Leadership Potential Research Articles

The Institutional Leaders in Universities: A Framework for Improving Competency Assessment

This study describes the process of creating and improving a leadership competency framework within an organisation responsible for identifying potential leaders in universities. Specifically, this study assesses the leadership competency framework created in 2015 and its current relevance. Based on the focus group discussions, this study emphasises the need to refine the existing leadership competencies framework to accurately represent the current state of leadership at universities. The participants unanimously agreed to retain all clusters with minor changes. Specifically, the participants suggested that self-management should replace self-confidence to improve personal effectiveness. The leaders must have the ability to manage stress efficiently and maintain a stable state of mind. This study indicates participants understood diversity and flexibility, and leaders must adapt and use others' skills, especially in certain circumstances. The ability to adjust behaviour and ideas to environmental changes fosters inventiveness, critical thinking, and methodological challenge. In addition, the leaders must have a friendly and highly skilled demeanour. The participants also suggested introducing five additional assessment tools to evaluate the competence of future leaders. The five instruments include the 180-degree assessment, the 360-degree leadership assessment, the psychometric tests for IQ and EQ, the psychometric tests for personality, and the scenario planning analysis. The findings of this study provide an improved structure for identifying a competent leader who is exceptionally well suited to universities' unique demands.

Inspiring and Preparing Our Future Leaders: Evaluating the Impact of the Early Career Women's Leadership Program.

The number of women in high-level leadership in academic medicine remains disproportionately low. Early career programs may help increase women's representation in leadership. We evaluated the Early Career Women's Leadership Program (ECWLP). We hypothesized that participants would rate themselves as having increased confidence in their leadership potential, improved leadership skills, and greater alignment between their goals for well-being and leading after the program. We also explored the participants' aspirations and confidence around pursuing high-level leadership before and after the program. We surveyed women physicians and scientists before and after they participated in the 2023 ECWLP, consisting of 11 seminars over six months. We analyzed pre- and post-program data using Wilcoxon signed-rank tests. We analyzed answers to open-ended questions with a content analysis approach. 47/51 (92%) participants responded, and 74% answered pre- and post-program questionnaires. Several metrics increased after the program, including women's confidence in their ability to lead (p<0.001), negotiate (p<0.001), articulate their career vision (p<0.001), reframe obstacles (p<0.001), challenge their assumptions (p<0.001), and align their personal and professional values (p=0.002). Perceptions of conflict between aspiring to lead and having family responsibilities (p=0.003) and achieving physical well-being (p=0.002) decreased. Perceived barriers to advancement included not being part of influential networks, a lack of transparency in leadership, and a competitive and individualistic culture. In the qualitative analysis, women described balancing internal factors such as self-doubt with external factors like competing professional demands when considering leadership. Many believed that becoming a leader would be detrimental to their well-being. Beneficial ECWLP components included support for self-reflection, tactical planning to pursue leadership, and creating a safe environment. The ECWLP improved women's confidence and strategic plans to pursue leadership in a way that supported their work-life integration. Early career leadership programs may encourage and prepare women for high-level leadership.

Transitioning Military Flight Surgeons: Untapped Leadership Potential

Battalion and brigade flight surgeons represent an often-overlooked yet promising cohort in civilian healthcare leadership. Possessing a skill set cultivated through military service, they offer a deep understanding of population health, adaptability, and resilience. With these attributes, they are well-equipped to spearhead transformative change within civilian healthcare systems, driving innovation, and improving patient-centered outcomes.

The Effect of Transformational Leadership on Performance of Organizations: A Review of Systematic Literature Across Different Sectors

In many organizational sectors, transformational leadership has been recognized as a leadership style that greatly affects worker performance and job satisfaction. The objective of this systematic assessment of the literature is to explore how transformational leadership impacts organizational performance. This research shows that there is a positive relationship between employee performance and transformative leadership, using a review of studies undertaken in different contexts and sectors. Additionally, this review highlights aspects of organizational performance that are influenced by transformational leadership. These findings confirm the transformative potential of transformational leadership in a variety of organizational settings and provide insight for leaders aiming to foster productive work environments.

Current nursing and midwifery contribution to leading digital health policy and practice: An integrative review.

To review the current nursing and midwifery contribution to leading digital health (DH) policy and practice and what facilitates and/or challenges this. Integrative literature review. Pre-defined inclusion criteria were used. Study selection and quality assessment using the appropriate critical appraisal tools were undertaken by two authors, followed by narrative synthesis. Six databases and hand searching for papers published from 2012 to February 2024. Four themes were identified from 24 included papers. These are discussed according to the World Health Organization's Global Strategic Directions for Nursing and Midwifery and indicate nurses/midwives are leading DH policy and practice, but this is not widespread or systematically enabled. Nurses and midwives are ideally placed to help improve health outcomes through digital healthcare transformation, but their policy leadership potential is underused. Nurses/midwives' DH leadership must be optimized to realize maximum benefit from digital transformation. A robust infrastructure enabling nursing/midwifery DH policy leadership is urgently needed. This study addresses the lack of nursing/midwifery voice in international DH policy leadership. It offers nurses/midwives and health policymakers internationally opportunity to: drive better understanding of nursing/midwifery leadership in a DH policy context; enhance population outcomes by optimizing their contribution; Develop a robust infrastructure to enable this. Reporting adheres to the EQUATOR network, Preferred Reporting Items for Systematic Review and Meta-Analysis (PRISMA) guidelines. No patient or public contribution.

Enhancing the agency of senior school leaders through professional learning: a qualitative study of Into Headship, the national headteacher preparation programme in Scotland

ABSTRACT This article presents the original and significant findings of a research project which used an ecological model of agency to explore the lived experiences of aspiring headteachers (school principals), undertaking masters level professional learning through the Into Headship programme in Scotland. Headteacher recruitment and retention problems exist internationally therefore understanding factors which can enhance or impinge on the agency of potential school leaders can help ensure that educational systems foster leadership aspirations in teachers and prepare and support them adequately in senior leadership roles. A qualitative approach was adopted which involved one national cohort of Into Headship participants from three different Scottish universities who undertook their studies during the COVID-19 crisis. The findings highlight a number of key themes in terms of developing professional identity and the effect of professional learning on the agency of school leaders in relation to their ability to lead school improvements. It is concluded that Into Headship impacted positively on the agency of participants in a range of ways and that these findings will be useful to those involved in school leadership preparation and educational system level strategic planning.

Higher education student engagement, leadership potential and self-perceived employability in the United Arab Emirates

ABSTRACT Higher education student engagement (HESE) is increasingly essential for developing employability and leadership potential. While several academic institutions worldwide have underscored the importance of fostering leadership skills, there remains an evident gap in the UAE’s understanding of the impact of student engagement on leadership potential and perceived employability. Thus, by adopting a quantitative research approach, this study validates the HESE scale and examines its associations with leadership potential (LP) and self-perceived employability (SPE) among undergraduate students in the UAE. The results reveal that increased student engagement significantly enhances LP and is positively associated with SPE. In addition, a higher level of HESE notably strengthens the relationship between LP and SPE. Universities in the UAE can leverage these findings to refine their activities to improve student engagement initiatives, which could bridge the current skills gap and boost student readiness for the competitive labour market. The research recommends integrating comprehensive student engagement strategies in higher education to develop essential leadership skills and confidence in employability among students, aligning academic preparation with market demands.

Unlocking Innovation: How absorptive capability unleashes the potential of motivation and leadership to catalyze innovative work behaviors in Batam.

The significance of innovative work behavior is growing as organizations strive to maintain their competitiveness by hiring freelancer employees. This study aimed to examine how absorptive capability mediates the connections between job motivation, transformational leadership, and innovation work behavior in freelancers working in the oil and gas industry. A quantitative methodology was employed through an online questionnaire, using a random sampling strategy involving 250 respondents. Furthermore, data analysis was performed using structural equation modelling. The findings indicate that job motivation and transformational leadership did not have a direct impact on innovation work behavior. However, they did have an indirect beneficial influence mediated by absorptive capability. This study revealed that absorptive skills play a vital role in facilitating the translation of job drive and transformational leadership into innovative work behaviors. The practical consequences involve firms embracing transformational leadership and establishing training programs to enhance employees' absorptive potential, thereby promoting innovation. Ultimately, cultivating absorptive skills is crucial for leadership styles and motivational elements to be evident in innovative work behaviors.

Analysing Nurse Talent Management: A 6-Year Study Before and During COVID-19 Using the McKinsey 9-Box Matrix

Purpose – Talent management plays a pivotal role in shaping the quality and efficacy of health care organizations, with particular significance in nursing. Aims(s) – This research delves into the assessment of talent management for nurses, using the McKinsey 9-Box Matrix, both pre- and post COVID-19 pandemic. Design/methodology/approach – Employing a retrospective design spanning six years, this study encompasses 1319 nurses evaluated using the McKinsey 9-Box Matrix. This method involves performance and potential evaluations, incorporating face-to-face interviews with the Directorate of Nursing Services executive team. Findings – Significant variations in nurse positions, department distributions, and educational backgrounds were observed before and during the COVID-19 pandemic. Noteworthy shifts in McKinsey 9-Box Matrix assessments indicated pandemic-induced changes in nurse categorization. Approximately one-third of nurses were classified as B2: Core Working Group, which is crucial for workforce stability. Gender did not yield significant differences in the McKinsey 9-Box Matrix evaluations. Although variations were noted in categories A1, A2, and B1 before and during COVID-19, employment status did not significantly impact these assessments. Limitations of the study – Findings aweredrawn from a private health care group, potentially limiting generalizability to diverse settings, populations, or contexts. Practical implications – This study provides invaluable insights into the evolving land-scape of nursing during the pandemic. It illuminates shifts in education levels, posi-tions, departments, leadership potential, and specific evaluation categories among nurses. Originality/value – Contributing significantly to the existing literature, this study provides a nuanced analysis of talent management practices among nurses. The in-sights garnered offer a fresh perspective, informing health care organizations’ ‘talent management strategies, especially considering the evolving health care landscape shaped by the pandemic.

Взаємозв’язок емоційного інтелекту та характеристик лідерського потенціалу менеджерів

The authors consider the interpretation of the essence of “leadership” and “emotional intelligence”. The purpose of the study is to form a set of knowledge and skills for the disclosure of emotional intelligence and the formation of socio-economic qualities of a leader. Among the tasks are the study of theories on determining the level of leadership potential, determining the level of leadership in managers of enterprise “A”, assessing the management of the enterprise on the basis of a questionnaire and determining the level of leadership potential of managers. The following methods of leadership research are used: analysis of indicators, comparison of characteristics, scoring, and surveys. The leadership positions of managers in the teams of a particular organizational structure of an enterprise are studied. This can be done in different ways: through a professional and personal survey, a motivational survey, a dynamic aptitude test, a survey of colleagues, assessment centers, assessment of goals, results and leadership skills. The leadership potential of three people at the enterprise was determined on a 100-point scale. A questionnaire was created and administered to survey the company’s employees. The entire methodology of the leadership potential study was conducted on the basis of a specific enterprise, and the owner was offered unique methods for determining the characteristics of emotional intelligence and developing the leadership potential of employees. In this study, the method of determining leadership potential through a 360 survey was chosen because it provides a comprehensive assessment of employees, taking into account the opinion of the manager and the employees themselves. After analyzing the emotional intelligence (EI or EQ) and character of the managers of Company A, we can conclude that there are many ways to assess the potential of managers. The most optimal and objective is the 360-degree method used in employee surveys. Based on our definition of the leadership potential of employees, various methods can be used to select a candidate for the position of leader from among the managers of an on-call company, such as professional and personal interviews, motivational interviews, dynamic aptitude tests, comparative interviews, assessment centers, evaluation of goals and performance, and assessment of leadership competencies. The list of competencies that a team leader should possess includes: sales professionalism; leadership skills; communication skills; planning and organizational skills; analytical skills; strategic thinking; ability to learn and develop oneself and the team; emotional intelligence. Signs of a developed EQ: the ability to identify and describe people’s feelings; awareness of one’s own strengths and weaknesses; ability to forgive mistakes to oneself and others; ability to accept change; keen interest in other people; attention to the feelings of others; empathy as a care for employees; acceptance of responsibility for the result of one’s behavior; ability to manage emotions in difficult situations. The performance appraisal of company “A” employees and the survey to determine the potential of the company’s managers show that Company is working effectively. There is always a goal to strive for. An analysis of the effectiveness of the social performance indicators of enterprise A and the creation of a questionnaire to determine the level of leadership potential of the company’s employees are carried out. When developing the questions for the 360-degree questionnaire, we use the list of competencies, character elements, and commitments described in the study. Therefore, according to the results of the 360 surveys, the sales department will select the leader who best meets the requirements for the necessary competencies, character traits, and commitment. As a result, the sales department, as well as the entire enterprise, will function even more efficiently and further improve financial reporting performance. Specific measures that can be implemented to increase the level of leadership potential of the enterprise: leadership trainings and seminars, role-playing and case studies, involvement of potential leaders in projects where they can demonstrate their leadership skills, regular assessment of leadership potential and adjustment of development plans.

TALABA-QIZLARDA LIDERLIK SIFATLARINI RIVOJLANTIRISHNING ZAMONAVIY MASALALARI: XALQARO TAJRIBA

This article analyzes the importance of developing leadership qualities in female students in modern society and the problems encountered in this process and their solutions. Also, it will be shown how to increase the leadership potential of girls through practical solutions such as modern educational methodologies, international cooperation programs, mentoring and networking.

Тренинг лидерства в системе управления персоналом организации

Training is one of the key methods for developing personnel competencies, widely used to update and improve the leadership potential of employees. The paper examines the definitions of training from the point of view of a management approach, philosophy, social psychology, and developmental psychology. An original definition of the concept of “training” is proposed. The main areas of training application in organizations are elucidated, and key sections of the training scenario are identified. The primary types of training in organizations are studied, with particular attention given to the analysis of leadership training. Results of leadership training piloting among university students are presented, and recommendations are offered for its potential practical application in organizations. Specifically, the importance of using leadership training based on a developed scenario for identifying leadership competencies among participants in the organization’s management personnel reserve is emphasized. In conclusion, leadership training stands as a vital tool within organizational development, aimed at nurturing and enhancing the leadership capabilities of personnel. By drawing upon diverse disciplinary perspectives and empirical evidence, this article underscores the multifaceted nature of training and its pivotal role in fostering effective leadership. Moving forward, the recommendations provided offer practical pathways for organizations to harness the potential of leadership training in cultivating a robust managerial talent pool.

Understanding the Impact of the Nurse Manager's Vocation for Leadership on the Healthcare Workplace Environments in Mexico: A Grounded Theory Approach.

Leadership in any managerial position that a nurse may hold appears to be closely connected to fostering positive and productive work environments within healthcare settings. However, not all nurse managers are characterized by leadership, and not all nurse leaders are nurse managers. In countries, such as Mexico, those who occupy these roles have barely sufficient training in management, are mainly characterized by their experience in one clinical specialty and their vocation for leadership is not a requirement. Our study aims to understand how the leadership vocation that some nurse managers have in their daily practice could impact the work environments of healthcare organizations in Mexico. A qualitative design was carried out through a grounded theory approach based on Corbin & Strauss, interviewing individually 13 nurse managers with representative experience in Mexican public sector hospitals. According to the interviewees, the meaning of vocation is based mainly on the love for their profession, on the vocation of being a nurse and caring for people, as well as on the development of their own natural leadership potential for decision-making in practice. This situation produces positive feedback on themselves by generating productive effects in the work environment, consequently strengthening them to better organize professional resources and therefore producing improvements. The nurse manager's vocation of leadership derives from both the vocation of being a practicing nurse and the vocation for being a leader, positively impacting and productively contributing to the improvement of the work environment. Consequently, nurse managers with vocation for leadership should be the gold standard role in any healthcare organization. This study was retrospectively registered with the (registros-OSF-bmyvz-v1) on the (26 July 2023) registration number (10.17605/OSF.IO/BMYVZ).

Imagination as a catalyst for Relational Leadership: Educational leaders’ perspectives.

This research examines the role of imagination in relational leadership. Specifically, the following question was explored through a case study of a unique offering of an imagination-focused MEd program in Educational Leadership in a large, public research institution in British Columbia, Canada: How do participants understand imagination’s role in leadership after completing a two-year imagination-focused MEd leadership program? The 13 participants—all aspiring and emerging leaders in their professional settings—shared their developing conceptions of leadership, imagination, and the role of imagination in educational leadership. Participants articulated how imagination contributes to understanding themselves as leaders, engaging others with empathy, and building connections. The relational role of imagination was a dominant theme. According to participants, imagination is necessary for forming and enriching relationships, and reciprocally, relationships enhance imagination. Participants indicated how imagination supports their sense of belonging; imagination allowed participants to see themselves as potential leaders, and to feel they belonged “at the leadership table.” According to these preliminary findings, imagination may also create more opportunity in leadership. Overall, imagination emerges in this study as promoting not only relational, but humanizing leadership practices. This research contributes to understandings of relational leadership and highlights directions for future research. It identifies new directions for supporting equity and diversity in educational leadership and has clear implications for leadership education.

A Framework for High‐Functioning Boards: Necessary Elements to Ensure Organizational Success

Chris Wong is the founder and owner of Leadership Potential. In this article, he explores the elements of high‐performing boards and the importance of a strong board in supporting nonprofits in executing their strategic plans.

SMART LEADERSHIP AND ITS IMPACT ON ACHIEVING SUSTAINABLE DEVELOPMENT

In an era defined by global challenges and the imperative of su This research provides an accurate and comprehensive study and analysis of the role of smart leadership and its necessity in achieving sustainable development in the Babylon Business Incubator. Smart leadership is defined as a leadership approach that focuses on applying intelligence and thinking. Critical and ethical decision making to guide individuals and organizations toward achieving their goals and meeting complex challenges The research highlights the problem of using traditional leadership methods in Babylon Governorate, enhances our understanding of the role of smart leadership, and directs us towards future directions to enhance this role in the context of the Babylon Incubator. The study of intelligent leadership also helps in improving and raising efficiency and effectiveness in Babel’s business organizations. The abstract of this study provides an overview of a comprehensive study that delves into the dynamic interaction between smart leadership and sustainable development within the distinctive context of the Babylon Business Incubator. This research begins a journey to unveil the transformative potential of intelligence leadership, harmoniously intertwined with the principles of sustainable development, within the Babylon Business Incubator. By highlighting this interaction, the study aspires to inspire a new generation of startups that not only excel in the modern business landscape, but also become powerful agents of change, championing innovation, ethics and the overall well-being of Babylon and its expanding cities.

UTILIZING DIGITAL COMPETENCES FOR THE DEVELOPMENT OF LEADERSHIP AND MANAGEMENT POTENTIAL IN HIGHER MEDICAL EDUCATION STUDENTS

Introduction. Building a robust healthcare system aimed at improving overall population health and a reliable electronic health system requires a corresponding level of proficiency in digital competences (DC) among future healthcare professionals. The relevance of this research lies in the understanding that the effective execution of medical and managerial responsibilities is impossible without an adequate level of DC, and mastering them must occur during the education of future healthcare professionals. The aim. To investigate the levels of proficiency in DC and the understanding of their importance among students enrolled in institutions of higher medical education (IHME) for the development of leadership and management potential during the educational process of future healthcare professionals. Materials and methods. A cross-sectional study was conducted among 265 students (1st-6th years) at Dnipro State Medical University. Bibliosemantic and sociological methods were used. Students were grouped by academic year: junior (1-2), middle (3-4), and senior (5-6). Results were analyzed using widely accepted statistical approaches and the integrated development environment Jupyter Notebook (https://jupyter.org/install). A significance level of p&lt;0.05 was considered statistically significant for all hypotheses. Results. According to the obtained data all students, regardless of their academic year, understand the importance of studying digital competences. On average, the overall importance level for all DC was 6.99 (95% CI 6.72-7.26) on a ten-point scale. Proficiency in DC significantly (p=0.002) varied depending on the academic year, with seniors scoring higher than middle (in all aspects) and junior students (for most aspects). No significant differences were found between the proficiency levels of junior and middle students (p&gt;0.05). Proficiency in general DC was significantly higher compared to special medical and cybersecurity DC, both within each group and for all respondents. More than 80% of respondents stated that mastering DC is important for performing managerial functions, with no differences between groups (p&gt;0.05). Conclusions. Present-day healthcare professionals require a proper level of proficiency in DC. The study demonstrates that students' motivation to learn DC is more than sufficient, but proficiency in special medical and cybersecurity DC needs improvement. The majority of respondents consider mastering DC an integral element in the formation of health-oriented leadership and effective management in healthcare. Mastering of DC should occur systematically with active involvement of IHME in the process.

AI-powered Leadership in Moroccan Organizations: An Integrative Literature Review

This integrative literature review (ILR) examines how we can exploit AI to enhance organizational leadership in Morocco, where there is a notable lack of awareness among leaders and IT policymakers about the revolutionary potential of AI-powered leadership. This ILR aims to address this knowledge gap by looking at the application and impact of strategic analytics and adaptive machine learning management in critical industries such as banking, healthcare, tourism, manufacturing, and logistics. These AI-driven techniques get value for their ability to alter leadership by improving Moroccan decision-makers capacities in driving competitiveness and organizational sustainability. The review thoroughly illuminates the power of AI-driven leadership, which Strategic Analytics and Adaptive Machine Learning Management trigger. The study's conceptual framework revolves around four key pillars: AI, strategic analytics, leadership, and adaptive machine learning management. This ILR employs inclusion and exclusion criteria, data extraction, data analysis and synthesis, and conceptual mapping to ensure the rigor and comprehensiveness of the research material. The findings of this ILR highlight the significance of implementing strategic analytics and adaptive machine learning management into Morocco's leadership practices. They illuminate the need to develop a strong leadership pipeline, conduct collaborative research, establish policy frameworks, safeguard data, foster innovation in management, and train the workforce. This review offers suggestions for forthcoming policies and practices, emphasizing the application of adaptive machine learning management and strategic analytics. These recommendations can significantly influence the practice of AI-powered leadership in Moroccan organizations and offer valuable insights for future research.

How do humble leaders unleash followers' leadership potential? The roles of workplace status and individualistic orientation

SummaryWhile leader‐expressed humility has received an upsurge in attention in recent years, a fundamental issue that remains unaddressed is whether leader‐expressed humility, as a bottom–up leadership approach, could indeed elevate followers' workplace status and eventually unleash their leadership potential; if so, how and when? Drawing on expectation states theory (EST) and using two multi‐wave datasets, including one from 216 one‐to‐one matched supervisor–subordinate dyads in China (Study 1) and the other from 210 subordinates in Western countries (Study 2), we provide evidence that leader humility is effective in elevating followers' workplace status, particularly when followers' individualistic orientation is high. This elevated perception of workplace status also increases followers' leadership potential, demonstrated by their motivation to lead and taking charge behaviors. These findings offer novel theoretical and practical insights into the implications of leader humility for followers' leadership potential.

Inclusive Leadership to Address Discrimination and Improve Retention in Child Welfare: Examining Multiple Pathways

Inclusive leadership has been discussed as an effective approach to workforce retention and workplace racial discrimination by satisfying the demand for belongingness and uniqueness. However, scant research has investigated the relationship between inclusive leadership and retention in child welfare. Using survey data collected from child welfare workers (n = 2469) across three public child welfare agencies, the current study examined the direct impact of inclusive leadership on child welfare workers’ intent to stay at their agency, as well as its indirect impact on intent to stay by influencing workplace racial discrimination. This study also explored the moderation effect of inclusive climate on the direct and indirect impacts of inclusive leadership using the PROCESS Program for SPSS. The research findings revealed that the direct and indirect impacts of inclusive leadership on intent to stay were significant. The findings also suggest that inclusive climate strengthened the positive association between inclusive leadership and intent to stay. Overall, this study demonstrated the potential of inclusive leadership to enhance racial equity and workforce retention in public child welfare systems. Future research needs to explore how specific behaviors of inclusive leaders improve workforce retention and explore other factors that could explain the impact of inclusive leadership.