Team Leaders Research Articles

The Historical Case for a Strong and Diverse Neurology Clerkship Leadership Team

The Historical Case for a Strong and Diverse Neurology Clerkship Leadership Team

Advancing excellence: A strategic framework for organisational effectiveness in advancement

From fiscal years 2010 to 2020, the University of Texas at El Paso (UTEP) raised an average of USD$14.2m per year, an amount far below what is expected from a university that has been around for more than 100 years and with more than 120,000 living alumni. A new university president started in 2019 and realised the need to rebuild the advancement operation from the ground up. Her first cabinet hire was the Vice President for Institutional Advancement (VPIA), whose directive was clear: build advancement the right way for the long term. This vision, a departure from the conventional raise-as-much-as-possible-as-quickly-as-possible fundraising approach, emphasised sustainability over rapid gains, steering away from the common pitfalls of focusing solely on major donors and immediate results. Readers will learn the strategic framework the VPIA and Executive Leadership Team implemented to create a sustainable and successful fundraising operation that resulted in three consecutive record-breaking fundraising years while also increasing employee engagement and improving Institutional Advancement's campus reputation.

Investigating the Mediating Role of Team Communication in the Relationship between Leadership Style and Team Performance in AI-based Interaction Systems Development

This research investigates the complex interplay of leadership styles, team communication, and AI-interaction System development within the context of AI-based interaction systems development teams. The purpose is to elucidate how these variables intersect and collectively influence team performance. By exploring the dynamics specific to AI technologies, the study aims to contribute nuanced insights to the existing literature on leadership in technology-driven environments. Employing a quantitative approach, the study utilizes a structured questionnaire distributed to participants within AI development teams. The research focuses on leadership styles, encompassing both transformational and transactional approaches, team communication dynamics, and the developmental stage of AI-based interaction systems as key variables. Data analysis involves regression, mediation, and moderation analyses, facilitated by SPSS software, to uncover the relationships and interactions among these variables. Findings reveal that both transformational and transactional leadership positively influence team performance, mediated by effective team communication. Additionally, the developmental stage of AI-interaction Systems moderates these effects, highlighting the need for adaptable leadership strategies. This study addresses gaps in existing research by focusing on the specific dynamics within AI development teams, an area previously underexplored. The practical implications are significant for leaders in AI development teams, offering strategies to enhance team collaboration and performance. Key references include Bass and Riggio's work on transformational leadership and Brynjolfsson and McAfee's studies on AI's transformative potential. This research contributes to a nuanced understanding of leadership in technology-driven environments, guiding organizational practices in the AI era.

Mediating Effect of Delivery Capability on Public-Private Partnership Financing Structure and Geothermal Energy Development Project Completion in Kenya

Investments in Geothermal Energy Development Projects (GEPs) are still considered high-risk and capital-intensive with unpredictable completion even amidst the adoption of Public Private Partnership (PPP) financing models particularly in sub-Saharan Africa (SSA). Numerous GEP completion bottlenecks affecting timely project completion have been documented lately; these challenges have caused delayed delivery of critical path milestones, project stalling, and even outright project failures. Recent empirical studies focused more on developed countries' longitudinal secondary databases covering the wider energy sector, with minimal attention paid to the situation of GEPs in developing countries. Anchored on the positivism and pragmatism foundations, this study examined the mediating influence of delivery capability on the relationship between PPP financing structure and the completion of GEPs in Kenya. Using a census survey design, data from 48 geothermal energy projects (private sector project managers and implementation team leaders from the public sector) and key informants was collected and analyzed using mixed methods. Data triangulation and diagnostic tests were performed. The results and findings revealed that while PPP financing structure alone explains 43.9% of the variance in project completion, the inclusion of delivery capability substantially increases the explained variance to 66.1%. A balanced PPP financing structure and delivery capability have statistically significant effects on project completion outcomes, with delivery capability (β = 0.579) having a stronger isolated effect than the PPP financing structure (β = 0.326). The reduction in the PPP financing structure coefficient from the first to the second model suggests that some of its effect is shared with or mediated by delivery capability. The study concluded that completing PPP-financed GEPs requires an integrated approach that considers both predictor variables: A balanced PPP financing structure comprising private equity, commercial and concessional loans, grants and government contributions; and strong delivery capability including geological, technological, PPP modelling and agile project management competencies. Geothermal sector-specific government support measures and industry recommendations are provided to enhance the completion of PPP-financed geothermal energy development projects mainly in the SSA region.

Human factors and emerging needs in aerospace manufacturing planning and scheduling

AbstractPlanning and Scheduling (P&S) are critical components of organizational management that influence efficiency, overall performance, and human factors in the workplace. The aerospace manufacturing industry is experiencing rapid changes, marked by heightened demands for new aircraft and the need for precise task execution to accommodate increasing air traffic and rigorous safety regulations. This study explores the human factors and emerging needs in the P&S processes within aerospace manufacturing. A qualitative research approach was employed, featuring semi-structured interviews with 15 professionals from a prominent European organization. The participants, actively engaged in P&S operations, were chosen to offer diverse perspectives on their roles and the industry’s specific requirements. Results indicate that planners/schedulers, IT experts, and operations team leaders are crucial in ensuring efficiency throughout the various stages of P&S operations. The findings reveal that emerging needs encompass workforce and customer management (i.e., allocating human resources, responding to client requests, and addressing workforce resistance to new technology adoption), prioritization (i.e., scheduling tasks based on urgency, error susceptibility, and cost efficiency), and contingency handling (i.e., machinery availability, time constraints, quality issues, human performance variability, and weather conditions). These needs highlight the importance of considering human factors and cognitive aspects when designing and implementing P&S systems. The study underscores the challenges the aerospace manufacturing industry faces as it adapts to technological advancements and evolving market conditions. The findings emphasize the necessity of advanced P&S systems that integrate innovative technological solutions with an understanding of human factors and cognition.

Effectiveness of Innovation for Organizational Excellence in the Information Technology Sector

Introduction: Digital transformation era calls for effective leadership competencies in the information technology sector. The need, significance, purpose and scope of the study will reiterate the Statement of the problem and research statement - that there is no coherent link in most studies between effectiveness of innovation as a leadership competency and organizational excellence, since there is still a scarcity of research, based on the Review of Literature. This study assesses the significant relationship between effectiveness of innovation as a leadership competency and organizational excellence drivers like employee value proposition, competitive advantage, organizational agility and organizational culture. Team Leaders, project leaders, project managers and senior leaders of select IT Companies in Chennai city were the universe of the study. Objectives: (i) Examine the effectiveness of innovation as a leadership competency on drivers of organizational excellence namely - employee value proposition, competitive advantage, organizational agility and organizational culture. (ii) Examine differences in the impact of demographic factors like gender, age, educational qualification, total years of experience, and years of experience in current company, on innovation, as a leadership competency. (iii) Examine differences in the impact of demographic factors like gender, age, educational qualification, total years of experience, and years of experience in current company, on drivers of organizational excellence namely - employee value proposition, competitive advantage, organizational agility and organizational culture. Methods: For this study, quantitative research design and approach, structured questionnaire as research tool, simple random sampling method, and standard data analysis process for interpretation of the collected data has been used. Results: The rise in knowledge work, beckons leadership for an innovation mindset, risk-taking, change management for work, workforce and workplace. Human capital development for innovation, improves product, service, process, technological and business model innovation for growth. Enhanced employee value proposition, nimble-organizational agility and an enticing organizational culture creates sustained competitive advantage. Conclusion: It was found that effectiveness of innovation as a leadership competency, impacts the drivers of organizational excellence and paves way for long-term strategic success, to build a thriving workforce that in turn helps to build successful business organizations with sustainable competitive advantage.

How coaching project manager influence construction project team members’ job burnout: a conservation of resources perspective

PurposeConstruction project team members’ job burnout damages the physical health of members and also have a negative effect on project performance. This study primarily aims to empirically examine the relationship between coaching project managers (CPMs) and team members’ job burnout. Moreover, this research examines the cross-level mediating effect of team caring ethical climate and team members’ team-based self-esteem (TBSE) on the relationship between the two aspects.Design/methodology/approachThis study uses conservation of resources theory as basis to construct a cross-level research model of the effect of CPMs on team members’ job burnout. Thereafter, regression analysis was performed on a sample of 431 team members from 83 teams.FindingsAccording to the empirical results, the authors found that, in construction project teams, first, CPMs were negatively correlated with team members’ job burnout and positively correlated with caring ethical climate and team members’ TBSE. Second, caring ethical climate and team members’ TBSE played a cross-level mediating role between CPMs and team members’ job burnout. In addition, caring ethical climate played a cross-level moderating role in the negative relationship between team members’ TBSE and job burnout.Originality/valueThis study introduces coaching leadership, an important leadership type, into the research background of construction project teams, thereby theoretically enriching the research on construction project team leadership. Moreover, by further expanding the research on the consequences of coaching leadership to the field of job burnout, this study also enriches the theoretical results of the research on the consequences of coaching leadership.

The complexity of needs and roles of family members during breast cancer rehabilitation: a qualitative study

BackgroundFamily members play a crucial role in supporting women with breast cancer during their recovery. In the complex situation of being an informal caregiver, their own health and ability to support the patient needs to be acknowledged. The aim was to explore the experiences, needs and roles of family members throughout the rehabilitation process of women with breast cancer.MethodsA qualitative study was conducted, involving semi-structured individual telephone interviews with 20 purposefully selected family members of women with breast cancer (13 men aged 24–79 years, 7 women aged 19–76 years). Data analysis utilized conventional content analysis and used “casing” as the analysis technique. The study is part of the ReScreen randomized controlled trial and all participants gave informed consent.ResultsThe interviews revealed significant variation among family members, leading to the emergence of different typologies based on their reactions and specific preconditions. These typologies included: 1) The case of the assertive and confident team leader, 2) The case of the frustrated but persistent guardian, 3) The case of the reassured bystander, and 4) The case of the neglected outsider. While not mutually exclusive, the cases demonstrated clear similarities and differences in whether individuals felt secure or insecure in the rehabilitation process and their level of involvement in this process. Some described feelings of being involved and active in the process while others experienced not being involved and described feelings of abandonment. However, regardless of their role, family members reported that their own health was seldom considered by healthcare professionals.ConclusionsThis study sheds light on the concept of “we-disease,” where the role of a family member is interrelated with factors such as their health literacy, supporting role, level of involvement, relationship, and identity during the patient's rehabilitation process. This highlights significant divergence in whether family members perceive the rehabilitation process as a collaborative effort or an individual challenge. These perceptions greatly impact their own well-being and ability to support women with breast cancer, underscoring the importance of recognizing family members as informal caregivers and offering tailored support from healthcare professionals when needed.Trial registrationClinicalTrials.gov NCT03434717. Registered February 15, 2018.

The relationships between group-affect tone, transactive memory system, and teams’ incremental creativity

Abstract This study explores the relationships between group-affect tone, teams’ transactive memory systems (TMSs), and teams’ incremental creativity. Data were collected from 334 team members and 70 team leaders across 70 teams. Results indicate that positive group-affect tone enhances TMS, while negative group-affect tone impedes it. TMS positively impacts team incremental creativity. Additionally, both types of group-affect tone influence incremental creativity through TMS mediation. This research advances TMS theory and group-affect tone, substantiating the affect-cognition model and deepening the understanding of TMS’s role in incremental creativity.

Being a family supportive team leader: Implications for team emotional climate and performance

Being a family supportive team leader: Implications for team emotional climate and performance

Never quite right: Identity factors contributing to bias and discrimination experienced by women leaders in the United States

AbstractWhile much bias and discrimination research has focused on individual identity analysis, for example, gender, race, or ethnicity, what is not fully understood is how other social categories of difference influence discrimination. Using qualitative content analysis, this study examines facets of women leaders' identity that influence their experiences of bias. Respondents were 913 women in four United States industries in which top leadership roles are male dominated but the industries overall are female dominated or gender balanced. The findings revealed 30 distinct identity factors that were used as the basis for discrimination. The variety of the factors and the variation of stigma within each factor show that women leaders are considered “never quite right” as almost any facet of their identity can be declared problematic for a specific woman in a specific context. Human resource leaders should create inclusive policies so that women can express their authentic selves at work. Leadership teams and supervisors should be trained to recognize identity factors that may be the focus of criticism and, thus, serve as veiled bases for discrimination.

Leading Strategic Reset: A Framework for Revisioning University Strategic Priorities

Strategic reset is the process of reassessing an institution’s strategic priorities, making changes if warranted, and assessing whether the institution can effectively engage and respond to any zeitgeist in the future through agility, flexibility, innovation, and responsiveness to all key stakeholders. The prerequisite for strategic reset is, Why change? What forces are the catalyst for change? The author notes that stakeholder demands for change in education are not new and not all institutions necessarily have to engage in all priority strategic areas for strategic reset. Moreover, reframing strategic priorities must be phased-in based on priority synergy areas. Attempting to do everything fragments resources, increases negative public perceptions about mission ambiguity and diminished quality and leads to mediocrity. Competitors will reframe their institutions with new architectures and streamlined strategic priorities to ensure focus, agility, and responsiveness to highly complex market forces. Competition will drive your institution off the playing field unless the leaders step back, reset, engage and focus their leadership team on resetting strategic priorities and creating the university of the future.

Good practices to optimise the performance of maternal and neonatal quality improvement teams: Results from a longitudinal qualitative evaluation in South Africa, before, and during COVID-19.

Many maternal and neonatal deaths can be avoided if quality healthcare is provided. To this end, the South African National Department of Health implemented a quality improvement (QI) programme (2018-2022) to improve maternal and neonatal health services in 21 public health facilities. This study sought to identify good practices aimed at improving QI teams' performance by identifying optimal facility-level contextual factors and implementation processes. We purposively selected 14 facilities of the 21 facilities for a longitudinal qualitative process evaluation. We interviewed 17 team leaders, 47 members, and five QI advisors who provided technical support to the teams. The data were analysed using framework analysis. We choose the Consolidated Framework for Implementation Research as framework given that it explicates contexts and processes that shape programme implementation. Six quality improvement teams were assessed as well-performing, and eight as less well-performing. This research conceptualises a 'life course lens' for setting up and managing a QI team. We identified eight good practices, six related to implementation processes, and two contextual variables that will optimise team performance. The two most impactful practices to improve the performance of a QI team were (i) selecting healthcare workers with quality improvement-specific characteristics, and (ii) appointing advisors whose interpersonal skills match their technical quality improvement competencies.

Police functions: international experience of establishing interaction with citizens and ways of its adaptation in Ukraine

It is indicated that the experience of democratic European countries over the last decade has shown that a key factor in increasing the effectiveness of the police in ensuring security is close interaction with the population, based on a high level of trust. The article examines the international experience of establishing police interaction with citizens and the prospects for its adaptation in Ukraine. Special attention is paid to the study of the Scandinavian model of ensuring public safety during mass events, which is based on the principles of preventive actions, constant communication with participants, effective risk management and a differentiated approach. The analysis shows that the implementation of the Scandinavian model in Ukraine is a complex process that requires an integrated approach. This includes a clear legislative regulation of the status of the “dialogue police”, raising the requirements for personal and professional qualities of the National Police’s leadership team, and improving the staffing system. In addition, the issue of reforming the institution of police service is considered, which is currently characterized by the lack of a clear conceptual vision and the preference for local changes over systemic approaches. To solve this problem, a comprehensive approach is needed, which includes the definition of efficiency criteria, revision of personnel policy, improvement of material and social security, improvement of management and establishment of closer relations between the police and the public. The experience of Eastern European countries shows the prospects for the development of a local model of law enforcement, which allows balancing local autonomy in security matters and integration into the national system. At the same time, there are significant differences in the interaction of local law enforcement with state authorities in different countries. In general, the article emphasizes the need for a comprehensive approach to reforming the police system in Ukraine, taking into account the best European experience. The key is a combination of centralized and decentralized approaches, improvement of personnel policy and establishment of close interaction between the police and the public.

Women are awarded more team than solo grants and lead more gender-balanced teams than men

Abstract We modelled patterns of collaboration, team gender composition, and funding amounts across awarded Australian government-funded competitive team research grants from 2000 to 2020. The percentage of grants awarded to women at mid- and senior-career levels was higher for team grants than sole investigator grants compared to men at those levels. Teams led by women tended to have a greater percentage of women coinvestigators than teams led by men, but this was below gender parity regardless of team leader gender. Funding amounts per grant did not differ by the principal investigator’s gender and reached parity in 2020 across teams with both high and low representation of women. Since teams tend to be more gender-balanced when led by women, women’s grant leadership may be an important mechanism for shifting overall representation of women in research. We offer public policy measures to address gender inequities in the research sector.

Contributions of urban productive safety net program to enhancing food security and livelihood diversification: an in-depth analysis of household-Level perceptions among urban populations in Ethiopia

AbstractThe Urban Productive Safety Net Program is one of Africa’s most ambitious social protection initiatives, and it has achieved measurable successes. However, existing literature focusing on the role of programs in improving people’s lives, especially in ensuring food security and income diversification, gives more focus to rural areas and depends on data from individuals beyond those directly targeted by the program. Hence, this study examines beneficiaries’ perceptions of the program’s contribution to food security and livelihood diversification in the South Ethiopia Regional State. The study used a mixed research approach that included a questionnaire, interviews, observation, and focus group discussions. To select 310 survey household heads, a multistage sampling procedure was employed. We analyzed the quantitative data using SPSS version 27, while the qualitative data was analyzed through narration and summarization. The findings indicate that the selection process for beneficiaries, activities performed by public work groups, and beneficiaries graduating with reliable sources of income are generally positive, whereas negative assumptions exist regarding the adequacy and timeliness of cash transfers and the overall living status of residents. Therefore, the program managers and zonal-level team leaders should collaborate closely to directly engage with beneficiaries, monitor the support system, and raise awareness.

The Academic Community Early Psychosis Intervention Network: Toward building a novel learning health system across six US states

AbstractIntroductionCompared to usual care, specialty services for first‐episode psychosis (FES) have superior patient outcomes. The Early Psychosis Intervention Network (EPINET), comprised of eight U.S. regional clinical networks, aims to advance the quality of FES care within the ethos of learning healthcare systems (LHS). Among these, the Academic Community (AC) EPINET was established to provide FES care, collect common data elements, leverage informatics, foster a culture of continuous learning and quality improvement, and engage in practice‐based research.MethodsWe designed and implemented a novel LHS of university‐affiliated FES programs within a hub (academic leadership team) and spoke (FES clinics) model. A series of site implementation meetings engaged stakeholders, setting the stage for a culture that values data collection and shared learning. We built clinical workflows to collect common data elements at enrollment and at consecutive 6‐month intervals in parallel to an informatics workflow to deliver outcome visualizations and drive quality improvement efforts.ResultsAll six clinical sites successfully implemented data capture workflows and engaged in the process of designing the informatics platform. Upon developing the structure, processes, and initial culture of the LHS, a total of 614 patients enrolled in AC‐EPINET, with the most common primary diagnoses of schizophrenia (32.1%) and unspecified psychotic disorders (23.6%). Visualized outcomes were delivered to clinical teams who began to consider locally relevant quality improvement projects.ConclusionsAC‐EPINET is a novel LHS, with a simultaneous focus on science, informatics, incentives, and culture. The work of developing AC‐EPINET thus far has highlighted the need for future LHS’ to be mindful of the complexities of data security issues, develop more automated informatic workflows, resource quality assurance efforts, and attend to building the cultural infrastructure with the input of all stakeholders.

The reality of authentic leadership: the rugby football league challenge

ABSTRACT Purpose/rationale The aim of this paper is to increase the understanding in the area of authentic leadership (AL) within executive leader practice in a UK commercial sport national governing body (NGB). Design/methodology/approach Ten interviews were conducted with members of the organisation’s management group. The interviews were utilised to gain new insights into the levels of executive leader AL within a commercial sport governance environment. Interviews were analysed using an interpretive approach, and a thematic structure relating to AL in the commercial NGB context. Findings Authentic elements within the executive leadership team’s practice were dependent on the organisational context and the impact of external factors on individuals and the NGB. Full engagement with the AL construct is curtailed by organisational structure and objectives. Practical implications The findings and related existing literature, notably the debate on the universal acceptance of the AL construct, are integrated into the paper to contribute to the discourse on the leadership construct in a sport governance environment. Research contribution The study contributes to the growing body of sport leadership within NGB literature and provides insights into the paradoxical nature of leadership and the executive leader ability to fully engage with all elements of the AL construct.

Developing dynamic capabilities for successful digital transformation projects: the mediating role of change management

Digital transformation is a growth strategy that has attracted a significant amount investment and is projected to boost the global economy by 2030. However, organizations face challenges in their efforts to develop effective approaches to digital transformation because of the constant need for new strategic choices. Dynamic capabilities and change management are vital with respect to organizations’ ability to maintain competitiveness in the changing environment established by digital technologies. The effective management of these changes is crucial, and failure is often the result of the absence of a suitable change management model. This study examines the significance of dynamic capabilities in digital transformation and explores the mediating role of a well-defined approach to change management in the context of digital projects. A quantitative research approach is used to investigate a population of 902 managers and team leaders working in the telecommunications sector in Yemen. A questionnaire is developed and administered to a sample of 350 participants, and the data collected were analyzed via SmartPLS. The findings reveal a positive relationship between dynamic capabilities and the successful implementation of digital transformation initiatives. Effective change management techniques facilitate digital transformation by playing a mediating role in the abovementioned relationship. The results of this research provide valuable insights into the theoretical framework underlying this topic by integrating dynamic capabilities, change management, and digital transformation. This information can help decision-makers in the telecommunications sector develop a roadmap for successful digital transformation projects in their organizations.

Mapping lymphatic filariasis morbidities in 24 endemic districts of Ethiopia through the health extension program

BackgroundThe primary strategy for achieving the second goal of the Global Program to Eliminate Lymphatic Filariasis (GPELF) is morbidity management and disability prevention (MMDP), aimed at alleviating the suffering of affected populations. A significant challenge in many LF-endemic areas is the effective registration and identification of individuals with LF, which is crucial for planning and ensuring access to MMDP services. This study seeks to map the geographical distribution of LF-related morbidities across 24 endemic districts in Ethiopia.MethodsA community-based cross-sectional study was conducted to identify individuals affected by LF in 24 endemic districts using primary health care units (PHCUs). The study involved 946 trained health extension workers (HEWs) conducting house-to-house visits to identify and register cases of lymphedema and hydrocele, with support from 77 trained supervisors and 87 team leaders coordinating the morbidity mapping. Certified surgeons performed confirmatory evaluations through clinical assessments on a randomly selected sample of cases to validate HEW diagnoses, ensuring accurate identification of lymphedema and hydrocele. Statistical analysis of the data, including the severity of lymphedema and acute attacks, was conducted using STATA 17.ResultsThis study involved 300,000 households with nearly 1.2 million individuals, leading to the identification of 15,527 LF cases—14,946 (96.3%) with limb lymphedema and 581 (3.7%) with hydrocele. Among those with lymphedema, 8396 (54.1%) were women. Additionally, 13,731 (88.4%) patients resided in rural areas. Of the 14,591 cases whose acute attack information was recorded, 10,710 (73.4%) reported experiencing at least one acute attack related to their lymphedema in the past 6 months, with a notable percentage of males (74.5%; n = 4981/6686). Among the 12,680 recorded cases of leg lymphedema, the percentage of acute attacks increased with severity: 64% (n = 5618) mild cases, 68% (n = 5169) moderate cases and 70% (n = 1893) severe cases.ConclusionThis study successfully mapped the geographical distribution of LF morbidities across 24 LF-endemic districts in Ethiopia, identifying a substantial number of lymphedema and hydrocele cases, particularly in rural areas where healthcare access is limited. The findings underscore the potential of Ethiopia’s health extension program to identify affected individuals and ensure they receive necessary care. The findings inform targeted interventions and access to MMDP services, contributing to Ethiopia’s goal of eliminating LF by 2027.