, and monitoring.

Race for the Doctorate: Educational Leadership Ed.D. Students’ Experiences in a Racial Equity-Focused Program

Aim/Purpose: This study aimed to compare the experiences of students who identify as Black, Indigenous, and People of Color (BIPOC) with those of White students in the same Educational Leadership doctoral program that claimed to be unapologetic in its commitment to producing racially conscious leaders. Background: This study critically assesses the doctoral program’s claims as measured by BIPOC and White doctoral students’ perceptions of their abilities as racial equity leaders and their assessments of their transformational learning. Methodology: This qualitative study employed two separate focus group interviews – one for BIPOC doctoral students (n=7) and the other for White doctoral students (n=6). The researchers could comprehend how the participants experienced an Educational Leadership Ed.D. program with curriculum, andragogy, and assessment viewed through the lens of race and how the participants perceived their growth as racial equity leaders. Contribution: This study offers several theoretical and practical applications for Educational Leadership doctoral programs that embed racial equity work. For faculty, the study informs their delivery of race-focused courses and programs to optimize their development of racially conscious leaders. For BIPOC students, the study empowers them to advocate for and demand challenging racial equity-focused curriculum and instruction. For White students, the study reinforces the necessity of a race-focused program for professional development. Findings: There was a marked difference between the BIPOC and White students’ responses. White students reported the most transformational growth in their racial awareness, their understanding of structural racism, and their recognition of where equity leadership skills could be utilized. BIPOC students were cognizant of much of this work before entering the program. However, they reported growth in understanding how best to implement effective racial equity leadership while maintaining healthy boundaries and self-care. Recommendations for Practitioners: Educational leadership doctoral programs with a focus on racial equity work need teaching faculty that espouse and demonstrate anti-racist curriculum, instruction, and assessment without relying on the racialized labor of BIPOC students to “teach” White students about racism. Recommendation for Researchers: The researchers in this study used separate focus groups – BIPOC and White. The data revealed that although the same questions were asked to each group, the BIPOC responses contained more vulnerable, personal details and yielded richer meanings. Future researchers should consider employing a more robust set of focus group questions that require more introspection and self-reflection, which might produce more significant insights. We believe they may yield more nuanced responses from all racial groups. Impact on Society: This study revealed that BIPOC and White educational leadership doctoral students have different and varying needs and challenges based on their racialized lived experiences. Educational leadership doctoral programs must provide the tools and opportunities for their students to be conversant and competent to address issues of structural racism. Future Research: Future research should use transformative learning theory to guide how BIPOC and White faculty in educational leadership doctoral programs assess their abilities to be anti-racist teachers and leaders.

‘Conscious Leadership’: An interview with Samit Ghosh, Founder, Ujjivan Small Finance Bank

‘Conscious Leadership’: An interview with Samit Ghosh, Founder, Ujjivan Small Finance Bank

Empowering Diverse Workers through Conscious Leader Sunita Singh Sengupta & Payal Kumar

Empowering Diverse Workers through Conscious Leader Sunita Singh Sengupta & Payal Kumar

Conscious Leadership- A Conceptual Framework

Covid pandemic has toppled the world into disarray. All the industries were deeply impacted, technology has bound people together, social distancing, working apart, remote working have become new normal. To outlive this situation, every organization needs a leader who guides the employees to bring out the best out of them and directs them towards organization success. Leadership has evolved over period of time, this pandemic has led to new style of leadership named “Conscious leadership”. Conscious leadership emphasis on inspiring people and bringing best out of employees. This style of leadership focus on empowerment and growth of stakeholders than profit

BECOMING A RACE CONSCIOUS LEADER

AbstractThe author notes that “Race Conscious Leadership is your invitation to unravel the racial narratives you didn’t choose, but for which you are now responsible.” She explains that it is “the practice of cultivating an ongoing, nuanced awareness of racial history, racial identity, and racial justice in one’s organizational life.” In a graphic Figure, she presents “The Insight‐Action Axis for Effective Race Conscious Leadership.” This depicts, for instance, in her words “A culture of the past (low in insight, low in action), A culture of learning (high in insight, low in action).” In further definitions, she says that “Cultures of learning are marked by acquiring information, finding stories, and sharing ideas.” Also: “Cultures of the future are environments where race conscious leaders are committed to expanding their insights and engaging in meaningful actions.” She also outlines 10 habits of race conscious leaders. Some are in her words: #1. Race conscious leaders are peacemakers, not peacekeepers. #2. Race conscious leaders make themselves accountable. #3. Race conscious leaders think collectively and individually. #4. Race conscious leaders are relentlessly self‐aware. #5. Race conscious leaders are truth tellers. #6. Race conscious leaders filter their decisions through the lens of equity and justice.

The digital transformation of human resources and its impact on the organizational strategic sustainability: The mediating role of the conscious leadership

This study aimed to identify the impact of digital transformation of human resources on achieving the organizational strategic sustainability through the conscious leadership as a mediating variable. This study adopted the descriptive analytical method to achieve its objective. The necessary data were collected by using a list that included several paragraphs related to the study’s variables. The annual reports of the study’s sample of three Jordanian Islamic banks were reviewed. The data of the study covered for the period 2017-2020. Results of the study showed a presence of a statistical significant impact of the digital transformation of human resources on achieving the organizational strategic sustainability in the Jordanian Islamic banks. It also indicated a statistical significant impact of the digital transformation of the human resources on the organizational strategic sustainability through mediating the conscious leadership in the Jordanian Islamic banks. The study recommends paying more attention to the digital transformation of human resources in the Islamic banks and enhancing the values of the conscious leadership and including them within the strategic plans of the banks.

Mediating role of pro-environmental behavior in environmentally specific transformational leadership and subjective well-being

PurposeBased on self-determination theory, the paper investigates the link between environmentally specific transformational leadership (ETFL) and subjective well-being (SWB) of employees working in an energy intensive industry. The paper also aims to examine pro-environmental behavior (PEB) as a mediator mechanism between ETFL and SWB relationship.Design/methodology/approachAn empirical research design was used for the analysis. In total, 293 respondents working in different energy intensive Indian companies filled the questionnaire for the study. The data were analyzed using structural equation modeling SMART-PLS 3 software which is a graphical user interface for variance-based structural equation modeling using the partial least squares path modeling method. Two stages of analysis were conducted: the measurement model and the structural model.FindingsThe results indicate that (1) ETFL has a significant positive impact on PEB. (2) PEB is positively correlated to SWB. (3) ETFL has a significant impact on SWB. (4) The underlying mechanism process of ETFL and SWB relationship is explained by mediation of PEB.Practical implicationsOverall, the study insinuates that PEB act as underlying mechanism in environmental leadership and SWB of employees. The study further suggests that the management should promote green leaders for enhancing the overall SWB of the managements' employees especially in energy intensive sector. Doing so helps the managers to enhance managers' environmental conscious behavior for inducing SWB of employees.Originality/valueThe study contributes to novel findings in existing literature particularly to determine ETFL and PEB as predictors of SWB especially in energy intensive sector. The study also leads the ways for organizations by promoting green conscious leaders, which stimulates PEB among employees that ultimately contributes to SWB of employees. Furthermore, the research methodology can be used in other studies for variation of contextual variables such as size of the industry, developed or underdeveloped country and manufacturing or service industry.

Former Presidential Advisor Encourages Socially Conscious Leadership

Former Presidential Advisor Encourages Socially Conscious Leadership

Becoming Modern and Inclusive: Getting Rid of Status and Tradition in an Ecuadorean Bank

This article discusses the way corporate cultures reproduce social structures in their internal organization, operating as microcosms of the larger society. Utilizing a qualitative ethnographic methodology, including participant-observation, in-depth interviews, and focus groups with around 400 associates of the largest private bank in Ecuador, this nationwide study provides both an analysis of the bank’s organizational culture and a collaborative interpretation of the institution’s perceptions concerning ethno-racial, gender, and disability inclusivity. The article offers abundant ethnographic data in conversation with the historical contexts of ethnic homogenization through the state project of mestizaje, which permeates even the internal structures of banking organizations. We discuss symbols of tradition, religion, and status that were key in shaping the bank’s identity in the past and that now weigh on the bank’s contemporary commitment to being a dynamic institution with responsible, inclusive, and diverse internal structures and workplace interactions. By addressing complex social issues around race, ethnicity, gender and sexuality, and disability, this study explores the role of corporations in society as they seek to confront their embeddedness in discriminatory social systems and act as conscious leaders in cultivating a more inclusive and diverse workforce.

A conscious leadership competency framework for leadership training

PurposeThe purpose of this paper is to propose a conscious leadership competency framework to be used in business training as well as in managerial study programs.Design/methodology/approachFirst, using literature review, the current state of knowledge in conscious leadership competency frameworks was examined. Subsequently, a framework analysis on a specific topical book was conducted to find competencies that determine a conscious leader. The output of this analysis was compared with a comprehensive leadership competency framework to propose a conscious leadership competency framework. This conscious leadership competency framework was then verified in interviews with conscious leaders.FindingsUntil now, a conscious leadership competency framework has not been proposed. Yet, there are competencies specific to conscious leaders that are not included in existing leadership competency frameworks. A new conscious leadership competency framework including possible ways of how to train and develop the conscious leadership competencies is suggested for future discussion.Research limitations/implicationsResearch limitations are discussed in this paper. More research in this area and further development of the conscious leadership competency framework are suggested.Practical implicationsThe proposed conscious leadership competency framework can be further discussed and developed, therefore becoming an effective tool for companies as well as educational institutions.Social implicationsMore consciousness in leadership will help tackle many current societal challenges.Originality/valueTo the best of the authors’ knowledge, the proposed conscious leadership competency framework is the first of its kind.

The Degree to which School Principals in the Directorate of Education in the Kasbah of Amman, Jordan, Practice Administrative Creativity from their Point of View: درجة ممارسة مديري المدارس في مديرية قصبة عمان بالأردن للإبداع الإداري من وجهة نظرهم

This study aimed to identify the degree to which school principals in the Directorate of Education of the Kasbah of Amman in Jordan, practice administrative creativity from their point of view. The study used the descriptive survey approach, and the tool was a questionnaire, and it was distributed to an intended stratified sample of (151) male and female school principals in the Directorate of Education of the Kasbah of Amman in Jordan for the academic year 2020/2021. The results of the study showed that the degree of school principals' practice of administrative creativity in the Kasbah of Amman, Jordan, from their point of view, got an average (3.53 out of 5) which means it got a grade of (medium). At the level of the domains, the sensitivity to problem solving domain got the highest average (3.67), then flexibility in thinking with an average of (3.51). Third; The domain of intellectual fluency with an average of (3.48) and finally the domain of originality with an average of (3.47). All of them are (medium). The results also showed that there are statistically significant differences at the level of (α ≤ 0.05) between the sample views due to the sex variable, in favor of females, and the experience variable in All fields, in favor of the category of experience of more than 20 years. Also, there are no significant differences attributable to scientific qualification. In light of the results of the study, the researcher presented a set of recommendations to the Ministry of Education to select principals from among the conscious leaders who bear the pressures of work and believe in the importance of creative male and female principals in schools and who have flexibility in thinking and openness to new experiences, and this is done through holding courses, tests and spreading awareness to increase the degree to which school principals practice creativity and innovation in their schools.