Leadership Pathways Research Articles

Styles, strategies, and challenges of PA leaders nationally: An exploratory qualitative study.

To identify the leadership styles, strengths, strategies, and key factors of PA leaders in healthcare executive, clinical, and academic settings. An exploratory, qualitative study was completed through the American Academy of Physician Associates 2023 Practice Survey to answer seven qualitative questions. Of the 1,423 PAs who responded to the survey invitation, 348 PA leaders in formal and informal roles chose to answer, for a 24.4% response rate. For PA leaders' styles and strengths, collaborative and emotional intelligence emerged as themes. For key factors of PA leadership, balancing expectations and giving and receiving critical feedback emerged as themes. For skills or qualities PA leaders wish they had before starting to lead, project management skills and increased confidence emerged as themes. Leadership development training needs to be in the didactic and clinical curriculum of PA programs for the future of PA leadership. Leadership pathways for PA leaders in healthcare executive, clinical, and academic settings need to be created and established more widely.

“It makes me get up and want to work even harder”: Stories of education leadership pathways

“It makes me get up and want to work even harder”: Stories of education leadership pathways

Black Women in Leadership Positions in Rural Nonprofit Organizations: Shifting Toward Intentional Intergenerational Leadership and Mentorship Model Centered on Black Women’s Collective Identity

ABSTRACT Black women overcome various social and structural obstacles while advancing to leadership positions. The purpose of this study is to understand the lived experiences of Black women leaders as they rose to the leadership position. We used the grounded theory method to analyze the lived experiences of n = 12 Black women leaders working in nonprofit organizations, from a broader sampled study from 2017–2018, using semi-structured interviews, in rural East Texas. Based on our analyses, Black women's leadership trajectory centered around intergenerational leadership development, leadership values, and other’s perception of Black woman in leadership. The themes generated show that Black women have remarkable resilience in a service-driven leadership ideology grounded in faith, family, community support, and the collective identity of being a Black woman. Generating intentional leadership pathways for strong and compassionate next-generation of Black women leaders and mentors is essential for development and sustainability of nonprofit human service organizations.

Demographics and Career Trends of Urology Fellowship Directors in the United States.

Fellowship directors (FDs) hold significant leadership roles within the academic urology community. We sought to characterize common trends in training and academic productivity among urology FDs. Moreover, we aimed to characterize gender differences across subspecialties to better inform gender-based inclusion efforts and contemporary leadership pathways. FDs were studied across 6 urologic subspecialties. Society and institutional websites were queried for demographics, education/training institutions, timelines of career milestones, and academic productivity. χ2, Mann-Whitney U, and Kruskal-Wallis tests and Kendall tau rank correlation were employed with an alpha cutoff of .05. There were 219 FDs included, representing 208 fellowship programs at 93 institutions. FDs were 176 (80%) males and 43 (20%) females. There was a significant association between gender and subspecialty. The median age for all FDs was 52 years old. Significant differences in age were demonstrated across subspecialties. For all FDs, females were younger than males, at 49 and 53 years, respectively (P = .001). The median H-index for all FDs was 23.5. H-index was significantly different between genders and subspecialities. There was a strong, positive correlation between age vs H-index for all FDs. Half of FDs had completed fellowship training at one of 14 institutions. We describe the landscape of leadership in urology subspecialty training. There are an increasing number of female FDs. Composition of leadership varies by subspecialty; however, the careers of all current urology FDs are marked by lifelong achievements in academic productivity. Moreover, a small group of institutions produce a substantial number of FDs.

Leadership pathways for women’s leadership development: a multifaceted undergraduate leadership development initiative

PurposeThe Women in Leadership Development (WLD) Initiative is a year-long, multifaceted co-curricular leadership development opportunity created to support the unique developmental needs of emerging women leaders. WLD was intentionally designed around the context of second-generation gender bias with a firm grounding of research and theory on gender and leadership.Design/methodology/approachOrganized around three leadership pathways – leadership training, leadership coaching, and leadership support networks – WLD brings together the best practices of leadership development in combination with feminist pedagogy and critical perspectives to foster meaningful and impactful development of women leaders.FindingsThis paper describes the design of the initiative and how each leadership pathway supports the leadership development journey for emerging women leaders. It provides a model that is impactful as well as foundational, for undergraduate women’s leadership development.Originality/valueWomen leaders, in particular, can benefit from leadership development that takes gender into account (DeFrank-Cole & Tan, 2022a; Ely et al., 2011).

Latinx/a/o Senior Leaders in U.S Higher Education: A Systematic Review of the Literature

Latinx/a/o senior leaders remain underrepresented in the executive ranks, and more research is needed to adequately address equity gaps in higher education leadership. By employing a systematic literature review approach, we examined 57 pieces of scholarship that focused on the experiences of senior Latinx/a/o leaders in postsecondary education. This exploration was aimed at equipping higher education scholars and practitioners with the tools to understand how Latinx/a/o leaders navigate challenges and opportunities in higher education. We identified three major themes: 1) scholarship focusing on individual traits and important identity-based differences; 2) research describing the environmental and structural conditions that shape these leaders’ realities; and 3) literature describing these individuals’ leadership pathways. As an effort to make this body of work more accessible to researchers and decision-makers, we provided implications for research and practice to shape the field of Latinx/a/o leadership in higher education.

Empowering Diverse Graduate-Student Women for Leadership in Global Health (EMERGE): Pilot Evaluation Findings

Background: Women are under-represented in global health leadership worldwide. Socio- ecological barriers may diminish women’s institutional belonging, career aspirations, and leadership pathways. Aims: In this pilot study, we describe and evaluate EMERGE, Empowering Women for Leadership in Global Health, a theory-based, multicomponent leadership development program for diverse women graduate students. Methods: Emory graduate students who self-identified as women and engaged in global health were eligible to participate in EMERGE. Socio-ecologically grounded program components included: a three-day leadership development workshop; nine-month mentored team- challenge projects; monthly seminars by women leaders; social-media outreach; and project presentations with peers, mentors, and university leadership. We conducted a mixed-methods, single-group pretest-posttest evaluation that included a) four quantitative self-assessments on leadership capabilities over the program period and b) three focus groups with mentored teams that explored fellows’ experiences applying leadership skills, managing team projects, and working with mentors. Results: All 12 selected fellows self-identified as women from at least one other underrepresented group. Half originated from low- or middle-income countries. At baseline, completing the team project was a common short-term (12-month) aspiration. Managing and leading teams emphasizing equity, mentoring, and participatory problem solving were common longer-term (1-5-year) aspirations. At baseline, fellows were least confident about negotiating their interests and most confident about making ethical decisions. Overall, fellows expressed high satisfaction with instructors (mean 8.8 of 10) and content (mean 8.3 of 10) of the leadership development workshop as well as increased confidence and proficiency in most leadership, team-management, and mentor-related skills at month one. Reported confidence and proficiency in most skills declined by program midline and then increased and peaked at endline. Conclusion: The EMERGE program supported sustained improvements in fellows’ leadership capabilities. The program’s multi-month and multi-component approach grounded in socio- ecological theory were key elements. EMERGE holds promise to train the next generation of women leaders in global health. Future work is needed to identify opportunities to support leadership pathways for women in global health in diverse work settings.

This is not ‘interesting’ research: Authentically Co-Creating Participatory Action Research in UK’s Post-Covid Culture Industries

Abstract This essay explores methodological, ethical, and practical aspects of authentically co-creating participatory action research (PAR) in post-Covid 19 participatory arts contexts in the UK. It analyses the limits and possibilities of PAR methods into leadership pathways in the UK’s arts and culture sector. In critical dialogue with decolonial and intersectional frameworks that seek to challenge and transform institutionalised privilege in the wake of the Covid pandemic, we investigate the financialisation of participatory strategies of cultural co-creation, with a particular focus on questions of racial and class dynamics in the arts. This essay develops a decolonial political ontology of PAR through a critique of both authenticity and its financialisation in participatory action research projects. Drawing on recent critical analyses of ‘post-extractivism’ and ‘co-creation’ in participatory research, we suggest that the recent financialisation of ‘impactful’ participation is an increasingly important but neglected ‘matter of concern’ for critical PAR methodologies.

A Leadership Pathway in Patient Safety and Quality Improvement for Trainees.

Training house staff in patient safety and quality improvement (PSQI) requires multidisciplinary collaboration between program directors, graduate medical education, and hospital safety and quality leadership. A heavy clinical workload and limited protected time hinder trainees from engaging in a meaningful PSQI experience during their years of post-graduate training. This is further exacerbated by the lack of subject experts who are available to mentor young physicians. For pulmonary and critical care trainees who are actively involved in the management and care coordination of high-acuity patients, this lack of experience adds undue burden. The role of house officer for patient safety and quality improvement was implemented to engage those currently in training who have an interest in PSQI. Under the supervision of the hospital PSQI leaders, they are given optimal, purposeful immersion without impacting their primary training specialty. This skill set can then be incorporated into their future careers. In this review, we provide perspective on how this can be accomplished and provide a framework that can be expanded.

Resisting Concepts as Starting Points in a High School Leadership Pathway Alongside Indigenous Youth

This writing draws on an ongoing narrative inquiry with 10 Indigenous youth as they negotiated their lives within a high school leadership pathway. Our research demonstrates the need to resist starting in concepts as an intentional shift to being and becoming wakeful to storied lives on and off school landscapes. Three resonant threads are highlighted as we listened across the youths’ lives. These threads are framed as pathways the youth asked us to consider in terms of reimagining schools as places of unfolding kinship, reimagining schools beyond notions of becoming responsible adults, and reimagining in-between spaces as landscapes that matter.

The Gendered Work/Role of Program Directors in International Graduate Medical Education.

Healthcare organizations offer numerous clinical and academic leadership pathways for physicians, among which the position of program director (PD) is considered to be a prominent educational leadership role. As PDs are instrumental in the recruitment and training of the next generations of physicians, PD gender distribution can affect the present and future of a medical specialty. This study offers a dialectical perspective in understanding how international PDs negotiate gendered understanding of their work/role by using the framework of Relational Dialectics Theory 2.0. Thirty-three interviews of PDs from Qatar, Singapore, and the United Arab Emirates were conducted and, using contrapuntal analysis, the competing discourses of meanings of gender in the PD work/role were examined. Competing discourses where structural, cultural, and professional meanings of gender were interrogated revealed inherent multiple meanings of how gender is understood in PD work/roles. In making sense of these meanings of gender, PDs express dilemmas of traditional gender binaries of masculine/feminine work/role meanings to explain the term in different ways in their everyday organizational and cultural struggles. The findings have implications for PD recruitment and retention in teaching hospitals.

Navigating the glass labyrinth: Addressing gender diversity in Australian and New Zealand representative radiology leadership.

Gender inequity among representative leadership in Clinical Radiology is a global issue, with the lack of gender diversity in leadership even more marked when compared to workforce representation. Women leaders face a disproportionate magnitude of seen and unseen challenges to leadership engagement and progression when compared to men (a 'glass labyrinth'), which is likely contributing to this discrepancy. The aim of the study was to examine and reflect on the state of gender diversity in representative leadership within the RANZCR Faculty of Clinical Radiology. Review of the 2021 Royal Australian and New Zealand College of Radiologists (RANZCR) Board, Clinical Radiology Faculty Council and local Branch Committees with regard to the numbers of women and men in representative roles. In 2021, the RANZCR Board had no women representatives from Clinical Radiology (one woman representative from Radiation Oncology). 1/5 Clinical Radiology Faculty Council office Bearers were women. Local Branch Committees had 16.3% (13/80) women representatives. Three branches (the NSW, ACT and Victorian branches) had no women representatives. There were no women Committee Chairs, Branch Secretaries or Treasurers, with 2/7 Branch Education Officers women. The issues underpinning gender inequality in representative leadership are complex and diverse, resulting in disproportionate losses of women radiologists along the leadership pathway compared to men. Unconscious biases, including assumptions of inferior capability, capacity and credibility among women radiologist leaders, create unique challenges at organisational, institutional and personal levels. Change cannot be achieved by passive momentum alone: concrete initiatives and active engagement are required. To improve leadership diversity, strategies must be multifaceted and supported at an organisational level.

Race and Gender Disparities Among Leadership in Academic Family Medicine.

As the United States moves closer to a majority-minority, and a nearly equal male to female population, we should see a similar shift in the composition of leadership in the workplace. Family Medicine, while attempting to close the gaps, continues to fall short in producing women and minority leaders. METHODS: The demographic traits of Association of Departments of Family Medicine (ADFM) chairs in medical education institutions in the United States and Canada were analyzed. RESULTS: The majority of those in chair positions were male (67%) and White (53%) non-Hispanic. Male chairs have been in positions significantly longer than females (average 9 years and 6 years, respectively). There was also a significant difference between chairs in public versus private schools-public, that is, chairs at public institutions had a much longer average time of 9 years in current position compared with those in private institutions had an average of 5 years. While the comparison was not significant, 46% of those that self-reported as non-White held chair positions at private schools compared with 28% of those that self-reported as White. CONCLUSIONS: Despite the availability of leadership pathways, women and underrepresented minorities continue to be underrepresented in these positions. Future research would benefit from a more extensive evaluation of different characteristics such as disability, gender identity and sexual orientation.

HURE leadership pathways: A new landscape of value, intentionality, and belief

HURE leadership pathways: A new landscape of value, intentionality, and belief

Enabling Green Digital Transformation through a Sustainable Systems Engineering Leadership Model

AbstractDigital transformation initiatives are seeking to apply technology to connect people through technology. Sustainable use of technology as part of digital transformation is almost an afterthought. Furthermore, a literature search suggests a gap in applying an overarching system engineering process (SEP) to achieving sustainable digital transformations. This paper contributes a definition of Sustainable Systems Engineering Leadership (SustSEL) to influenced green digital transformation derived from a systems thinking model (STM) that uses cultural considerations and environmental challenges to feed team learning. Because leadership pathways are being codified into system models that are accessible by cross‐functional teams, there is an opportunity for systems engineering leaders to use information technology to improve communications and collaboration.

STFM Releases Online Course on URM Leadership Pathways in Academic Medicine.

STFM has launched URM Leadership Pathways in Academic Medicine, a new, free online course to help underrepresented in medicine (URM) faculty hone their leadership skills. “Simply becoming faculty as a URM individual is often a long and arduous path with many obstacles,” said Cleveland Piggott,

Impact of leadership practices on manager’s pathways to goal attainment: the mediating effect of emotional intelligence

PurposeWhile the relationship between some leadership styles and emotional intelligence has been studied, leadership practices and emotional intelligence have not been studied for an understanding of how both variables enable a leader to look for pathways to goal attainment. This study aims to examine the impact of leadership practices on pathways to goal attainment while considering the mediating effect of emotional intelligence.Design/methodology/approachThis study was empirical with an associative strategy. The type of study was explanatory, and latent variables design was followed. The sample consists of 496 Colombian managers, obtained through a non-probability sampling (purposive sample), who work in companies located in Bogota, Colombia. For measuring the variables, three instruments were used, Leadership Practices Inventory, Adult Dispositional Hope Scale and Wong and Law Emotional Intelligence Scale.FindingsResults from this study suggest that the relationship between leadership practices (model the way, inspire a shared vision and enable others to act) and pathways to goal attainment is mediated by emotional intelligence. Also, leadership practices and emotional intelligence explained 45.60% of the variability of the pathways to goal attainment.Originality/valueThe effectiveness of leadership practices can be explained through the hope they have about the future by using emotional intelligence as an influencing strategy. This study aims to explain how emotional intelligence helps leaders to look for pathways to goal attainment.

They’re My Life Advisory Board: Latinx/a/o Mid-Level Student Affairs Administrators’ Mentoring Experiences

This article explores the mentoring networks for 34 mid-level Latinx/a/o student affairs administrators who aspire to senior leadership roles. Findings indicate that (a) most participants have entrepreneurial developmental networks; (b) participants with mentors gained career and psychosocial functions, including forms of community cultural wealth; and (c) participants without mentors were uncomfortable seeking support. By focusing on Latinx/a/o mid-level administrators, senior-level leaders can create mentorship strategies to retain and empower Latinx/a/o leadership pathways in higher education.

The hurdles are high: Women of color leaders in counseling psychology.

Counseling psychologists value cultural diversity and, as a field, include many Women of Color (WoC) in leadership spaces. However, researchers have yet to explore the experiences of WoC leaders within the Society of Counseling Psychology (SCP; Division 17 of the American Psychological Association). Specifically, we sought to identify how WoC leaders engage culturally relevant leadership styles and what barriers (if any) WoC leaders experience within leadership in SCP. We utilized a semistructured interview protocol with 10 WoC who have held and/or currently hold a leadership position within SCP. We sought to construct a narrative of the development of leadership spaces for WoC, understand the culturally relevant leadership styles of WoC leaders and the barriers to engaging their leadership styles in SCP, and create recommendations for SCP to broaden and deepen leadership pathways for WoC. We coded the data using the Consensual Qualitative Research method and identified two major thematic sections: Becoming a WoC Leader (with themes of Identity, Role of Sponsorship, Mentorship from WoC Leaders, and Hurdles of Service Leadership) and Leadership Styles of WoC (with themes of Self-Awareness in Leadership, Intentionality, and Engaging Critical Conversations). We conclude with recommendations from the leaders and implications for SCP and leadership spaces broadly. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Women’s Leadership Pathways in Higher Education: Role of Mentoring and Networking

Women’s Leadership Pathways in Higher Education: Role of Mentoring and Networking