Leadership Opportunities Research Articles

The role and value of professional membership for emergency nurses: What are the key elements?

Granovetter (1973) wrote on the ‘Strength of Weak Ties’, even though published all those years ago, there was value and recognition placed on the strength of smaller group interactions and how they can impact on more macro level patterns, the same sociological theory holds true today. There are strengths in professional memberships, whether they are conducted on a small or large scale. They are powerful vessels for nurses to have impactful interactions. We recognize that professional memberships for nursing are available globally, whether that is through a local, national, or international organization. They offer a broad range of opportunities including education, bursaries, conferences, networking, and leadership opportunities. They are seen to connect and engage with peers and in some countries professional organizations also drive change, politically lobby, or even offer professional indemnity insurance or union support. Despite a strong presence in nursing professional organizations, the evidence shows that membership is declining or staying stagnant, and it is growing more difficult to bring nurses together through these channels. So, the question must be asked, ‘Why do nurses not strongly engage with professional organizations?’ This study focuses on emergency nurses to gain a greater understanding of drivers for professional membership and engagement.

Studying the Implementation of Equity Projects in Science Education in Divisive Political Contexts

ABSTRACTThe implementation of equity‐oriented reforms is never simply a technical matter: it involves directly engaging with the norms and politics responsible for reproducing inequitable opportunities and outcomes, and with efforts to promote educational justice. To date, there has been little research on how leaders in science education navigate the political environments of schooling to engage in equity work in their local contexts. The current political divisions within and among states regarding teaching about racial equity provide an important and timely context for such study. This study examines equity projects that science education leaders engage in and how these relate to recently passed legislation in several states regarding teaching about race and its ongoing role in shaping American society and institutions. It relies on survey data from science education leaders in 33 states, focusing on their familiarity with and involvement in different kinds of equity projects in science education, along with their perceptions of what supports and what hinders their equity‐focused work. Employing a mixed methods approach, including descriptive analysis, hierarchical linear modeling, and thematic analysis, we found that engagement in equity projects varied widely across and within states. However, in states with laws promoting equity, leaders were engaged in more racial equity‐related projects than in states with legislation that restrict discussion of matters of race, so‐called “gag orders”. These findings underscore the significance of the broader political environments in shaping science education leadership and present opportunities for researchers in the field to support leaders in navigating them.

Leadership opportunities to mitigate challenges and barriers of precision health

Abstract Background Precision health, encompassing personalized and proactive health solutions, aims to address this gap by integrating genetic, behavioral, and environmental factors. However, challenges persist in its integration, necessitating new healthcare competencies, particularly in leadership, to expedite the transition. Our goal is to identify barriers and solutions for the implementation of precision health and build a core curriculum of leadership competencies to mitigate challenges and barriers for the implementation of precision health. Methods A systematic literature review of qualitative primary studies on barriers and facilitators to precision health implementation was conducted. Data extracted from included articles were analyzed thematically, adapting leadership competencies outlined in the CanMEDS Physician Competency Framework. This approach identified key leadership traits crucial for precision health implementation. Results 51 articles meeting inclusion criteria yielded 985 barriers and facilitators. Thematic analysis identified 9 primary leadership competencies essential for precision health implementation: application of quality improvement science (30%); fostering a culture of patient safety in data use (10%); advocacy for innovative data management (4%); resource allocation advocacy (9%); evidence-based cost management (4%); driving practice change (8%); prioritization and time management (11%); and optimization of healthcare workforce practices (14%). Discussion The synthesized leadership competencies provide a useful framework for addressing barriers and fostering precision health implementation among healthcare professionals. The high representation of competency related to quality improvement science is emblematic of how cultural elements specific to leadership and management in medicine could represent a strategic asset to foster the implementation of innovative solutions, like precision health, in healthcare. Key messages • Leadership skills are a crucial element in the curriculum of health professionals to support the implementation of precision health in clinical practice. • Incorporating elements of ‘quality improvement science’ in the healthcare professionals education emerged as essential to foster precision health implementation.

Psychologists' Opportunities for Fostering Leadership Skills in Academic Medicine: The Rothenberger Leadership Academy.

Healthcare leaders must increasingly attend to the monumental challenges facing their organizations (Angood and Falcone, American Association for Physician Leadership, 2023). As such, leadership in healthcare settings demands new skills sets amongst healthcare professionals that transcend the technical skills of any given profession. Academic health center psychologists are well-positioned to contribute to the leadership of academic health centers due to knowledge, skills, and attitudes fostered in doctoral psychology education, practice, and research through the focus on Profession-Wide Competencies. This article calls for psychologists to pursue more leadership opportunities within academic health centers.The article starts by identifying parallels between psychology's Profession-Wide Competencies and needed leadership skills/concepts for healthcare leaders. An example of an academic health center psychologist's leadership in a cohort-based physician leadership program illustrates how Profession-Wide Competencies were used in three structural elements of the leadership program. The article identifies particular leadership opportunities for psychologists within academic health centers.

Leadership and psychological capital in enhancing the performance of child-friendly schools for chil-dren’s physical activities

Leadership styles and psychological capital play crucial roles in enhancing school performance. Integrating student leadership opportunities and physical activities into child-friendly school programs may improve overall school performance through various psychological factors. The research aims to know the effect of leadership and psychological capital on enhancing the performance of child-friendly schools for children’s physical activities. This research is descriptive quantitative, with the number of participants being 175 teachers selected using the purposive sampling technique. Data collection techniques use survey methods, while data collection instruments use questionnaires developed from several previous studies that are considered to have been tested for validity. Data analysis uses SEM-PLS technique with the SmartPLS 4 analysis tool to test the predictive relationship between each construct. The results showed that transformational leadership significantly influences the performance of Child-Friendly Schools, with a p-value of 0.006 <0.05. Psychological capital significantly influences performance with a p-value of 0.039<0.05. Student leadership does not moderate the relationship between psychological capital on performance with a value of 0.199>0.05, transformational leadership on performance with a value of 0.385>0.05, and workplace spirituality on performance with a value of 0.848>0.05. The results of this study provide a deeper understanding of the factors that influence the performance of Child-Friendly Schools, as well as practical implications for leadership development, human resource management, and educational staff development programs within Child-Friendly Schools.

Female Leaders in Lebanese Private Schools: Perceptions, Barriers and Leadership Characteristics

Globally females are underrepresented in leadership positions. In academic settings, despite the majority of teachers being females, there is no equal representation between the two genders when it comes to leadership. The trend remains that females teach and males manage. This is discriminatory and unfair, especially when female leaders have an advantage over male leaders in school settings. If females are more effective in academic leadership positions, why aren’t they provided with equal leadership opportunities? This paper uncovers the perceptions surrounding female leaders and their ability to lead, the barriers that forbid females from advancing to leadership positions, and the predominant leadership characteristics viewed in each gender. By surveying female and male teachers from Lebanese private schools in the district of Mount Lebanon, this paper indicates that female leaders are surrounded with positive perceptions, but are, however, prevented from advancing to leadership positions by several challenges. The two most prominent barriers to female leadership are found to be related to organizational discrimination, and societal pressures. Moreover, the predominant leadership characteristics visible in each gender are confirmed by this study. Similar to studies about the situation of female leaders in other Arab countries, this research reveals a growing acceptance for female leaders in Lebanese private schools, despite the presence of challenging barriers. By uncovering the current situation of Lebanese female leaders in private schools, this study helps pave the path for much needed solutions in terms of gender equality and equity.

Gender Differences in Climbing up the Ladder: Why Experience Closes the Ambition Gender Gap.

Women are unequally represented in the highest positions in society. Beyond discrimination and bias, women are missing from the top because they are less likely to pursue high-ranking opportunities. We propose that experience is a critical moderator of gender differences in pursuing leadership opportunities, with low-experience women being particularly unlikely to seek higher level positions. We used field analyses of 96 years of U.S. senator and governor elections to examine male and female politicians' propensity to run for higher political offices. As predicted, among those with little political experience, women were less likely than men to run for higher office, but experience closed this gender gap. A preregistered experiment among U.S.-based adults replicated the field findings and revealed that it was the increased self-confidence of experienced women that reduced the gender gap. The findings suggest experience, and the self-confidence that comes with it, is one lever for closing the gender gap in seeking to climb professional hierarchies.

Creating an organization for future generations

Younger nurses seek belonging, leadership opportunities, solutions for workplace challenges

Understanding the Representation of Asians and Asian Americans Within Academic Otolaryngology Leadership.

Elucidate the representation of Asian and Asian Americans in academic otolaryngology and the influence of race on promotion and leadership opportunities. Retrospective analysis of the Association of American Medical Colleges Faculty Administrative Management Online User System. Full-time otolaryngology faculty from all US medical schools from 2020 to 2023. Faculty demographics, tenure, and rank were collected. Descriptive statistics, Fischer's exact test, Rank Equity Index (REI), and multivariable logistic and ordinal regressions were used to characterize our cohort and assess the impact of race on academic advancement and leadership, defined as promotion to tenure or full professorship. Asians comprised 20.53% of 9056 faculty over 4 years. Asians were most likely to hold tenure-eligible positions (n = 600, 30.74%) but were significantly less likely than non-Asians to be tenured (43.00% vs 48.65%, P = .015). Asians were slightly above parity in promotion from assistant to associate professor (REI = 1.09) but below parity in promotion from associate professor to professor (REI = 0.78). Relative to whites, Hispanics, and African Americans, Asians reported the lowest associate/professor and assistant/professor REIs. On multivariable regressions, Asian race was not associated with decreased odds of tenure-eligible positions but was associated with decreased odds of tenure (odds ratio [OR] = 0.77, 95% confidence interval [CI] = [0.64-0.93]) and rank promotion (OR = 0.82, 95% CI = [0.74-0.90]). Despite strong overall representation in otolaryngology, Asians are less likely to receive promotion, tenure, or full professorship relative to other racial groups. Future efforts should emphasize equitable advancement opportunities to ensure a diverse otolaryngology leadership.

Perspectives of an NCI T32 Training Program Designed to Train a Diverse Workforce in Cancer Health Equity Research.

With cancer health disparities on the rise in the United States (USA), there is an increased need for novel approaches to address these challenges. One such approach that may help address these disparities is increasing diversity in the biomedical research workforce. The Cancer Health Equity and Career Development Program (CHECDP) embodies this approach by recruiting and training underrepresented minorities in cancer research to develop the skills and training needed to be competitive for independent research careers, thus diversifying the biomedical research workforce. The training model that CHECDP employs is unique with its funding through the NCI training mechanism, its strong institutional support, and its participant-driven curriculum. The curriculum includes educational, career, and leadership opportunities that are continuously evaluated for sustained impact. The program has been comprised of mostly under-represented minorities that have been propelled to independent careers with a high rate of funded career development awards. Our T32 program serves as a model of success for other programs seeking to diversify the biomedical research workforce and reduce cancer health disparities.

Gender Equity Perceptions Among Social and Administrative Sciences Pharmacy Faculty: An AACP-APhA Task Force Report

ObjectiveThe American Association of Colleges of Pharmacy’s Social and Administrative Sciences Section and the American Pharmacists Association-Academy of Pharmaceutical Research and Science’s Economic, Social and Administrative Sciences Section formed a Gender Equity Task Force to determine if there is evidence to suggest that there is gender disparity in pay; responsibilities; treatment by peers/colleagues, students, and administration; leadership opportunities; and rank, tenure status, and career advancement for Section members; and to develop recommendations to address existing disparities. MethodsA Qualtrics survey was emailed in December 2020 to all American Association of Colleges of Pharmacy’s Social and Administrative Sciences and American Pharmacists Association-Academy of Pharmaceutical Research and Science’s Economic, Social and Administrative Sciences Section members. The questionnaire included items regarding favorability toward men or women in various academic domains (research, teaching, service, recruitment, mentoring, and advancement). Participants were asked if they had experienced gender inequity, and if so, at what type of institution and academic rank. The χ2 tests of independence and post hoc comparisons were used to assess item responses according to gender. ResultsOf the respondents, 72% indicated that they had experienced gender inequity. Women and persons of color were more likely to do so. Women commonly reported that men received more favorable treatment in nearly all academic domains, whereas men reported that women and men were treated equally. ConclusionPharmacy faculty specializing in social and administrative sciences reported experiences of gender inequity and perceptions of gender inequity. Perception gaps existed between male and female faculty in numerous academic domains. Colleges and schools of pharmacy should increase awareness of, and strive to self-assess, gender inequity in their institutions.

PA leadership: Implementation, structure, and sustainability.

Physician associate/assistant (PA) leaders are essential to healthcare and critical to a healthcare organization's success. In this article, the second of a two-part series on PA leadership, we summarize methods for implementing and sustaining PA leadership opportunities and organizational structures.

Race and Sex Disparities Among Emergency Medicine Chief Residents

Physicians who belong to minoritized racial and ethnic groups remain underrepresented and underpromoted. Serving as a chief resident is an important position of leadership and prestige, and indicates a benchmark for future professional success. However, it is unknown if disparities in race and/or sex exist in the chief resident selection process. To describe race, ethnicity, and sex of emergency medicine (EM) chief residents and determine the association of racial identity and the intersectionality of race and sex for selecting chief residents in US emergency medicine departments. This cohort study analyzed data collected from the Association of American Medical Colleges and the Electronic Residency Application Service in the graduating classes of 2017 and 2018. Data were analyzed between December 2021 and January 2023. Relative risk (RR) of selection for chief residency for Black, Asian, and Hispanic EM residents in comparison with White counterparts. Among 3408 studied residents, 738 (21.7%) served as chief resident (2253 male [66.1%]; 451 Asian [13.2%], 144 Black [4.2%], 158 Hispanic [4.6%], 239 more than 1 race [7.0%], 46 other [1.3%], and 2370 White [69.5%]). Of chiefs, 81 (11.0%) identified as Asian, 17 (2.3%) as Black, and 26 (3.5%) Hispanic. Asian residents were 78% (95% CI, 63%-96%) as likely to be promoted to chief resident compared with White peers, and Black residents were 51% (95% CI, 32%-80%) as likely as White residents. In our fully adjusted model, racial differences remained significant for Black residents, who were half as likely as white residents to be selected for chief residency (adjusted risk ratio [aRR], 0.55; 95% CI, 0.36-0.82). Overall, White women were most likely to be selected for chief residency and 20% more likely to be selected than White men counterparts (aRR, 1.20; 95% CI, 1.03-1.39). In comparison, women underrepresented in medicine (a category that included residents identified as Black, Hispanic, American Indian or Alaskan Native, and Native Hawaiian or Other Pacific Islander) were least likely to be selected for chief promotion, and 50% as likely to be selected for chief resident compared with White men (aRR, 0.50; 95% CI, 0.06-0.66). In this 2024 nationally representative study of EM residents, chief promotion was lower among residents identifying as Asian or Black, and in particular, women underrepresented in medicine. This study's findings suggest further review of chief resident selection process by residency programs and accreditation bodies is needed to ensure workforce equity for promotion and opportunities for leadership.

Grasping the opportunity for small state leadership: Estonia’s response to the Russian invasion of Ukraine

Russia’s invasion of Ukraine reinforced Estonia’s long-held worldview and strategic posture rather than bringing about any principled foreign policy change. There was a remarkable change, though, in Estonia’s international visibility. The turbulent security environment created an opportunity for small state leadership especially in the framework of regional organisations. During the two first years of the full-scale war in Ukraine, Estonia’s foreign and security policy focused on shaping the policies of North Atlantic Treaty Organization and the European Union with a view to providing maximum support to Ukraine and increasing the cost of aggression for Russia. Estonia acted as a leader through shaping the public narrative, setting the agenda, leading by example, building coalitions and orchestrating the desired outcomes. Through analysing the Estonian experience, the article addresses the broader puzzle of how small states can overcome their relative lack of power and take leadership in matters of international security, usually dominated by great powers.

Creating a Culture of Leadership in Physical Education: Strategies for Empowering Student Athletes

The objective of this research was to analyze the leadership abilities of student-athletes and determine the efficacy of leadership development programs used by schools in the field of physical education and sports. The study included a cohort of student-athletes from five universities in Hunan Province, classified according to their gender and participating sport. A custom-designed questionnaire, verified for its reliability and clarity, was used to collect data on the perceived leadership abilities in six specific areas: goal setting, communication, motivation, decision-making, adaptability, and conflict resolution. The results indicated that the general leadership abilities of student-athletes were assessed as "less apparent," with notable variations in perception depending on gender and sport. Specifically, male players and those participating in tennis reported having superior leadership capabilities. Furthermore, the research revealed that the efficacy of schools' leadership development initiatives, such as education and training, mentorship programs, team-building activities, leadership opportunities, community involvement, and cultural and diversity awareness, was generally assessed as "not effectively executed." Substantial variations in these evaluations were also seen depending on gender and sport, underscoring possible program structure and availability discrepancies. A robust positive correlation was found between student-athletes' perceived leadership abilities and the efficacy of leadership development initiatives, suggesting that effectively designed programs may significantly augment leadership capabilities.

A summary framework for effective engagement of IPLCs and rangers

In this paper we focus on the pressing need to effectively engage with Indigenous Peoples and Local Communities (IPLCs) and the need to strengthen the capacity of rangers originating from these communities. Opportunities for full participation and leadership by IPLCs are improved by enhancing the role of Indigenous and local rangers in fostering relationships while integrating cultural knowledge into the work on the ground. This also strengthens local benefits. We emphasize the invaluable contribution of IPLCs to conservation, often honed over generations, and explore current models of partnership and engagement. Particularly, we spotlight the vital role of IPLC rangers, who leverage unique skills, local knowledge, and cultural practices in their conservation work. The roles of both IPLCs and local Indigenous rangers are essential if we are to meet our goals for conserving 30% of the earth’s lands and waters by 2030 as promoted at the COP15 meeting of the Convention on Biological Diversity (CBD), achieve the objectives for development of IPLC rangers as stated of Chitwan Declaration of 2019 (CD), or meet the related targets set by the Universal Ranger Support Alliance (URSA). We advocate for a partnership model with IPLCs that applies the principles of Collective Impact to improve outcomes and secure enduring benefits at all levels. To aid stakeholders in conservation projects involving IPLCs (including governments, businesses, and non-governmental organizations), we propose a straightforward summary framework that outlines stages for the development of relationships and projects. It integrates the work of others, including foundation principles, management systems for partnerships, and good practices, and stresses the need for pre-project training, learning and other forms of preparation. Altogether, these principles and accompanying recommendations help lay the groundwork for effective intergenerational projects involving IPLCs with long-term benefits.

Gender, credentials & success: An examination of educational attainment in top management teams

In recent decades, women have made historic gains in educational attainment, now outpacing men in terms of college enrollment and degree completion. Yet, despite the ubiquity of policies and programs aimed at advancing women in work organizations, women's educational gains have not yet translated into greater representation in elite corporate roles. The current study seeks to address this puzzle by analyzing the conditions under which women's educational attainment and credentials enable them to overcome gendered barriers to entry into executive positions. Specifically, we analyze the conditions under which women's educational attainment and credentials facilitate entry into executive roles and provide access to network ties necessary for gaining entrance into male-dominated positions. To answer our research questions we analyze a unique, author-constructed dataset that includes all top executives of the S&P 500 over a 5-year period. We use ordered logistic regression to analyze both the educational attainment and educational networks of executives. Findings suggest that key differences between women and men executives' networks and credentials exist, which contribute to disparities in access to organizational leadership opportunities.

Leadership Styles and Effectiveness of Female Officers in the US Military: A Historical Perspective and Recent Developments

Aims: This study aims to provide a concise historical perspective and summarize recent developments in leadership styles and effectiveness of female officers in the US military. The review focuses on the evolving roles of women in military leadership, the predominant leadership styles employed, and their effectiveness in the contemporary military context. Study Design: A narrative study of peer-reviewed articles and official military reports published primarily within the last decade (2013-2023). Methodology: A comprehensive literature search was conducted using military and leadership databases, including JSTOR, Military & Government Collection, and Leadership Studies. The review prioritized empirical studies, policy analyses, and authoritative reviews published in reputable journals and official military publications. Results: The study reveals a significant increase in leadership opportunities for female officers over the past decade. Transformational and adaptive leadership styles are predominant among female officers. They have demonstrated effectiveness in team cohesion, crisis management, conflict resolution, and mentorship. In some areas, such as strategic thinking and innovative problem-solving, female officers show comparable or superior performance to their male counterparts. However, challenges related to gender stereotypes and work-life balance persist. Conclusion: While substantial progress has been made in integrating women into military leadership roles, continued efforts are needed to address remaining barriers. The unique contributions of female officers to military leadership, particularly in areas of team cohesion and adaptive problem-solving, warrant further research and recognition in military doctrine and training programs.

Lifestyle nursing: a leadership opportunity for UK nurses

This article aims to consider the ‘lifestyle medicine’ approach to nursing, which focuses on patients with conditions that would benefit from a lifestyle nursing approach, supporting and empowering people to make lifestyle changes that would benefit their health. Lifestyle medicine in nursing is gaining momentum in the USA and could be a nursing leadership opportunity in the UK. This article explores the importance of lifestyle approaches to health care and why nurses have a pivotal role in the movement.

Empowering women through a gender-responsive seed multiplication program in Northern Malawi

Limited access to quality seeds remains a major challenge to improving agricultural productivity and resilience to climate change in sub-Saharan Africa, especially in Malawi. Over the past decade, local seed multiplication programs have emerged as a promising solution to enhance farmers’ access to quality seeds in resource-poor regions. Some of such projects have incorporated gender-responsive tools to bridge the gender inequality gap in the seed system. Yet there is a dearth of research examining the impacts of seed multiplication programs on farmers’ livelihoods and in promoting gender equality in smallholder communities. This dearth of research has resulted in the underrepresentation of seed multiplication in agricultural policy. To address this void in the literature, we conducted interviews with 40 participants and three project officers from a gender-responsive seed multiplication initiative launched in 2011/12. Through a feminist political ecology lens, we investigated the program’s impact on gender equality and smallholder farmers’ livelihoods. Our results highlight prominent benefits farmers derived from the program; including livelihood diversification, seed and food security, improvements in women’s household decision-making autonomy, changing gender and social norms, and improvements in women’s leadership opportunities. However, challenges like climate change and constrained market access threaten these gains. Given these insights, we argue that gender-responsive seed initiatives can deliver on gender equality while simultaneously improving smallholder farmers livelihoods. While we advocate for the integration of gender-responsive seed multiplication initiatives into agricultural policy frameworks in Malawi, addressing market accessibility and promoting climate-resilient agricultural practices is crucial to realizing these gains.