Leadership Framework Research Articles

Going Global and University Competitiveness: A framework for strategic leadership

Going Global and University Competitiveness: A framework for strategic leadership

Cultivation of Character for Ethical Leadership: The Department of Leadership Education at Culver Academies

Since 1894, Culver Academies has aimed to develop leaders of character. Rooted in the military academy and boarding school traditions, Culver has centered leadership development around central virtues and values. In 1986, recognizing the need to provide integrated, successive leadership learning experiences for students across 4 years, Culver instituted a standalone academic Department of Leadership Education. The Department of Leadership Education, housed in the Schrage Leadership Center, is unique among secondary boarding schools in offering four successive academic leadership education classroom experiences alongside Student Life curricula. Each year’s curriculum is centered in a transformational leadership framework, utilizing evidence-based tools to guide students’ leadership and character growth at each level. Ultimately, students’ growth is assessed by faculty (and students themselves) according to core leadership and character competencies developed by the Academies. Continual improvement of the department is ensured through a comprehensive triennial review process. The aim of this article is to illustrate a successful, iterative character and leadership education experience in a 4-year secondary school context.

A framework for the facilitation of accelerated leadership and management capability development in the workplace

A holistic framework for the design of leadership and management programs to accelerate leadership and management capability development in the workplace is presented. Previous models and frameworks have been primarily based on program design inputs and outcomes and have not adequately considered the mediating role of learning processes and learner preferences in the relationship between program design inputs and outcomes. Additionally, most existing models and frameworks do not offer holistic approaches. Four theoretical implications and five practical applications of the framework are presented. The three defining features of the leadership and management learning framework are the focus on the development of competencies that underpin effective leadership, the central role of learning facilitation in this development, and the workplace learning processes that enable leadership and management development, and specifically meta-learning processes. Contributions to theory involve the integration of meta-learning and facilitation in the framework and the six propositions posited. A series of practical implications for advancing leadership program design, delivery and evaluation is also presented.

Building an organizational legacy: four key principles for responsible leadership

PurposeIn response to the prevalent emphasis on short-term leadership, this article introduces a leadership framework that emphasizes four essential principles. These principles are aimed at promoting long-term effectiveness and sustainability in organizations centered on responsible leadership. These principles include developing long-term orientation, embracing organizational diversity, demonstrating emotional intelligence, and prioritizing ethical decision-making. These responsible leadership principles play a critical role in fostering long-term organizational success.Design/methodology/approachThis article presents a conceptual framework that organizes and structures the key concepts, ideas, and theories regarding organizational effectiveness and long term viability.FindingsFor a responsible leader to establish a lasting social legacy and foster sustainable development, it is crucial for them to cultivate a robust and viable corporate culture, built around these four leadership principles. These principles bear witness to the fact that true evidence of sustainable leadership achievement emerges only after the leader's departure. Responsible leaders, through their track record, leave behind a social legacy by nurturing long-term organizational viability. To ensure a positive and enduring legacy beyond their leadership tenure, leaders can adopt these five principles that provide a foundation for the organization to thrive well into the future.Originality/valueIn the modern context, many leaders hesitate to make tough decisions due to the prevailing focus on immediate results. Followers, stakeholders, and investors prioritize quick responses, often at the expense of long-term considerations. However, by prioritizing the implementation of these four principles, leaders can overcome the allure of immediate gratification and instead, shift their focus toward long-term success measured in years, not just months. In leadership, the legacy left behind holds greater significance than we often realize, and recognizing this importance is crucial for the future prosperity of our organizations.

Indigenous Peoples’ Phronetic Leadership: A Trailblazing Case Study of Bacut Man-Made Lake for Agri-Eco-Tourism, Apayao, Philippines

Indigenous Phronetic Leaders inspired and promoted immense developments in communities through collective organizational knowledge creation. The study aimed to identify the problem of farmers, determine how phronetic leadership was practiced by the key informant, and describe the present situation of Bacut, Santa Marcela, Apayao, Cordillera Administrative Region (CAR), Philippines. Mr. Elorde P. Anniban, an indigenous phronetic leaders was the main participant and the protagonist. He is an indigenous respected elder or “pangat” who, despite being physically disabled, initiated reforms in Bacut. In-depth interviews and document reviews were applied in this management case study. Results revealed that the main problem of the farmers was low rice production because there was no water system to irrigate their farmlands. Without the knowledge of the key participant, he applied the socialization, externalization, combination, and internalization (SECI) model and encouraged the mining of bright ideas of the people, engaged stakeholders and relentlessly sought government intervention to address the problem of farmers. Through the phronetic leadership of the key informant, the farmers, and the government leaders, an environment-friendly dam, fondly called the Bacut Lake was constructed irrigating farmlands and doubling and even tripling rice production addressing poverty in Santa Marcela, Apayao. In addition, indigenous peoples' phronetic leadership, the province of Apayao has now an astounding agri-eco-tourism site, a national park, rich in biodiversity, and several existing organizations are working together to boost the economy of the farmers and the province. On the other hand, Ifugao State University, a government higher education institution in the country, crystallized a phronetic leadership framework as an offshoot of the study.
 
 Received: 28 September 2023 / Accepted: 23 February 2024 / Published: 5 March 2024

Building Communication Ethics in the Leadership of the Junior State 2 High School in Gorontalo, OSIS Management for the 2022-2023 Period

This article investigates the significance of communication ethics in shaping the leadership dynamics among OSIS (Organization of Islamic Students) administrators within educational institutions. Through empirical analysis, it is revealed that adherence to communication ethics profoundly influences the effectiveness of OSIS administrators, facilitating smooth execution of diverse OSIS activities and fostering strong interpersonal bonds among administrators and members alike. Moreover, the integration of communication ethics fosters harmonious collaboration between OSIS supervisors, teachers, parents, and administrators, thereby cultivating a conducive environment for organizational growth and development. Furthermore, the application of communication ethics within the leadership framework of OSIS administration augments administrators' cognitive capacities, skill sets, and overall achievements, both academically and in extracurricular endeavors. This study underscores the pivotal role of communication ethics in enhancing leadership efficacy and fostering holistic development within the OSIS management milieu.

Critical route for development of medical student leadership competencies in 35 Pan American Health Organization member states: Ascoping review and thematic analysis.

The Pan American Health Organization has been committed to training physicians in leadership competencies since 2008. However, four reviews on teaching leadership using competency-based education in undergraduate medical education (UME) identified only two of 35 MS: Canada and the USA. Previous reviews did not use a systemic approach or qualitative methodology to explore factors influencing leadership education. Therefore, this review aims to identify facilitating and inhibiting factors in teaching leadership in UME using a scoping review and thematic analysis. Six databases containing grey and indexed literature in English, Spanish, and Portuguese were searched, including a hand search and authors' consultations. Forty-eight documents out of 7849 were selected based on eligibility criteria. Braun and Clarke's thematic analysis guide was used, identifying eight themes: curriculum, intended learning outcomes, teaching methods, assessment, addressing barriers, supporting organisational change, building networks, and developing expertise. Considering these themes, the authors propose a critical route for teaching leadership in UME in the Americas. First, institutional design should consider governance gaps, such as having national and international policies for leadership training in UME with inter-professional, trans-professional, and citizen-focused approaches. There is a pressing need to provide leadership training for physicians and other professionals from government, academia, non-governmental organisations, hospitals, and national and international organisations whose missions are related to health or education. Networking opportunities for stakeholders in leadership education and teacher training is also essential. Second, instructional design reveals knowledge-do gaps in member states (MS) when incorporating leadership into the medical curriculum. This includes using leadership frameworks, defining learning outcomes, and employing assessment and monitoring tools for leadership education. Mechanisms to reduce these gaps in MS include the Equator Network and Evidence-Informed Policy Networks fostering knowledge translation and governance.

Female school leadership in the United Arab Emirates: Validation of a ‘heuristic’ inclusive education leadership model

AbstractInclusive education has been widely accepted as a useful policy to offer equal access to education to all children. However, practices have stalled in many countries, including the United Arab Emirates (UAE), necessitating support for system strengthening to enhance the existing practices in schools. While leadership is at the heart of effective practices, there is little discussion on the leadership required to leverage inclusive practices. In the UAE, little information is available regarding inclusive education leadership at early school levels, which is dominated by female teachers. This study examined the structural validity of the heuristic leadership framework, which focuses on leadership tenets (transaction, transformation and instruction) controlled by school leaders, to explain female leadership practices in the implementation of inclusive education in early education schools in the UAE. A scale based on the study framework (heuristics leadership framework) was used to collect data from 151 school leaders, including principals, vice principals, faculty heads and lead teachers, working at early school levels across the UAE. The results of this study provide theoretical support for the heuristic leadership framework and some demographics, providing valuable insights into leadership practices among female education leaders in the UAE.

Role‐Playing Games as a New Adventure for Leadership‐As‐Practice: Forming a Leadership Framework Around Collective Creativity and Development

The current paper explores a transformative approach to leadership that integrates with a view of analog role‐playing games (RPGs) as a system for human interaction, aiming to leverage these experiences and foster collective creative leadership. In the face of urgent global challenges, traditional leadership models prove inadequate, necessitating a shift in understanding leadership as a process of adaptive change among human groups. Drawing on phenomenology, relational sociology and constructivist perspectives, I advocate for a conceptualization of leadership as a socially constructed, meaning‐making endeavor mutually embedded within and generating cultural context. I emphasize the essential role of collective cultural approaches and propose a co‐creative education process that incorporates play and creativity for effective leadership development. Then, I delve further into the intersection of leadership and play, highlighting the potential of RPGs in facilitating transformative, collective creativity. The proposed model views RPGs as Leadership‐As‐Practice Development (LAPD) and explores how analog RPGs can be employed as dynamic platforms for leadership learning, identity development, team‐building, and symbolic storytelling processes.

Zoonotic Diseases: A Changing Landscape Demands Global Action

During recent years, the globe-wide zoonotic disease landscape has evolved drastically posing significant challenges to the health of the individual and environmental sustainability. Zoonotic illnesses, which occur in animals and are transmission-capable to people, have been an ever-present risk throughout history. According to the “World Health Organization (WHO)”, an estimated 60% of known infectious diseases and around 75% of new or emerging infectious diseases are zoonotic in origin. These illnesses have the potential to inflict widespread morbidity and mortality, along with severe economic losses. However, today's dynamics of our changing environment, which include urbanization, climate change, and growing human-animal interaction, are increasing the probability of zoonotic spillover occurrences. (1) The worldwide spread of the consequences of zoonotic illnesses underscores the critical need for collective effort through international leadership frameworks integrating government, private industry, and civil society. “The Global Health Security Agenda (GHSA)” and the WHO are collaborating on projects to address these concerns and improve global health security. The WHO launched the "One Health Joint Plan of Action," which intends to inscribe health hazards to humans, animals, plants, and the environment. It emphasizes the interconnection of human, animal, and environmental health. (2)

Toward inclusive leadership in meeting linguistic and cultural diversity in language education policy: “not giving up on parents and children”

ABSTRACT The study explores the practices of inclusive educational leadership of local policy makers in a city with a high level of linguistic and cultural diversity (LCD), during a process of policy change. The LCD of the city poses many challenges to managing preschool education. To rethink language ideology toward welcoming LCD, the city’s policymakers adopted an inclusive leadership framework and initiated an inclusive forum comprising policymakers from diverse cultural and professional backgrounds. The study focused on the change process, from an ethnographic perspective, with triangulation of data sources. It involved focus-group discussions, individual interviews with policymakers and classroom observations. The analysis revealed that collective agency enactment was characterized by critical reflections on past professional and personal experience; planning of changes in language education policy; high level of commitment to preschool pedagogical staffs and LCD families; practical steps in facing challenges of LCD classrooms; and future visions and long-term expectations from engagement in the stream of change. The study’s significance is in theoretical and practical understanding of policymakers’ collective agency and their role in creating an inclusive community.

Delivering medical leadership training through the Healthcare Leadership Academy: a four year analysis

BackgroundFormal leadership training is typically targeted at senior health professionals. The Healthcare Leadership Academy (HLA) was formed in 2016 to provide a leadership programme for students and early-career health professionals. This study analyses the effectiveness of the HLA scholarship programme as an intervention for improving interest in and preparing scholars for future leadership roles.MethodsSurvey data was used to assess the effectiveness of the HLA Scholarship program in cultivating leadership development. Questions required either multiple-choice, free text, ranking or Likert scale (‘strongly agree’, ‘agree’, ‘neither agree nor disagree’, ‘disagree’, ‘strongly disagree) responses. Participants spanned six regions (London, Newcastle, Bristol, Belfast, Edinburgh, and Amsterdam) in four countries (England, Scotland, Northern Ireland, and the Netherlands). Descriptive statistical analyses were conducted, and insights were drawn from the open-ended survey questions using a leadership framework.ResultsSeventy participants who underwent the course between 2016 and 2020 completed the questionnaire. Nearly all (99%) found that the training provided on the programme had equipped them to be more effective leaders, with 86% of respondents stating that they were more likely to take on leadership roles. Nearly all (97.1%) found the course to be either of good or very good quality. Nineteen insights were identified from free text responses that fitted under one of the four themes of the leadership framework: “optimising”, “resolving uncertainty”, “enhancing adaptability”, and “promulgating a vision”.ConclusionsHealthcare leadership is a non-negotiable component of healthcare delivery in the 21st Century. As healthcare professionals, it is our duty to be effective leaders confident and competent in navigating the increasingly complex systems within which we operate for the benefit of ourselves, colleagues, and patients. By accounting for known shortcomings and developing ameliorative measures, the HLA Scholarship programme addresses unmet needs in a structured manner to support effective long-term healthcare leadership development.

Fostering Value-Driven Leadership among Accounting Educators using the Qalb-Guided Framework

This research paper aims to comprehensively explore the significance of nurturing qalb-guided leadership attributes among accounting educators in Malaysia using qalb-guided framework. These educators play a pivotal role in moulding students into well-rounded individuals, embodying intellectual, spiritual, emotional, and physical balance while harmonizing with their families, communities, and country. The absence of qalb (heart) in leadership can lead to intellect devoid of emotion, resulting in negligence, lack of mindfulness, confusion, and uncertainty. In the contemporary landscape, the escalation of issues related to integrity, corruption, and unethical behaviour has become a pressing concern in both the realms of teaching and learning and the accounting profession, demanding immediate attention. Therefore, this paper elaborates on how the components of the qalb-guided leadership framework namely wisdom, justice, courage, and temperance can fortify the commitment, driving force, focus, energy, and synergy within accounting education across higher institutions. Simultaneously, it highlights the importance of fostering qalb attributes among accounting educators, challenges and strategies. This in-depth discussion is poised to contribute significant value to the existing literature on leadership quality issues. It is noteworthy that the integration of qalb-guided leadership elements in education is still in its early stages. Considering that the principles of wisdom, justice, courage, and temperance are universally applicable, underscoring its global relevance. Looking ahead, future research endeavours could involve empirical analysis using this approach once the qalb-guided leadership framework is established as a standard within higher education institutions. This strategic move would facilitate the exchange of knowledge and bolster any potential gaps in understanding.

Workplace Leadership Development Practices: An Environmental Scan

Effective workplace leadership development programs are considered critical to organizational adaptive capacity and sustainability. The purpose of this exploratory study is to conduct an environmental scan of contemporary practices and approaches to leadership and management development programs in Australian workplaces. An online survey was distributed to a sample of Australian human resource professionals given the field’s strong practitioner orientation. The survey sample includes members of the Australian Human Resources Institute (AHRI), the professional body for human resource professionals and practitioners in Australia. The findings indicate a substantial majority of the current practice is not informed by evidence-based theory or practice. The most commonly used model is 70:20:10, which lacks a coherent evidence base and has been widely criticized for that reason. The findings point to the frequent application of bespoke leadership frameworks and significant theory–practice gaps. While organizations cite “ensuring delivery of business results”, as the main driver for instigating leadership development programs, with support from top management being crucial to the effectiveness and success of leadership development programs/interventions, evaluation and measurement of impact and return on investment remains problematic. Based on these insights, we present a future research agenda for monitoring and evaluating leadership development programs that will build a stronger theoretical foundation to inform evidence-based practice.

What makes servant leadership effective for female employees? Servant leadership application during the COVID-19 pandemic

This study delves into the intricate dynamics of servant leadership and its profound impact on sustaining employee motivation amidst the unprecedented challenges posed by the COVID-19 pandemic. It sets out to meticulously examine and discern the pivotal factors that underpin the remarkable efficacy of servant leadership practices, particularly centered around female employees in an Indonesian setting, with a deliberate emphasis on women leaders. The research aims to understand the effectiveness of servant leadership among female employees in Indonesia, with a specific focus on women in leadership roles. The study includes a comprehensive sample of 310 respondents and utilizes confirmatory factor analysis within the Structural Equation Modeling-Partial Least Squares framework to determine the key factors influencing servant leadership effectiveness. The findings of the study suggest that one of the most influential factors in driving the effectiveness of servant leadership is helping subordinates grow and succeed. On the other hand, emotional healing has the least influential impact on enhancing servant leadership practices compared to other dimensions. The study's findings provide valuable insights for organizations, especially in navigating the difficulties presented by the COVID-19 pandemic. Understanding the importance of fostering employees' personal growth and success, as well as acknowledging the limited impact of emotional healing, can inform leadership approaches to sustain workforce motivation during times of uncertainty. These results highlight the significance of cultivating employees' development within a framework of servant leadership, ultimately leading to a more resilient and motivated workforce, with particular relevance for female employees.

Towards Anti-Carceral Leadership: Remaking Public Schools to Refuse Black Students’ Surveillance, Containment, and Control

The social movement for #PoliceFreeSchools (and the adjacent campaign on college and university campuses called #PoliceFreeCampuses) welcomes an opportunity to reimagine school discipline and safety in contradistinction to current carceral forms. Scholars have moved away from notions of “school to prison pipeline” by demonstrating the many ways schools are organized as carceral spaces (e.g., school-prison nexus). A conceptual framework of Anti-carceral leadership is put forward in this paper to underscore the need for a leadership paradigm that actively refuses the logics of the carceral state (e.g., social control). The paper underscores how the logics of antiblackness may sustain mechanisms of social control in education policy intended to undo racialized harm. The tensions of be(com)ing an anti-carceral leader and its significance for undoing technologies of punishment, confinement, and constraint that reinforce schooling as a site of Black pain and suffering are discussed.

An implicit leadership theory examination of cultural values as moderators of the relationship between destructive leadership and followers’ task performance

Destructive leadership and its effects on followers all over the world have been emphasized in cross-cultural research in recent years. Despite continued scholarly and practitioner interest in both destructive leadership and job performance due to its implications for cross-cultural research, we have an incomplete understanding of the impact of cultural context on the relationship between destructive leadership and followers’ task performance. We advance international business research by building and testing implicit leadership theory predictions about the impact of country-level cultural values as moderators of the relationship between destructive leadership and followers’ task performance. We test our hypotheses and research question with a meta-analytic dataset that includes respondents from 12 countries (k = 72, N = 20,878). Our results demonstrate that several of the Global Leadership and Organizational Behavior Effectiveness (GLOBE) framework’s cultural value dimensions moderate the relationship between destructive leadership and followers’ task performance across countries. The findings are driven by the strong predictive validity of the performance orientation, in-group collectivism, gender egalitarianism, and humane orientation cultural value dimensions. Our contributions are important because we generate nuanced knowledge about the independent, relative, and collective predictive validity of cultural values in explaining the strength of the relationship between destructive leadership and followers’ task performance across countries.

Analysis of the Connection Between Executive Remuneration and Corporate Fiscal Achievement

The interplay between top executive pays and fiscal achievements remains at the forefront of discourse in organizational leadership and governance frameworks. Understanding the connection between executive incentives and performance outcomes is crucial for effective corporate governance. This study dives deep into the tapestry of research that dissects these nuanced interactions. Executive compensation, a critical component of corporate governance, directly influences the behaviors and decision-making of top executives. Simultaneously, financial performance serves as a key indicator of a company's operational health and ability to generate value. According to the analysis, the relationship between both is complete and multifaceted. In some cases, higher levels of executive remuneration are positively correlated with improved financial performance, while negative correlations also exist. The relationship between the two is influenced by characteristics, e.g., corporate governance, industry characteristics, company performance, and individual executive characteristics. Numerous studies are currently available on the relationship between the two. However, it is important to acknowledge the limitations and shortcomings of the existing studies, which may impact the generalizability and applicability of the findings. In conclusion, the nexus between executive compensation and financial output is a complex and multidimensional issue that requires further in-depth research and study.

A Transcendental Phenomenological Exploration of Undergraduate University Students’ Lived Experiences with Spiritual Leadership

This article presents findings from a recent study conducted at a Christian university exploring the spiritual leadership encounters undergraduate students described having with faculty and staff members. University students today face a myriad of challenges ranging from aspects of mental health to finding purpose and meaning in life. As a result, many university decision-makers are seeking ways to improve campus experiences that help meet the needs of their students and increase student engagement, retention, and graduation rates. Spiritual leadership theory is a relatively new theory in leadership studies that has been validated in several studies in various fields. However, there is limited research exploring spiritual leadership in a university context. The purpose of this transcendental phenomenological research study was to explore the lived experience of undergraduate university students with spiritual leadership encounters while attending a university. The data revealed that the spiritual leadership encounters students in this study had with faculty and staff members resulted in several positive experiences, including feelings of being cared for, feeling supported, developing a sense of community, and increased academic motivation. Recommendations for the future include encouraging university decision-makers to explore the potential benefits of integrating the spiritual leadership framework into current pedagogical practices. The information presented here may help practitioners of the spiritual leadership model in classrooms, residential halls, and other university settings to potentially experience similar benefits with the undergraduate students they teach and lead.

Integral leadership in nursing: Development and psychometric validation of a Korean version of the Integral Nursing Leadership Scale

BackgroundWith the importance of nursing leadership roles, there is a need for a more integrated approach to nursing leadership that can adapt quickly to many challenges in today's healthcare environments. In recent years, integral leadership that can apply a more holistic and inclusive approach to leadership has gained growing attention in other disciplines. However, research on integral leadership in nursing is sparse since no instrument specifically measuring integral leadership in nursing contexts is available. ObjectiveThe study aimed to develop an integral nursing leadership scale and evaluate its psychometric properties. MethodsThe scale was developed in two phases. In the first phase, items were generated to reflect the attributes of integral leadership in the nursing context. These attributes were identified through a conceptualization process using a literature review and semi-structured interviews. The process was based on the four dimensions of the integral leadership framework, adopting Wilber's four quadrants of integral theory. Then, the psychometric properties of the scale, including content validity, structural validity, and internal consistency reliability, were evaluated. Data were collected from a convenience sample of 806 Korean nurses and were analyzed using both exploratory factor analysis and second-order confirmatory factor analysis, using two separate random halves of the sample. ResultsThe newly developed scale consisted of 30 items across four dimensions: individual leadership qualities, individual performance, influencing organizational culture, and organizational excellence. Content validity for the 30 items was calculated to be 0.84 for item-level content validity and 0.96 for the scale's content validity averaging method, indicating adequate content validity. The four-factor structure of integral nursing leadership was cross-validated by exploratory factor analysis and second-order confirmatory factor analysis. The internal consistency reliability was also found to be acceptable, as indicated by a Cronbach's alpha of 0.97 and a McDonald's ω estimate of 0.98. ConclusionFindings demonstrate that the Integral Nursing Leadership Scale has acceptable content validity, structural validity, and reliability in measuring integral leadership, specifically in the context of nursing. More research is needed to further refine and establish strong validity of the scale.