Effective Leadership Skills Research Articles

Eğitim Yönetiminde Etkili Liderlik Özelliklerinin İncelenmesi

The concept of effective leadership can be defined as a type of leadership based on results rather than activities, in which the leader directs working people to the goal he has determined, directs employees to work in the desired way, to work, to motivate in that direction. In many studies conducted on effective leadership, assumptions have emerged that leaders should have characteristics such as influencing people, being able to do a job, and being able to accept themselves. If the corporate leader wants to develop and manage his institution in line with the goals he has set, he needs to exercise effective leadership. When the studies conducted at home and abroad on the effective leadership skills of educational administrators are examined, it is seen that such researches are aimed at determining the competence levels of school administrators related to effective leadership in particular. In most of the studies in question, the competencies of school administrators regarding leadership skills have been considered in a general framework. In addition, in most studies conducted on effective leadership, the effective leadership skills of school administrators have been found to affect the motivation of employees, job satisfaction, excitement about the profession, etc. its effect has been studied and similar results have emerged. Key Words: Education Management, Manager, Effective Leadership

Leadership skills in postgraduate medical residents

Background of the Study: Safe patient care is the fundamental objective of every healthcare facility by the services provided by high performing healthcare providers with effective leadership skills. Leadership competencies are considered now as essential for all medical trainees, not only to face challenges at individual level but it also helps them solving certain institutional and interpersonal challenges. Aim: To assess the current leadership training needs of postgraduate medical resident undergoing training in different hospitals of the Pakistan. Methods: This was a cross-sectional online quantitative survey. A request link of online google survey form was sent to the residents through social media residents’ groups and through email addresses of residents to fill the form. Results: A total of 67 residents of all years completed the survey. Mean age of the residents was 30.63 ±3.87, with about 81% being male and 84% were getting done their residency training in specialty related to medicine and allied. On a Likert scale (1 = strongly disagree, 3 = neutral, 5 = strongly agree), residents rated the importance of leadership skills in the clinical setting as high (4.15 of 5).

An Overview Of Academic Leadership, Governance And Management

Being a good teacher may require effective leadership, governance and management skills. These skills can help you offer guidance and support to students to help them succeed. Learning more about what it means to be a good teacher can help you assess your own skills and determine what areas you can improve. Successful academic leaders have good governance and management policy and use their nonverbal, verbal, and written communication skills daily. Although many academic leaders, governed, and academic managers create detailed lesson plans, successful ones remain flexible and adapt their lessons to their students

The future of leadership: new digital skills or old analog virtues?

PurposeBusiness leaders are facing a change of role as digitalization continues to intensify in organizations. As technological change is bringing back supposedly old virtues of leadership, this study aims to explain the impact digital transformation has on leadership due to organizational size.Design/methodology/approachCross-border study with experts from multinational enterprises (MNEs) in Austria and small and medium companies (SMEs) in Italy.FindingsWith increasing digitalization, leadership is becoming more important. In times of social distance, it is essential that leaders actively foster the management of relationships with their employees, manage social processes in their teams and shape change processes. This requires a bundle of skills consisting of effective leadership skills, strong change management skills and conceptual digitization skills.Practical implicationsDigital transformation is not mainly about implementing new technologies; it is about developing an appropriate strategy in which people are key. Organizations regardless of size need to recognize that digital transformation requires not less, but even more active shaping of the relationships between leaders and their team members. Consequently, they need active leaders who drive, communicate and implement technological change. As leadership and change require time, resources and, above all, attention, executive selection and qualification are critical for the broad integration of digitalization ideas into an organization.Originality/valuePeople, not technology, drive digital transformation, and organizations require leaders, not necessarily technological specialists, to manage the complex changes that comprise an organization’s digital transformation. Technical and methodological skills can be substituted with the use of new technologies, but leaders’ interactional, social, strategic and conceptual skills are gaining in importance.

Leadership Competencies in Non-Profit Organizations: Insights from Qualitative Research

The ever-changing environment required non-profits to adapt more effective leadership skills. This study provides an understanding of the characteristics of competent non-profit organization leaders. A qualitative phenomenology methodology was used, with 15 individual in-depth interviews with leaders from a non-profit organization in Saudi Arabia, leading the data collection process. Thematic analysis was applied to generate themes. The results revealed six main leadership competencies in the non-profit sector: 1) passion and altruism, 2) organizational advocacy, 3) instilling community support, 4) focus and strategy, 5) trust and delegation, and 6) continuous self-learning and agility. The findings suggest that leaders in different non-profit leadership organizations should possess six categories of competency to overcome internal and external challenges effectively. The study’s findings contribute to the understanding and exploration of the nature of leadership competencies in non-profit organizations, and can be beneficial to similar contexts.

Using a Nominal Group Technique to Inform a Curriculum of a Short Learning Programme for Peer Mentor Training in a Health Sciences Context.

The purpose of this study was to explore the use of a modified nominal group technique (mNGT) to inform the curriculum of a Short Learning Programme for peer mentors in the Bachelor of Clinical Medical Practice (BCMP) program. An mNGT was used to achieve group consensus. Research participants included academic staff and students of the BCMP program called clinical associate (ClinA) students. Two sessions of the nominal group techniques (NGTs) were conducted. Two questions were presented: (1) what should be the learning outcomes of a Short Learning Programme for peer mentors for ClinA students? and (2) what learning activities should be included to achieve the intended learning outcomes? mNGT groups were both concluded in < 2 h and the costs involved were minimal. The priority outcomes of academic staff were to promote and encourage a positive, inclusive environment to enhance student morale; and to provide insight into the roles that peer mentors should fulfill. The primary objectives of academic staff were to foster and support a welcoming, inclusive atmosphere to boost student morale, as well as to offer guidance on the responsibilities that peer mentors should undertake. The top priorities of students were to provide insight into the role of a ClinA and the personal development of peer mentors. Learning activities suggested included time management and personal growth of peer mentors, "how to be an effective mentor," and leadership skills. The outcomes formulated by research participants reflected the graduate attributes listed by the University of Pretoria as well as generic attributes described by international scholars. A common NGT was an inexpensive and time-saving way to obtain rank-ordered data from research participants. This modified method ensured an equitable and inclusive approach, ensuring buy-in from all stakeholders, and is useful in the development of a curriculum for Short Learning Programmes. Both staff and students converged on common outcomes related to academic, psychosocial, and ClinA role support MeSH Terms: Consensus; Curriculum; Humans; Leadership; Mentors; Students.

Identifying Strategic Leadership Behaviors of Sport Industry Leaders: A Phenomenological Method

PURPOSE Learning more about what these sport leaders in executive positions do and the characteristics that help them do their jobs well is a key interest among team administrators, business development personnel, and sport management scholars and students when searching, screening, training, and/or developing effective leadership skills. METHOD In this study, a qualitative research investigation was employed with phenomenological method of inquiry to understand the lived experience of sport business leaders and their perceptions of related organizational outcomes. RESULT Strategic leaders in professional sports have five distinct behavioral functions, including (a) risk taking in event programming and fan engagement growth, (b) competitive action for sales, engagement, and organizational change, (c) transformational and charismatic behaviors to build future sport leaders, (d) vision and mission execution in consumer and stakeholder engagement, and (e) evaluating sponsorships and partnerships for revenue growth and brand visibility. CONCLUSION In relation to organization effectiveness, executive leaders must incorporate a vision, strategy, tactics, and commitment to a healthy organizational culture.

Academic leadership and decision-making in institutions of higher learning in Zimbabwe: Trends and tribulations

Orientation: The global technological and sociopolitical transformations sweeping across tertiary institutions demand dynamic, proactive and creative leaders who are capable of harnessing the various leadership and decisional skills the diversified experts possess through shared governance. Research purpose: The purpose of this study was to demonstrate that academic leaders are endowed with leadership and decision-making skills and use a preferred situational style or model to attain organisational goals. Motivation for the study: Tertiary institutions demand transformational leaders endowed with appropriate decisional skills and a participative culture for the attainment of organisational goals with the ultimate aim of achieving world-class standards in their volatile environments. Research approach/design and method: Pragmatism informed the mixed methods approach (MMA) utilised. Qualitative data was generated from 10 purposely selected participants using open-ended questions of a case study design, while quantitative data was gathered from 58 systematically sampled respondents using a cross-sectional questionnaire survey. Samples were limited by the coronavirus disease 2019 (COVID-19) pandemic. Main findings: The study revealed that the institutional leaders investigated preferred the transformational leadership style used in conjunction with the rational and creative decision-making models because they were found to be participative, innovative and compatible with the Ministry’s Education 5.0 policy. An eclectic approach was equally suggested. Practical/managerial implications: Shared governance and collective responsibility were suggested in conceiving strategic plans as effective leadership and decision-making skills are not confined to a single individual. Contribution/value-add: Managerial leadership in tertiary institutions must devolve power and flatten the organogram if leadership and decisional skills possessed by followers are to be tapped.

Learnings from TATA Group - A Case Study

Purpose: Case study of an organisation depicts an issue pertaining to a problem and the strategies adopted by the company. Analysis of an organisation will enable to interpret the process of the company which help us to identify, understand and bring out strategies which could help to solve the problem. The aim of the study is to know the various leaders, the leadership styles and the lessons adopted by TATA, s. This attempt also identifies the process of management, effective leadership skills, the decision making process. Leadership skills influence the development of organisational theory. Research approach: The present paper, discusses the various analysis as a research methodology which will aid the future researcher in developing and analysing the organisation as a case study. The study analyses the TATA group of industry, which considered the various determinants, affecting factors of Leadership. The present paper discusses the various analyses like SWOT analysis, ABCD analysis, value chain analysis and TATA conceptual model for leadership which will enable to identify the critical element of the organisation and the usefulness of effective leadership in management of the process of the organisation, especially during the decision making. The study also recommends this analysis for future casework analysis of any organisation. Finding/Result: TATA group of companies should focus on utilizing its assets notable by the SWOT analysis, and make use of the opportunities. It can improve the value creating activities within its value chain Originality/value: A conceptual leadership model is developed by studying the various institutions of TATA group companies. As leadership is essential for growth and prosperity of companies for the better leadership to support CSR activity and for profitability. TATA has to work on the green management strategies which the talk of the day, get along with the IT innovations, globalisation, business expansion, huge investment on research, inventory management etc.

Leadership Experiences of Internal Medicine Residents: A Needs Assessment for Leadership Curricula.

PurposeLeadership development during medical training is critical. Accrediting bodies strongly recommend and residents desire leadership training. However, limited needs assessment data exist regarding trainee perceptions of and experiences with leadership training. Our objective is to describe residents’ perceptions of leadership and desires for leadership training with the goal of informing effective curricular development.Patients and MethodsIn 2019 a trained qualitative interviewer conducted semi-structured interviews with volunteer second-year categorical internal medicine residents recruited via email across four institutions. Interviews were audio-recorded, transcribed, and inductively coded by two independent coders. After adjudicating discrepancies, coders synthesized codes into broader themes. Final thematic analysis was triangulated with the entire author group.ResultsFourteen residents were interviewed (50% female). Few reported prior leadership training. Thematic analysis yielded six main themes. First, residents perceive “leadership” to be related to formal, assigned, hierarchical roles. Second, residents identify their own leadership primarily in the inpatient clinical setting. Third, residents identify clinical competence, emotional intelligence, and communication as important skills for effective leadership. Fourth, residents struggle to identify where leadership is currently being taught. Fifth, residents desire additional leadership development. Finally, residents prefer well-labeled, interactive methods for leadership development.ConclusionAlthough residents desire leadership development, these skills are not often explicitly taught, labeled, or assessed. Curriculum developers may consider explicitly contextualizing leadership training within an “everyday leadership” framework, dovetailing leadership coaching with daily teaching workflow and feedback structures, and implementing faculty development initiatives to allow for appropriate feedback and assessment of these skills.

Support mechanisms utilised by educational leaders during COVID-19: experiences from the Western Australian public education school sector

ABSTRACT Effective leadership is recognised as the second most impactful variable influencing student achievement and promoting teaching quality (Bush 2021; Leithwood et al. 2020). The paper reports on the perceptions of educational leaders in the Western Australian public education system about: their leadership capability, support mechanisms and perceived lessons and opportunities for educational practice during COVID-19. Leading educational institutions is a demanding role requiring effective leadership skills in pre-COVID-19 pandemic times, and is an evolving, learning curve for leaders continuing to have an ongoing global impact.This paper reports on a subset of results from a larger study conducted via an online survey in 2021 after a second brief lockdown in Western Australia (WA) early in 2021 to capture leaders’ voices at the peak period of applying leadership in practice. Data were gathered from a targeted cohort of leaders including School Principals, Associates/Deputy Principals, School Managers and Heads of Years. Respondents identified their top concerns as health and wellbeing, online learning, and operational factors. Leaders identified support mechanisms from their own colleagues and networks, support received from the central department of education and drawing on their own leadership skill set of personal attributes to self-manage in the crisis period.

E-Development and Sustainable Management Education for Effective Leadership and Sustainable Society

Electronic development is the process of systematic evolution for mankind and society at large that ensures the overall progress of the electronic mode of learning, education, healthcare, society, and corporate governance. The main objective of the chapter was to address the impacts of e-development and sustainable management education for effective leadership that leads to constructing a sustainable society. The required data were collected both from primary and secondary sources. Primary data were collected from 120 respondents. The secondary data sources included Official Websites. The study is empirical and various statistical tools like Mean, Standard Deviation, and t-test were executed for data analysis. The results of the research study were indicated the high degree and low degree of contribution from E-development and Sustainable Management Education are not significant between Effective Leadership and Sustainable Society. E-development can be effective for creating a Sustainable Society with the goal-setting of improving Effective Leadership Skills.

COMPETITIVE TEAM ENVIRONMENTS AND STUDENT LEADER CAPACITY GROWTH

We conducted a national study of the Collegiate Leadership Competition (CLC), which since inception in 2015, has included over 75 higher education institutions. The CLC brings students together in collaborative institution-based teams to compete with other teams in competitions to achieve goals and practice effective leadership skills. Our goal was to assess leadership capacity growth over the course of a four-month team practice period through the daylong inter-team competition and evaluate participant leadership assessed several months later. Results suggested students made significant and sustainable gains in leader-self-efficacy and short-term gains in leadership skill and motivation to lead. Our results also indicated the team’s coach played a significant role in student leadership development. Leadership development programs for students in educational settings are proliferating in number and design. Curricular programs range from academic minors and certificates to doctoral programs in a variety of academic homes (e.g., education, business, healthcare). Co-curricular programs often take the form of drop-in workshops, day-long experiences, alternative spring breaks, service-learning trips, and other programs housed in student affairs and administrative offices (Guthrie &amp; Jenkins, 2018). Moreover, the number of programs has steadily increased over the last 15 years from just under 1,000 in 2006 (Brungardt, et al., 2006) to more than 2,000 (ILA Program Directory, 2021). And while there is some commonality among the approach of these leadership programs in terms of content and delivery (see Harvey &amp; Jenkins, 2014), vast differences exist in the structure and learning goals of student leadership programs compared to other social science disciplines. A potentially fruitful area in which to explore its effectiveness in supporting leadership development is the environment of competitive teams, where individuals work together as a group to compete against other teams. The purpose of our research was to investigate the degree to which such a competitive environment might support or detract from student leadership group, employing a potentially effective example of a formal program that utilizes the innovative approach of team competitions to motivate learning (the CLC).

Effective Leadership Skills and Approaches During the Pandemic An Action Research

The COVID-19 outbreak has blatantly exposed the drawbacks of our education systems around the globe. It is important that the possible opportunities which have to ascend in these circumstances be utilized to make the education systems more objective, inclusive, and resilient. The aim of the action research was to recognise and examine the traits of effective leadership and the strategies used during the COVID-19 pandemic at a local private O level school. The key focus was on how the school leadership has ensured to support the teachers during these challenging times. The findings of this study revealed that the school leaders adopted various approaches to cope with the emerging issues. Through this research, we can offer some noteworthy recommendations, which would be useful for researchers, academic scholars, school leadership teams, and experts in the educational context.

3 - Middle-level Academics as Institutional Managers: A Study on Leadership and Organisational Change at a Ugandan University

This study examines how academic middle managers, specifically department chairs at a Ugandan university, conceptualise their leadership roles, identify the necessary skills for effective leadership of the department and reflect upon and grow from their practice and past experience in department leadership. The study was carried out at a university that is transitioning from a community- owned to a state-run institution. Data was collected from eighteen department chairs who were purposively sampled from five faculties, one institute and one school, and from four senior managers of the university, using semi-structured interviews. The data was analysed using latent thematic analysis. The findings revealed that department chairs considered their major roles to be: ensuring high academic standards, creating academic programmes, contributing to the financial soundness of the university through developing marketable programmes, ensuring accountability, etc. Nonetheless, they struggled in their new leadership roles due to limited capacity-building and mentoring initiatives for leadership. This put extra strain on the departmental chairs and affected their ability to meet the expectations of the appointing authority.

Linking leadership styles to communication competency and work engagement: evidence from the hotel industry

PurposeThis study examines the mediation effects of leaders' communication competency in the link between leadership styles (i.e. servant and transactional leadership) and employees' work engagement.Design/methodology/approachCross-sectional survey data from 392 employees in 33 hotels in Bangladesh were collected. To analyze the data, structural equation modeling was adopted, and partial least squares (PLS) analysis was used.FindingsResults of PLS analysis revealed that servant leaders and leaders' communication competency positively influence employees' work engagement. In boosting employees' work engagement, communication competency is an important tool for servant leadership but not for transactional leadership.Practical implicationsHoteliers and managers may want to adopt a servant leadership style and develop effective leadership communication skills to increase employees' engagement at work.Originality/valueThis study introduces communication competency as a mediating mechanism between leadership styles and work engagement in the hospitality industry.

SELF-REPORTED INDUSTRIAL ACCIDENTS AND A SAFETY CLIMATE ANALYSIS OF A FOOD MANUFACTURING COMPANY IN NIGERIA

Background: The study examines the relationship between employees’ safety climate and industrial accidents in a food manufacturing company in Nigeria. Scholars identify safety climate as a plausible determinant of positive safety performance. The relationship between safety climate and industrial accidents has not attracted enough research in the food-manufacturing sector in Nigeria. Methods: The study employed a quantitative approach, utilizing a survey research design to administer structured questionnaires to employees. The questionnaires assessed respondents’ views on organizational safety climate and self-reported accidents. Results: The findings reveal a weak positive relationship between employees’ perceptions of safety and self-reported accident rate; and a difference in the perceptions of the six safety climate dimensions. Effective communication and leadership skills are the two leading factors that accounted for the variation in accident rates in the company. Findings show a high perception of the safety climate among the employees, but room for improvement in the subdimensions. Conclusion: This study confirms there is no substitute for effective communication and leadership to achieve positive safety performance. Top management, should incorporate safety predictors into their Safety Management System to focus on regular and continuous training to promote excellent safety performance in the industries.

The effect of technostress on the teachers’ willingness to use online teaching modes and the moderating role of job insecurity during COVID-19 pandemic in Pakistan

PurposeThe purpose of this study is to analyze the impact of technostress on the teachers’ willingness to use online Teaching Modes, with the moderating role of job insecurity in Pakistan.Design/methodology/approachHolistically, this study collected 242 samples using the convenient sampling technique for data collection. The response rate was 69.1%. The respondents of the study are academic staff working in private colleges and universities. The data are essentially collected by using the scales of technostress, job insecurity and willingness to utilize online teaching modes.FindingsThe results reveal a significant and negative relationship between technostress and the teachers’ willingness to use online modalities. Interestingly, job insecurity moderates the relationship between technostress and the teachers’ willingness to use online modalities.Research limitations/implicationsOnly academic staff of colleges and universities is considered in this study. In later studies, researchers may consider the school teachers as their potential respondents.Originality/valueThe results of the study provide important insight for the higher management of the academic institutes to motivate their employees to use online resources by using effective leadership and management skills during unforeseen events in the future.

Administration policy and techniques with effective leadership skills for managing change

The paper examined administrative tools and techniques with effective leadership skills for managing change in organizations, both public and private. This objective is of utmost necessity due to the fact that in this contemporary fluid, and dynamic character of business environments, the only constant that can be relied upon by professionals is change. The research paper depended on secondary sources of data collection. As result of an in-depth investigation of various scientific and professional reports on the issue, several administrative tools and techniques, as well as effective leadership skills for managing organizational change were identified. These are: careful planning, transparency and truthfulness to subordinates with respect to change process, communication with subordinates and team members about change initiatives, provision of training, creating a road map, don’t expect to implement change overnight, invite participation, monitor and measure effects of change, apply explicit and implicit coercion in extreme cases, and so on. Keywords: Management, administration, leadership, organization, strategy, change. DOI: 10.7176/DCS/11-8-05 Publication date: November 30 th 2021

Expected competencies of construction project managers in Zimbabwe

Purpose Increased construction risk due to the complexity and numerous construction performance challenges requires improved construction project managers’ competence. However, contextual interrogation of these competencies is limited. This paper aims to report on a study that sought to determine the expected competencies of construction project managers and assesses the existence of statistically significant differences due to gender, designation and educational levels of respondents. Design/methodology/approach A quantitative research design was instituted through the administration of a questionnaire survey on Project Managers, Architects, Engineers and Quantity surveyors working for consultants and contractors’ organizations. Descriptive and inferential statistics analysed significant differences due to demographic variables. Factor analysis was also used to reveal interrelated significant sets of competencies expected of construction project managers. Findings Factor analysis determined 11 significant components with the highest-ranked components comprising organizational savvy and experience in managing project constraints. The univariate analysis determining effective communication, leadership and good team-building skills as being the three most critical expected competencies. Significant differences due to educational levels were established, with shortcomings existing in those with Diplomas. Research limitations/implications The higher education institutions need to establish curricula designs that align with the competency expectations. Mentorship programmes within construction organizations can also be significant in bridging the existing competence gap. However, due to the exploratory nature of the study, the insights of clients were not considered. Originality/value The study determined competencies for construction project managers and demographic-specific interventions.