Developing Leadership Skills Research Articles

Virtual Reality in Workplace Learning

The interest and use of Virtual Reality (VR) technology for workplace learning has been increasing and is projected to increase further based insights from scholarly literature, industry reports, and interviews with organization and learning leaders. We present and discuss perceived affordances, limitations, and future directions of VR learning based on interviews with 21 workplace learning leaders across sectors and industries. Perceived affordances include: (1) simulation of dangerous or difficult real life scenarios, (2) interpersonal and leadership skill development, (3) affordability, (4) data and assessments, (5) social learning, and (6) bridging the real and virtual. On the other hand, perceived limitations include: (1) limitations of experiences in VR, (2) hardware bottlenecks, (3) costs, and (4) limited acceptance of VR learning. Many study participants anticipated improvements in VR hardware fidelity and comfort, simplification of VR learning creation, and expansion of AR learning opportunities, while some anticipate no significant changes in VR learning opportunities and adoption. We also discuss recommendations for VR instructional design and implementation and various directions for further research.

Parent Perceptions of the Benefits of Sport Participation: A Mixed-methods Approach

Objective: Objective PA-12 of Healthy People 2030 is focused on an increase in sport participation among youth. Organized leisure-time sport participation (OLSP) can be a valuable source of physical activity for children and adolescents. The ability of programs to provide important benefits to children may play a role in parent decisions to enroll their child in these programs. Methods: In the present study, we gathered demographics, sport participation, and parent-reported (N = 452) benefits of sport participation as part of a survey investigating OLSP behaviors. Results: We found no differences in sport participation by sex or race/ethnicity. However, children from lower income homes were less likely to participate in sport than those from higher income homes (p < .001). Health and exercise, socialization, teamwork, and leadership skill development were the most common benefits reported by parents. Other benefits included practice/skill building/self-esteem, fun, reduced screen time, exposure to a role model, stress relief, and recognition. Conclusions: These benefits should be emphasized in OLSP programs and used for marketing and promotion to increase participation in OLSP to achieve objective PA-12.

Cardiovascular Research Mentorship Platforms

Background: There has been increasing awareness on the issue of underrepresentation in academic cardiology. However, to date, most mentorship programs are not designed specifically tailored for future careers in cardiology or cardiovascular medicine. We present our 6-year experience in running two research mentorship platforms, the International Health Informatics Study Network and the Cardiovascular Analytics Group. Objective: To study the underrepresentation in academic cardiology. Methods: Researchers were prospectively recruited into the mentorship programs between September 2015 and September 2021. A combination of online mentorship approaches was employed, including one-to-one mentoring (between faculty and students and between peers), group mentorship, and teaching sessions. Outcomes included the number of publications related to cardiovascular medicine, including those with student members in key authorship positions, and students serving as mentors. Female representation was assessed. Results: A total of 117 researchers from 19 countries were recruited between September 2015 and September 2021, leading to the successful publication of 164 research articles on cardiovascular medicine or epidemiology. Students participated in 80% of the articles (n = 131). At least one student served as the first author in 34% of the articles (n = 56; at least one female student as the first author in 48% of the 56 articles; n = 27), as the senior author in 7.3% of the articles (n = 12), and as a mentor in 15% of the articles (n = 26; at least one female student served as a mentor in 42% of the 26 articles; n = 11). Female researchers occupied one of the four key authorship positions in 43% of the articles (n = 70; 47 female first authors; 10 female co-first authors; 6 female co-corresponding authors; and 17 female last authors). There was a 12% increase in the percentage of females in key authorship positions between the periods 2016–2018 and 2019–2021, from 47% (n = 33) and 53% (n = 37) of the 70 publications having at least one female in key authorship positions, respectively. Conclusions: Online-based mentorship programs can promote the development of independent research and leadership skills in students, with a positive impact on diversity, gender equity, inclusion, and productivity in cardiovascular research.

Marketing research of the state of gender policy in the system of public administration of region

Part of the research conducted during the project «Public assessment of the state of implementation of state documents on gender equality» in conjunction with the Kyiv Institute for Gender Studies with the financial support of the Ministry of Foreign Affairs of Denmark is presented. The analysis of scientific works confirmed the relevance of the study of the determinants of gender policy in the context of covid-19 and revealed a lack of research on the implementation of state documents on gender equality by local authorities. The purpose of the article was to identify the state of implementation of the State Social Program to ensure equal rights and opportunities for women and men for the period up to 2021 in Ternopil region. The following methods were used: analysis of secondary information; questionnaires; observation; personal interviews; method of comparative analysis; graphic method; synthesis; generalization; grouping. Information requests were sent to the executive authorities in accordance with the Law of Ukraine "On Access to Public Information". The conducted research allows doing the followings conclusions: 1. 69% of all tasks envisaged by the State Program have been completed. 2. There is no separate regional program for the implementation of the State Program in Ternopil region; the measures are integrated into other regional non-gender programs. 3. Volumes of financing for performance of tasks of the State program from the regional budget made 92,5 thousand UAH. 4. 44% of all measures of the State Program have been implemented. 5. Many activities were aimed at training industry professionals; development of women's leadership skills; information and educational activities; promoting women's self-employment. 6. The largest number of uncompleted tasks required analytical, organizational, informational and educational work. 7. The amount of funding for the tasks of the State Social Program amounted to 278.5 thousand UAH. The need to intensify the implementation of state documents on gender equality at the regional level has been identified. Further research will focus on the analysis of the state of implementation by local authorities of the National Action Plan to implement the recommendations set out in the concluding observations of the UN Committee on the Elimination of Discrimination against Women.

Neurology Training in the US During the COVID-19 era

The COVID-19 pandemic has had a significant impact on neurology residency education and services in the United States. The responsibility of residents was shifted from traditional house staff to frontline providers in the face of the pandemic. As such, a dynamic and rapid transformation was required, involving the development of strong leadership and teamwork skills, while protecting patients and providers from infection and ensuring the quality of education and training. Because of the increased demand from inpatient care and the risk of potential exposure to the virus, a modified rotation schedule was implemented by removing residents from outpatient clinics and minimizing their role in inpatient services. In order to maintain social distances, didactic lectures were conducted only via online platforms, and outpatients were only provided telemedicine. Although the pandemic has taken some of the in-person educational opportunities from residents, innovative changes including video conferences and telemedicine will likely continue to be used as a useful mode of medical training for residents. Herein, the author reports the changes made to the neurology residency program in response to the COVID-19 pandemic, as well as the evolution of leadership roles during this unprecedented time.

Développer les compétences de leadership par la simulation : un cadre de recherche et une étude de cas interprétative

Despite a growing consensus regarding the significance of critical inquiry, reflective thinking and experimentation in driving much of leadership training, we still lack empirical evidence on how pragmatist approaches to learning (e.g. game-based learning, simulation-based training) actually support the development of leadership skills. In particular, little is known about the interplay between multiple factors (i.e., instructional features, trainees’ profile, socio-cultural norms) enabling simulation-based training, and how it affects the consolidation of heterogeneous types of leadership skills. To fill these gaps, this article establishes a conceptual framework based on three propositions, and assesses its validity through an interpretive case study.

Dynamic capabilities of IT as a factor shaping servant leadership influence on organizational performance

The paper is devoted to the analysis of the role of IT dynamic capabilities on leadership influence on organizational performance. In particular, the analysis concentrates on servant leadership. It is assumed that the dynamic capabilities of IT strengthen the relation between servant leadership and organizational performance, allowing for quicker adaptation of IT solutions to the needs of employees. Empirical research was conducted to verify formulated hypotheses based on results obtained from 263 organizations operating in Poland. Statistical reasoning based on linear regression analysis with moderator was made using SPSS Macro Process. The role of IT dynamic capabilities for enhancing the development of leadership skills, specifically are presented. The findings show that IT dynamic capabilities indeed strengthen the positive influence of servant leadership on organizational performance, boosting the positive role of servant leadership in contemporary organizations.

Need for Self-Management of Local Churches in the Process of Church Leadership Development

The development of church leadership depends on the empowerment of local churches self-governing. Provide such responsibility to local churches is biblical and it has its foundation through the Holy Scripture. Improve a strong Christian leadership today requires to apply strategies of development based on Christ leadership. This may help us to deeply understand the task of leaders and self-governing local churches in church leadership development. To give the local churches the power of self-management contribute to the development of economy, moral, politics, social, spiritual, and cultural aspect of leaders. The church may reach that level through training and developing leadership skills for all believers if all put themselves in the school of the Holy Spirit. It was found during this research that the self-management of local churches is the source of misunderstanding between leaders and local churches in developing church leadership. The results of the survey show that around 76.19% say yes to the assumption, and around 23.80% say no. We have also discovered that strategies for local churches self-management in developing church leadership need to be determined. The expression of respondents is of the order of 83 out of 84, around 98.80% of respondents who said yes, and 1.19% of respondents said no. We also found that the majority of our respondents, around 85.71% say that leaders do not fully assume their roles in the development of church leadership, while only 14.28% refute this hypothesis. We also found 88.09% of respondents argue that local churches do not fully assume their roles in developing church leadership, and around 11.90% oppose this assumption. And finally, respondents affirmed that the self-management of local churches contributes to the development of church leadership. The results collected in the field prove that 90.47% of our respondents accepted this hypothesis and 9.52% rejected it. Due to the findings, both leaders and self-governing churches must involve in developing Church leadership by responding to their duties in the Church. Conversely, no Church leadership development can happen.

СВІТОВИЙ О. М. САМОМЕНЕДЖМЕНТ ЯК ЕФЕКТИВНИЙ ІНСТРУМЕНТ КАР'ЄРНОГО ЗРОСТАННЯ УПРАВЛІНЦЯ

The purpose of the article is to summarize and substantiate the principles of self-management as a tool for career growth of managers. Methodology of research. To achieve the goal set in the article, the author uses the following general and special research methods: dialectical, analysis and synthesis, comparison, abstract-logical.Findings. The article describes the best technologies of efficient use of time and systematizes the interpretation of the concept of "self-management" by scientists. It has been proven that for professional and career growth the self-development of a manager as a specialist and as a person must be continuous and comprehensive. Emphasis is placed on the importance for the manager to constantly develop leadership skills, work to improve their intellectual and professional level, seek the best opportunities for self-realization.The need to perform as many tasks as possible per unit time is pointed out. It is substantiated that such personal and professional qualities of a manager as decency, determination, impeccable business reputation, ability and willingness to work in a team acquire special importance.It is noted that the role of self-management in the career growth of a manager in today's world is becoming increasingly important. Given this circumstance, the modern manager needs to achieve greater self-organization, self-education and self-control. The motivation of the manager in career development, which is based on the interest in promotion and professional development based on the use of internal reserves, is studied. It is important that the results achieved in this process are sufficient for appointment to a higher level of the career vertical. It is argued that for a manager at every stage of career growth, it is worth comparing the goal with their own capabilities, constantly taking care of their professional reputation.Practical value. The theoretical approaches and practical recommendations proposed by the author are aimed at finding and implementing new career opportunities for managers through the integrated use of self-management tools.

A leadership skills development model for the Kwaden Group: A case study of an African fast-moving consumer goods business network

A leadership skills development model for the Kwaden Group: A case study of an African fast-moving consumer goods business network

Leadership lessons for engineers

The purpose of this study is to describe a MSc course aimed at preparing the elite of engineering education, providing knowledge, developing skills and experience that will allow graduates of Master degree programs not only to find a job, but also to build a successful professional career and a happy life consciously. The presented masters course introduces the best practices of leadership development from the rector of KNRTU-KAI, Albert Gilmutdinov (20122021) (based on his book Leadership Lessons), advanced experience in the development of leadership skills from Russian and foreign universities, as well as a unique American teaching methodology aimed at the peculiarities of training engineering personnel. The study reveals the problems of training modern engineering specialists: engineering student negative attitudes (I cannot learn English, it is too difficult to apply for a grant, an interesting job can only be found by acquaintance); inability of young people to answer questions about how to find a job in their life, how to work hard and not get tired, how to become successful and at the same time maintain good relations with people. The team of authors of the course believes that the results of the implementation of the Leadership Lessons project can be of professional interest not only among masters students, but also among all students of engineering schools, increasing the personal activity of students, their demand in the labor market, as well as strengthening ties between employers and the university.

Player perceptions of athlete leadership and leadership development in an English Premier League football academy

The effective leadership of, and within, sports teams has consistently been highlighted to be an important factor impacting upon a range of outcomes including team performance, and team functioning. However, while there has been an increasing focus on athlete leadership and leadership development in recent years there is little research exploring leadership (rather than leader) development in youth sport. As a result, the aim of this study was to explore athlete perceptions of athlete leadership and the development of athlete leadership skills in a professional football youth academy. Participants were 34 professional football club youth academy players, arranged into 9 focus groups (depending upon age). The data were analyzed using thematic analysis, with six first order themes emerging (Leader behaviors, selection criteria, shared leadership, growth and development, changing environmental constraints, and leader development). The results highlight a good level of awareness of leadership amongst the youth footballers, but also major limitations in the degree to which they felt they were developed as leaders.

123 Tint: Training in Trauma Simulation Programme

Major trauma is one of the leading contributors to death for several age groups globally making it a public health concern. There are approximately 20,000 cases of major trauma per year in England and over 25% of these result in deaths This Emergency Medicine (EM) course was designed for Specialty and Associate Specialist Grade (SASG) doctors to develop leadership skills and to demonstrate technical and non-technical skills as a trauma team leader (TTL) when assessing severely injured patients. This course has a strong focus on the understanding of hospital systems and processes for the timely assessment and treatment of complex trauma patients.After a successful HEE funding bid, a simulation training course was devised to cover the main principles of trauma management and the non-technical skills required to manage a trauma patient and help up-skill the 14 SASG doctors at an urban trauma unit. Five scenarios were designed based on real patients seen in urban trauma units in London. On designing the scenarios, an understanding of the functioning of hospital systems such as requesting and administering blood products and transferring patients both within the hospital and within the trauma network, were crucial learning objectives.This course was delivered weekly from January to June 2021. Sessions involved the EM SASG doctor, two EM nurses and the members of the wider MDT expected at each trauma call, to recreate the resuscitation room environment. Each SASG doctor underwent all five trauma simulation scenarios individually as the TTL. Each scenario was followed by a focussed debrief by two EM consultants, with discussion around human factors, technical and academic aspects of trauma management. All 14 SASG doctors completed the five trauma scenarios. As a result of this training, there has been an improvement in the management of patients with higher injury severity scores in the ED based on both clinical supervision and feedback from the candidates. Given the impact on practice that this training has had, this course will be delivered to the wider trauma teams within the trust, with the EM SASG doctors continuing as TTLs.

Exploring early childhood centre managers’ perceptions of their roles in promoting developmentally-appropriate physical environments in South Africa

The aim of this research was to explore the roles of Early Childhood Centre managers in promoting developmentally appropriate physical environments from birth to four-year-old children in South Africa, and then draw implications on the quality of leadership in the centres. While significant studies have been conducted on the phenomenon globally, little has been published on how centre managers understand their roles in promoting developmentally appropriate physical environments for infants and toddlers in the country. The researcher had a conviction that the quality of a physical environment in early childhood centres has a form of influence on the development of a child. This research was based on Merton (1957)’s Role Theory which frames an understanding of the behaviour of a group or individual(s) within a, particularly educational setting. This was further paired with a structural-functionalism paradigm, where every individual’s place and corresponding role in a social or organisational structure is appreciated. Five South African centre managers within rural communities of Gauteng North District were purposively sampled for this empirical investigation. A qualitative approach with case study design using semi-structured interviews, spot observations and taking good quality photographs in collecting data was employed. The study established that some manager-participants were cognisant of their leadership role in constructing developmentally appropriate physical environments, whilst others were unaware or oblivious of their role and influence. In addition, results also allude to potential gaps in how centre managers understand and interpret policy and curricula to fashion and sustain developmentally appropriate physical environments amid contextual challenges. The researcher, therefore, recommended that the Education Department in the country develop a strategic plan to develop leadership skills in centre managers.

Motivating Self-Efficacy in Diverse Biomedical Science Post-baccalaureate and Graduate Students Through Scientific Conference Implementation.

Tactics to increase the number of underrepresented (UR) students in biomedical research PhD training programs have not yet translated to UR faculty numbers that reflect the diversity of the United States. Continued interventions are required to build skills beyond those that result in placement into a PhD program. We hypothesize that successful interventions must build skills that give UR students foundations for confident self-efficacy in leadership. We seek interventions that allow UR students to envision themselves as successful faculty. We posit that development of such skills is difficult in the classroom or laboratory alone. Therefore, novel interventions are required. As part of the NIH-funded Post-baccalaureate Research Education Program (PREP) and Initiative for Maximizing Student Development (IMSD) at the Mayo Clinic Graduate School of Biomedical Sciences, we designed and implemented a unique intervention to support development of student leadership skills: a biannual student-organized and student-led national research conference titled "Scientific Innovation Through Diverse Perspectives" (SITDP). This initiative is based on the concept that students who actively live out realistic roles as scientific leaders will be encouraged to persist to scientific leadership as faculty. Here we describe the motivation for, design of, and outcomes from, the first three pilot conferences of this series. We further discuss approaches needed to rigorously evaluate the effectiveness of such interventions in the future.

Leadership Styles and Employee Engagement: A Field Study at a Qatari Public Corporation: الأنماط القيادية وتأثيرها على الانغماس الوظيفي: دراسة ميدانية في مؤسسة عامة قطرية

The current study explored the relationship between leadership styles and employee engagement in the case of a Qatari public corporation. Survey research method was used in the research. In order to meet the research objectives, an online survey questionnaire was developed and distributed to a simple random sample of 294 employees. Descriptive and analytical statistical techniques available in SPSS were used to analyze the data of the 125 returned surveys. The results of the current study revealed that: (1) about 75% of the respondents are engaged in their work, (2) employees perceive their supervisors as transformational leaders rather than transactional leaders. Nonetheless, employees perceive their supervisors as neither pure transformational leaders nor pure transactional leaders, (3) there is strong and positive correlation between employee engagement and both transformational and transactional leadership styles. However, the correlation between transactional leadership and employee engagement was stronger than the correlation between transformational leadership and employee engagement. Based on that it is recommended to: (1) encourage supervisors to mix both transformational and transactional leadership styles by considering the situation and the nature of the task assigned to employees, (2) take action to develop leadership skills and behaviors, (3) show recognition for employee contributions and efforts, (4) strengthen the relationships between employees and their supervisors. In conclusion, it is important to develop strategies and practices to enhance employee engagement. One of the key factors in doing so is the development of leadership styles and behaviours.

Developing leadership skills for physiotherapy managers

Purpose: It has been identified that there is a variance in the level of leadership skills held by different Physiotherapy managers. Performance is often measured against Key Performance Indicators (KPIs), however many physiotherapists in a managerial role may have not received the appropriate training in how to achieve these measures.

(Invited) Developing Leadership Skills in Engineering and Science Majors

Engineers and scientists typically work in teams where a leader oversees and guides process/product research, development, and direction. When technically-trained individuals first undertake a leadership role, frustration and anxiety are frequent outcomes, despite technical competency and good intentions. This situation largely occurs because our technical training has developed within us a mindset wherein we approach problems in a particular way that is based solely on logic, facts, and data. People are not facts or data, and in many cases, their approach to problems does not appear logical. Sudden awareness of such behavior is disconcerting to technically-trained individuals who are now in a position of leadership. The leader must recognize that decisions, even by engineers or scientists, are typically driven by biases, priorities, emotions, and previous experiences; the complex interplay of personal attitudes and characteristics with technical issues has been referred to as sociotechnical problems.This talk will discuss reasons why engineers and scientists often find adaptation into leadership roles frustrating and discouraging. Students should be made aware of the need for the development of professional skills such as emotional intelligence, conflict management/resolution, and leadership; these skills serve as compliments to their technical training and are required for success in leadership or management roles. The mindset transition from solving purely technical problems (academia) into technical teamwork efforts and leadership roles can be facilitated by offering examples and leadership background in undergraduate and graduate (required or elective) courses. More detailed education in these arenas can be presented through interactive seminars, workshops, or elective courses focused on leadership development.

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

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

A set of instruments to study commercial organization staffʼs leadership qualities

Introduction. Intense activity of commercial organizations in the conditions of constant social changes, competition, and social tension, which were caused by the COVID-19 pandemic, necessitates the development of leadership qualities and skills in the staff of commercial organizations.Aim. To determine a set of instruments to assess commercial organization staffʼs leadership qualities.Results. The set of diagnostic instruments proposed by the author to study commercial organization staff's leadership qualities aims to assess staff's basic leadership qualities, which relate to staffʼs abillity to manage and administer the commercial organization, and the staff's special leadership qualities, whichinclude staffʼs abilities to directly lead in commercial organizations and are made up of staffʼs innovative-creative, partnership, emotion-regulating, and gender-relevant abilities.Conclusions. The set of diagnostic instruments presented in the article and designed to study commercial organization staffʼs leadership qualities can be helpful for organizational psychologists to counsel commercial organizations on the problem of staff's leadership development.