Strong Leadership Research Articles

Strategi Implementasi Teori Manajemen Gereja untuk Pertumbuhan Jemaat

Congregational growth and spiritual development of church members are the primary goals of every religious community. However, the challenges faced by the church today are not solely limited to spiritual aspects but also consider management aspects that support healthy and sustainable growth. This paper aims to investigate the implementation strategies of church management theory as an effort to advance congregation growth and enhance individual spiritual quality. The research method used is a descriptive qualitative approach, allowing researchers to delve into the complexity of social situations influencing church growth. By combining data from various sources, including books, scholarly articles, and academic journals, the author presents key principles of church management theory, such as shared leadership, humility, and resource management effectiveness. Furthermore, this paper discusses factors influencing congregational growth, including the significant role of prayer, discipleship, fellowship, and testimony in shaping enthusiastic and committed communities. By applying appropriate strategies supported by strong leadership, churches can achieve meaningful and spiritually significant growth, strengthening the foundation of faith and expanding their influence in society. Thus, this paper provides a comprehensive view of the importance of integrating management theory within the church context and offers practical guidance for churches to reinforce growth and spiritual development efforts.

Educational Resource Management System Design for Inclusive Education

The research aims to describe the design of an optimal education resource management system to support inclusive education. Inclusive education recognizes the right of every child to quality education, regardless of their special needs. Effective education management is needed to ensure the successful implementation of inclusive education programs in elementary schools. Using a comprehensive literature study method, this research analyzes relevant literature to understand the concept of inclusive education management, the role of the principal, and the challenges and models of its implementation. The results show that effective educational management, supported by the strong leadership role of the principal, is very important in creating an inclusive learning environment and supporting the success of all students, including those with special needs.

Characteristics of strong midwifery leaders and enablers of strong midwifery leadership: An international appreciative inquiry

ObjectivesThis research aimed to identify the characteristics of strong midwifery leaders and explore how strong midwifery leadership may be enabled from the perspective of midwives and nurse-midwives globally. DesignIn this appreciative inquiry, we collected qualitative and demographic data using a cross-sectional online survey between February and July 2022. SettingResponses were received from many countries (n = 76), predominantly the United Kingdom (UK), Australia, the United States of America (USA), Canada, Uganda, Saudi Arabia, Tanzania, Rwanda, India, and Kenya. ParticipantsAn international population (n = 429) of English-speaking, and ethnically diverse midwives (n = 211) and nurse-midwives (n = 218). MeasurementsReflexive thematic analysis was used to make sense of the qualitative data collected. Identified characteristics of strong midwifery leadership were subsequently deductively mapped to established leadership styles and leadership theories. Demographic data were analysed using descriptive statistics. FindingsParticipants identified strong midwifery leaders as being mediators, dedicated to the profession, evidence-based practitioners, effective decision makers, role models, advocates, visionaries, resilient, empathetic, and compassionate. These characteristics mapped to compassionate, transformational, servant, authentic, and situational leadership styles. To enable strong midwifery leadership, participants identified a need for investment in midwives’ clear professional identity, increased societal value placed upon the midwifery profession, ongoing research, professional development in leadership, interprofessional collaborations, succession planning and increased self-efficacy. Key conclusions and implications for practiceThis study contributes to understandings of trait, behavioural, situational, transformational and servant leadership theory in the context of midwifery. Investing in the development of strong midwifery leadership is essential as it has the potential to elevate the profession and improve perinatal outcomes worldwide. Findings may inform the development of both existing and new leadership models, frameworks, and validated measurement tools.

A collaborative endeavour to integrate leadership and person-centred ethics: a focus group study on experiences from developing and realising an educational programme to support the transition towards person-centred care

BackgroundEnsuring the transition towards person-centred care is a growing focus in health and social care systems globally. Presented as an ethical framework for health and social care professionals, such a transition requires strong leadership and organisational changes. However, there is limited guidance available on how to assist health and social care leaders in promoting person-centred practices. In response to this, the Swedish Association of Health Professionals and the University of Gothenburg Centre for Person-Centred Care collaborated to develop an educational programme on person-centred leadership targeting health and social care leaders to support the transition towards person-centred care in Sweden. The aim with this study was to explore programme management members’ experiences from the development and realisation of the programme.MethodsFocus group discussions were conducted, involving 12 members of the programme management team. Data from the discussions were analysed using a structured approach with emphasis the collaborative generation of knowledge through participant interaction.ResultsThe analysis visualises the preparations and actions involved in programme development and realisation as a collaborative endeavour, aimed at integrating leadership and person-centred ethics in a joint learning process. Participants described the programme as an ongoing exploration, extending beyond its formal duration. Leadership was thoughtfully interwoven with person-centred ethics throughout the programme, encompassing both the pedagogical approach and programme curriculum, to provide leaders with tangible tools for their daily use.ConclusionsAccording to our analysis, we conclude that a person-centred approach to both development and realisation of educational initiatives to support person-centred leadership is essential for programme enhancement and daily implementation of person-centred leadership. Our main message is that educational initiatives on the application of person-centred ethics is an ongoing and collaborative process, characterised by an exchange of ideas and collective efforts.

CREATING A SUSTAINABLE CORPORATE CULTURE IN THE CONTEXT OF GREEN AND DIGITAL ECONOMY

The purpose of this paper is to explore the strategies for creating a sustainable corporate culture in the context of the green and digital economy. In today's business landscape, characterised by a growing emphasis on environmental responsibility and technological innovation, organisations are faced with the challenge of aligning their corporate cultures with these emerging paradigms. This study uses a mixed-methods approach, combining qualitative analysis of case studies with quantitative examination of organisational practices, to investigate effective strategies for fostering a sustainable corporate culture amidst the challenges and opportunities presented by the green and digital economy. Methodology. The research methodology includes a comprehensive review of the literature on corporate culture, sustainability and digitalisation, supplemented by analysis of data collected from case studies of organisations operating in different industries. Qualitative data from interviews with key stakeholders and observations of organisational practices are complemented by quantitative analysis of survey responses and performance metrics. Results. The findings highlight several key strategies for creating a sustainable corporate culture in the context of the green and digital economy. These include: leadership commitment to sustainability and innovation; integration of green practices into organisational policies and procedures; employee engagement and empowerment through training and development programmes; use of digital technologies to improve communication, collaboration and productivity; and continuous monitoring and evaluation of environmental performance metrics. Practical implications. The implications of this study have several practical implications for organisations seeking to cultivate a sustainable culture. First, they underscore the importance of strong leadership commitment to sustainability and innovation, and the need to integrate green practices into all aspects of organisational operations. Second, the findings highlight the critical role of employee engagement and empowerment in driving sustainable behaviour and fostering a culture of environmental responsibility. Finally, the study highlights the potential of digital technologies to enable organisations to adapt and thrive in the evolving landscape of the green and digital economy. Value / Оriginality. This paper contributes to the existing literature by providing evidence and practical insights into the strategies for creating a sustainable corporate culture in the context of the green and digital economy. By combining qualitative analysis of case studies with quantitative examination of organisational practices, the study provides a comprehensive understanding of the key factors influencing corporate culture in the contemporary business environment. In addition, the research highlights the importance of aligning organisational values with environmental and technological advances to enhance business sustainability and resilience. Overall, the paper provides valuable contributions to both theory and practice in the areas of corporate culture, sustainability and digitalisation.

Implementing a ward-level intervention to improve nursing handover communication with a focus on bedside handover-A qualitative study.

To improve the effectiveness of nursing clinical handover through a qualitative, tailored communication intervention. A multisite before and after intervention using qualitative ethnography combined with discourse analysis of nursing handover interactions. We implemented a tailored ward-based intervention to redesign nursing handover practice with co-constructed recommendations for organisational and cultural change on seven wards across three affiliated metropolitan hospitals between February 2020 and November 2022. The intervention was informed by pre-implementation interviews and focus groups with nursing, medical and allied health staff and patients (n = 151) and observed and/or audio-recorded handover events (n = 233). Post-intervention we conducted interviews and focus groups (n = 79) and observed and/or audio-recorded handover events (n = 129) to qualitatively evaluate impact. Our translational approach resulted in substantial changes post-intervention. Nurses conducted more shift-to-shift handovers at the bedside, with greater patient interaction and better structured and more comprehensive information transfer, supported by revised handover documentation. Redesigned group handovers were focused and efficient, communicating critical patient information. Contextualised training combined with changes to ward-level systemic factors impeding communication results in improved nursing handovers. Practice change requires strong executive leadership and project governance, combined with effective ward-level leadership, collaboration and mentoring. The speed and degree of change post-intervention demonstrates the power of interdisciplinary collaborative research between hospital executive, ward leadership and communication specialists. Nurses are more likely to conduct efficient group handovers and informative, patient-centred bedside handovers in line with policy when they understand the value of handover and have practical strategies to support communication. Communication training should be combined with broader ward-level changes to handover practice tailored to the ward context. A multilevel approach results in more effective practice change. We adhered to the COREQ guidelines. We interviewed patients on study wards pre and post intervention.

“We Need to Run Our Own Communities”

Australian Indigenous student participation rates in higher education are consistently lower than non-Indigenous students, especially in remote contexts. This has manifested in the usurpation of remote Aboriginal community control by ‘more qualified’ external staff. Here we present a reflexive assessment of the development, delivery, outcomes and challenges of the Wuyagiba Bush Uni that was designed to address the paucity of university education in remote Aboriginal communities of Arnhem Land, Northern Territory. From 2018 to 2022, 66 Indigenous students graduated with Wuyagiba Micro-credentials (accredited by Macquarie University), and 28 students proceeded to enrol in Bachelor level degrees at Macquarie University in Sydney, with the first graduate in 2023. Furthermore, the Wuyagiba model has created a successful remote Indigenous business that employs about 50 local Indigenous people annually and is working towards empowering endogenous community development in remote Arnhem Land. Nevertheless, many challenges remain including sustainable funding, remote service delivery, university and bureaucratic structural barriers, and lateral violence in remote communities. Several enabling factors of success are identified, such as the cross-cultural curriculum, strong Indigenous control and leadership, wrap-around support, and longstanding relationships between University staff and community leaders. Such reflections can be used by other remote Aboriginal communities who wish to replicate this model or create their own on-Country higher education programs to empower locally trained leaders of the future.

Granting leaders priority exit options promotes and jeopardizes cooperation in social dilemmas

Cooperation in human interactions often involves voluntary participation rather than obligatory requirements. This paper investigates the impact of voluntary exit strategies on cooperation within scale-free networks, employing spatial prisoner’s dilemma games as the framework. We analyze three distinct exit strategies: leader priority exit, fringe priority exit, and random exit, across varying dilemma strengths. Our findings reveal that in scenarios of weak dilemma strength, leader priority exit significantly diminishes cooperation, particularly when only a small subset of players is granted exit rights. In contrast, under strong dilemma strength conditions, both leader priority and random exits serve to unexpectedly bolster cooperation. This enhancement is primarily facilitated by high-degree nodes opting out, thereby enabling low-degree nodes to establish stable cooperation. Furthermore, our study underscores the pivotal role of network structure. In assortative networks, random exit emerges as the most effective strategy in promoting cooperation. On the other hand, disassortative networks exhibit a substantial increase in cooperation levels when employing leader priority exit. These results highlight the intricate interplay between exit strategies, dilemma strength, and network topology, offering critical insights for promoting cooperation in varied social contexts.

Perceived barriers and opportunities to improve working conditions and staff retention in emergency departments: a qualitative study

BackgroundStaff retention in Emergency Medicine (EM) is at crisis level and could be attributed in some part to adverse working conditions. This study aimed to better understand current concerns relating...

Effect of Strategic Leadership on Performance of SMEs During Covid-19 Pandemic in Nairobi County, Kenya

The global economy and enterprises have faced significant impacts due to the COVID-19 pandemic, necessitating leadership styles capable of navigating change and uncertainty effectively. Strategic leadership has emerged as a promising approach for establishing agile strategies amidst rapid transformations in business environments. This study aimed to assess the impact of strategic leadership on the performance of Small and Medium-sized Enterprises (SMEs) during the pandemic in Nairobi County, Kenya. Employing a descriptive and correlational research design, the study targeted 584 respondents from various SME industries in Kenya, with 237 respondents obtained using a stratified random sampling technique. Descriptive and inferential statistics, including correlation and regression analyses, were conducted using SPSS version 23. The findings revealed that SMEs in Nairobi County recognized the importance of strategic leadership for their prosperity, with a significant positive correlation between strategic leadership and performance (r (183) = 0.430, p < 0.05). Strategic leadership accounted for 18.5% of performance variance, indicating a substantial impact (F (1,181) = 41.174, p < 0.05). Moreover, the intercept between strategic leadership and performance showed a notable improvement (β = 0.230, p < 0.01), suggesting a 23% performance enhancement with effective strategic leadership implementation. In conclusion, the majority of SMEs in Nairobi County demonstrated strong strategic leadership, fostering absorptive and adaptive capacities crucial for navigating turbulent business environments. The study underscores the importance of institutionalizing strategic leadership within SMEs to enhance their ability to formulate and execute strategies effectively amidst rapid changes.

Engaging a Team of Rivals to Address the Problem of Gun Violence.

Gun violence in the United States is a serious problem. Addressing the problem will require not only strong leadership but also a unique approach. One such approach was utilized by U.S. President Abraham Lincoln, who assembled a "Team of Rivals" with positions different than his own that provided helpful perspective in finding solutions to the problems of the time. This article applies the team of rivals approach to the problem of gun violence.

Sustainability Leadership in Saudi Non-profit Organizations: A Qualitative Insight Governance

Leadership in Saudi Arabia is one of the major objectives of Vision 2030, which is aimed at developing the country’s private, public and nonprofit organizations (NPOs). Leadership therefore needs to incorporate key issues that are emerging in the context of preparing necessary skills to lead such organizations in the future. This research provides qualitative insights into leadership practice by measuring the impacts on achieving sustainability leadership by gaining a full understanding of the processes nonprofit sector leaders use to encourage sustainability and change in their organizations. Encouraging sustainability requires specific competencies, and strong leadership is critical to the process of ensuring that governance becomes sustainable. In this study a qualitative methodology was designed, and fifteen Executive directors CEOs from NPOs took part in semi-structured interviews as well as one focus group containing six professionals from non-profit corporate sectors including education, health, environmental clubs, foundations and human resources. Thematic analysis was applied to analyse critical elements that governed individuals’ ability to contribute to institutional results. The findings demonstrated eight areas of results-based functions and activities of sustainable nonprofit leadership to identify insights into leadership. These are governance arrangements, leadership as a dynamic role, teamwork empowerment, strategy and procedure processes, control and governance resources, collaboration and network relationships, encouraging social investment, and social value results. The findings suggest that leaders of various NPOs have to overcome external and internal challenges effectively in order to succeed in their mission focusing on financial and social purposes. Exploring the nature of sustainability leadership competencies in Saudi NPOs will result in learning, innovation and change in terms of outcomes by helping leaders to add social value as a core factor of their mission.

‘It’s about time’: policymakers’ and health practitioners’ perspectives on implementing fertility care in the Gambian health system

BackgroundInfertility is a major health issue worldwide, yet very few examples of interventions addressing infertility in the Global South have been documented to date. In The Gambia, West Africa, infertility is recognised as a burden and the health authorities have included it in several health policies and the new National Reproductive Health Strategy however, a detailed operationalisation plan for fertility care has not yet been established. Here, we aim to understand and document the factors that influence the implementation of fertility care in The Gambia.MethodsWe conducted 46 semi-structured interviews with policymakers, implementers, and health practitioners in both the public and private sectors from July to November 2021. The interviews were transcribed, anonymised and analysed with NVivo Pro version 1.6.1. The analysis was initially inductive, with themes arising from the coding categorised according to the WHO health systems building blocks framework.ResultsThis study identified several barriers to a successful implementation of fertility care in The Gambia, including (i) a lack of routinely collected infertility data; (ii) an absence of financial protection mechanisms for patients, and/or a specific budget for infertility; (iii) limited cooperation between the public and private sectors in the provision of fertility care; and (iv) gaps in fertility care training among health practitioners. Conversely, enablers included: (i) strong national infertility leadership; and (ii) the integration of infertility care within public reproductive health services.ConclusionThe Gambian health system is not yet in the position to support a comprehensive fertility care package in its public health facilities. Several aspects of the implementation of fertility care must be considered in operationalising the health strategy including the systematic collection of infertility data, fertility awareness, and the provision of specialised fertility care training. Furthermore, a stronger partnership between the public and private sectors must be developed. Given the increasing availability of assisted reproductive technologies in the sub-Saharan Africa region, and the tendency to locate these technologies in the private sector, further research is needed to understand and identify the processes underlying the implementation of fertility care and to foster better integration with the existing health system.

Strong Leaders in the Former Soviet Union: Successful or Simply Authoritarian?

ABSTRACT The term “strong leader” is generally understood to mean a leader who concentrates power in his or her hands, dominates public policy and the political party to which he or she belongs, and takes the big decisions. Many contemporary politicians present themselves as leaders in this mold and there is substantial public support around the world for this type of leader. Recent research, however, has questioned the desirability of strong leaders, finding that they are high-risk individuals who often have negative records in office. This article is concerned specifically with the personalist authoritarian strong leaders who hold office in the Former Soviet Union (FSU), a grouping that has received little attention in this emerging literature. The article sets out to ascertain whether these personalist authoritarians have been successful leaders as well as strong ones. We undertake this by examining performance (according to a variety of socio-economic and governance indicators) in the 15 states of the FSU in the period 2000–2020. This study finds no evidence of exceptional performance in the states with personalist authoritarian leaders in this time period. Rather, what these personalist leaders have offered is authoritarianism, poor governance, and socio-economic performance that is middling to poor.

Children's services leadership

Strong leadership is key to ensuring children and families receive high-quality support – as reflected in children's services inspections. Jo Stephenson assesses trends and key ingredients for a good leader

Projectized Community of Practice: A Case Study of Globally Distributed Information Technology Organization

The execution of globally distributed information technology service projects (GDITP) by globally distributed teams, while inherently complex, offers the advantages of swift implementation and seamless service delivery to global clients. The numerous challenges including the intangibility of customer specifications, the iterative nature of information technology (IT) activities and coordination difficulties arising from diverse teams contribute to complexity in managing these projects. Moreover, the organizational complexity is compounded by competing power centres, turning project delivery into a politically contested process. In traditional projects such as construction or customized manufacturing, overcoming aforementioned challenges through strong top-down leadership is typical in many time-bound projects. However, in the realm of IT projects, which are inherently people-centric, enforcing a command-and-control environment is challenging. Communities-of-practice (CoP) offer an alternative structure that engages highly skilled employees in a collaborative community, navigating the challenges posed by IT projects. Our study explores this innovative approach, focusing on a product firm effectively leveraging CoPs to successfully execute global service projects. Delving into the functioning of CoPs, our research illustrates how they scale up using both formal and informal networks to meet diverse global customer requirements. Despite operating globally, CoPs exhibit emergent collective mindfulness, adapting tools, processes and products to the demands of the projects. The study also details how the organization manages complexity while adhering to product architecture and a uniform project framework.

The effectiveness, implementation, and experiences of peer support approaches for mental health: a systematic umbrella review

BackgroundPeer support for mental health is recommended across international policy guidance and provision. Our systematic umbrella review summarises evidence on the effectiveness, implementation, and experiences of paid peer support approaches for mental health.MethodsWe searched MEDLINE, EMBASE, PsycINFO, The Campbell Collaboration, and The Cochrane Database of Systematic Reviews (2012–2022) for reviews of paid peer support interventions for mental health. The AMSTAR2 assessed quality. Results were synthesised narratively, with implementation reported using the CFIR (Consolidated Framework for Implementation Research). The protocol was registered with PROSPERO (registration number: CRD42022362099).ResultsWe included 35 reviews (426 primary studies, n = 95–40,927 participants): systematic reviews with (n = 13) or without (n = 13) meta-analysis, or with qualitative synthesis (n = 3), scoping reviews (n = 6). Most reviews were low or critically low (97%) quality, one review was high quality. Effectiveness was investigated in 23 reviews. Results were mixed; there was some evidence from meta-analyses that peer support may improve depression symptoms (particularly perinatal depression), self-efficacy, and recovery. Factors promoting successful implementation, investigated in 9 reviews, included adequate training and supervision, a recovery-oriented workplace, strong leadership, and a supportive and trusting workplace culture with effective collaboration. Barriers included lack of time, resources and funding, and lack of recognised peer support worker (PSW) certification. Experiences of peer support were explored in 11 reviews, with 3 overarching themes: (i) what the PSW role can bring, including recovery and improved wellbeing for service users and PSWs; (ii) confusion over the PSW role, including role ambiguity and unclear boundaries; and (iii) organisational challenges and impact, including low pay, negative non-peer staff attitudes, and lack of support and training.ConclusionsPeer support may be effective at improving some clinical outcomes, self-efficacy, and recovery. Certain populations, e.g. perinatal populations, may especially benefit from peer support. Potential strategies to successfully implement PSWs include co-production, clearly defined PSW roles, a receptive hierarchical structure and staff, appropriate PSW and staff training with clinical and/or peer supervision alongside safeguarding. Services could benefit from clear, coproduced, setting specific implementation guidelines for PSW. PSW roles tend to be poorly defined and associations between PSW intervention content and impacts need further investigation. Future research should reflect the priorities of providers/service users involved in peer support.

How Community-Based Health and Social Care Professionals Support Unpaid Caregivers: Experiences From One Health Authority in Ontario, Canada.

In Ontario, Canada, rising rates of caregiver distress have been the 'canary in the coal mine' for a health system out of balance with the needs of an ageing population. Community-based health and social care professionals are well placed to play an important role in the caregiver support process; however, a gap has remained in the understanding of if and how caregiver support strategies are operationalized or experienced by community service providers (CSPs). The goal of this study was to describe how CSPs interpreted policy and how those interpretations may enable their work in supporting unpaid caregivers. Using a qualitative constructionist design, we interviewed 24 participants and reviewed 92 publicly available documents. Braun and Clarke's method of thematic analysis was used for analysis strategy. Four overarching themes were identified: (1) community care as a priority, (2) sidewalk accountability, (3) creative care planning through partnerships, and (4) challenges to care delivery. We found that the importance of caregivers to the health system was reflected in organizational policy and strategy. There is an opportunity to improve health outcome for caregivers and the population alike through strong leadership and a clear shared vision. Our findings also suggested that social capital was a significant factor in enabling providers in their work, leveraging long-standing relationships, and accumulated local knowledge to implement highly creative care plans.

The influence of leadership and financial performance on business sustainability in microfinance institutions

Microfinance institutions (MFIs) play a pivotal role in empowering marginalized communities by providing them with crucial financial services. The sustainability of these institutions is essential to ensure a sustained positive impact on the lives of the underserved. To explore the factors influencing MFI sustainability, this study conducts a systematic literature review of relevant articles published between 2015 and 2023, focusing on the roles of leadership and financial performance. The findings of the study reveal a compelling positive correlation between effective leadership and financial performance with MFI sustainability. A strong and visionary leadership within MFIs is found to foster a robust organizational culture, articulate a clear vision, motivate employees, and effectively manage risks. These leadership qualities, in turn, contribute significantly to improved financial outcomes for the institution. Conversely, the study highlights the integral role of strong financial performance in ensuring MFI sustainability. A well-performing financial structure not only instills trust among customers but also facilitates business growth and secures vital profits. These financial strengths are crucial pillars that fortify the overall sustainability of MFIs, enabling them to continue their mission of empowering marginalized communities. In conclusion, this study underscores the critical interplay between leadership and financial performance in driving MFI sustainability. The recommendations derived from the findings emphasize the importance of investing in leadership development within MFIs and implementing robust financial practices.

Coaching Leadership on Team Culture of Basketball Coaches

This study focuses on the importance of educational leadership in the field of education in the 21st century, especially the key role of coaches in the field of college basketball. As basketball's status in our country increases, the leadership skills of coaches are crucial to the overall development of colleges and universities. The article emphasizes that in addition to professional skills, coaches also need to have strong leadership skills to meet students' psychological needs and promote students' growth. Secondly, the article explores the impact of coaches’ leadership behaviors on students’ potential development and team effectiveness. Excellent coaches not only teach techniques, but also formulate training plans and game strategies based on the characteristics of the team to enhance the competitiveness of the entire team. The coach's leadership behavior can also promote cooperation among team members and form a sense of team identity. Finally, the article emphasizes the close relationship between organizational team culture and coach leadership behavior, and explores the important impact of coach leadership behavior on team organizational culture. Research shows that a coach’s leadership behavior has a key impact on the overall effectiveness of the team, so exploring the relationship between the coach’s leadership behavior and the team’s organizational culture is of great significance for optimizing coaching practices. In summary, this article deeply explores the relationship between coaching leadership behavior and team organizational culture, providing an important reference for further optimizing coaching practice.