Digital transformation has emerged as a strategic imperative for investment and wealth managers navigating a rapidly evolving financial landscape. This paper explores the multifaceted impact of digital transformation across competitive positioning, operational efficiency, client engagement, data-driven decision making and regulatory compliance. It argues that technology adoption alone is insufficient; successful transformation requires strategic clarity, cultural alignment and organisational readiness. The paper highlights how digital platforms and analytics enable companies to differentiate services, enhance client experiences and improve return on invested capital. Operationally, digital transformation streamlines workflows, reduces costs and mitigates risks associated with legacy systems and manual processes. The transition to cloud-native architectures and artificial intelligence (AI)-driven reconciliation supports scalability and resilience, particularly under market stress. Enhanced client engagement through omnichannel access and personalised insights fosters loyalty and asset stickiness. Data analytics empower investment managers to refine portfolio strategies and optimise company-level decisions, while digital infrastructures facilitate timely and transparent regulatory reporting. The paper also examines emerging opportunities in know your customer/anti-money laundering (KYC/AML), credit ratings and primary fixed-income issuance, where digital tools are reshaping traditional workflows. Ultimately, digital transformation is positioned not merely as a technological upgrade but as a foundational shift in how investment companies create value, manage risk and serve clients. The paper concludes by emphasising the need for sustained leadership commitment and strategic investment to future-proof organisations in an increasingly tech-centric financial ecosystem. This article is also included in The Business & Management Collection which can be accessed at https://hstalks.com/business/.

Implementing quality assurance systems in healthcare settings is a growing trend globally. However, the impact of such systems on staff well-being and patient safety, particularly during major disruptions such as the COVID-19 pandemic, remains insufficiently explored. This study investigates how the implementation of the Joint Commission International (JCI) accreditation system affected a Finnish private hospital during a period of organisational change and crisis. This qualitative study was conducted through seven focus group interviews in two rounds (2020 and 2022) with a total of 27 healthcare professionals. The participants represented various professional groups in the hospital. Data were analysed using conventional qualitative content analysis to identify themes related to staff experiences, perceived benefits, and challenges associated with the quality assurance system. The implementation of the quality assurance system was initially viewed positively, especially for its potential to unify guidelines, support staff orientation, and improve patient safety. However, the process was perceived as time-consuming and misaligned with local practices. The COVID-19 pandemic and changes in hospital ownership significantly slowed implementation. Despite this, the system was considered beneficial for institutional credibility, marketing, and internal clarity of roles and responsibilities. While comprehensive quality assurance systems such as JCI can enhance process transparency and patient outcomes, their successful integration requires contextual adaptation, dedicated resources, and sustained leadership. Staff well-being and participation should be prioritized throughout the process to ensure long-term benefits.

BackgroundImplementing quality assurance systems in healthcare settings is a growing trend globally. However, the impact of such systems on staff well-being and patient safety, particularly during major disruptions such as the COVID-19 pandemic, remains insufficiently explored. This study investigates how the implementation of the Joint Commission International (JCI) accreditation system affected a Finnish private hospital during a period of organisational change and crisis.MethodsThis qualitative study was conducted through seven focus group interviews in two rounds (2020 and 2022) with a total of 27 healthcare professionals. The participants represented various professional groups in the hospital. Data were analysed using conventional qualitative content analysis to identify themes related to staff experiences, perceived benefits, and challenges associated with the quality assurance system.ResultsThe implementation of the quality assurance system was initially viewed positively, especially for its potential to unify guidelines, support staff orientation, and improve patient safety. However, the process was perceived as time-consuming and misaligned with local practices. The COVID-19 pandemic and changes in hospital ownership significantly slowed implementation. Despite this, the system was considered beneficial for institutional credibility, marketing, and internal clarity of roles and responsibilities.ConclusionsWhile comprehensive quality assurance systems such as JCI can enhance process transparency and patient outcomes, their successful integration requires contextual adaptation, dedicated resources, and sustained leadership. Staff well-being and participation should be prioritized throughout the process to ensure long-term benefits.

Sustainable educational leadership and the climate crisis: knowledge, power, and positive futures

BackgroundAntimicrobial resistance (AMR) poses a critical global health threat and disproportionately affects low and middle-income countries such as Nigeria, where inappropriate antibiotic use is widespread.1 Strengthening antimicrobial stewardship (AMS) is critical to tackling antimicrobial resistance (AMR).2 However, its implementation across Nigerian healthcare settings remains fragmented and insufficiently understood.2 Targeted AMS interventions are essential to address AMR, and understanding local barriers and facilitators can improve programme effectiveness, reduce AMR and enhance patient outcomes in Nigeria.3ObjectivesTo systematically review the barriers, facilitators and implementation strategies associated with AMS programmes in Nigerian healthcare facilities.MethodsA systematic search of PubMed, Scopus, Web of Science, CINAHL, Cochrane Library and Google Scholar was conducted for English-language studies published between 2015 and 2025. Inclusion criteria were studies conducted in Nigeria that reported barriers, facilitators, or strategies for AMS implementation. Study quality was assessed using the Critical Appraisal Skills Programme (CASP) checklist and the Mixed Methods Appraisal Tool (MMAT, 2018). Data extraction captured study characteristics, findings, AMS interventions and facilitators, which were synthesized through thematic and quantitative analyses.ResultsA total of 844 articles were screened, of which 10 met the inclusion criteria. Barriers to AMS implementation included resistance from prescribers (10%), workload issues (20%), infrastructure gaps (40%), policy or administrative gaps (50%), resource limitations (60%) and training and education deficits, with approximately 70% of prescribers demonstrating poor AMS awareness. Facilitators included IT infrastructure (10%), institutional policies (20%), multidisciplinary teams (30%), training programmes (30%), professional expertise (70%) and leadership support (80%), emerging as central drivers of stewardship programmes in Nigerian Healthcare Facilities. Implementation strategies reported across studies involved IT and digital health integration (20%), prospective audits and feedback (30%), pre-authorization systems (30%), education and training programmes (40%), guidelines and policy development (60%), surveillance and monitoring systems (80%) and AMS teams or committee formation (80%) which provide a roadmap for improving AMS implementation in Nigerian healthcare facilities.ConclusionsAntimicrobial resistance is a challenging global health concern, particularly in Nigeria. This systematic review identified significant barriers to AMS implementation, including inadequate diagnostics, limited training and weak policies, with 70% of prescribers showing poor awareness. However, pharmacy-led initiatives and collaborative approaches show promise. Urgent investment in diagnostic infrastructure, systematic capacity building, policy reform and sustained leadership commitment are essential to improve the AMS programme effectiveness and combat antimicrobial resistance in Nigerian healthcare facilities.

Challenges in clinical nutrition research in Latin America: A narrative review.

Centralized Kiai leadership, despite being the historical foundation of Islamic boarding schools (pesantren), faces significant challenges in addressing the complexities of the 21st century. This article discusses the recontextualization of Kiai leadership through the integration of distributed approaches and systematic regeneration to build institutional resilience. This research uses a Systematic Literature Review (SLR) following an adapted PRISMA framework. A literature search was conducted in indexed academic databases using a combination of keywords such as "Kiai leadership," "distributed pesantren leadership," and "pesantren leadership regeneration." Data analysis was conducted thematically on selected studies. The study produced a hypothetical model that transforms the Kiai's role from a single operational leader to a visionary-spiritual leader. Distributed leadership is realized through the empowerment of the asatidz council, senior santri, and professional staff in operational decision-making. This model is implemented in three integrative phases: foundation preparation, empowerment implementation, and ongoing maintenance. The synergy between distributed leadership and regeneration creates a sustainable leadership pipeline. Distribution of responsibilities serves as a laboratory for cadre development, while systematic regeneration ensures the availability and quality of potential successors. This integration allows Islamic boarding schools to maintain their traditional values (such as Uswah Hasanah and Zuhd) while increasing their adaptive capacity and pedagogical innovation, thus building strong organizational resilience in a disruptive era.

To explore nurse managers' awareness and concerns about climate change, the factors influencing their perceptions, and their leadership roles in sustainable healthcare. Nurse managers play a pivotal role in promoting climate resilience and embedding sustainability into healthcare organizations. Their leadership is essential for mobilizing teams and aligning healthcare systems with sustainability goals, yet evidence on their awareness, concerns, and leadership in this area remains limited. A mixed-methods convergent parallel design was employed. Quantitative data were collected through surveys of nurse managers, and qualitative data were obtained from focus group discussions. Findings were analyzed using descriptive and interpretive approaches and integrated through the Climate Adaptation Framework. Nurse managers reported high awareness and concern regarding climate change. Awareness was shaped by a younger age, higher education, and prior climate training. Despite strong motivation, participants highlighted limited institutional understanding, weak policy frameworks, and resource constraints. Qualitative insights revealed fragmented planning and a pressing need for interprofessional collaboration. Advancing climate action requires shifting from individual efforts to system-level strategies. Nurse managers are positioned to inspire teams and foster innovation, but their effectiveness depends on stronger organizational commitment, adequate resources, and aligned policies. Although nurse managers show readiness to lead, structural barriers such as inadequate policies, funding, and training restrict sustainable action and underutilize their leadership potential. Embedding climate education into curricula, strengthening institutional sustainability initiatives, and fostering cross-sector collaborations are essential for leadership development. Policies should prioritize sustainability leadership training, allocate resources for adaptation, and provide structured frameworks that empower nurse managers as transformative leaders in climate-resilient healthcare systems.

Purpose This study explores how leadership and organizational politics interact and what this means for leadership development and organizational learning. Design/methodology/approach A bibliometric review of 715 Scopus-indexed articles (1965–2025) was conducted using VOSviewer and Biblioshiny to identify influential authors, journals, and emerging themes Findings Research has shifted from early work on power and influence to current focus on political skill, ethical leadership, and psychological safety. Gerald Ferris and K.M. Kacmar are the most cited scholars, and Leadership Quarterly is the leading journal. Evidence shows that political skill, when combined with ethics, fosters trust, collaboration, and learning in politically complex environments. Research limitations/implications This article translates bibliometric evidence into practical lessons for leadership development programs, positioning political skill as a core leadership capability, rather than a negative workplace phenomenon. Practical implications Organizations should integrate political acumen, ethical decision-making, and psychological safety into leadership training and succession planning. Action learning and simulations can help leaders build these skills. Social implications Embedding fairness and inclusion in leadership development contributes to SDG 8 (Decent Work) by promoting fair work environments, and SDG 16 (Effective Institutions) by strengthening trust and integrity. Originality/value Drawing on six decades of bibliometric evidence, this study reframes political skill as an ethical leadership competency, showing how politically adept behaviors, guided by ethical norms, foster inclusion, fairness, trust, and psychological safety, offering actionable insights for sustainable leadership.

Sustainable leadership innovation capability (SLIC): Enhancing organizational sustainability performance in the construction industry

This study investigates the developmental and diplomatic effects of Official Development Assistance (ODA)-supported higher education, examining how international scholarship programs enhance individual capacity, institutional reform, and global cooperation. Using a mixed-methods approach, the study analyzes survey data from 354 international alumni and in-depth interviews with 26 graduates of ODA-supported programs in Korea. At the individual level, capacity building, institutional capacity, career advancement, relationship building, and transformational leadership were examined as predictors of overall satisfaction. At the global level, empowerment, global mindset, governance capacity, international cooperation, global citizenship, and global competency were analyzed as determinants of leadership effectiveness. Results indicate that relationship building and empowerment were the strongest predictors of satisfaction and leadership effectiveness, respectively. Engagement with Korea further reinforced positive perceptions of the host country, revealing soft-diplomacy spillover effects. The findings show that ODA-supported higher education serves as a strategic mechanism for enhancing professional development and institutional capacity while fostering sustainable international cooperation and global leadership. The study empirically confirms that ODA-supported higher education contributes to sustainable development.

This study conducts a comprehensive bibliometric analysis to map the intellectual landscape of leadership development within the field of sustainable human resource management (HRM). Using the Scopus database and visualized through VOSviewer, the analysis explores research patterns, influential authors, institutional collaborations, and thematic evolutions from 2016 to 2024. Findings reveal that sustainable development and leadership function as central anchors of the literature, with growing emphasis on green HRM, ethical leadership, green transformational leadership, and innovation-driven sustainability. The temporal overlay shows a shift from foundational sustainability concepts toward applied research focused on organizational performance, environmental outcomes, and leadership behaviors that promote employee green practices. Co-authorship and country networks highlight strong global collaboration, particularly among the United Kingdom, China, and India. The study contributes to the theoretical integration of leadership and sustainable HRM while offering practical insights for designing sustainability-oriented leadership development programs. Limitations and future research opportunities are also identified to support continued advancement of this emerging field.

Qatar’s ongoing national development has brought notable advances in education, infrastructure, and gender inclusion. However, Qatari women remain significantly underrepresented in leadership positions across business, academia, and government sectors. This article examines the multifaceted challenges that Qatari women face in achieving and maintaining leadership roles. Using a qualitative approach that involves surveys and in-depth interviews, the study uncovers institutional, cultural, and interpersonal barriers that hinder women’s progress, despite high levels of academic achievement and national policy commitments to gender equality. Drawing on first-person narratives, this article outlines systemic human resources obstacles, patriarchal expectations, the effect of wasta (personal connections), and the emotional toll of navigating traditional gender roles. It concludes with policy recommendations aimed at fostering sustainable gender equity, institutional transformation, and leadership inclusivity. The findings have broad relevance for policymakers, academic institutions, and civil society actors in Qatar and across all other Gulf Cooperation Council countries.

This study explored the lived experiences, coping mechanisms, and perceptions of teachers on the assimilation of technology into teaching practices in selected private elementary schools in Talomo District, Davao City. Using a phenomenological design, the researcher conducted in-depth interviews (IDI) and focus group discussions (FGD) with ten purposively selected teachers. Findings revealed four major themes from their lived experiences: navigating the learning curve, transforming instructional delivery, strengthening autonomy and creativity, and emotional and professional growth. Teachers also employed key coping mechanisms such as self-directed learning, seeking support systems, and time management and prioritization. Their perceptions were grouped into three themes: perceived usefulness, perceived challenges, and attitudes toward technology use. Teachers saw technology as helpful in improving instruction, but also expressed concerns about training gaps, weak infrastructure, and time demands. Despite these, most teachers showed a strong willingness to adapt and reported increased confidence over time. The study’s results align with the TPACK framework by Mishra and Koehler (2006), emphasizing the integration of technological, pedagogical, and content knowledge. These insights suggest the need for holistic professional development, peer collaboration, and sustained leadership support. Overall, the study highlights that meaningful tech integration is possible when teachers are empowered and systems are responsive to their needs. Keywords: Technology Integration; Teaching Practices; TPACK Framework; Teacher Experiences; Coping Mechanisms

The current system for training educational managers in Kazakhstan remains focused on technical and administrative skills, which is inadequate in the context of digital transformation and the age of artificial intelligence. There is a research gap regarding the integration of sustainable social development and new pedagogical models, socio-formation pedagogy, into the management education system. The purpose of this study is to develop a structural-functional model of education that will facilitate the development of professional competencies in future educational managers. The methodology employed includes analysis, modeling, and a quasi-experimental approach, incorporating quantitative analysis of changes in student competencies before and after completing the course. The sample consisted of 150 fourth-year students from three Kazakhstani universities specializing in educational management and related fields. Data were collected using a Likert-type questionnaire and analyzed using the Student's t-test and other statistical methods to assess the significance of the changes. The results demonstrated that students' skills significantly improved across all three categories following the implementation of the model. Digital competency increased by 3.2-4.5 points, which was attributed to the active use of digital tools (p < 0.001, t = 10.5). Strategic thinking also improved, albeit at a less significant level (3.1-4.3 points, p < 0.001, t = 9.8), which can be explained by the need for experience and additional learning time to acquire strategic planning skills. Intercultural competencies, essential for working in a globalized educational environment, grew by 3.0-4.2 points (p < 0.001, t = 11.0) due to international online meetings where students interacted with peers from other cultures. The proposed model addresses existing research gaps by integrating the concepts of sustainable social development and social design into management skills training. Its implementation contributes to the development of educational leaders capable of ethical leadership, critical thinking, and effective management of educational transformations.

This study empirically examines how leadership styles influence adaptability, sustainability engagement, and innovation across a multigenerational workforce using a cross-industry dataset (N = 624) collected through an online survey. We found that Integrated, Transformational, Participative, Servant, and Transactional leadership styles positively correlate with workforce adaptability, sustainability engagement, and innovation-support behaviors. Workforce adaptability was evaluated with the Adjustment Index (AI), sustainability involvement with the Sustainability Effectiveness Index (SEI), and leadership influence on innovation with the Innovation Potential Index (IPI). Each index was derived from multi-item Likert scales and validated using reliability tests (α = .84–.91) and multigroup measurement invariance. Inferential analyses using ANOVA and multigroup SEM demonstrate that workplaces adopting Integrated and Transformational leadership report significantly higher adaptability (p &lt; .001), sustainability participation (p &lt; .01), and knowledge transfer across generational cohorts. Analysis shows that Integrated and Transformational leadership models maximize workforce retention, sustainability adoption, and knowledge transfer, especially among Millennials and Generation Z. In contrast, the effects of Transactional leadership were statistically weak or non-significant (p &gt; .05), indicating limited impact on sustainability participation and innovation outcomes. Sector-level comparisons indicate that technology and financial services exhibit the strongest sustainability compliance and innovation adoption, partially mediated by leadership practices. This study highlights the need for generationally agile leadership frameworks for optimizing collaboration, sustainability commitment, and long-term organizational resilience. Future studies should examine AI-enabled leadership systems and cross-cultural variations to strengthen the global applicability of sustainable leadership models.

This community service activity aims to strengthen the leadership capacity of youth and congregations at the Faithful Christian Church of Indonesia (GKSI) Ampadi, West Kalimantan, through empowerment programs and training based on spiritual values. The church as a faith community has a strategic responsibility in creating leadership regeneration, but the reality on the ground shows that youth involvement in ministry is still limited. This service activity was carried out with a participatory and qualitative descriptive approach, through stages of observation, literature study, spiritual leadership training, cross-generational mentoring, and direct assistance to participants. The results of the activity showed that the low participation of youth in GKSI Ampadi was caused by a lack of structural development, the dominance of the senior generation, and the absence of a clear cadre system. Through a Bible-based leadership training program, the formation of an inclusive ministry team, and ongoing mentoring, there was a significant increase in youth involvement and synergy between congregations. In addition, this activity produced a leadership cadre roadmap as a strategic guide for the church in developing human resources for ministry. This service activity not only had an impact on improving the quality of service and congregational activity, but also strengthened the process of sustainable leadership regeneration within the local church environment. It is hoped that this empowerment model can be applied contextually by other churches to build dynamic, inclusive, and contemporary service communities.

Background This study explores how equine-assisted leadership development (EALD) interventions activate experiential processes that reshape leaders’ self-concept, relational schemas, and behaviors. A conceptual model is proposed to explain how non-verbal interaction with horses catalyzes transformational learning. Methods A qualitative exploratory design was employed to examine leaders’ experiences over 12 months following reintegration into their workplaces. Eight leaders ( n = 8) attended a 5-day EALD program, engaging in “join-up” exercises with horses. Data were analyzed through reflexive thematic analysis to identify leadership learning and transformation patterns. Findings The reflexive thematic analysis produced three interrelated themes: (1) embodied self-awareness and leadership reflection, (2) transformative learning and behavioral change, and (3) relational leadership and trust-based engagement—which together describe a developmental pathway from immediate embodied feedback to sustained workplace change. Originality/value This is the first Malaysian study to show how structured human–animal interaction can elicit sustained leadership shifts. By positioning horses as non-verbal feedback systems, the research highlights embodied, affective, and relational dimensions of leadership development often overlooked in cognitive or skills-based models.

This research investigates the impact of effective administrative leadership on crisis management and decision-making effectiveness in Jordan, utilizing a quantitative case study approach. In a climate characterized by regional instability, refugee influxes, and economic challenges, effective crisis leadership is crucial for organizational resilience. The research aims to assess the influence of attributes such as ethical judgment, emotional regulation, and decision-making capacity on leadership efficacy during crises. Data were collected from 300 organizational leaders in Jordan's public and commercial sectors through standardized questionnaires based on validated assessments. The evaluations measured leadership traits, decision-making effectiveness, and perceived crisis management skills. Descriptive statistics revealed heightened levels of leadership traits among participants, while correlation analysis exhibited significant positive correlations between intelligent leadership skills and successful crisis management (ranging from 0.60 to 0.75, all p &lt; 0.01). Regression analysis identified decision-making as the foremost predictor of effective crisis management, succeeded by emotional regulation and ethical judgment. The findings suggest that fostering wisdom-related qualities—particularly effective decision-making and emotional intelligence—can significantly improve crisis outcomes. Based on these findings, several practical recommendations are proposed: businesses should offer leadership training focused on ethical reasoning and emotional intelligence, promote a culture of transparency, and implement structured crisis response frameworks that emphasize prudent decision-making. This research underscores the importance of cultivating judicious leadership attributes to enhance organizational resilience in times of crisis. Future study should examine the long-term effects and the role of organizational culture in fostering these traits, leading to a more profound comprehension of sustainable leadership strategies in unstable environments.

The study explores leadership practices of school principals in marginalised communities during times of crisis in public schools in Lebanon. Through in-depth, semi-structured interviews with 24 school principals, we examine (1) their leadership practices and (2) the rationales they gave these practices. This research employs a conceptual triangulation of the Bolman and Deal four-frame model and Foucauldian concepts of governmentality, surveillance and technologies of the self to critically analyse school leaders’ narratives. Findings suggest that, in the compounded-crisis context of Lebanon, school principals exhibit a tension between re-evaluating their routine practices and maintaining established systems of control and surveillance to ensure the efficient functioning of their schools. This study underscores the need for future research to explore how leadership in marginalised contexts can move beyond these normative practices to develop more empowering and human-centred approaches, especially during crises. This research could inform practices that balance structural efficiency with teacher empowerment and community engagement, fostering sustainable educational leadership. Findings of the study can also have implications for policymakers to consider this dynamic and develop leadership preparation programmes and professional development that build principals’ capacity to navigate their complex roles while working towards the necessary structural reform.