Leadership Development Process Research Articles

Traveling the road toward academic promotion for faculty with a DNP degree

There is a widely recognized need for nursing faculty in the United States. To prepare a practice-ready workforce, schools of nursing are hiring faculty with Doctor of Nursing Practice (DNP) preparation to ensure clinical expertise is embedded into curriculum by practice experts. However, nurses transitioning from clinical nursing to faculty positions require tailored support and guidance in navigating the academic environment. Preparation for academic promotion is essential to integration into an academic setting. Support in navigating the new environment is essential for building confidence, to lay a foundation for a successful transition, and ultimately retaining these qualified educators. This article provides strategies to support nursing faculty planning to embark on an academic career track and provides guidance on how to prepare these DNP-prepared faculty for career progression and future promotion along academic ranks. These strategies include school and institutional orientation, faculty development plans, mentorship, leadership development, and performance review processes.

UK trainees’ perceptions of leadership and leadership development

PurposeThis paper reports on trainees’ perceptions of leadership and leadership development, to inform the support that may be provided to them. It draws on a formative evaluation of the new...

What’s Next? On Better Supporting Women of Color Clinicians in University Counseling Centers

As university counseling centers (UCCs) are diversifying, research on the experiences of clinicians of color, particularly women of color (WOC), and how they navigate their sociocultural identities at UCC workplace settings remains limited. We used a qualitative thematic analysis approach to explore the current support they receive, suggestions for UCCs to better support WOC, and suggestions for other WOC interested in pursuing a career at UCCs. A total of 56 participants responded to an online survey. Two broad themes emerged with the data around (a) existing and expanding support from UCCs for WOC and (b) advice for WOC interested in pursuing a career in UCCs. Subthemes delineated were (a) professional development and support and (b) workplace climate. While most participants named how their agencies supported them, many provided suggestions on how UCCs can improve from the process of recruitment, retention, leadership, and professional development to being respectful of WOC’s boundaries and needs. Related to workplace climate, participants appreciated the spaces created for either them or their clients of color. They suggested UCCs to be strategic in providing spaces where genuine feedback can be provided, creating various spaces for WOC (e.g., listserv, lunch group), and facilitating ongoing diversity training and discussions. Participants also imparted their wisdom to WOC through encouragement and practical advice. This study centers the voices of WOC clinicians and discusses the importance of self-advocacy, the various supports needed from institutions, and how White supervisors and mentors can better serve their WOC supervisees and trainees.

임원 승진을 위한 리더십 평가 사례 연구

The purpose of this study was to explore and propose the improvement of leadership evaluation and development process for executive promotion candidates through A Company’s case. To this end, this study went through a preliminary diagnosis, case and achievement data collection, evaluation process and result collection, and evaluation procedures for sharing and adjusting evaluation results. Evaluation data were collected through organizational personnel data for multi-source evaluation and multi-faceted evaluation, self-essays, Hogan diagnosis, and interviews with respondents in the organization, and analyzed and evaluated according to A Company's leadership competency diagnosis frame. As a result of the study, first, the current leadership and future integrated executive leadership potential were finally derived from the cases of 2 executive candidates. Second, after restructuring using “accountability” and “complexity management” as a framework to confirm the future potential of executives, it was decided through an executive promotion recommendation matrix. Third, using the executive promotion recommendation matrix derived through leadership diagnosis, leadership development measures were derived according to the short-term and long-term leadership development framework. Through this study, it is expected that executive promoters will be provided a turning point for soft landing in their roles as executives.

Leaders Should be Problem-Solvers Not Problem-Makers: Lesson Learned From Jember, East Java

In organizations, especially government organizations, there are numerous elements that can impact the effectiveness of a leader, yet the most crucial one is the leader's own qualities and actions. This study aims to provide more specific examples or case studies to illustrate the impact of a leader's policies and actions on governance. Moreover, it would make the argument more compelling and relatable to readers in the context of regional government administration. The methodology used in the research is qualitative methods employed and how the data was collected and analyzed. The methods would establish the research's credibility and provide more context for the findings. Finally, it could be helpful to provide some practical recommendations or suggestions for how organizations or governments can improve their leadership selection and development processes. This study would add value for readers interested in applying the insights from the research to their contexts.

Facing another leadership transition, Caron leverages its succession plan

In a span of less than two years, addiction treatment titan Caron Treatment Centers has seen the resignation of both its longtime CEO and, more recently, the young leader chosen as his successor. This extent of turnover at the highest level would likely cause many organizations to teeter, but at Caron, it simply triggered more planned steps in a leadership development process that has been years in the making.

INTERNATIONAL LEADERSHIP DEVELOPMENT THROUGH LEARNER-CENTERED INSTRUCTION

The ability to develop and employ competent leaders with a global understanding has and continues to be a major challenge facing today’s universities and professional workforce. To effectively lead within today’s globalized society, it is imperative that leadership skills and knowledge relevant to international contexts be included within the leadership development and educational process. Through conceptual discussion and specific examples, the authors will argue that utilizing learner-centered instruction techniques such as cultural experiences, learner-centered assignments, and international leadership immersion experiences are all important ways to disseminate important leadership skills and knowledge. Keywords: Global Leadership, International Immersion, International Leadership Experience, Leadership Development, Learner-Centered Instruction.

Coaching and Social Work

There is increasing recognition of the merits of coaching in social work, yet gaps in knowledge persist about the use and effectiveness of coaching in social work settings. This article bridges concepts and findings from the literature on coaching to provide readers with the information needed for decision-making about whether and how to integrate coaching into practice. Coaching is currently being used in a number of social work fields of practice to support the transfer of learning, practice implementation efforts, leadership development, and organizational processes. The evolution of coaching from the corporate world into service delivery settings is reviewed, with special attention to the commonalities and distinctions between coaching and social work practice. Knowing more about the background, purpose and value of coaching can equip the profession with further insights about the appropriate application of coaching in the world of social work. Moreover, the reader is invited to assess the potential of coaching as a method for enhancing workforce and leadership competencies and practice behaviors in service of improving client outcomes.

“One of these things is not like the others”: the role of authentic leadership in cross-cultural leadership development

PurposeThe purpose of this research is to explore a possible relationship between the presence of authentic organisational leadership and the leadership development experience.Design/methodology/approachThis study uses a qualitative exploratory hybrid research design which draws on data from multiple sources. Data were collected by means of semi-structured interviews, document analysis and non-participant observations across two case study organisations in Saudi Arabia.FindingsThe authors' findings suggest that the presence of authentic leadership (AL) within an organisation is a significant factor in the leadership development experience. This study also highlights the key importance of advancing leadership development theory that is holistic and comprehensive.Research limitations/implicationsThe study was conducted as case studies within a specific social context. Findings cannot be generalised but offer valuable direction for future research.Originality/valueThe research advances leadership development theory by highlighting the inadequacy of the person-focussed perspective and offering exploratory evidence for the role of social context, organisational leadership and organisational artefacts in the leadership development process.

Predicting Leadership Success in Extreme Organizations: A Prospective Study From Pre-Recruitment Through Leading in Real-Life

Organizations performing in stressful life-risking environments have unique features that directly influence human lives and communities’ well-being. Such organizations allocate vast resources to identify potential leaders as early as possible to direct and train them for leadership positions. Combat military contexts represent such organizations. The current manuscript offers a 5-year prospective study, addressing a critical gap in the literature regarding the generalization of established predictive leadership success models to leadership in extreme conditions. The study integrates leaders’ characteristics, followers’ perceptions, leadership training, and real-life contexts. Findings show that leadership traits measured years before enlistment related to leadership success, years down the line, when congruent with specific training contexts. Candidates higher in both task and relationship characteristics and in leadership emergence progressed to the senior leadership course compared to dropouts. Leadership emergence, measured in the first phase of leadership training, was the most relevant, stable, and reliable leader’s success predictor, directly and indirectly, of leadership development, above and beyond leadership characteristics. Findings emphasize the important influence of contextual congruency on leadership success in extreme organizations. Current findings may foster better leadership prospects for communities’ well-being and may improve cost-effectiveness in the leadership development processes in extreme occupations.

All Roads Lead to Rome. Investigating Antecedents and Outcomes of Leader-Follower Identity Conflict

Individuals’ perceptions of leader and follower roles as orthogonal or complimentary have important implications for the self-views as potential leaders and their chances to step up to leadership positions. In the current paper, we introduce the notion of leader-follower identity conflict and enhancement and examine possible antecedents and outcomes. Based on the results of two time-lagged studies (N = 160, and N= 214 nested in 60 teams, respectively), we focus on the role of authoritarian and benevolent leadership as potentially shaping employees’ views of leader and follower roles as conflicting or enhancing and further explore how perceived leader-follower identity conflict and enhancement affect individuals’ leader identity strength and promotability ratings. Our results show authoritarian leadership to increase perceived leader-follower identity conflict whereas benevolent leadership is found to increase leader-follower identity enhancement. We further find leader-follower identity conflict to be negatively related to leader identity strength and manager-rated promotability whereas enhancement had non-significant effects. We also examine two motivational strivings, i.e., status and accomplishment motivation, as potential moderators of the serial relationship between authoritarian and benevolent leadership, identity conflict and enhancement, leader identity strength and promotability. Our results show that the serial indirect effect of authoritarian leadership to promotability via leader-follower identity conflict and leader identity was stronger when status motivation was higher than lower. Our paper casts light on the antecedents and outcomes of leader-follower identity conflict and enhancement and highlights their importance for leadership development processes.

Leadership development through experimentation: a theoretical framework and empirical test

Purpose Many theories have been proposed to understand and improve the process of leadership development. One useful way to structure the literature is around three complementary perspectives, briefly summarized as the “knowing, doing and being” dimensions of leadership. While the complementarities between these perspectives have been discussed, the mechanisms by which they are linked are less clear. The purpose of this paper is to examine the role of experimentation as one such mechanism.Design/methodology/approach Building on interviews and prior literature, the authors argue that experimentation consists of two processes: task-prototyping focused on the work overseen by the leader and self-prototyping focused on how the leader relates to others. This study proposes a theoretical framework linking experimentation to action-taking (e.g. being entrepreneurial and taking on challenging assignments), which in turn links to leader effectiveness. The authors test the hypotheses on two groups of leaders (481 business school alumni and 310 financial services leaders).Findings The authors find evidence that both forms of experimentation provide significant explanatory power in understanding why some individuals engage in higher levels of action-taking than others. Additionally, their study confirms the central role of action-taking in leadership development.Originality/value Conceptually, this study distinguishes two dimensions of experimentation and their connection to action-taking, knowledge development and identity development. Empirically, the authors show that these two experimentation activities were significant predictors of action-taking, even after controlling for all other factors, and that action-taking (along with self-prototyping) was an important predictor of leader effectiveness. The results offer a practical framework for leadership and development professionals to use in designing and evaluating leadership development activities.

Band of Brothers or Band of Others?: Rhetoric, Veterans, and Civil Rights Fights in Germany and the United States

Research suggests that marginalized groups can use military service to win greater governmental and social acceptance by using civic republican rhetoric, however, conditions in which claims-making rhetoric is coercive are underspecified. Because rhetorical effectiveness requires sympathetic ears, we examine the influence of (1) expectations and political efforts of marginalized group members seeking greater acceptance, (2) whether majority group economic status is outpacing marginalized groups seeking improved treatment, and (3) whether marginalized groups have influential military veterans from majority groups as allies. We apply these factors to explain the claims-making failure of German Jews following the First World War and the success of African Americans after the Second World War. From the African American case, we also conclude that military service led to greater socio-political inclusion and rights based on development of future political actors through leadership development processes and inter-group contact, especially regarding Presidents Truman and Eisenhower.

Leadership Development Process: Positive Youth Development through Coaching among Youth Leaders

Leadership Development Process: Positive Youth Development through Coaching among Youth Leaders

Effective Senior Surgical Residents as Defined by Their Peers: A Qualitative Content Analysis of Nontechnical Skills Development.

This study aims to define an effective senior resident and understand the process of leadership and nontechnical skill development in the transition from junior to senior surgery resident. General surgery residents are responsible for patient care, technically demanding operations, and diverse care team management. However, leadership skill development for the transition from junior to senior resident roles is often overlooked. We conducted 15 semi-structured focus groups with surgery residents from an urban, academic institution. Focus group transcripts were inductively coded. Using content analysis and constant comparative methodology, primary codes were refined into categories and organized into higher-level themes. Thirty-three general surgery residents completed fifteen focus groups. Six themes were identified. Three themes describe the process of becoming an effective senior resident: how to define a senior resident's scope of practice, the transition process, and the importance of personal investment. Three themes were identified regarding effective seniors: ideal traits, teachable skills, and the team and patient impact. Surgery residents define an effective senior resident as the team member with the highest level of experience who manages the big picture of patient care. The transition is improved by personal engagement and acknowledgement of the transition. Ideal traits of effective seniors, including emotional intelligence and inherent personality traits, allow a resident to more naturally assume this role; however, teachable skills, such as communication, expectation setting and competence, can be taught to improve one's effectiveness. The actions of a senior resident impact the team and patient care, underscoring the importance of understanding this role.

Editorial note 2020

Introduction
 I believe that all of us have experienced most probably one of the most dramatic situations in modern day work life, namely Covid-19. It has impacted on all spheres of society, from Global, National, organisational and personal levels. This was evident in the recent articles received by AJER, many of them has a broad, or even a direct Covid-19 theme, specifically from an employee relations, leadership and human resource perspective. The AJER wants to provide a forum of learning opportunities, also during these challenging times for all those interested and involved in the management of human resources including practitioners, researchers, academics, trainers and educators as well as to policy makers in the private, public and semi-public sectors of South Africa (SA), Southern Africa, Africa and other countries.
 The direct impact on the journal was also felt, specifically with the availability of reviewers, as well as the slower than usual turnaround time of reviews. It is with this in mind that I want to invite all our readers who are interested and qualified to become part of the pool of reviewers of AJER. You can send an e-mail indicating your interest to me as Chief Editor (grobla@unisa.ac.za).
 
 2020 content
 As mentioned in the introduction, AJER has adopted a more continental approach, and it is evident that there is a growing African interest, especially if one looks at the articles published in 2020. Although the papers from SA are still the majority, there were also articles from Kenya, Zimbabwe, and Nigeria.
 Four articles typically falls within the Industrial Psychology domain, with the first one determining the relationship exists between the state of the psychological contract and emotional intelligence, and whether emotional intelligence is a predicting variance of the state of the psychological contract. The second article from this category studied whether the socio-demographic variables of age, race, gender, marital status, educational level, years employed, employment status, and home language predict work engagement, psychological capital and turnover intention of teachers. Both these studies were conducted with a SA. In the third article, a measure of the maturity of the organisational leadership development process that is fit for use in southern Africa across the different levels of leadership, was developed and validated. The fourth study was conducted in Ghana, looking to determine the relationship between mental health and innovative behaviour among bank employees, as well as the effect of age on the mental health of the respondents.
 Two articles broadly focused on labour issues, with one investigating the impact of setting minimum wages in the environment and culture sector as an appropriate wage strategy intervention policy under the South Africa’s Expanded Public Works Programme. The other article sought to unveil the factors behind the precariat who soldier on despite challenges faced at the workplace with specific reference to the agricultural and hospitality industries in Zimbabwe.
 One article focused on union matters and typical human resource management respectively. The union related article investigated the challenges female union members encounter while seeking or assuming labour union leadership positions in Kenya.
 In the forum section, an article was placed that examined the linkage between the Nigerian Declaration Project and the levels of commitment to industrial peace among the employers’ associations, labour unions and government agencies in Nigeria.
 
 Closing remarks
 I believe we are now nearing a point where we are becoming a true Continental publication, and we are therefore inviting submissions from all over Africa. Africa-related themes are especially encouraged in the context of the dire need to develop indigenous theory and understanding of people management in the African context.
 Authors are further invited to contribute to the academic as well as industry discourse related to the impact of Covid-19 on the work force and work force practises. You are urged to look long term, by investigating and recommending possible actions to mitigate the impact, not only of the current pandemic, but any major crisis and disruption that might impact the work environment in future.

The Importance of Leadership Development Across Borders.

Purpose: Globalization is the reality of our day and age. Globalization connotes the increasing economic, social, technical, cultural, and political interdependence between nations. People are more inter-connected now than ever. The availability of worldwide communication systems through rapid improvements in communication technology and the internet has led to more international trade and cultural exchange.
 Methodology: A qualitative study and research was carried out to consider the dynamics and diverse ways globalization has affected our lives and with its own attendant challenges, including the need to design effective multinational organizations, and to identify and select appropriate leaders to manage those organizations with their culturally diverse employees (Northouse,2013).
 Findings: The research discovered that it is now incumbent on organizational leaders to understand how cultural differences affect their leadership performance and their leadership development systems. Adler and Bartholomew (1992) assert that organizational leaders need to understand various business, political, and cultural environments globally, learn the perspectives, tastes, trends, and technologies of many other cultures, learn how to work with people from many cultures simultaneously, adapt to living and communicating in other cultures, and learn to relate with people from diverse cultural origins from a position of equality rather than cultural superiority.
 Unique Contribution to theory, practice and policy (Recommendation): Every Successful leaders across borders in the globalized world are expected to embrace diversity by rising above cultural issues such as perceptual bias, discrimination, stereotyping, ethnocentrism, and prejudice. This white paper explores the basic concepts of global leadership, the development of cultural agility, and the process of leadership development across borders.

Problems of Developing Leadership Potential at the Regional Level

In current conditions of digital transformation, the study of youth leadership is of particular practical importance. Knowledge of the characteristics of information and mass consciousness, psychological and social characteristics of the functioning of youth leadership, the willingness of the masses to follow the leader in the youth environment, acquire special significance. The research in the field of youth leadership shows that extracurricular, social work does not always create optimal conditions for the formation of leadership qualities of a young person. Young people today are immersed in digital technology, hence, the previous practices of identifying and developing leadership qualities no longer work in the youth environment.The purpose of this research in the field of leadership development is to identify problems in the formation of leadership potential and their actualization at the regional level. This should contribute to a better empirical understanding of some important aspects of the leadership development process. The author proceeds on the assumption that occasional, local survey-based research projects are unlikely to add much value to this nascent science of leadership development. In contrast, methodological and analytical approaches based on a personalized approach to leader development are likely to provide more information than those that attempt to model average trends in a given sample.

House Officers’ Perspective of Leadership in Undergraduate Curriculum: A Qualitative Study

Objective: To explore the house officers’ perspective about leadership skills and their development during undergraduate training. Methodology: This qualitative study was conducted in September 2019. Two audio-recorded focus groups discussions were conducted with house officers; each comprised of six participants. Purposeful maximum variation sampling was used with equal coverage of gender including low and high scorers based on their academic records. Open-ended questions were asked with short follow-up questions. Verbatim transcription of the entire discussion was done, followed by content analysis. The findings were described using quotes, and illustrations. Member checking and triangulation with the frequency of quotes was used for validation. Results: Leadership skills identified by the study participants were the same as priori themes given in “NHS-Medical Leadership Competency Framework” namely “demonstrating personal qualities” 47 (38.84%) (Self-management, self-awareness, acting with integrity), working with others 37 (30.58%) (Communication skills, teamwork), improving services 16(13.22%) (Empathy, ensuring patient safety), management skills 12(9.92%) (Time management, resource management, managing critical situations) and setting direction 9 (7.44%) (Setting and achieving targets, decision making). The process of leadership development was explored in three dimensions i.e. contributing factors, potential obstacles, and suggested improvements to enhance leadership skills. The most common theme in all these domains was faculty-related followed by environment-related and student-related factors. Conclusion: “Faculty-related factors” was the most emerging theme in contributing factors, potential obstacles as well as in suggested improvements for leadership development.

Maturity of the Organisational Leadership Development Process – Development and Validation of an Afrocentric Measure

Organisations spend enormous amounts of money on leadership development. Yet, these organisations do not necessarily know exactly in which leadership development programmes or areas they should invest for each level of work (leadership). The purpose of this study was to develop and validate a measure of the maturity of the organisational leadership development process that is fit for use in southern Africa across the different levels of leadership. This measure consists of two instruments, namely the qualitative Social Perspective Profiling and the quantitative Leadership Development Process Maturity Index. Both these instruments were validated against two large multinational southern African organisations and revealed different levels of maturity of the leadership development process across the levels of leadership in these organisations. As a result, southern African organisations are now able to measure themselves against the benchmark areas that represent the maturity of the leadership development process. This will allow these organisations to close the gap between their leadership development process status quo for each level of leadership and what is most or least critical from a leadership development point of view, which will result in an improved return on learning and the increased success of these organisations.