Leadership Development Strategies Research Articles

Leading through the COVID-19 pandemic: Experiences of UK Executive Nurse Directors.

To explore the challenges experienced by Executive Nurse Directors during the COVID-19 pandemic, and to inform future nursing leadership strategies. A qualitative research project involving interviews with 21 Executive Nurse Directors from England and Wales. Participants were purposively sampled and recruited through Chief Nursing Officers and nursing leadership networks. Semi-structured interviews were conducted and recorded online via Teams. Braun and Clarke's approach to thematic reflexive analysis was applied to data analysis. Executive Nurse Directors played a critical role during the COVID-19 pandemic. Six themes are explored: tensions, and adaptive response to personal leadership styles; uncertainty and support at the board level; responding to national political decision-making; the personal and emotional impact of the role and the sources of effective support; the voice and public profile of nursing; lessons learnt and strategies for future leadership development. Enablers of decision-making included effective multidisciplinary working, freedom from normal organizational constraints, support for innovation, and the development of stronger bonds with colleagues. Barriers to decision-making included limited knowledge of the virus and its impact and lack of guidance, particularly at a national level. Priorities, strategies and actions for recovery include recognizing the emotional impact of being in a high-level decision-making role, protecting staff from burnout and understanding the long-term implications of pandemic work for nurse leaders. Future strategies for nursing leadership during public health, national and global emergencies are recommended. This study contributes to the literature exploring the Executive Nurse Director role and their experiences of leading through the COVID-19 pandemic, and identifies priorities, strategies and actions for recovery and learning for the future of senior leadership. The study adhered to the Consolidated Criteria for Reporting Qualitative Research. No patient or public contribution.

Shaping the New Nurse Leader Generation: Strategies for Effective Leadership Development in the Postpandemic Era

The global pandemic has highlighted the indispensable role of effective leadership in navigating the complexities of healthcare. In response, the New York-Presbyterian Nursing Leadership Academy (NYP NLA) emerges as a transformative initiative, designed to fortify nurse leaders with the necessary competencies to thrive in a dynamic healthcare environment. This manuscript provides an in-depth analysis of the NYP NLA, elucidating its targeted objectives, the adoption of pioneering educational methodologies, and the profound impact it has had on participants. Through a blend of structured mentoring, innovative teaching strategies, and comprehensive leadership development, the NYP NLA has not only positively influenced the professional trajectories of nurse leaders but has also made a notable contribution to enhancing the quality of healthcare delivery. By fostering a cadre of empowered, skilled, and visionary leaders, the NYP NLA is setting a new standard for leadership excellence in healthcare, ensuring readiness for current and future challenges.

Leadership Development Strategies in Organizations: The Role of Human Resource Management in Improving Effectiveness and Productivity

Effective human resource management strategies are key to sustainable business growth in a rapidly changing and competitive business environment. For organizations wishing to remain relevant and competitive in the global marketplace, the importance of leveraging innovation, environmental sustainability, and ethics and social responsibility in human resource management is of great concern. Therefore, the purpose of this research is to determine how the implementation of human resource management strategies that focus on innovation, sustainability, and ethics can help organizations achieve sustainable growth. This research was conducted using a descriptive-analytical approach by collecting data through literature review and content analysis of various relevant sources. The findings of this study revealed that HRM strategies based on innovation and sustainability help organizations to maximize human resource potential and create productive and sustainable work environments. In addition, the application of ethics and social responsibility in HR decision-making is a key pillar in creating an organizational culture of integrity. Organizations can achieve sustainable growth and sustainability by implementing this strategic approach.

A Guide for Leaders in Higher Education: Core Concepts, Competencies, and Tools

"A Guide for Leaders in Higher Education: Core Concepts, Competencies, and Tools" authored by Brent D. Ruben, Richard De Lisi, and Ralph A. Gigliotti, is a comprehensive exploration of leadership in the complex landscape of higher education. The book begins by establishing the foundational importance of leadership development and adeptly guides leaders through the dynamic challenges inherent in the ever-changing higher education environment. The authors address organizational and strategic challenges, offering practical insights derived from their extensive experiences. Notably, the book delves into the missions, purposes, and principles shaping colleges and universities, acting as a practical compass for leaders to navigate diverse stakeholder expectations. A significant portion of the book is dedicated to an in-depth examination of leadership concepts and competencies, providing practical tools and strategies for leadership development. The authors explore university cultures, communication skills, and the roles of leaders, empowering them not just to survive but thrive in their roles. The final section presents a panorama of leadership development models, offering a diverse array of approaches, characteristics, and programs. The inclusion of supplementary materials, such as communication behavior scales and leadership competency scorecards, adds a practical dimension. Beyond theoretical exploration, the book showcases real-world implications, exemplified by leadership programs from the Big Ten Academic Alliance. Tailored for higher education leaders, administrators, and educational professionals, the book serves as a companion in the challenging journey of leadership. The academic tone ensures a depth of understanding matching the complexity of the subject matter. In a higher education landscape undergoing continual transformations, this guide stands as a beacon, addressing broader themes like strategic planning, change management, communication, and leadership development. It emerges as a cornerstone in literature on higher education leadership, leaving an indelible mark by empowering leaders with the knowledge and wisdom needed to navigate complexity and foster positive change.

Leading Through Crisis: Lessons from Hanuman's Journey to Lanka as depicted in Sundarkand

This paper explores the leadership strategies exemplified by Hanuman in the Sundarkand, a pivotal chapter of the ancient Indian epic, the Ramayana, and elucidates their relevance in navigating crises in contemporary leadership contexts. Through a detailed analysis of Hanuman's actions and decision-making processes during his mission to Lanka, this paper identifies key leadership lessons, including strategic thinking, courage, teamwork, and resilience. Drawing parallels between the challenges faced by Hanuman and those encountered by leaders in modern times, this study offers insights and actionable strategies for effective crisis management and leadership development. Key Words Hanuman, Sundarkand, Ramayana, crisis leadership, strategic thinking, resilience, teamwork.

Sustainable Leadership Development Strategies of School Administrators under the Secondary Educational Service Area Office Nakhon Phanom

The objectives of this mixed-method study were to develop strategies for sustainable leadership of school administrators under the Secondary Educational Service Area Office Nakhon Phanom. There were 4 research methods: phase I) identify the components of sustainable leadership of school administrators by interviewing 5 experts and confirming factors by 5 experts, phase II) develop strategies for sustainable leadership in a focus group including 7 people, phase III) validate the appropriateness, feasibility and utility of sustainable leadership development by collected of data which comprised 84 school administrators using multi-stage random sampling, and phase IV) produce a user manual of strategies by 5 experts for validate the appropriateness of user manual. The findings were as follows: I) There were four main components in the sustainable leadership of school administrators, namely 1) depth 2) breadth 3) vision, and 4) media literacy. All of the components have appropriateness at the highest level and feasibility at the high. II) The strategies for the development of sustainable leadership of school administrators comprised a vision, 6 missions, 6 objectives, 7 strategies, 61 operational approaches, and 25 indicators. III) The appropriateness, feasibility, and utility of the strategies for the development of sustainable leadership of school administrators were at the highest level. IV) The user manual of the strategies for the development of sustainable leadership of school administrators obtained the overall appropriateness at the highest level.

Organizational culture and leadership development: A human resources review of trends and best practices

In the contemporary business landscape, the symbiotic relationship between organizational culture and leadership development has become increasingly pivotal for sustained success. This paper delves into an insightful exploration of current trends and best practices in these crucial domains, offering a comprehensive overview for human resources professionals seeking to foster a thriving workplace environment. The essence of organizational culture lies in the shared values, beliefs, and behaviors that define the identity of a company. As organizations recognize the profound impact of culture on employee engagement, innovation, and overall performance, the focus on cultivating a positive and inclusive culture has intensified. This paper analyzes the trends driving this cultural evolution, including the rise of remote work, diversity, equity, and inclusion initiatives, and the integration of technology in fostering a collaborative and adaptable organizational ethos. Simultaneously, effective leadership development has emerged as a linchpin for organizational success. This review scrutinizes the evolving landscape of leadership development, emphasizing the shift from traditional hierarchical models to more agile and emotionally intelligent leadership styles. It explores the incorporation of data-driven approaches, mentorship programs, and experiential learning opportunities as integral components of contemporary leadership development strategies. Furthermore, the paper emphasizes the interconnectedness of organizational culture and leadership development, recognizing that a robust culture nurtures effective leadership, while effective leadership, in turn, shapes and reinforces the desired organizational culture. Best practices in aligning these two facets are explored, emphasizing the need for strategic alignment, continuous feedback loops, and a commitment to ongoing learning and development initiatives. This paper provides a nuanced perspective on the dynamic interplay between organizational culture and leadership development, serving as a valuable resource for human resources professionals navigating the evolving landscape of workplace dynamics. By embracing current trends and implementing best practices, organizations can forge a path towards a resilient and thriving future.

A Survey and Research on the Leadership Status and Development Strategies of College Student Cadres in Chinese Vocational Colleges

This study utilizes literature review and questionnaire methods to investigate the leadership knowledge, skills, and attitudes of college student cadres in Chinese vocational colleges. Data analysis is conducted using SPSS 22.0 statistical software. The research reveals that the leadership level of college student cadres in Chinese vocational colleges is generally weak, with significant differences observed in age, registered courses, leadership positions, leadership experience, and training. Based on these findings, strategies for improving both the student cadres and school leadership development are proposed. Suggestions include expanding the sample coverage, conducting in-depth factor analysis, long-term tracking studies, interdisciplinary research, and integrating theory with practice, thereby innovating training methods.

Ethical culture and leadership for sustainability and governance in public sector organisations within the ESG framework

PurposeThe purpose of this study is to explore how ethical leadership behaviours within government organisations impact the development and sustainability of a positive organisational culture, which, in turn, has implications for ESG alignment. Design/methodology/approachA survey was conducted with 155 government employees in the Central region of Malaysia, utilising a validated questionnaire covering ethical leadership behaviours, ethical culture, and integrity violations related to ESG compliance. The collected data were subjected to analysis using Smart PLS to examine the hypothesised relationships and assess the model fit. FindingsThe study's findings established the role of ethical leadership in reducing integrity violations, particularly in the context of ESG compliance. Ethical leaders contribute to a culture where adherence to ESG principles is prioritised. However, the analysis did not find a statistically significant direct link between ethical culture and integrity violations related to ESG compliance, suggesting the need for further exploration of this relationship in future research. Research limitations/implicationsThe study faces limitations related to sample representativeness and self-reporting bias. The findings are context-specific to the Malaysian public sector, and generalisation to other settings should be approached with caution. Nevertheless, the implications of these limitations have broad relevance for understanding the interplay between ethical leadership and ESG alignment. Practical implicationsThe results of this study offer practical insights for public sector leaders and policymakers in Malaysia who aim to enhance their ESG performance. Understanding the role of ethical leadership in shaping organisational culture not only fosters a more ethical and positive work environment but also guides leadership development programs and strategies geared towards ESG alignment. Originality/valueThis study adds value to the existing literature by examining the specific context of the Malaysian public sector and by emphasising the relationship between ethical leadership and organisational culture within the ESG framework. The use of Smart PLS as an analytical tool enhances the robustness of the analysis, making the findings especially valuable for public sector organisations looking to enhance their ESG alignment through ethical leadership.

Promoting Effective Political Socialisation Strategies for Youth Leadership Development among Universiti Putra Malaysia Student Leaders

Promoting Effective Political Socialisation Strategies for Youth Leadership Development among Universiti Putra Malaysia Student Leaders

Leadership in a military context: The case of the Dubai Police

Leadership is among the critical factors in any police force that helps them to achieve their goals. However, limited studies have focused on police leadership and those studies were conducted in western countries. Thus, this study aims to explore police leadership in a military context in non-western countries. Qualitative research methodology was used to achieve the aim of this study and to answer the research questions. Dubai Police which focuses on fostering human capital including leaders, was selected as a sample for military context. Semi-structured interviews were conducted with ten leaders working in the Dubai Police force who were asked about police leader conceptualisation, whether police leaders are born or made, what are the most important traits for police leaders and, finally, leadership development strategies in the police forces. NVivo Software (version 14) was used to analyze the data. The interviews have obtained the aim of the study and answered the research questions. The findings provided a more complete in-depth description of the leadership in a military context. The results showed that; 1) Police leadership conceptualization is defined as influencing others and also it is process. 2) Police leaders are born and made. 3) Strong communication skills, decision making and integrity were observed to be among the most important traits for police leaders. 4) Police leadership development strategies included formal education, training courses, experience and learning in practice. The study had extended police leadership literature, and confirmed the applicability of results of studies conducted in western countries on those of non- western ones that give priority to police leaders and focuses on achieving organizational strategic direction. Concerning practical contributions, this study serves as foundational research for other researchers who are interested in this field in a new regional context, especially in the Dubai Police.

Effective Strategies for Identifying, Nurturing, and Retaining Future Leaders

Purpose: This study explores the critical processes of identifying, nurturing, and retaining future leaders within organizations. It aims to enhance leadership development programs by offering theoretical advancements and practical insights. Research Design and Methodology: Employing a qualitative research design, the study synthesizes existing literature on leadership development. It employs detailed thematic analysis and coding of scholarly articles, books, and empirical studies to understand the nuances of leadership strategies. Findings and Discussion: Findings reveal the need for a holistic approach to leadership development, encompassing assessments of cognitive and emotional intelligence, tailored developmental interventions, mentorship, and the alignment of organizational values with individual career goals. Key themes include the importance of emotional intelligence, mentorship, and the impact of organizational culture on leadership retention. Implications: The research underscores the necessity for organizations to implement adaptive and personalized leadership development strategies that respond to changing business landscapes. It advocates for integrating innovative tools such as big data analytics and AI into leadership assessments and emphasizes creating a supportive work environment that fosters long-term commitment among leaders, essential for maintaining a competitive edge.

Impact of Place/Space on Rural Community College Human Resource Management: A Systematic Review

In the following systematic review, the author examines how rural community college leaders address the unique challenges and strengths of working in a rural environment as they strive to retain, support, develop, compensate, and invest in their employees. Factors such as geographic isolation, small population sizes, and close-knit social networks require the rural leader to rely more heavily on locally available resources and existing infrastructure to support leadership decisions. Using the Preferred Reporting Items for Systematic Reviews and Meta-Analyses alongside Flora and Flora’s 2008 Community Capital Framework, this systematic review synthesizes research that addresses human resource issues and explores human capital investment strategies employed by rural community college leadership. This article has important implications for future leadership development and training strategies across the community college sector, making clear the need for contextualized, strengths-based research that utilizes the experiences of rural community college leaders.

Leadership Development Strategies in Interprofessional Healthcare Collaboration: A Rapid Review.

Contemporary healthcare practitioners require leadership skills for a variety of professional roles related to improved patient/client outcomes, heightened personal and professional development, as well as strengthened interprofessional collaboration and teamwork. The aim of this study is to systematically catalogue literature on leadership in healthcare practice and education to highlight the leadership characteristics and skills required by healthcare practitioners for collaborative interprofessional service delivery and the leadership development strategies found to be effective. A rapid review was conducted. The Preferred Reporting Items for Systematic Reviews and Meta Analyses (PRISMA) diagram shows that the 11 databases, yielded 465 records. A total of 147 records were removed during the initial screening phase. The remaining 318 records were uploaded onto Rayyan, an online collaborative review platform. Following abstract level screening, a further 236 records were removed with 82 records meeting the eligibility criteria at full text level, of which 42 were included in the data extraction. The Mixed Methods Appraisal Tool (MMAT) was used for quality appraisal. Results showed variability in methodologies used, representing various healthcare disciplines with a range in population size (n = 6 to n = 537). Almost half of the results reported on new programs, with interprofessional collaboration and teamwork being the most frequently mentioned strategies. The training content, strategies used as well as the length of training varied. There were five outcomes which showed positive change, namely skills, knowledge, confidence, attitudes, and satisfaction. This rapid review provided an evidence-base, highlighted by qualitative, quantitative, and mixed methods research, which presents distinct opportunities for curriculum development by focusing on both content and the methods needed for leadership programs. Anchoring this evidence-base within a systematic search of the extant literature provides increased precision for curriculum development.

Addressing unconscious gender bias: strategies for leadership development

PurposeAlthough parity in workplace representation and leadership roles for women has improved, culturally embedded structural barriers, practices, and policies within organizations remain. Organizations can improve inclusivity by understanding the characteristics and impact of unconscious gender bias and implementing related leadership development programs.Design/methodology/approachThis brief examines women’s progress in the workforce and in leadership roles, reviews the characteristics of unconscious bias and its impact on women’s workforce representation, and identifies strategies for addressing gender bias through leadership development.FindingsLeadership research and theory suggest the benefits of organizational training that entails both women-only and mixed-gender training, self-knowledge of leadership styles, examination of assumptions about masculine and feminine ways to lead, and the value of authenticity.Originality/valueThe brief offers practical insights into unconscious gender bias for human resources teams, managers, and leadership trainers by examining assumptions about gender and gendered leadership beliefs.

Integrity in Leadership: Insights through a System Design Approach

This article highlights a process of inquiry used to develop an institutional-level strategy for student leadership development at a comprehensive liberal arts college. The authors make the case for why having a leadership development strategy is of broad interest in higher education. This article offers practical insights from relevant literature and the authors’ expert opinions. The article models a process for how any organization, especially those in higher education, can form an executable leader development strategy by following the example provided.

Shaping the future of male reproductive health: fostering talent at the 14th Network of Young Researchers in Andrology meeting.

The 14th Network of Young Researchers in Andrology (NYRA) meeting was a 2-day conference held at the University of East Anglia in Norwich, UK, organized by the NYRA. The meeting brought together researchers and experts to discuss and exchange ideas on male infertility and spermatogenesis. The meeting covered a wide range of topics related to male germline research, including the impact of mutations in the male germline on future generations, the use of innovative sequencing tools for the study of male infertility, and the intricate germline epigenome. The impact of aging on spermatogenesis was also discussed, with a focus on the increased DNA fragmentation rates, changes in DNA methylation patterns, and longer telomeres associated with aging sperm. Additionally, progress on fertility preservation options for children undergoing gonadotoxic cancer treatments was presented. The meeting also featured workshops on leadership and career development strategies in science, providing a valuable opportunity for young researchers to learn from experts in the field and exchange ideas with their peers. Overall, the meeting provided a platform for researchers to discuss the latest developments in male germline research, highlighting the importance of empowering young researchers to tackle male reproductive health.

Leadership self-efficacy and nurses' aspiration to leadership: An evolutionary concept analysis

BackgroundThe complex nature of leadership in nursing and healthcare requires a vast skill set. Leadership self-efficacy (LSE) has emerged as an important concept to support leadership development in the nursing literature. An analysis of LSE can clarify and inform strategies for leadership development among nurses. ObjectiveTo clarify the concept of LSE and understand how it relates to nurses' motivation and aspiration for formal leadership roles. MethodA concept analysis using Rodgers' evolutionary method identified attributes, antecedents, and consequences of LSE. Twenty-three articles published between 1993 and 2022 were analyzed following a Boolean search of four databases - Academic Search Complete, CINAHL, MEDLINE, and Scopus. ResultsLSE is an important element of nurses' aspiration to leadership. Leadership training, individual traits, and organizational support affect levels of LSE. When LSE is increased, job performance and nurses' motivation to take on formal leadership increase. ConclusionThe concept analysis further expands knowledge about factors that affect LSE. It provides data on how LSE can be harnessed to support leadership development and career aspiration for nurses. Developing and nurturing LSE among nurses may be key in promoting leadership career aspirations. Nurse leaders in practice, research, and academia can use this knowledge as a guide in leadership program development.

Leadership Development Strategies of Human Resources in Digital Era

Leadership Development Strategies of Human Resources in Digital Era

Leadership Development and Practice Strategy under the Sustainable Development of Enterprises

If human beings want to survive and develop continuously, they must ensure the harmony and unity of the whole society and nature. Not only the continuous growth of material wealth, but also the continuous supply of natural resources. This inevitably requires the sustainable development of human society and economy. More and more enterprises regard sustainable development as their development goal, which fundamentally changes the requirements for leadership. Under the sustainable development, in addition to meeting the challenges of new leadership needs, leaders also need to carry out a series of changes to promote the sustainable development of enterprises.