Leadership Potential Research Articles

Ten Women Who Changed Science and the World

Ten Women Who Changed Science and the World

Leadership Potential is in the Eye of the Beholder: The Role of Networking Behavior and Motives

When identifying potential leaders, observers interpret the behavior of others, attribute motives to the observed behavior, and make judgements about their leadership potential. Drawing on previous literature connecting leadership emergence and networking, we focus on observed networking behavior, we posit that individuals’ networking behavior is particularly relevant to others’ assessments of their leadership potential. The existing literature views networking behavior as connected to agentic motives (i.e., people engaging in networking behavior for personal achievement and advancement), and also positions agency as a prerequisite for “good leadership.” This premium placed on agency neglects a contemporary shift in leadership where relational, more communal leaders are increasingly desired and expected. We test this line of reasoning by demonstrating that the communal aspects of networking and leadership drive the connection between networking behavior and the motives ascribed to that behavior. Through four empirical studies (total n = 972) we find that networking behavior is generally attributed both agentic and communal motives (Study 1), but that attributed communal motives, more so than agentic motives, are important predictors of individuals’ leadership potential in the eyes of observers (Study 2a; Study 2b; Study 3).

Gender Differences in Idea Championing Strategies

Our research investigates the impact of idea implementation performance on status and leadership potential outcomes. We draw on expectation states theory (EST) as a framework to shed light on how others interpret the idea implementation performance of their peers and how these interpretations matter for social order and perceptions of leadership potential. Across two studies—a multisource panel study and an experiment—we find that high idea implementation performance leads to higher status and perceptions of leadership potential and these effects are conditional on the gender of the idea implementor. Specifically, the positive effect of idea implementation performance on status conferral is stronger for women than men. Conversely, the positive effect of idea implementation performance on leadership potential is stronger for men than women. In addition, we find that idea implementation is positively and indirectly related to status via proximal championing, while idea implementation is positively and indirectly related to leadership potential via higher-up championing. Our theory and findings thus offer nuanced insights into the outcomes of idea implementation and suggest that implementing ideas may be sufficient for women to gain status among peers but not enough to be seen as a leader.

Implicit Preference for Communication Directness in the United States

Communication style is a distinct individual characteristic that observers may use to infer other attributes about the individual. In this paper, we theorize and demonstrate the implicit preference for communication directness in the United States – an implicit bias in favor of direct communicators that puts indirect communicators at a disadvantage in the assessment of their leadership potentials. Through 5 studies using different methodologies and samples, we reveal that communication directness is associated with more positive attributes like competence and honesty than is communication indirectness. Moreover, the perceived competence and/or honesty mediate the effects of communication directness on leader prototypicality perception and leader selection decisions in the organizational context. Finally, this implicit preference can be mitigated when factual information about competence or honesty is made salient. We discuss how our findings contribute to the individual perception, communication, and leadership literature and their practical implications in U.S. corporations and beyond

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

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

INFORMATION AND ANALYTICAL SUPPORT OF GENDER AUDIT OF EDUCATIONAL MANAGEMENT SYSTEM

Contemporary requirements for a gender-responsive educational management system with an emphasis on the STEM industry is outlined. The need for the use of gender audit of higher education institutions (HEI) is indicated. It is noted that the management system should be capable of greater integration of gender-sensitive components. A matrix of parameters of gender maturity of the organizational system of HEI is proposed. It includes five basic principles of gender equality defined by the World Economic Forum (“gender equality in the workplace”, “gender-balanced management”, “gender-equitable organizational processes”, “promoting equal participation of women and men in decision-making”, “promoting development of the leadership potential of women”). The contextual requirements for a gender-responsive educational management system are structured. G. Kerzner's project management maturity model was applied to improve the author's method of measuring gender activity in HEI. The results of an experimental study of assessing the gender maturity of the management system are presented on the example of Ukrainian universities.

Tentative SWOT Analysis on Business Leadership in China’s Greater Bay Area

This paper serves as a wake-up call for business leaders in China’s newly established Guangdong-Hong Kong-Macao Greater Bay Area to review their strengths, weaknesses, opportunities, and threats (SWOT) for them to survive and succeed in a volatile environment. The survey used in the study was intended to examine the impact of such factors as leadership traits and personal dispositions including the cultural heritage of Confucianism in business settings. In addition, it was devised to find out whether foreign language skills matter in this regard. Subsequently, companies and institutions are called upon to establish a mechanism to cultivate a talent pool and identify potential leaders in this area.

Nurturing Leadership Potential for Personal Effect in Medical Practice

Commentary

Strategies to Improve Women's Leadership Preparation for Early Career Global Health Professionals: Suggestions from Two Working Groups.

Background:Despite advances in gender equality, women still experience inequitable gaps in global health leadership, and barriers to women’s advancement as leaders in global health have been well described in the literature. In 2021, the Johns Hopkins Center for Global Health conducted two virtual working groups for emerging women leaders to share challenges and suggest solutions to advance women’s leadership in global health. In this paper, we present emerging themes from the working groups, provide a framework for the results, and discuss strategies for advancing women’s leadership in global health.Objectives:The objective of this paper is to synthesize and share the themes of the two working group sessions to provide strategies for improving women’s leadership training and opportunities in the field of global health.Methods:Approximately 182 women in the global health field participated in two virtual working group sessions hosted by the Johns Hopkins Center for Global Health using the Zoom platform. Participants were divided into virtual breakout rooms and discussed pre-assigned topics related to women’s leadership in global health. The participants then returned to share their ideas in a plenary session. Notes from the breakout rooms and transcripts from the plenary session were analyzed through a participatory and iterative thematic analysis approach.Findings:We found that the working group participants identified two overarching themes that were critical for emerging women leaders to find success in global health leadership. First, the acquisition of individual essential skills is necessary to advance in their careers. Second, the institutional environments should be setup to encourage and enable women to enter and succeed in leadership roles. The participants also shared suggestions for improving women’s leadership opportunities such as including the use of virtual technologies to increase training and networking opportunities, intersectionality in mentorship and sponsorship, combatting impostor syndrome, and the importance of work-life balance.Conclusions:Investing in women and their leadership potential has the promise to improve health and wealth at the individual, institutional, and community levels. This manuscript offers lessons and proposes solutions for increasing women’s leadership through improving individual level essential skills and fostering environments in which women leaders can emerge and thrive.

How to unlock nurse leadership potential.

Sam Foster, Chief Nurse, Oxford University Hospitals, considers the recommendations of the new Messenger report that explores ways to develop leadership and management in health and social care.

Yes, but what happens next? Succession planning in English further education colleges

ABSTRACT In this article, we examine the role of the Principal within Further Education colleges in England and explore the often neglected issue of succession planning in the sector. To provide background and context to the current situation, key policies and developments over the past 30 years are reviewed and challenges identified. Interviews with serving Principals designed to explore the role, what leadership development was in place and whether succession planning was used have been carried out. The findings demonstrate that succession planning within colleges is underdeveloped, something particularly concerning when linked to the fact that the role is often a short term one with the turnover of people at the top of the organisation being a major concern. Whilst in some cases individual organisations took steps to identify and support those who wanted to progress this was limited and impacted by the sector environment. The participants’ responses reinforced findings from literature that the importance of succession planning was often paramount to the success of an organisation and included some suggestions as how to increase the pool of potential future leaders for the sector.

Leadership potential of individual-sports athletes

Introduction. Achieving high performance in sport is important for various actors – sportsmen, coaches, sports club, city, country. Therefore, it is necessary to investigate the factors influencing sportsman’s success. The purpose of the study is exploring the sportsman’s leadership potential as a variable influencing the sportive performance and the athlete’s position in the system of socio-group relations. Materials and methods. The empirical study involved sportsmen of Moscow and Moscow region of both sexes, aged 15 to 21, in the following individual sports: track and field athletics, gymnastics and tennis (N=168). The following methodologies were used: Diagnostics of leadership ability (E. Zharikov, E. Krushelnitsky); Goal achievement motivation test (T. Ehlers); Volitional qualities self-rating by university athletes (N.E. Stambulova); elements of T. Leary’s Diagnostic technique for interpersonal relationships; methods of quantitative and qualitative analysis, descriptive statistics methods, Pearson’s correlation coefficient. Results. The research showed that the group with low performance in sports activities included people prone to dictate (10%), while there are none of them in the group with high performance. Moreover, the low sportive performance group had power dictators (7%), while the high performance group had none of them. This may prevent a sportsman from adequately perceiving the coach’s comments and improving his/her skills. It was revealed that athletes with moderately pronounced leadership qualities prevail in the high performance group. It is shown that all of the three groups showed a moderately high level of motivation for success for the most part. However 4% of the respondents in the group with high sporting performance showed a high level of motivation for success, and 14% showed the same in the group with low performance. This confirms that too high motivation for success does not lead necessarily to sportsman’s high performance. It was revealed that the high-performance sportsmen group demonstrated pronouncedly such qualities as determination, courage and firmness. Direct positive connection between leadership ability and purposefulness, self-control and self-restraint was revealed on the basis of the correlation analysis. Conclusions. It was empirically found that the development of athlete’s leadership potential requires working on improvement of one’s personal qualities and motivational sphere, namely developing motivation to success and such volitional qualities as determination, self-control and endurance.

INSTILLING STUDENT LEADERSHIP PRACTICES TOWARDS TEAMWORK THROUGH CO-CURRICULAR ACTIVITIES IN SECONDARY STUDENTS

The article describes a new understanding of how to instill student leadership practice towards teamwork through co-curricular activities in secondary students. The Malaysian Education Development Plan (PPPM) 2013-2025 specifies that students should be able to lead and work in a team as students are the frontrunners in future leadership. The study method used was a quantitative survey using a questionnaire to identify student leadership practices and their relationship with student teamwork in Malaysia. The study respondents comprised 446 students selected through random group cluster sampling. The findings showed a significant relationship between student leadership practices and teamwork based on gender aspects. The results also showed a strong and significant positive relationship between student leadership practices and teamwork among respondents (r = .760, p < .01) and student leadership variance of 51.3% in teamwork (r²=.513, F=155.253) This study also showed that only two dimensions of student leadership practices namely ‘setting shared vision’ (β = .446, p < .01) and ‘setting motivating action’ (β = .186, p < .01) acted as the predictor of teamwork for students participating in co-curricular activities. New research results from this study proved that the practice of student leadership in co-curricular activities had improved teamwork skills, especially in developing student's leadership potential, and it can also attract students' interest in active involvement. The implication of this study is to provide students with leadership practice and teamwork skills as they are essential for future human models' marketability.

Conflict Management: Building the Dynamics of Leadership in Islamic Educational Institutions

This study aims to explain conflict management in building leadership dynamics in Islamic educational institutions. This research is a literature review with a conflict management approach to educational institutions. Conflict management is an effort that needs to be dontoto prevent, avoid conflicts and reduce risks and resolve conflicts so as not to interfere with organizational performance. Conflict is somethilt to avoid in an Islamic educational institution. If managed properly, conflict will dynamize Isthe lamic educational institutions in a positive directipositivelylamic education institution must have the authority for his leadership potential in managing conflict to guide and control the behavior and actions of his subordinates and be well-coordinated so that dynamics that can produce change and development for the better can be realized effficiently.

FORMATION OF LEADERSHIP POTENTIAL OF INTELLECTUAL

The importance of the leadership qualities development of representatives of various strata of the intelligentsia as an important prerequisite for the successful implementation of their social mission is substantiated. It is shown that proper leadership potential in combination with high general and professional culture of an intellectual and his rich spiritual world significantly increases the opportunities and creative activity of an intellectual and his influence on the spirituality and culture of the general population. The meaning of the concepts of intelligence of a leader and leadership of an intellectual is analyzed, and their role in the processes of social development is revealed. The goals, content and nature of the formation of traits and qualities of leadership and intelligence of future professionals are revealed. The possibility of using the synergetic effect that arises as a result of targeted development of the qualities of intelligence and leadership of students as future professionals in the process of forming their professional and social competence is considered.

A comparative study of teachers’ beliefs about gifted students’ leadership talent

ABSTRACT Despite the likely relevance of socio-cultural context, very few studies have examined the influence of cultural values on teachers’ perceptions of gifted students’ leadership development. This study chose three nations representing collectivistic to individualistic contexts and compared how 478 teachers from these countries (South Korea = 176, 36.8%, Australia = 169, 35.4%, U.S. = 133, 27.8%) differed in their beliefs about the prevalence and development of gifted students’ leadership talent. Differences were found between the individualistic (Australia and the U.S.) and collectivistic (South Korea) settings in their beliefs regarding which students have leadership potential; their judgments about effective leadership styles and leader qualities; their perceptions of gifted students’ qualifications as future leaders; and their preferred criteria for recommending students for a leadership education program. Although unable to identify causal relationships, this study nevertheless cautiously suggests that leadership and leaders are intertwined with culturally mediated values and practices. Future studies should continue examining these differences in cross-cultural comparative contexts.

Towards a More Effective Leader: Planning for the Next Extension Administrator

This study was conducted to assess the level at which state Cooperative Extension systems have strategies in place for administrative leadership changes. The data revealed that institutions have succession plans ranging from those that are very robust to very limited in nature. However, only 50% reported having individuals in key positions necessary to support continuity. In addition, 75% noted that it would take a year or more to replace the current Extension director/administrator if the person left immediately. This article provides insight on the successes and challenges associated with retaining top talent and mentoring potential leaders for advancement.

Untangling the gender pay gap in radiation oncology.

Untangling the gender pay gap in radiation oncology.

Антикризисная политика южнороссийских регионов в условиях пандемии COVID-19

Introduction. This study analyzes the anti-crisis policy of the southern Russian regions during the three waves of the pandemic, and also assesses the nature of its change as the corona crisis develops. It was important to identify how the regional anti-crisis policy determines the choice of mechanisms and tools for solving the problems of socio-economic development of regions. Methodology and methods. The analysis was carried out in accordance with the methodology proposed by G. Buckert, in the following areas of anti-crisis management: monitoring, training, decision-making, coordination, communication, leadership and recovery potential. The following methods were used to conduct the study: context analysis – a qualitative analysis of documents adopted by regional authorities; quantitative analysis – analysis of socio-economic indicators that reflect the reactions of the economy to decisions made by regional authorities. Analysis. The study showed that regardless of the strength of the impact of the corona crisis and the extent of the damage caused, the content of the policy of the regional authorities can be characterized as “following the center”, which is largely due to the desire to avoid responsibility for the consequences of decisions made. At the first stages of the development of the corona crisis, the goals of containing the spread of coronavirus and state support for the most affected sectors of the economy from the introduction of restrictive measures were the priority. Starting from the second and subsequent waves of the pandemic, the introduction of various measures related to the mass vaccination of the population has become a key area of regional policy. Results. The key problem of the implementation of regional policy measures is identified – inefficient information work of regional authorities, which led to information asymmetry with the increased influence of the media on the social moods of citizens. It is concluded that in order to increase the efficiency of regional policy implementation measures in order to increase the sustainability of regional development, it is important that the ongoing coordination interactions between the authorities at different levels of government have clear goals for restoring the regional economy, and restorative measures should be prioritized with the supply maintenance policy.

Underrepresented and underleveraged: Developing the leadership potential of women of Asian descent.

Underrepresented and underleveraged: Developing the leadership potential of women of Asian descent.