Leaders Face Research Articles

MILITARY LEADER’S OPERATIONAL CHALLENGES IN ADDRESSING EVER-CHANGING ENVIRONMENTS

Abstract: As operational environments continue to evolve, military leaders face a broad spectrum of challenges, from rapidly changing technologies, geopolitical shifts, to increased threat diversity and the need to keep troop morale high in often difficult conditions. The aim of this study is to identify the main operational challenges and analyze their complexity, characteristics and impact on military leaders. This study also highlights the need for military leaders to develop a wide range of skills, including mental agility, critical thinking, adaptability, communication and resilience, and to remain open to continuous learning. These skills, combined with the use of technology, are necessary to respond effectively to new challenges and threats and contribute to the development of military leader resilience. The scientific research methods used to conduct this study are diverse, each with the ability to provide insight and solutions for military leaders.

Data-Driven Agile Leadership: The Impact of Business Intelligence Solutions on Transformation Outcomes

This article examines the integration of Business Intelligence (BI) solutions in empowering leadership teams during Agile transformations within organizations. As businesses increasingly adopt Agile methodologies to enhance adaptability and efficiency, leaders face unique challenges in monitoring and steering these complex transformations. Through a multi-case study approach, we investigate how BI tools provide real-time insights into key performance indicators such as sprint velocity and team capacity, significantly enhancing leadership's ability to make informed decisions and identify bottlenecks in the Agile process. Our findings reveal that the implementation of BI solutions fosters a culture of transparency and accountability, enabling leaders to navigate the intricacies of Agile transformation more effectively. The article contributes to the growing body of literature on Agile leadership by highlighting the symbiotic relationship between data-driven decision-making and successful organizational change. We conclude that the strategic use of BI in Agile environments not only improves visibility into transformation progress but also enhances overall organizational performance in response to dynamic market demands.

Fridays for Future: Dealing with controversial issues in schools

What does a school strike mean for teachers and school leaders, and what tensions arise when they must respond to such protests? To address this question, we first give an overview of theoretical insights and empirical findings. Based on a survey of Fridays for Future participants, we then examine how students perceived teachers’ and school leaders’ reactions to the strikes, and discuss the findings in the context of school development.The Fridays for Future (FfF) school strikes represent a protest movement advocating for a sustainable future while simultaneously challenging the current institutional framework of schools. The characterization of FfF as school strike needs a response from teachers and school leaders, an aspect that has received limited scholarly attention. The movement is compelling both teachers and school leaders to adopt a stance on the strike and to take a position on controversial issues. But there is a lack of professionalization among educators regarding their approach to addressing controversies in the context of climate policies. At the same time, teachers and school leaders must directly respond to the absence of students. This article aims to explore the manner in which controversial topics can be addressed in schools, with a particular focus on the example of FfF. We outline challenges that teachers and school leaders face in relation to FfF and present theoretical and empirical insights into how to deal with controversial issues. Moreover, we present initial findings pertaining to the students’ perceptions of the teachers’ and school leaders’ responses to FfF.

TRANSFIGURED LEADERSHIP: KEPEMIMPINAN ALKITABIAH SEBAGAI FONDASI MITIGASI RISIKO DIGITAL

In an increasingly digital era, Christian leaders face new challenges in managing digital risks. To face these challenges, Christian leadership needs to be based on the spiritual values ​​contained in the event of Christ's transfiguration. This article explores the meaning of Christ's transfiguration and its implications for contemporary Christian leadership. The concept of "Transfigured Leadership" can be a valuable approach for Christian leaders to face these challenges from the perspective of Christian spirituality. The method used is a descriptive qualitative analysis of the Bible and literature with related themes. The research results show that the transfiguration of Christ reveals the character of Christ as a sanctified Messiah, a leader whose life is pleasing to the Father, and a role model for His followers. Christian leadership values ​​that originate from the transfiguration of Christ require leaders who live in holiness, have a close relationship with God, humility, willingness to make sacrifices, obedience to their calling, and continuous self-transformation. By focusing on the example of Christ's leadership, Christian leaders are expected to implement leadership that is oriented toward spiritual transformation.

Working for Jessica or Michael? Implications of gender stereotypes for job application intentions at technology startups

AbstractResearch SummaryWe examine a critical yet underexplored aspect of human resource management in nascent technology ventures: employee recruitment. Applying theories of gender stereotyping, we contend that female‐led technology startups face greater obstacles in attracting job applicants than their male counterparts. Evidence from a randomized online experiment conducted in 2020/2021 with 777 US job seekers substantiates this barrier, indicating that the disparities are partly rooted in gender‐stereotypical perceptions of female technology entrepreneurs as less competent, agentic, and warm, which contribute to less favorable assessments of their ventures' economic potential and employee empowerment potential. Startups with gender‐diverse leadership teams appear to overcome these biases. Confirmatory evidence comes from a 2024 replication study with 455 US job seekers, underscoring the need to address gender biases in the technological ecosystem.Managerial SummaryIn the competitive landscape of technology startups, attracting talent is key. Our study reveals that startups with female leaders face gender biases during recruitment, with job candidates perceiving female technology entrepreneurs as less competent, agentic, and warm—and their startup ventures as less likely to have what it takes to grow and to empower employees. Analysis from a randomized online experiment involving 777 US job seekers in 2020/2021 and a follow‐up study with 455 US job seekers in 2024 confirm such biases. Crucially, a gender‐balanced leadership team significantly counters such biases, enhancing the venture's appeal to potential hires. These insights highlight the need for technology startups to promote gender diversity within their leadership to dismantle stereotypes and attract a broader talent pool.

Extreme Heat and Air Quality: Community Leader Perspectives on Information Barriers and Opportunities in Two Environmental Justice Communities.

Extreme heat and air pollution exposure are leading causes of adverse cardiorespiratory health outcomes. Exposure reduction strategies are often focused at the local level. This study examined critical challenges community leaders face in understanding and sharing environmental exposure and health information. We conducted interviews with 19 community leaders of two urban environmental justice communities in Massachusetts, United States. Using directed content analysis, we examined air quality and heat perceptions, information and data resources, and barriers to understanding and communicating relevant local information. Participants shared concerns about both poor air quality and extreme heat. They also expressed the opinion that exposure risk information about these topics is siloed; heat and air quality data can be hard to access, interpret, and effectively communicate with community members. Solutions recommended by participants included community engagement, open-data portals, and creative science communication. Increasing sustainable collaborations among academic, government, healthcare, and nonprofit sectors is recommended.

Findings and practical guidelines for interim leaders

PurposeInterim leaders often have little advance notice of their new assignments. Yet, they must skillfully lead their organizations, provide stability for staff and continue the direction of the mission and vision in a time of change. In addition, temporary leaders – often termed interim executive directors or interim chief executive officers (CEOs) – are frequently asked to guide the transition for a new and permanent leader.Design/methodology/approachThis qualitative study presents the insights of 24 interim leaders, largely in the Chattanooga, Tennessee (TN) region, who participated in individual virtual interviews and a subsequent virtual focus group to address a protocol of questions concerned with all phases of carrying out the interim position.FindingsThe findings confirmed existing literature on how the interim was selected, the responsibilities of this leader and the costs and benefits for the organization of using an interim and extended findings with guidance for interim over their tenure.Practical implicationsThe findings uncovered new insights into personal and career growth, along with unexpected personal and professional enrichment and satisfaction from the experience. The practical implications include providing detailed guidelines for interim leaders at each stage of their tenure, which can help them navigate the complexities of their roles more effectively. Additionally, the findings highlight the potential for significant personal and professional growth, offering interim leaders unexpected enrichment and satisfaction from their experiences.Social implicationsThe exploratory research validated the existing literature on interim leadership and added additional detail in practical guidance for beginning an interim position, carrying out the interim position and even ending the position. This study delineates practical guidelines at each stage of the interim lifecycle for both the temporary leader and the organization and provides areas for future research. Qualitative findings also identified key characteristics of an interim leader. This study also includes discussion of the political implications of interim CEOs.Originality/valueThe study presents original insights into the role of interim leaders by combining qualitative data from 24 participants in the Chattanooga, TN region with existing literature, thereby enhancing understanding of the challenges and successes these leaders face. It confirms previous findings regarding interim leadership and provides practical guidelines for navigating the interim lifecycle, highlighting aspects of personal growth and satisfaction that have not been extensively explored in prior research.

The role of leadership in group cohesion: insights from sport club volunteering

Purpose This study aims to address the challenge many organizational leaders face in fostering workforce cohesion. Focusing on the context of sports club volunteering, this study investigates how leaders can enhance group cohesion among volunteers. The study findings provide valuable insights applicable across various work settings. Design/methodology/approach Through a multilevel design, this study examined the role of autonomy–supportive and structuring leadership in shaping social and task cohesion within volunteer teams at the group level. In total, 557 volunteers nested within 52 nonprofit sports clubs situated in the Flemish region of Belgium were involved in this study, providing a robust foundation for our analysis. Findings This research revealed that regular volunteers form “true groups”, exhibiting substantial between-group variance in social and task cohesion and a strong within-group consensus. Additionally, the findings underscored the significance of autonomy–supportive leadership in fostering cohesion, demonstrating a positive relation with social and task cohesion at the group level. Originality/value This study demonstrates that volunteer teams, like work teams in the for-profit sector, actively engage in interpersonal exchanges within their organization, which help shape their collective sense of unity and alignment with common objectives. Leaders can enhance these interactions by fostering an autonomy–supportive environment where members feel empowered to share their perspectives and ideas. Additionally, the findings suggest that the nature of the task and the specific context can influence which leadership style is most effective, with the provision of structure also playing a role. With these insights, leaders in diverse organizational settings can effectively nurture the development of cohesive groups.

Imprecise Clinical Assessments and Inaccurate Grades: Family Medicine Clerkship Director Perspectives.

As application to residency programs becomes increasingly competitive, educational leaders face growing student concern about imprecise clinical assessments and clerkship grades. As part of a large annual survey of family medicine clerkship directors (FMCDs), 10 questions were disseminated in May 2023 about perceived levels of imprecise assessments by faculty. We aimed to determine to what extent respondents felt their institution's evaluation system propagated inaccurate grading. A total of 52% of 169 FMCDs responded to the survey. Of these, 7% of respondents were completely confident that their preceptors would give two students of identical competence the same clinical evaluation rating. FMCDs estimated that an average of 38% of their preceptors inaccurately rate student performance. Most clerkships use an Honors/High Pass/Pass/Fail grading system. We found that 51% of FMCDs prefer to use a different grading paradigm than they currently use. We asked FMCDs to estimate the percentage of students that expressed concern over inaccurate preceptor ratings. Grading systems with more tiers were associated with a higher percentage of concerned students. Clerkship grades are widely used by residency program directors to classify and differentiate student applicants. We identified a significant concern from FMCDs that clinical evaluation ratings can vary greatly. Given the high stakes and perceived inaccuracy of clerkship grading, we recommend continued investigation into the appropriate weighing and usage of clinical evaluations. Continued exploration is recommended to develop grading paradigms centered on criterion-based assessment.

Pride and Prejudice: The Dual Effects of “Wolf Warrior Diplomacy” on Domestic and International Audiences

China has shifted its foreign policy from careful diplomacy to “wolf warrior diplomacy” (WWD). I argue that WWD increases the Chinese public’s support for their government. However, foreign audiences are likely to view WWD as aggressive and threatening; as a result, WWD has dual effects, increased security for the regime at the domestic level and heightened tensions at the international level. To examine these hypotheses, I conducted preregistered parallel experiments, in which I presented identical sets of survey vignettes to Chinese and American citizens. The results show that WWD significantly increases the Chinese public’s support for their government. However, this diplomatic rhetoric also antagonizes the U.S. public and bolsters their support for aggressive foreign policies toward China. These findings contribute to our understanding of the dual effects of authoritarian diplomacy in the global arena where national leaders face a trade-off between preserving domestic support and triggering international hostility.

Securing Tomorrow: Synergizing Change Management and Cybersecurity in the Digital Era

Abstract In the rapidly evolving business environment of 2024, organizational change management (OCM) leaders face unprecedented challenges driven by technological advancements, digital transformation, the integration of remote work, and a heightened focus on sustainability. This study examines the efficacy of traditional OCM models in addressing these modern complexities. Through a qualitative methodology employing an extensive literature review, the research identifies vital issues such as resistance to change, digital transformation imperatives, the shift to remote and hybrid work models, and the imperative for sustainable and ethical business practices. The study posits that while classical OCM frameworks offer foundational insights, there is a pressing need for more adaptive, inclusive, and flexible approaches to navigate the nuanced demands of the contemporary and future business landscape. Expected findings suggest the integration of agile methodologies, technology adoption, and a shift towards a culture of continuous change and employee empowerment as critical strategies for effective change management. These insights aim to guide OCM leaders in developing strategies that address the current challenges but also anticipate the dynamics of future organizational change, thus contributing to the broader discourse on evolving OCM practices in a digital and globally interconnected era.

Dos Hemisferios: putting high-quality Ecuadorian wines on the map

Learning outcomes The learning objectives include understanding the unique environment and challenges that business leaders face when developing new businesses in emerging markets, evaluating the firm’s internal and external environments, analyzing sales data and distribution channels and formulating new strategies. Case overview/synopsis Dos Hemisferios Winery, founded in 1999 as a hobby, grew into a family business. The Ecuadorian winery expanded production after winning an international award for its Paradoja blend in 2009. With a $10m investment in a new plant in 2017, the winery capacity increased to 500,000 bottles. President Robert Wright recognized the need to increase sales, aiming to sell at least 425,000 bottles annually at an average price of $8 per bottle to break even and become profitable in 2024. To tap into Ecuador’s top market in Quito, representing 46% of sales, Dos Hemisferios aimed to boost monthly revenues to $50,000 by addressing challenges such as low awareness and consumer reluctance. Initiatives under consideration included partnerships and events, winery tours, enhanced social media, new products and improved sales channel distribution. Complexity academic level The Dos Hemisferios case is appropriate for upper-division undergraduate and graduate students in global business and strategy courses. The learning objectives for the case study include: understanding the unique environment and challenges business leaders face when developing new businesses in emerging markets; evaluating the firm’s internal and external environments to determine its strengths, weaknesses, opportunities and threats; analyzing sales data and distribution channels for the business; and providing students with the opportunity to formulate strategies to gain more share of the Ecuadorian wine market. Supplementary materials Teaching notes are available for educators only. Subject code CSS 11: Strategy.

Coaching to support work-life balance of women in leadership positions

Orientation: Women leaders face significant challenges because of the multifaceted nature of their lives. They need support to maintain a healthy work-life balance.Research purpose: This study aimed to explore the role of leadership coaching to support women in leadership positions with work-life balance.Motivation for the study: Leadership coaching is an effective and powerful individual support and development intervention; however, the link between coaching and work-life balance for woman leaders has not been studied sufficiently.Research approach/design and method: Data were collected via in-depth interviews from (n = 10) women in leadership positions who experienced at least six leadership coaching sessions in the last 18 months. An interpretative phenomenological paradigm was utilised and thematic analysis was used to analyse collected data.Main findings: Coaching supported women leaders on four fronts: increased self-awareness, designing work-life balance strategies, coping with gender-specific challenges and highlights the importance of organisational commitment to the coaching and support processes.Practical/managerial implications: Coaches should ensure that coaching programmes integrate strategies and techniques to help women leaders manage emotional, labour and domestic responsibilities. Organisations should take steps to create an inclusive workplace that actively promotes the professional development and well-being of women leaders by recognising and addressing their challenges and providing support through coaching.Contribution/value-add: This study provides empirical evidence that leadership coaching is a viable strategy to support women leaders with work-life balance.

What keeps you up at night? Moral distress in nurse leaders in the USA, Germany, Austria and Switzerland

PurposeNurse leaders are challenged by ethical issues in today’s complex health-care settings. The purpose of this study was to describe and analyze key elements of moral distress identified by nurse leaders from health-care systems in the USA, Germany, Austria and Switzerland. The aim was to develop an understanding of distressing ethical issues nurse leaders face in the USA and three German-speaking European countries.Design/methodology/approachThis descriptive cross-sectional study surveyed a convenience sample of nurse leaders in the USA, Germany, Austria and Switzerland. The voluntary, anonymous survey also included qualitative questions and was distributed using the Qualtrics® platform. A thematic analysis of the qualitative data in each country was carried out and a comparative analysis identified similarities and differences between the groups of nurse leaders comparing the US data to that from three German-speaking European countries.FindingsThe survey was completed by 316 nurse leaders: Germany, Austria, and Switzerland (n = 225) and the USA (n = 91). Similar themes identified as causing all nurse leaders moral distress included a lack of individual and organizational integrity, hierarchical and interprofessional issues, lack of nursing professionalism, patient care/patient safety concerns, finances negatively impacting care and issues around social justice. Within these six themes, there were also differences between the USA and the three German-speaking European countries.Originality/valueUnderstanding the experiences associated with distressing ethical situations can allow nurse leaders and organizations to focus on solutions and develop resilience to reduce moral distress in the USA and three German-speaking European countries.

OPPORTUNITIES AND BARRIERS TO LEADERSHIP FOR FEMALE FINANCE LEADERS IN THE UK

Despite legal and societal advancements that have increased the presence of women in the finance sector, the representation of women in finance director roles remains limited. In FTSE 100 companies, men still hold finance director positions at a rate seven times higher than women, a trend reflective of the broader industry. This qualitative inquiry delves into the factors contributing to the success factors and obstacles to leadership faced by female finance directors in the United Kingdom. By conducting interviews with accomplished female finance directors, the study aims to identify the factors that prevent and enable females to become leaders in the finance industry. Notably, this research identifies enduring social and cultural hurdles obstructing female progress, and how they can be supported as they progress their career. A significant finding emerges: many interviewed women endorse individuals who align with their assertive work values, which often align with masculine traits. Females have to conform to a working environment and practices, and this impacts negatively on their social life, job satisfaction and identity. Given the target-driven nature of finance, the prospect of a radical top-down transformation is generally seen as unlikely. Consequently, female leaders face limitations in their capacity to serve as "gatekeepers" for advancing the careers of fellow women. Recommendations include a departure from the performance-centric approach entrenched in finance.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0387/a.php" alt="Hit counter" /></p>

Is there a prototype leader look? Evidence from the photos of Chinese local leaders

Is the tendency to associate leadership effectiveness with a certain physical appearance universal, or is it a byproduct of electoral democracy? This paper reports the first paired-photo study of leaders in a nondemocracy. We first demonstrate that some basic findings of appearance-based leadership scholarship can be generalized to China. Chinese subjects can identify local politicians from their faces with above-chance accuracy. The faces of local political leaders are considered to be more competent, more trustworthy, and more electable than local nonpolitical leaders. We also push further our understanding of the political effects of the physical appearance of public officials by showing that Chinese politicians seem to be able to command obedience when subjects have the option to individually or collectively oppose an unfavorable arrangement. Overall, our evidence seems to suggest that there is a “prototype leader look” that potentially affects authoritarian politics.

‘Nobody left behind’: barriers to engagement in early years digitally mediated leadership development

ABSTRACT This research pinpoints the barriers UK early years (EY) leaders face in accessing digitally mediated leadership development. Furthermore, we consider initiatives to disrupt digital exclusion and ensure more equitable access to professional learning opportunities. The onset of the COVID-19 pandemic catalysed an upsurge in the use of digitally mediated professional learning in the UK EY sector. While digital mediation has proven useful in delivering EY leadership development programmes, this article considers who has access to these programmes and who is left behind. Through an inductive thematic analysis applied to 24 qualitative case studies with UK EY training providers, underpinned by the multilevel intersectionality model created by Núñez (2014), we consider how digital exclusion operates through socioeconomic status, geography and race within the sector. Based on this, we emphasise the need for the sector to disrupt these inequities by enacting bottom-up and top-down initiatives to foster digital inclusion across EY.

REAL‐TIME LEADERSHIP IN THREE DIMENSIONS: LESSONS FROM COACHING AND 1000 CEOs

AbstractThe author is a longtime leadership consultant and coach, as well as an assistant professor at Harvard Medical School, and a visiting professor at Henley Business School. She describes a four‐part “MOVE” framework, from her book co‐authored with David Noble, Real–Time Leadership: M: Mindfully Alert. O: Generate Options. V: Validate Your Vantage Point. E: Engage and Effect Change. She also writes about a “survey conducted by Egon Zehnder, a global management consulting and executive search firm of 1,000 CEOs with a combined annual revenue of nearly four trillion dollars.” In writing about the three dimensions of real‐time leadership, she states: “The first dimension is what external challenges and goals you must meet”… the second dimension is “the nature of your internal requirements, your inner resources, personal growth, and aspirations.”…the third dimension… “is to know how to develop peak relationship skills to create authentic connections and unlock the potential of your teams.” In the survey, “knowing how to connect was identified as the greatest challenge leaders face. We asked the 1,000 CEOs what feedback they most often received; what was their Achilles Heel? The greatest challenge by far was in their relationships.”

Paul's Principles of Pastoral Care in Acts 20:17-38 and His Challenges to Pastoral Leaders

This article aims to analyze the pastoral service practices of Paul that are worthy of being imitated by the local church leaders today by focusing on the content of his farewell speech to the elders of the church in Ephesus based on Luke's record in Acts 20:17-38. The narrative hermeneutic method will analyze each statement related to his service actions. The results of the analysis show the pastoral service practices that are lived, taught, and need to be imitated by church leaders today in Indonesia. The study results show that the Apostle Paul presents the principles of pastoral service that are timeless and relevant to the context of local church service today. The fundamental principles he taught and the challenges pastoral leaders face today are: First, making the most of time. Pastoral leaders in the present era are challenged to maximize every opportunity in their service, especially amid many distractions and demands of the times. Second, he emphasizes the importance of humility in service. Today's leaders must be aware of the danger of arrogance and constantly realize their trustworthy source of strength. Third, Paul not only serves with enthusiasm but also with deep emotion. This challenges today's church leaders to engage emotionally, empathize with the congregation, and feel grief and joy with them. Fourth, he often faces threats and dangers in his service. Church leaders must be ready to face challenges, especially when voicing the truth of the Bible in an increasingly secular cultural context. Fifth, serving with teaching. He emphasizes the importance of correct and profound teaching. In the information age full of false teachings, pastoral leaders are challenged to continue to provide teaching based on the Bible and relevant to their congregation.

The Politics of Risking Peace Revisited: The Fate of Rebel Leaders Who Signed Peace Agreements

Abstract Are rebel leaders punished for signing peace agreements? Many studies have found that leaders face domestic punishment for signing peace agreements. However, while this may be true for state leaders, it remains unclear whether this is also the case for rebel leaders. Between 1975 and 2018, I describe what happened to the rebel leaders who signed a peace agreement. One-third of rebel leaders in these countries experienced exile, imprisonment, or unnatural death, while the rest shifted to politics or pursued rebellion. I describe two prototypical life paths after peace agreements of former rebel leaders in Colombia and Niger: the unpunished and the punished. This study shows how the database of rebel leader attributes (ROLE) can be advanced with novel data, enabling the kinds of studies on rebel leaders that scholars have conducted on state leaders in international politics. Future studies should extend research on rebel leader characteristics and peace negotiations.