WorldWideScience

Sample records for accelerated leadership development

  1. Accelerated Leadership Development: Fast Tracking School Leaders

    Science.gov (United States)

    Earley, Peter; Jones, Jeff

    2010-01-01

    "Accelerated Leadership Development" captures and communicates the lessons learned from successful fast-track leadership programmes in the private and public sector, and provides a model which schools can follow and customize as they plan their own leadership development strategies. As large numbers of headteachers and other senior staff…

  2. Accelerating Leadership Development via Immersive Learning and Cognitive Apprenticeship

    Science.gov (United States)

    Backus, Clark; Keegan, Kevin; Gluck, Charles; Gulick, Lisa M. V.

    2010-01-01

    The authors put forward an approach to leadership development that builds on the principle of accelerated learning. They argue that leadership development, particularly in a period of recession or slow economic growth, needs to deliver results more quickly and with fewer resources. Indeed, they raise the question of whether or not this is what is…

  3. "Leading Better Care": An evaluation of an accelerated coaching intervention for clinical nursing leadership development.

    Science.gov (United States)

    Cable, Stuart; Graham, Edith

    2018-03-30

    Outcomes of an accelerated co-active coaching intervention for senior clinical nursing leadership development. Co-active coaching is characterized by a whole person approach, commitment to deep learning and conscious action through supportive compassionate and courageous coach-coachee partnership. The national leadership capabilities framework, "Step into Leadership", was used for development and evaluation. 116 senior clinical nurse leaders attended one face-to-face induction day and received a total of 3 hours of one-to-one telephone coaching and two virtual peer group facilitated sessions. Evaluation used primarily qualitative descriptive methods with iterative review of emerging themes. Capability mapping indicated self-leadership development as the most frequently cited need. Improvements in self-confidence, capacity for reflection and bringing whole self into the work were reported to deliver enhancement in team and service performance. Co-active coaching supported deep analysis by individuals. Focus on self, rather than behaviours provoked reflection on perspectives, mindsets, beliefs and approaches which can lead to more sustainable behaviour and support service change. Investment in a co-active coaching approach offers bespoke support for clinical leaders to develop self-leadership capability, a precursor to delivering positive impacts on care. © 2018 John Wiley & Sons Ltd.

  4. The Empowering Role of Profession-Based Student Organizations in Developing Student Leadership Capacity.

    Science.gov (United States)

    Lebrón, Mariana J; Stanley, Cheryl L; Kim, Ariana J; Thomas, Kieara H

    2017-09-01

    After recreation and intramural groups, students participate in profession-based organizations more frequently than any other. This chapter explores how these groups can leverage their unique context to accelerate student leadership development and profession-related leadership competencies. © 2017 Wiley Periodicals, Inc., A Wiley Company.

  5. Dialogue on leadership development

    Directory of Open Access Journals (Sweden)

    C. Manohar Reddy

    2015-03-01

    Full Text Available Sharing our considerable experience as teachers who have designed and conducted leadership development programmes, we discuss the challenges in the field of leadership development. We distinguish between leader development and leadership development; differentiate leadership theories from leadership development theories; discuss the goals of leadership development programmes and their implications for the design of such programmes – the knowing, being and doing gap and how the goal, cognitive understanding vs. deeper internalization vs. transformation would impact the design; the need to synthesize Western and Indian approaches to leadership development; and the importance of designing coherent leadership development programmes which combine multiple methods and approaches.

  6. Dialogue on leadership development

    OpenAIRE

    Reddy, C Manohar; Srinivasan, Vasanthi

    2015-01-01

    Sharing our considerable experience as teachers who have designed and conducted leadership development programmes, we discuss the challenges in the field of leadership development. We distinguish between leader development and leadership development; differentiate leadership theories from leadership development theories; discuss the goals of leadership development programmes and their implications for the design of such programmes – the knowing, being and doing gap and how the goal, cognitive...

  7. A logo-leadership intervention: Implications for leadership development

    Directory of Open Access Journals (Sweden)

    Frances Scholtz

    2015-08-01

    Full Text Available Orientation: Logo-leadership development challenges leaders to move beyond financial or individual gain to accepting leadership as a calling. Research purpose: The objective of the study was to ascertain whether an intervention embedded in the life and teachings of logo-therapist Viktor Frankl affects the way aspiring leaders construct leadership in terms of meaning (logo-leadership. Motivation for the study: A consideration of Frankl’s life gives rise to the question of whether aspiring leaders can learn from and use his life teachings as an inspiration in the discovery of meaning for themselves as leaders. Research approach, design and method: Participants comprised 20 students registered for an MCom degree at a South African metropolitan university. The research process involved three phases: (1 a pre-intervention questionnaire, (2 an appreciative inquiry intervention and (3 a post-intervention questionnaire. Framework analysis and a comparative method were used to analyse the data. Main findings: A meaning-centred leadership development intervention may impact the leadership role orientation of aspiring leaders, changing it from a predominantly career orientation to a calling. However, this effect largely occurred on an explicit (extrinsic level. Managerial implications: Organisations that wish to develop logo-leadership may consider using the life teachings and work of Frankl as a development tool. Contribution/value-add: This study contributes theoretically to a relatively new development within the field of Frankl’s logotherapy, leadership with meaning (logo-leadership. On apractical level, this study introduced the concept of logo-leadership for leadership development and suggests that leadership may be influenced by exposure to a leadership intervention.

  8. Leadership Identity Development through an Interdisciplinary Leadership Minor

    Science.gov (United States)

    Sorensen, Tyson J.; McKim, Aaron J.; Velez, Jonathan J.

    2016-01-01

    Leadership development among postsecondary students can occur through a variety of experiences; one such experience is a leadership minor. The purpose of this descriptive interpretive study was to analyze students' experiences while enrolled in a leadership minor with a focus on exploring evidence of leadership identity development. By exploring…

  9. Developing Leadership Behaviour

    DEFF Research Database (Denmark)

    Sørensen, Peter

    Managers in the public sector act in a political context full of dilemmas. Nevertheless, they must show courage, efficiency, make difficult decisions, prioritize and produce results for the citizens. This seems to demand new and/or better ways of leading the public sector. Leadership development......, education and training are some of the tools, which are often used to renew, rethink and restructure leadership as well as management. The purpose of this dissertation is to examine the impact of formal leadership education on developing public leadership behaviour....

  10. Inclusive Leadership Development: Drawing From Pedagogies of Women's and General Leadership Development Programs

    Science.gov (United States)

    Sugiyama, Keimei; Cavanagh, Kevin V.; van Esch, Chantal; Bilimoria, Diana; Brown, Cara

    2016-01-01

    Trends in extant literature suggest that more relational and identity-based leadership approaches are necessary for leadership that can harness the benefits of the diverse and globalized workforces of today and the future. In this study, we compared general leadership development programs (GLDPs) and women's leadership development programs (WLDPs)…

  11. Develop your leadership skills

    CERN Document Server

    Adair, John

    2016-01-01

    "Develop Your Leadership Skills "is John Adair s most accessible title on leadership. Full of exercises and checklists, it can help boost confidence levels and guide and inspire anyone on their journey to becoming a leader of excellence. Acknowledged as a world expert, John Adair offers stimulating insights into recognizing and developing individual leadership qualities, acquiring personal authority, and mastering core leadership functions such as planning, communicating and motivating. The new edition includes summary points for each chapter.

  12. Unified Leadership Development

    Science.gov (United States)

    2013-05-01

    leadership has failed when an Army Captain addresses her superior Brigadier General as “pappa panda sexy pants.”4 Given these examples of leadership...assessments by subordinates, peers, and senior leaders. The aspect of emotional intelligence bears on the leadership component of self-development and the...and manifests itself in devotion and “ bearing true faith and allegiance to the Constitution.”24 Leaders demonstrate loyalty to the Constitution

  13. Development of managerial leadership skills

    OpenAIRE

    VEJVODOVÁ, Klára

    2013-01-01

    This work summarizes the most important theoretical approaches of leadership, describes the main styles leadership styles and task of managers in the organization, influences on the effectiveness of leadership, and how to develop leadership skills. The practical part applies this knowledge in practice and provides the particular company guidance of management development on the basis of data collected by questionnaire survey.

  14. Identifying Inputs to Leadership Development within an Interdisciplinary Leadership Minor

    Science.gov (United States)

    McKim, Aaron J.; Sorensen, Tyson J.; Velez, Jonathan J.

    2015-01-01

    Researchers conducted a qualitative analysis of students' experiences while enrolled in an interdisciplinary leadership minor with the intent to determine programmatic inputs that spur leadership development. Based on students' reflections, three domains of programmatic inputs for leadership development within the minor were identified. These…

  15. Developing leadership talent in healthcare organizations.

    Science.gov (United States)

    Wells, Wendy; Hejna, William

    2009-01-01

    Effective initiatives for developing and retaining leadership talent are built around five supporting elements: Identification of key leader competencies. Effective job design. A strong focus on leadership recruitment, development, and retention. Leadership training and development throughout all levels of the organization. Ongoing leadership assessment and performance management.

  16. Personal Leadership Development within Master of Public Governance

    DEFF Research Database (Denmark)

    Meier, Frank; Tangkjær, Christian

    2013-01-01

    The purpose of this study is to explore how managerial agency is constructed through three relational strategies: i. between self and institutional context, ii. between self and social context, and iii. between self and oneself. The empirical source is a database of assignments by some 270 students......, participating in a one year Personal Leadership Development course within a Master of Public Governance 2009 – 2012. The context of the study is the accelerated changes in Danish Public Sector, and how these changes impact managers and their organisations under dominant management discourses, New Public...... Management and New Public Governance etc. The empirical analysis – initiated in this paper - explore if a žižekian approach can make sense of the managers ‘fantastic’ reliance on leadership and management tools and concepts to complete the (likewise) fantastic promises of organisational change brought...

  17. The Levels of Leadership and Transcendent Servant Leadership Development

    Science.gov (United States)

    McClellan, Jeffrey L.

    2009-01-01

    This paper addresses the challenges associated with defining and conceptualizing leadership amidst the plethora of theoretical constructs and definitions of leadership and proposes a model for developing transcendent servant-leaders. Based on a review of the literature, three categorical levels of leadership are outlined and discussed that…

  18. School Leadership Skill Development

    Science.gov (United States)

    Weigel, Richard A.

    2013-01-01

    The purpose of this study was to investigate the relationship between what is currently understood about skills for school leadership and the need for a greater understanding of those skills. The importance of developing leadership skills to improve school performance and effectiveness is great. In the field of school leadership, most leaders…

  19. Intelligent leadership and leadership competencies : developing a leadership framework for intelligent organizations

    OpenAIRE

    Sydänmaanlakka, Pentti

    2003-01-01

    The purpose of this study was to develop a leadership framework for intelligent organizations. This was done by analyzing the future working environment of managers, leadership as a phenomenon and as a process and leadership competencies. How leadership is typically learned and trained and how we could improve these activities, was also studied. One of the contentions of this thesis is that as the world is shifting from an industrial paradigm to a post-industrial paradigm, it is necessary tha...

  20. Technical Leadership Development Program

    Science.gov (United States)

    2010-12-13

    the traditional tenets of leadership and management , systems thinking, understanding SOS issues, and thinking and acting holistically. Our research...international element 2.0 Enterprise Leadership and Management UNCLASSIFIED Contract Number: H98230-08-D-0171 DO 002. TO002, RT 004 Report No...mechanisms for leadership of the overall technical effort, for systems engineering, for requirements, management , and for systems integration. o Develop

  1. Leadership Role Identity Construction in Women's Leadership Development Programs

    Science.gov (United States)

    Brue, Krystal L.; Brue, Shawn A.

    2018-01-01

    This article analyzes women's only leadership development training to determine how leadership roles are conceptualized and implemented, how women independently and collectively construct new leadership role identities, and how leadership identities are retained post training. Themes of nested validation, accepting the belonging narrative,…

  2. Addressing the leadership gap in medicine: residents' need for systematic leadership development training.

    Science.gov (United States)

    Blumenthal, Daniel M; Bernard, Ken; Bohnen, Jordan; Bohmer, Richard

    2012-04-01

    All clinicians take on leadership responsibilities when delivering care. Evidence suggests that effective clinical leadership yields superior clinical outcomes. However, few residency programs systematically teach all residents how to lead, and many clinicians are inadequately prepared to meet their day-to-day clinical leadership responsibilities. The purpose of this article is twofold: first, to make the case for the need to refocus residency education around the development of outstanding "frontline" clinical leaders and, second, to provide an evidence-based framework for designing formal leadership development programs for residents. The authors first present a definition of clinical leadership and highlight evidence that effective frontline clinical leadership improves both clinical outcomes and satisfaction for patients and providers. The authors then discuss the health care "leadership gap" and describe barriers to implementing leadership development training in health care. Next, they present evidence that leaders are not just "born" but, rather, can be "made," and offer a set of best practices to facilitate the design of leadership development programs. Finally, the authors suggest approaches to mitigating barriers to implementing leadership development programs and highlight the major reasons why health care delivery organizations, residency programs, and national accreditation bodies must make comprehensive leadership education an explicit goal of residency training.

  3. Developing an Organizational Leadership Graduate Program: A "CHAT" about Leadership Education

    Science.gov (United States)

    Hughes, Patrick J.; Panzo, Donna

    2015-01-01

    Much of recent research on leadership education focuses on the application of a particular assignment or project to develop an individual's leadership. Other research has examined leadership development from different educational levels such as graduate, undergraduate, and even K-12. The following paper is an idea brief surrounding a newly created…

  4. Authentic leadership: develop the leader within.

    Science.gov (United States)

    Yasinski, Lesia

    2014-03-01

    Great leadership usually starts with a willing heart, a positive attitude, and a desire to make a difference. Strong leadership is important, in today's health care climate, to ensure optimal patient outcomes and the fostering of future generations of knowledgeable, motivated and enthusiastic perioperative nurses. This article will explore key elements necessary for the development of authentic leadership. While highlighting the role that personal development plays in leadership skills, this article will also discuss ways to cultivate authenticity in leadership. The following questions will be addressed: What is authentic leadership? How does one become an authentic leader?

  5. Public health leadership development: factors contributing to growth.

    Science.gov (United States)

    Olson, Linda G

    2013-01-01

    This study compares pre- and posttest Leadership Practices Inventory (LPI-Self) scores for public health leaders who completed the Regional Institute for Health and Environmental Leadership (RIHEL) training program at least 2 years earlier; it seeks to identify factors contributing to changes in practices and overall leadership development for public health and environment leaders. Sixty-seven alumni who completed the yearlong RIHEL program between 1999 and 2002 participated through mailed surveys and phone interviews. The Leadership Practices Inventory, an alumni leadership development survey, and interviews provided evidence for positive change in leadership practices. Alumni experienced significant increases in pre- to post-LPI scores, collaborative leadership practices, and communication skills consistent with those taught in the RIHEL program. Women presented higher Encourage the Heart scores than men. Years of public health service negatively correlated with Total Change scores of LPI. The RIHEL program as a training intervention was credited significantly with changes in leadership practices for alumni studied. Nine influencing factors were identified for leadership development and are embedded in a Leadership Development Influence Model. These include self-awareness, a leadership development framework, and skills important in multiple leadership situations. Confidence was both an encouraging factor and a resulting factor to the increased exemplary leadership practices. Leadership development in public health must include multiple factors to create consistent increases in exemplary leadership practices. While the study focused on the leadership development process itself, RIHEL training was reported as having a positive, significant impact overall in participant leadership development. This study adds research data as a foundation for training content areas of focus. Studies to further test the Leadership Development Influence Model will allow public health

  6. Worklife Improvement and Leadership Development study: a learning experience in leadership development and "planned" organizational change.

    Science.gov (United States)

    Cummings, Greta G; Spiers, Judith A; Sharlow, Janice; Germann, Paula; Yurtseven, Ozden; Bhatti, Aslam

    2013-01-01

    In response to increasing recognition of the importance of quality health care work environments, the Alberta Cancer Board initiated a province-wide leadership development program to plan for organizational change through a series of stages. In 2004, the Leadership Development Initiative (LDI) was implemented to facilitate organizational learning using a cohort-based leadership intervention based on a communities of practice framework. The aim of the Worklife Improvement and Leadership Development study was to examine both the outcomes and experiences of participants of the LDI program to better understand leadership development, implementation, and its impact on worklife quality among 5 cohorts of health care managers and staff at the Alberta Cancer Board. This study used both structured survey and interview methods, using a pretest-intervention-posttest quasi-experiment without a control group design, to assess the effects of LDI on worklife of leaders and staff. Surveys included the Leadership Practices Inventory and Areas of Worklife Scale, which looked at meaningfulness of work and organizational engagement. Interviews and focus group data provided a more detailed description of the experience of leadership development and perceptions of organizational worklife. The study revealed layers of information about the complexity of individual and collective leadership in a cohort-based design, perceptions of leadership initiatives, organizational worklife, and planned organizational change. Our findings suggest that early changes in how leaders reflected on their own skills and practices (Leading Self) were positive; however, growing disengagement as the LDI continued was evident in the focus group data, particularly when change in behavior of others was not perceived to be evident. To support the effectiveness and success of a leadership initiative, managers and administrators need to implement strategies designed to help leaders grow and cope with ongoing flux of

  7. Multicore and Accelerator Development for a Leadership-Class Stellar Astrophysics Code

    Energy Technology Data Exchange (ETDEWEB)

    Messer, Bronson [ORNL; Harris, James A [ORNL; Parete-Koon, Suzanne T [ORNL; Chertkow, Merek A [ORNL

    2013-01-01

    We describe recent development work on the core-collapse supernova code CHIMERA. CHIMERA has consumed more than 100 million cpu-hours on Oak Ridge Leadership Computing Facility (OLCF) platforms in the past 3 years, ranking it among the most important applications at the OLCF. Most of the work described has been focused on exploiting the multicore nature of the current platform (Jaguar) via, e.g., multithreading using OpenMP. In addition, we have begun a major effort to marshal the computational power of GPUs with CHIMERA. The impending upgrade of Jaguar to Titan a 20+ PF machine with an NVIDIA GPU on many nodes makes this work essential.

  8. Leadership Development and Self-Development: An Empirical Study.

    Science.gov (United States)

    McCollum, Bruce

    1999-01-01

    Describes a theory about consciousness and leadership practices derived from the Hindu Vedas. Shows how subjects who learned Transcendental Meditation as a self-development technique improved their leadership behaviors as measured by the Leadership Practices Inventory. (SK)

  9. Educational Leadership ? understanding and developing practice

    DEFF Research Database (Denmark)

    Hargreaves, Andy; Fink, Dean; Southworth, Geoff

    institutions. Different stakeholders bring different interests into policy debate, practice and research on leadership.The articles in this book explore and discuss the theme of 'Educational leadership: Understanding and developing practice' from the following perspectives.- Leadership and change- Leadership...

  10. Developing nurses' transformational leadership skills.

    Science.gov (United States)

    Fischer, Shelly Ann

    2017-08-16

    Healthcare is a complex area with significant potential for service improvement despite the effects of increasing economic and social pressures on the quality and safety of patient care. As the largest group of healthcare professionals in direct contact with patients, nurses are well positioned to contribute to improvements in healthcare services and to the development of new policies. To influence healthcare improvements and policies effectively, nurses require leadership skills. Historically, it was thought that only nurses in management roles required leadership skills; however, the ability to influence change is a requirement at all levels of clinical practice. Transformational leadership competencies provide nurses with the skills to contribute to improvements in the quality and safety of patient care, while enhancing their career satisfaction. This article examines how nurses can apply transformational leadership to their practice. It also informs nurses how to conduct an initial self-assessment of their leadership skills and to formulate a transformational leadership development plan.

  11. Advanced Learning Theories Applied to Leadership Development

    Science.gov (United States)

    2006-11-01

    Center for Army Leadership Technical Report 2006-2 Advanced Learning Theories Applied to Leadership Development Christina Curnow...2006 5a. CONTRACT NUMBER W91QF4-05-F-0026 5b. GRANT NUMBER 4. TITLE AND SUBTITLE Advanced Learning Theories Applied to Leadership Development 5c...ABSTRACT This report describes the development and implementation of an application of advanced learning theories to leadership development. A

  12. Leadership for product development

    DEFF Research Database (Denmark)

    Martensen, Anne; Dahlgaard, Jens Jørn

    1998-01-01

    by nonrecurring processes. Therefore, the general model requires an amplification and adjustment specific to this area. It will be discussed how the model can be suplemented with references to criterion parts and areas to address, especially relevant for a self-assessment of leadership in innovation. What should...... the criterion "leadership" comprise when the focus is on R and D? Eight new criterion parts will be discussed. It is believed, that the recommended approach will improve leadership for product development. Udgivelsesdato: JUL...

  13. Developing a Leadership Identity: A Grounded Theory

    Science.gov (United States)

    Komives, Susan R.; Owen, Julie E; Longerbeam, Susan D.; Mainella, Felicia C.; Osteen, Laura

    2005-01-01

    This grounded theory study on developing a leadership identity revealed a 6-stage developmental process. The thirteen diverse students in this study described their leadership identity as moving from a leader-centric view to one that embraced leadership as a collaborative, relational process. Developing a leadership identity was connected to the…

  14. Leadership Development on a Diverse Campus

    Science.gov (United States)

    Riutta, Satu; Teodorescu, Daniel

    2014-01-01

    While leadership development is considered an important goal of education on many campuses, very little is known about how leadership skills develop in a diverse environment, which most colleges will be in the future. We compare causes for Socially Responsible Leadership (SRL) at the end of college students' first year in one diverse liberal arts…

  15. Impact of a student leadership development program.

    Science.gov (United States)

    Chesnut, Renae; Tran-Johnson, Jennifer

    2013-12-16

    To assess the effectiveness of the Student Leadership Development Series (SLDS), an academic-year--long, co-curricular approach to developing leadership skills in pharmacy students. Participants met once per month for activities and a college-wide guest speaker session. Students also completed monthly forms regarding what they had learned, participated in poster presentations, and created a personal leadership platform. One hundred twenty-three students participated in the program between 2008 and 2013. On monthly evaluation forms and a summative evaluation, students indicated that the program helped them feel prepared for leadership opportunities and increased their desire to pursue leadership. They valued interacting with pharmacy leaders from the community and learning how they could distinguish themselves as leaders. The SLDS provided pharmacy students with an opportunity to explore personal leadership styles and develop broader understanding of leadership, and increased their desire to pursue leadership positions in the future.

  16. The Effects of Vocational Leadership Development for Individuals Who Participated in the Ohio Vocational Education Leadership Institute.

    Science.gov (United States)

    Leimbach, Gale John

    The effects of vocational leadership development were studied for 23 Fellows enrolled in the 1992 Ohio Vocational Education Leadership Institute (OVELI). A literature review focused on four components: leadership styles, educational leadership development, vocational leadership development, and visionary leadership development. The Leadership…

  17. Measuring Public Leadership: Developing Scales for Four Key Public Leadership Roles

    NARCIS (Netherlands)

    Tummers, Lars; Knies, Eva|info:eu-repo/dai/nl/313875421

    2016-01-01

    This article on public leadership contributes to the literature by (1) focusing on the ‘public’ aspect of leadership and (2) developing quantitative scales for measuring four public leadership roles. These roles all refer to the extent to which public leaders actively support their employees in

  18. Virtual Mentoring for Volunteer Leadership Development

    OpenAIRE

    Guloy, Sheryl

    2015-01-01

    Calls to investigate leadership development in the nonprofit and voluntary sector have been put forth as concerns about leadership succession have increased. To respond to this call to investigate this under-researched area, this design-based, multiple case study provides rich, thick descriptions of the development of the mentoring relationships, between mentor and mentee pairs, over the course of a virtual mentoring program for volunteer leadership development, in a Catholic nonprofit. I exp...

  19. Developing entrepreneurial leadership for sustainable organisations

    OpenAIRE

    Rae, David

    2018-01-01

    This chapter sets out to explore the field of leadership development and its emerging contribution to sustainable entrepreneurship; why there is a need to develop research and effective practices in this area, and how this might be achieved. It studies the questions of how organisations can generate entrepreneurial leadership for their longer-term sustainability; how they can develop a sustained culture of entrepreneurship, and how they can facilitate people into leadership roles, which enabl...

  20. Developing Critical Thinking through Leadership Education

    Science.gov (United States)

    Jenkins, Daniel M.; Andenoro, Anthony C.

    2016-01-01

    This chapter provides the critical leadership logic model as a tool to help educators develop leadership-learning opportunities. This proactive logic model includes curricular and co-curricular educational experiences to ensure critical thinking through leadership education.

  1. Leadership and leadership development within the profession of physiotherapy in Ireland.

    Science.gov (United States)

    McGowan, Emer; Stokes, Emma

    2017-01-01

    Health service reform, physiotherapy graduate unemployment, and the impending introduction of state regulation mean that physiotherapists in Ireland today are facing many challenges. Leadership is needed to ensure that the profession will be able to adapt to the demands and inevitable changes ahead. To investigate the perceptions of physiotherapists in Ireland of leadership and leadership characteristics, and to explore their participation in leadership development training. In this cross-sectional nationwide study, an Internet-based survey was administered via e-mail to members of the Irish Society of Chartered Physiotherapists (n = 2,787). There were 615 responses to the survey. A high proportion of respondents (74.0%) perceived themselves to be a leader. Factors associated with self-declaration as a leader were time since graduation, highest qualification attained, and leadership training. Leadership training was also associated with placing greater importance on achieving a leadership position. Some form of leadership training had been completed by 41.5% of respondents. Communication and professionalism were the most highly rated leadership characteristics in all three settings. Physiotherapists who have had leadership training were more likely to perceive themselves to be leaders. Leadership training may support physiotherapists to assume leadership roles both clinically and nonclinically.

  2. LEADERSHIP DEVELOPMENTS IN SLOVENIAN COMPANIES

    Directory of Open Access Journals (Sweden)

    Andrej Kohont

    2016-04-01

    Full Text Available In this paper we study the relationship between the company and the leaders. We are interested what is characteristic of leadership in the best Slovenian companies. We used standardised employee questionnaire and data gathered in the Golden thread project. We observe the situation in these companies in the period between 2007 and 2014 to find out if there are any significant changes in leadership developments. Special attention in leadership observation is devoted to 1. The fundamental relationship between the company and the leaders, 2. The role and quality of leaders work, 3. Organizational culture, climate and relationships, 4. Entrepreneurship and innovation, 5. The quality of the working environment, 6. The personal growth and development and 7. Emotional commitment. The analysis represents an insight into current leadership situation and shows that the recent developments were heavily marked by the economic crisis, especially in 2009.

  3. Understanding of the Impact of Leadership Development

    DEFF Research Database (Denmark)

    Sørensen, Peter

    2017-01-01

    Leadership development is big business. But the size of the investment notwithstanding, it has been pointed out that the programs and activities devoted to leadership development are often based on little more than anecdotes, personal experience, and guesses about what might be effective......—for the individual and for the organization. In other words, leadership development can too often be an act of blind faith. In this blog I report on my preliminary work on understanding the conditions that might affect the impact of leadership development initiatives....

  4. Collaborating internationally on physician leadership development: why now?

    Science.gov (United States)

    Chan, Ming-Ka; de Camps Meschino, Diane; Dath, Deepak; Busari, Jamiu; Bohnen, Jordan David; Samson, Lindy Michelle; Matlow, Anne; Sánchez-Mendiola, Melchor

    2016-07-04

    Purpose This paper aims to highlight the importance of leadership development for all physicians within a competency-based medical education (CBME) framework. It describes the importance of timely international collaboration as a key strategy in promoting physician leadership development. Design/methodology/approach The paper explores published and Grey literature around physician leadership development and proposes that international collaboration will meet the expanding call for development of leadership competencies in postgraduate medical learners. Two grounding frameworks were used: complexity science supports adding physician leadership training to the current momentum of CBME adoption, and relational cultural theory supports the engagement of diverse stakeholders in multiple jurisdictions around the world to ensure inclusivity in leadership education development. Findings An international collaborative identified key insights regarding the need to frame physician leadership education within a competency-based model. Practical implications International collaboration can be a vehicle for developing a globally relevant, generalizable physician leadership curriculum. This model can be expanded to encourage innovation, scholarship and program evaluation. Originality/value A competency-based leadership development curriculum is being designed by an international collaborative. The curriculum is based on established leadership and education frameworks. The international collaboration model provides opportunities for ongoing sharing, networking and diversification.

  5. The impact of a leadership development programme on nurses' self-perceived leadership capability.

    Science.gov (United States)

    Paterson, Karyn; Henderson, Amanda; Burmeister, Elizabeth

    2015-11-01

    This paper reports on the outcomes of a locally designed educational programme to support leadership capability of junior registered nurses. The Developing Leader Programme is an in-house programme delivered in three face-to-face workshops, comprising self-directed reflective and application activities. Surveys were used to evaluate self-perceived leadership capability over a 9-month period. The survey comprised a Leadership Capability Instrument adapted from two existing tools. Participants completed surveys at the commencement of the programme, after the third and final workshop and approximately 6 months afterwards. In addition, examples of descriptive accounts of programme activities submitted by individual participants were included to enrich data. Of 124 participants, 79 completed surveys at the first workshop, 28 at the final workshop and 31 were returned 6 months after completion of the programme. Mean scores for each area of leadership capability significantly improved throughout the duration of the programme (P leadership behaviours through reported activities. Survey responses indicated that participants perceived improved leadership capability after completing the Developing Leader Programme. Early educational intervention to facilitate the development of leadership skills as well as clinical skills in junior registered nurses can assist with how they interact with the team. Participation of junior registered nurses in a locally designed leadership programme can assist them to develop leadership behaviours for everyday practice. © 2014 John Wiley & Sons Ltd.

  6. Influence of a Hospital-Based, Internal Leadership Development Program on Leadership Effectiveness

    Science.gov (United States)

    Welch-Carre, Elizabeth

    2017-01-01

    A search on Amazon revealed more than 6,000 books related to leadership development. The Business Source database has more than 700 articles with the word leadership in the title, published between 2005 and 2015. This suggests that leadership is a topic in which many are interested. Clearly, leadership makes a difference in an organization's…

  7. Situational Judgment Tests and Transformational Leadership: An Examination of the Decisions, Leadership, and Experience in Undergraduate Leadership Development

    Science.gov (United States)

    Grossman, Greg; Sharf, Ruth

    2018-01-01

    We examined a large multi-year undergraduate leadership development program (LDP) across seven universities and used an integrated framework of transformational leadership and situational judgment tests (SJTs) during a critical and formative period of leadership development. This study was the first to show a significant relationship between…

  8. Leadership for All: An Internal Medicine Residency Leadership Development Program.

    Science.gov (United States)

    Moore, Jared M; Wininger, David A; Martin, Bryan

    2016-10-01

    Developing effective leadership skills in physicians is critical for safe patient care. Few residency-based models of leadership training exist. We evaluated residents' readiness to engage in leadership training, feasibility of implementing training for all residents, and residents' acceptance of training. In its fourth year, the Leadership Development Program (LDP) consists of twelve 90-minute modules (eg, Team Decision Making and Bias, Leadership Styles, Authentic Leadership) targeting all categorical postgraduate year (PGY) 1 residents. Modules are taught during regularly scheduled educational time. Focus group surveys and discussions, as well as annual surveys of PGY-1s assessed residents' readiness to engage in training. LDP feasibility was assessed by considering sustainability of program structures and faculty retention, and resident acceptance of training was assessed by measuring attendance, with the attendance goal of 8 of 12 modules. Residents thought leadership training would be valuable if content remained applicable to daily work, and PGY-1 residents expressed high levels of interest in training. The LDP is part of the core educational programming for PGY-1 residents. Except for 2 modules, faculty presenters have remained consistent. During academic year 2014-2015, 45% (13 of 29) of categorical residents participated in at least 8 of 12 modules, and 72% (21 of 29) participated in at least 7 of 12. To date, 125 categorical residents have participated in training. Residents appeared ready to engage in leadership training, and the LDP was feasible to implement. The attendance goal was not met, but attendance was sufficient to justify program continuation.

  9. Technical Leadership Development Program

    Science.gov (United States)

    2014-04-30

    will be focused on their view of the pros / cons of the ‘how’ they are going about their assigned task as opposed to ‘what’ they are proposing. As...Leadership Style (Y) M4.0 Simula on 1- Leadership Value Proposi on (Y) Some hidden (secret) mo va ons for roles in scenarios/vigne es Develop SWOT

  10. Can complexity science inform physician leadership development?

    Science.gov (United States)

    Grady, Colleen Marie

    2016-07-04

    Purpose The purpose of this paper is to describe research that examined physician leadership development using complexity science principles. Design/methodology/approach Intensive interviewing of 21 participants and document review provided data regarding physician leadership development in health-care organizations using five principles of complexity science (connectivity, interdependence, feedback, exploration-of-the-space-of-possibilities and co-evolution), which were grouped in three areas of inquiry (relationships between agents, patterns of behaviour and enabling functions). Findings Physician leaders are viewed as critical in the transformation of healthcare and in improving patient outcomes, and yet significant challenges exist that limit their development. Leadership in health care continues to be associated with traditional, linear models, which are incongruent with the behaviour of a complex system, such as health care. Physician leadership development remains a low priority for most health-care organizations, although physicians admit to being limited in their capacity to lead. This research was based on five principles of complexity science and used grounded theory methodology to understand how the behaviours of a complex system can provide data regarding leadership development for physicians. The study demonstrated that there is a strong association between physician leadership and patient outcomes and that organizations play a primary role in supporting the development of physician leaders. Findings indicate that a physician's relationship with their patient and their capacity for innovation can be extended as catalytic behaviours in a complex system. The findings also identified limiting factors that impact physicians who choose to lead, such as reimbursement models that do not place value on leadership and medical education that provides minimal opportunity for leadership skill development. Practical Implications This research provides practical

  11. School Leadership Preparation and Development in Kenya: Evaluating Performance Impact and Return on Leadership Development Investment

    Science.gov (United States)

    Asuga, Gladys; Eacott, Scott; Scevak, Jill

    2015-01-01

    Purpose: The purpose of this paper is to evaluate the quality of the current provision for school leadership in Kenya, the extent to which they have an impact on student outcomes and the return on school leadership preparation and development investment. Design/Methodology/Approach: The paper draws from educational leadership, management and…

  12. Building Social Capital through Leadership Development

    Science.gov (United States)

    Roberts, Cynthia

    2013-01-01

    Social capital, an important mechanism for the creation and maintenance of healthy organizational life, may be developed through initiatives such as leadership development as effective leadership development not only enhances individual effectiveness, but serves to build relationships, coordinate actions, and extend and strengthen the social…

  13. Leadership and leadership development in healthcare settings - a simplistic solution to complex problems?

    Science.gov (United States)

    McDonald, Ruth

    2014-10-01

    There is a trend in health systems around the world to place great emphasis on and faith in improving 'leadership'. Leadership has been defined in many ways and the elitist implications of traditional notions of leadership sit uncomfortably with modern healthcare organisations. The concept of distributed leadership incorporates inclusivity, collectiveness and collaboration, with the result that, to some extent, all staff, not just those in senior management roles, are viewed as leaders. Leadership development programmes are intended to equip individuals to improve leadership skills, but we know little about their effectiveness. Furthermore, the content of these programmes varies widely and the fact that many lack a sense of how they fit with individual or organisational goals raises questions about how they are intended to achieve their aims. It is important to avoid simplistic assumptions about the ability of improved leadership to solve complex problems. It is also important to evaluate leadership development programmes in ways that go beyond descriptive accounts.

  14. Competencies for Student Leadership Development in Doctor of Pharmacy Curricula to Assist Curriculum Committees and Leadership Instructors

    Science.gov (United States)

    Traynor, Andrew P.; Boyle, Cynthia J.

    2013-01-01

    Objective. To assist curriculum committees and leadership instructors by gathering expert opinion to define student leadership development competencies for pharmacy curricula. Methods. Twenty-six leadership instructors participated in a 3-round, online, modified Delphi process to define competencies for student leadership development in pharmacy curricula. Round 1 asked open-ended questions about leadership knowledge, skills, and attitudes. Round 2 grouped responses for agreement rating and comment. Round 3 allowed rating and comment on competencies not yet meeting consensus, which was prospectively set at 80%. Results. Eleven competencies attained 80% consensus or higher and were grouped into 3 areas: leadership knowledge, personal leadership commitment, and leadership skill development. Connections to contemporary leadership development literature were outlined for each competency as a means of verifying the panel’s work. Conclusions. The leadership competencies will aid students in addressing: What is leadership? Who am I as a leader? What skills and abilities do I need to be effective? The competencies will help curriculum committees and leadership instructors to focus leadership development opportunities, identify learning assessments, and define program evaluation. PMID:24371346

  15. Competencies for student leadership development in doctor of pharmacy curricula to assist curriculum committees and leadership instructors.

    Science.gov (United States)

    Janke, Kristin K; Traynor, Andrew P; Boyle, Cynthia J

    2013-12-16

    To assist curriculum committees and leadership instructors by gathering expert opinion to define student leadership development competencies for pharmacy curricula. Twenty-six leadership instructors participated in a 3-round, online, modified Delphi process to define competencies for student leadership development in pharmacy curricula. Round 1 asked open-ended questions about leadership knowledge, skills, and attitudes. Round 2 grouped responses for agreement rating and comment. Round 3 allowed rating and comment on competencies not yet meeting consensus, which was prospectively set at 80%. Eleven competencies attained 80% consensus or higher and were grouped into 3 areas: leadership knowledge, personal leadership commitment, and leadership skill development. Connections to contemporary leadership development literature were outlined for each competency as a means of verifying the panel's work. The leadership competencies will aid students in addressing: What is leadership? Who am I as a leader? What skills and abilities do I need to be effective? The competencies will help curriculum committees and leadership instructors to focus leadership development opportunities, identify learning assessments, and define program evaluation.

  16. Strategic Leadership Development: An Operation Domain Application

    National Research Council Canada - National Science Library

    Hatfield, Berlain

    1997-01-01

    .... The success or failure of these goals rests upon the leadership effectiveness. Understanding the identification and development of effective leadership skills and attributes maximize individual leadership effectiveness...

  17. Group Process and Adolescent Leadership Development.

    Science.gov (United States)

    Hohmann, Mary; And Others

    1982-01-01

    Describes an approach to leadership development which is particularly supportive of the needs of adolescents and reflective of a democratic style of leadership. It is an outgrowth of the High/Scope Summer Workshop for Teenagers, which helped young people acquire leadership skills through group membership and cooperation. (Author)

  18. Global health care leadership development: trends to consider

    Directory of Open Access Journals (Sweden)

    MacPhee M

    2013-06-01

    Full Text Available Maura MacPhee,1 Lilu Chang,2 Diana Lee,3 Wilza Spiri4 1University of British Columbia School of Nursing, Vancouver, British Columbia, Canada; 2Center for Advancement of Nursing Education, Koo Foundation, Sun Yat-Sen Cancer Center, Taipei, Taiwan; 3Nethersole School of Nursing, Chinese University of Hong Kong, Hong Kong, 4São Paulo State University, Botucatu, São Paulo, Brazil Abstract: This paper provides an overview of trends associated with global health care leadership development. Accompanying these trends are propositions based on current available evidence. These testable propositions should be considered when designing, implementing, and evaluating global health care leadership development models and programs. One particular leadership development model, a multilevel identity model, is presented as a potential model to use for leadership development. Other, complementary approaches, such as positive psychology and empowerment strategies, are discussed in relation to leadership identity formation. Specific issues related to global leadership are reviewed, including cultural intelligence and global mindset. An example is given of a nurse leadership development model that has been empirically tested in Canada. Through formal practice–academic–community collaborations, this model has been locally adapted and is being used for nurse leader training in Hong Kong, Taiwan, and Brazil. Collaborative work is under way to adapt the model for interprofessional health care leadership development. Keywords: health care leadership, development models, global trends, collective

  19. Developing Leadership Skills and Resilience in Turbulent Times

    DEFF Research Database (Denmark)

    Holmberg, Robert; Larsson, Magnus; Bäckström, Martin

    2016-01-01

    Purpose:To evaluate a leadership program in a way that captured leadership self efficacy, political skills and resilience in the form of indicators of health and well being that would have relevance for leadership roles in turbulent organizations. Design/methodology/approach: The design was quasi...... and had better health compared to a year earlier. Research limitations/implications: Concepts like leadership self-efficacy, political skills and measures of health and well-being can be used to operationalize and measure broad and contextually relevant outcomes of leadership development. Practical...... implications: Evaluation of leadership development can benefit from including these more psychologically relevant and generic outcomes. Originality/value: The study illustrates how psychologically based concepts can help to elucidate key outcomes of leadership development that can be critical for meeting...

  20. Developing nursing leadership in social media.

    Science.gov (United States)

    Moorley, Calvin; Chinn, Teresa

    2016-03-01

    A discussion on how nurse leaders are using social media and developing digital leadership in online communities. Social media is relatively new and how it is used by nurse leaders and nurses in a digital space is under explored. Discussion paper. Searches used CINAHL, the Royal College of Nursing webpages, Wordpress (for blogs) and Twitter from 2000-2015. Search terms used were Nursing leadership + Nursing social media. Understanding the development and value of nursing leadership in social media is important for nurses in formal and informal (online) leadership positions. Nurses in formal leadership roles in organizations such as the National Health Service are beginning to leverage social media. Social media has the potential to become a tool for modern nurse leadership, as it is a space where can you listen on a micro level to each individual. In addition to listening, leadership can be achieved on a much larger scale through the use of social media monitoring tools and exploration of data and crowd sourcing. Through the use of data and social media listening tools nursing leaders can seek understanding and insight into a variety of issues. Social media also places nurse leaders in a visible and accessible position as role models. Social media and formal nursing leadership do not have to be against each other, but they can work in harmony as both formal and online leadership possess skills that are transferable. If used wisely social media has the potential to become a tool for modern nurse leadership. © 2016 John Wiley & Sons Ltd.

  1. Accelerator development

    International Nuclear Information System (INIS)

    Anon.

    1975-01-01

    Because the use of accelerated heavy ions would provide many opportunities for new and important studies in nuclear physics and nuclear chemistry, as well as other disciplines, both the Chemistry and Physics Divisions are supporting the development of a heavy-ion accelerator. The design of greatest current interest includes a tandem accelerator with a terminal voltage of approximately 25 MV injecting into a linear accelerator with rf superconducting resonators. This combined accelerator facility would be capable of accelerating ions of masses ranging over the entire periodic table to an energy corresponding to approximately 10 MeV/nucleon. This approach, as compared to other concepts, has the advantages of lower construction costs, lower operating power, 100 percent duty factor, and high beam quality (good energy resolution, good timing resolution, small beam size, and small beam divergence). The included sections describe the concept of the proposed heavy-ion accelerator, and the development program aiming at: (1) investigation of the individual questions concerning the superconducting accelerating resonators; (2) construction and testing of prototype accelerator systems; and (3) search for economical solutions to engineering problems. (U.S.)

  2. Toward Developing Authentic Leadership: Team-Based Simulations

    Science.gov (United States)

    Shapira-Lishchinsky, Orly

    2014-01-01

    Although there is a consensus that authentic leadership should be an essential component in educational leadership, no study to date has ever tried to find whether team-based simulations may promote authentic leadership. The purpose of this study was to identify whether principal trainees can develop authentic leadership through ethical decision…

  3. Leadership Development

    Science.gov (United States)

    Mallon, Melissa

    2017-01-01

    This issue's column focuses on online tools and resources available for leadership development of academic, public services staff. The resources are not targeted solely to professional librarians, but rather to all levels of library staff engaged with the public. In addition to inspirational and coaching videos, reviewers recommend resource guides…

  4. The Implementation Leadership Scale (ILS): development of a brief measure of unit level implementation leadership.

    Science.gov (United States)

    Aarons, Gregory A; Ehrhart, Mark G; Farahnak, Lauren R

    2014-04-14

    In healthcare and allied healthcare settings, leadership that supports effective implementation of evidenced-based practices (EBPs) is a critical concern. However, there are no empirically validated measures to assess implementation leadership. This paper describes the development, factor structure, and initial reliability and convergent and discriminant validity of a very brief measure of implementation leadership: the Implementation Leadership Scale (ILS). Participants were 459 mental health clinicians working in 93 different outpatient mental health programs in Southern California, USA. Initial item development was supported as part of a two United States National Institutes of Health (NIH) studies focused on developing implementation leadership training and implementation measure development. Clinician work group/team-level data were randomly assigned to be utilized for an exploratory factor analysis (n = 229; k = 46 teams) or for a confirmatory factor analysis (n = 230; k = 47 teams). The confirmatory factor analysis controlled for the multilevel, nested data structure. Reliability and validity analyses were then conducted with the full sample. The exploratory factor analysis resulted in a 12-item scale with four subscales representing proactive leadership, knowledgeable leadership, supportive leadership, and perseverant leadership. Confirmatory factor analysis supported an a priori higher order factor structure with subscales contributing to a single higher order implementation leadership factor. The scale demonstrated excellent internal consistency reliability as well as convergent and discriminant validity. The ILS is a brief and efficient measure of unit level leadership for EBP implementation. The availability of the ILS will allow researchers to assess strategic leadership for implementation in order to advance understanding of leadership as a predictor of organizational context for implementation. The ILS also holds promise as a tool for

  5. The implementation leadership scale (ILS): development of a brief measure of unit level implementation leadership

    Science.gov (United States)

    2014-01-01

    Background In healthcare and allied healthcare settings, leadership that supports effective implementation of evidenced-based practices (EBPs) is a critical concern. However, there are no empirically validated measures to assess implementation leadership. This paper describes the development, factor structure, and initial reliability and convergent and discriminant validity of a very brief measure of implementation leadership: the Implementation Leadership Scale (ILS). Methods Participants were 459 mental health clinicians working in 93 different outpatient mental health programs in Southern California, USA. Initial item development was supported as part of a two United States National Institutes of Health (NIH) studies focused on developing implementation leadership training and implementation measure development. Clinician work group/team-level data were randomly assigned to be utilized for an exploratory factor analysis (n = 229; k = 46 teams) or for a confirmatory factor analysis (n = 230; k = 47 teams). The confirmatory factor analysis controlled for the multilevel, nested data structure. Reliability and validity analyses were then conducted with the full sample. Results The exploratory factor analysis resulted in a 12-item scale with four subscales representing proactive leadership, knowledgeable leadership, supportive leadership, and perseverant leadership. Confirmatory factor analysis supported an a priori higher order factor structure with subscales contributing to a single higher order implementation leadership factor. The scale demonstrated excellent internal consistency reliability as well as convergent and discriminant validity. Conclusions The ILS is a brief and efficient measure of unit level leadership for EBP implementation. The availability of the ILS will allow researchers to assess strategic leadership for implementation in order to advance understanding of leadership as a predictor of organizational context for implementation

  6. Development of a leadership resource pack

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2001-07-01

    The pack contains notes and presentation material for OSD inspectors to help them prepare for health and safety discussions with senior managers. The successful application of the leadership resource pack depends on an inspector gaining familiarity with the contents of the pack. Flexibility and adaptability were considered crucial factors in developing the contents. The pack is not considered a substitute for an inspector's own experience, knowledge or substitute for prior research. The leadership resource pack is intended as a source of knowledge and good practice that demonstrates how positive leadership can drive a health and safety agenda alongside business considerations. The benefits of the leadership resource pack include: the creation of a flexible tool that inspectors can use to highlight key leadership messages in health and safety; the development of a seven-stage model for characterising senior management commitment; practical examples of how leadership in health and safety management was felt throughout nine organisations; ideas for devising an aide memoire for specific discussions with senior managers. (author)

  7. Leadership Book Club: An Innovative Strategy to Incorporate Leadership Development Into Pharmacy Residency Programs.

    Science.gov (United States)

    Chappell, Alyssa; Dervay, Katelyn

    2016-09-01

    Purpose: To describe an innovative strategy for incorporating leadership training and development across multiple postgraduate year 2 (PGY2) pharmacy residency programs at a single institution. Background: Tampa General Hospital has 7 pharmacy residency positions: 4 postgraduate year 1 (PGY1) residents and a single resident for each of the 3 PGY2 programs (critical care, emergency medicine, and solid organ transplant). Administrative topics are incorporated across the PGY1 and PGY2 residency programs, with each PGY2 program having additional administrative topics specific to their specialty area. Summary: What began as an elective administrative topic discussion for the PGY2 emergency medicine resident has evolved over time into a longitudinal leadership book club. The leadership book club is utilized to meet the residency goals and objectives related to leadership development for all 3 PGY2 programs. Each year a single book is identified through the American Society of Health-System Pharmacists (ASHP) Leadership Academy book list or by participant suggestion. The book is then divided into 4 sections with corresponding hour-long discussions that occur quarterly throughout the residency year. The residency program directors (RPDs) and co-RPDs lead the initial discussion, and each PGY2 resident leads 1 of the subsequent 3 discussions. Based on resident feedback, the leadership book club is an innovative and effective strategy to incorporate leadership training and development into residency training. Conclusion: It is imperative to foster the development of leadership skills in pharmacy residency programs to prevent a future leadership gap in health system pharmacy. Leadership book club is a unique strategy to incorporate leadership training longitudinally across multiple PGY2 residency programs at a single institution.

  8. Wisdom and Bus Schedules: Developing School Leadership

    Science.gov (United States)

    Glatter, Ron

    2009-01-01

    This article is based on a synthesis study of school leadership development conducted for the National College of School Leadership (NCSL) in England. It first outlines a perspective on leadership focusing on the concepts of wisdom, deliberation and higher order capacities. Then it describes and assesses two distinct models of leadership learning,…

  9. Program for developing leadership in pharmacy residents.

    Science.gov (United States)

    Fuller, Patrick D

    2012-07-15

    An innovative, structured approach to incorporating leadership development activities into pharmacy residency training is described. The American Society of Health-System Pharmacists (ASHP) has called for increased efforts to make leadership development an integral component of the training of pharmacy students and new practitioners. In 2007, The Nebraska Medical Center (TNMC) took action to systematize leadership training in its pharmacy residency programs by launching a new Leadership Development Series. Throughout the residency year, trainees at TNMC participate in a variety of activities: (1) focused group discussions of selected articles on leadership concepts written by noted leaders of the past and present, (2) a two-day offsite retreat featuring trust-building exercises and physical challenges, (3) a self-assessment designed to help residents identify and use their untapped personal strengths, (4) training on the effective application of different styles of communication and conflict resolution, and (5) education on the history and evolution of health-system pharmacy, including a review and discussion of lectures by recipients of ASHP's Harvey A. K. Whitney Award. Feedback from residents who have completed the series has been positive, with many residents indicating that it has stimulated their professional growth and helped prepared them for leadership roles. A structured Leadership Development Series exposes pharmacy residents to various leadership philosophies and principles and, through the study of Harvey A. K. Whitney Award lectures, to the thoughts of past and present pharmacy leaders. Residents develop an increased self-awareness through a resident fall retreat, a StrengthsFinder assessment, and communication and conflict-mode assessment tools.

  10. Clinical staff nurse leadership: Identifying gaps in competency development.

    Science.gov (United States)

    Franks-Meeks, Sherron

    2018-01-01

    To date, there has been no development of a complete, applicable inventory of clinical staff nurse (CSN) leadership role competencies through a valid and reliable methodology. Further, the CSN has not been invited to engage in the identification, definition, or development of their own leadership competencies. Compare existing leadership competencies to identify and highlight gaps in clinical staff nurse leadership role competency development and validation. Literature review. The CSN has not participated in the development of CSN leadership role competencies, nor have the currently identified CSN leadership role competencies been scientifically validated through research. Finally, CSN leadership role competencies are incomplete and do not reflect the CSN perspective. © 2017 Wiley Periodicals, Inc.

  11. Health care leadership development and training: progress and pitfalls

    Directory of Open Access Journals (Sweden)

    Sonnino RE

    2016-02-01

    Full Text Available Roberta E Sonnino1,2 1Department of Surgery, Division of Pediatric Surgery, Wayne State University School of Medicine, Detroit, MI, USA; 2RES Coaching LLC, Locust Hill, VA, USA Abstract: Formal training in the multifaceted components of leadership is now accepted as highly desirable for health care leaders. Despite natural leadership instincts, some core leadership competencies (“differentiating competencies” must be formally taught or refined. Leadership development may begin at an early career stage. Despite the recognized need, the number of comprehensive leadership development opportunities is still limited. Leadership training programs in health care were started primarily as internal institutional curricula, with a limited scope, for the development of faculty or practitioners. More comprehensive national leadership programs were developed in response to the needs of specific cohorts of individuals, such as programs for women, which are designed to increase the ranks of senior women leaders in the health sciences. As some programs reach their 20th year of existence, outcomes research has shown that health care leadership training is most effective when it takes place over time, is comprehensive and interdisciplinary, and incorporates individual/institutional projects allowing participants immediate practical application of their newly acquired skills. The training should envelop all the traditional health care domains of clinical practice, education, and research, so the leader may understand all the activities taking place under his/her leadership. Early career leadership training helps to develop a pipeline of leaders for the future, setting the foundation for further development of those who may chose to pursue significant leadership opportunities later in their career. A combination of early and mid-to-late career development may represent the optimal training for effective leaders. More training programs are needed to make

  12. Developing Leadership Traits.

    Science.gov (United States)

    Hall, Susan King

    1980-01-01

    Defines six leadership traits that are necessary to and fostered by editing a college newspaper: delegating authority, developing subordinates, motivating others, being approachable, commanding respect, and bringing out optimum performances in others. (TJ)

  13. Balint group leadership: Conceptual foundations and a framework for leadership development?

    Science.gov (United States)

    Elder, Andrew

    2017-01-01

    This article is based on a talk given at the International Balint Federation leadership congress in Warsaw (September 2016). It explores the conceptual foundations of Balint group leadership and starts by emphasizing the mutuality between psychoanalysts and medical practitioners working together. The parallel process between consulting room and group, and subsequently from group back to the consulting room, is delineated as the central construct in understanding the role of the leader. Having proposed a conceptual model for thinking about leadership interventions, the article discusses developments in some contemporary approaches to leadership: coleadership, the use of role play, psychodrama, pushback, and morale. It concludes by introducing Keats' notion of negative capability as a way of thinking about creativity in Balint group leadership.

  14. Developing Your 360-Degree Leadership Potential.

    Science.gov (United States)

    Verma, Nupur; Mohammed, Tan-Lucien; Bhargava, Puneet

    2017-09-01

    Radiologists serve in leadership roles throughout their career, making leadership education an integral part of their development. A maxim of leadership style is summarized by 360-Degree Leadership, which highlights the ability of a leader to lead from any position within the organization while relying on core characteristics to build confidence from within their team. The qualities of leadership discussed can be learned and applied by radiologists at any level. These traits can form a foundation for the leader when faced with unfavorable events, which themselves allow the leader an opportunity to build trust. Copyright © 2017 American College of Radiology. Published by Elsevier Inc. All rights reserved.

  15. Leadership development practices and hospital financial outcomes.

    Science.gov (United States)

    Crowe, Daniel; Garman, Andrew N; Li, Chien-Ching; Helton, Jeff; Anderson, Matthew M; Butler, Peter

    2017-08-01

    Affordable Care Act legislation is requiring leaders in US health systems to adapt to new and very different approaches to improving operating performance. Research from other industries suggests leadership development can be a helpful component of organizational change strategies; however, there is currently very little healthcare-specific research available to guide design and deployment. The goal of this exploratory study is to examine potential relationships between specific leadership development practices and health system financial outcomes. Results from the National Center for Healthcare Leadership survey of leadership development practices were correlated with hospital and health system financial performance data from the 2013 Medicare Cost Reports. A general linear regression model, controlling for payer mix, case-mix index, and bed size, was used to assess possible relationships between leadership practices and three financial performance metrics: operating margin, days cash on hand, and debt to capitalization. Statistically significant associations were found between hospital-level operating margins and 5 of the 11 leadership practices as well as the composite score. Relationships at the health system level, however, were not statistically significant. Results provide preliminary evidence of an association between hospital financial performance and investments made in developing their leaders.

  16. Ottawa Model of Implementation Leadership and Implementation Leadership Scale: mapping concepts for developing and evaluating theory-based leadership interventions.

    Science.gov (United States)

    Gifford, Wendy; Graham, Ian D; Ehrhart, Mark G; Davies, Barbara L; Aarons, Gregory A

    2017-01-01

    Leadership in health care is instrumental to creating a supportive organizational environment and positive staff attitudes for implementing evidence-based practices to improve patient care and outcomes. The purpose of this study is to demonstrate the alignment of the Ottawa Model of Implementation Leadership (O-MILe), a theoretical model for developing implementation leadership, with the Implementation Leadership Scale (ILS), an empirically validated tool for measuring implementation leadership. A secondary objective is to describe the methodological process for aligning concepts of a theoretical model with an independently established measurement tool for evaluating theory-based interventions. Modified template analysis was conducted to deductively map items of the ILS onto concepts of the O-MILe. An iterative process was used in which the model and scale developers (n=5) appraised the relevance, conceptual clarity, and fit of each ILS items with the O-MILe concepts through individual feedback and group discussions until consensus was reached. All 12 items of the ILS correspond to at least one O-MILe concept, demonstrating compatibility of the ILS as a measurement tool for the O-MILe theoretical constructs. The O-MILe provides a theoretical basis for developing implementation leadership, and the ILS is a compatible tool for measuring leadership based on the O-MILe. Used together, the O-MILe and ILS provide an evidence- and theory-based approach for developing and measuring leadership for implementing evidence-based practices in health care. Template analysis offers a convenient approach for determining the compatibility of independently developed evaluation tools to test theoretical models.

  17. Ottawa Model of Implementation Leadership and Implementation Leadership Scale: mapping concepts for developing and evaluating theory-based leadership interventions

    Science.gov (United States)

    Gifford, Wendy; Graham, Ian D; Ehrhart, Mark G; Davies, Barbara L; Aarons, Gregory A

    2017-01-01

    Purpose Leadership in health care is instrumental to creating a supportive organizational environment and positive staff attitudes for implementing evidence-based practices to improve patient care and outcomes. The purpose of this study is to demonstrate the alignment of the Ottawa Model of Implementation Leadership (O-MILe), a theoretical model for developing implementation leadership, with the Implementation Leadership Scale (ILS), an empirically validated tool for measuring implementation leadership. A secondary objective is to describe the methodological process for aligning concepts of a theoretical model with an independently established measurement tool for evaluating theory-based interventions. Methods Modified template analysis was conducted to deductively map items of the ILS onto concepts of the O-MILe. An iterative process was used in which the model and scale developers (n=5) appraised the relevance, conceptual clarity, and fit of each ILS items with the O-MILe concepts through individual feedback and group discussions until consensus was reached. Results All 12 items of the ILS correspond to at least one O-MILe concept, demonstrating compatibility of the ILS as a measurement tool for the O-MILe theoretical constructs. Conclusion The O-MILe provides a theoretical basis for developing implementation leadership, and the ILS is a compatible tool for measuring leadership based on the O-MILe. Used together, the O-MILe and ILS provide an evidence- and theory-based approach for developing and measuring leadership for implementing evidence-based practices in health care. Template analysis offers a convenient approach for determining the compatibility of independently developed evaluation tools to test theoretical models. PMID:29355212

  18. Health care leadership development and training: progress and pitfalls

    Science.gov (United States)

    Sonnino, Roberta E

    2016-01-01

    Formal training in the multifaceted components of leadership is now accepted as highly desirable for health care leaders. Despite natural leadership instincts, some core leadership competencies (“differentiating competencies”) must be formally taught or refined. Leadership development may begin at an early career stage. Despite the recognized need, the number of comprehensive leadership development opportunities is still limited. Leadership training programs in health care were started primarily as internal institutional curricula, with a limited scope, for the development of faculty or practitioners. More comprehensive national leadership programs were developed in response to the needs of specific cohorts of individuals, such as programs for women, which are designed to increase the ranks of senior women leaders in the health sciences. As some programs reach their 20th year of existence, outcomes research has shown that health care leadership training is most effective when it takes place over time, is comprehensive and interdisciplinary, and incorporates individual/institutional projects allowing participants immediate practical application of their newly acquired skills. The training should envelop all the traditional health care domains of clinical practice, education, and research, so the leader may understand all the activities taking place under his/her leadership. Early career leadership training helps to develop a pipeline of leaders for the future, setting the foundation for further development of those who may chose to pursue significant leadership opportunities later in their career. A combination of early and mid-to-late career development may represent the optimal training for effective leaders. More training programs are needed to make comprehensive leadership development widely accessible to a greater number of potential health care leaders. This paper addresses the skills that health care leaders should develop, the optimal leadership

  19. Leadership Development and School Improvement

    Science.gov (United States)

    Rhodes, Christopher; Brundrett, Mark

    2009-01-01

    The chosen focus of this special issue is timely given the burgeoning international interest and investment in leadership development and school improvement. In many countries leadership and improvement have been closely linked and there is no doubt that this linkage has an international reach. Together, these articles review and extend some of…

  20. Developing Multi-Agency Leadership in Education

    Science.gov (United States)

    Close, Paul

    2012-01-01

    This article contributes to the growing debate around how we understand and develop multi-agency leadership in children and young people's services. Bringing together a range of inter-disciplinary research, it presents a framework for multi-agency leadership development, which, it argues, is well theorised, multi-level and versed in key field…

  1. Enabling adaptive system leadership: teachers leading professional development

    OpenAIRE

    Boylan, Mark

    2018-01-01

    Internationally, there is increasing emphasis on teacher leadership of professional development. This provides opportunities for teachers to initiate and facilitate professional learning activities beyond their own schools. There is a need for theoretical tools to analyse their leadership activity and how to support it. Constructs from complexity leadership theory and the concept of teacher system leadership are used to develop a framework to analyse the purposes and practices of teacher prof...

  2. Strength-based leadership coaching in organizations an evidence-based guide to positive leadership development

    CERN Document Server

    MacKie, Doug

    2016-01-01

    Positive organizational psychology, with its focus on the identification and development of strengths, is a natural ally to executive development and leadership coaching. However, this approach is only just beginning to come to the attention of organizations and consequently, the research base for strength-based coaching is in its early stages of development. Strength-based Leadership Coaching in Organizations reviews strength-based approaches to positive leadership development and evaluates the evidence for their effectiveness, critically assesses their apparent distinctiveness and considers how strengths can be reliably assessed and developed in their organizational context. This book reviews key areas of leader and team development are reviewed and outlines and describes a model of strengths development in organizations. The application of strength-based leadership coaching will be discussed from the managerial and external perspective within the context of career stage, seniority, role challenges and orga...

  3. The Role of Coaching in Leadership Development.

    Science.gov (United States)

    Yarborough, J Preston

    2018-06-01

    Leadership coaching can be productive in maximizing a leader's development. But to make leadership coaching work effectively for students, as opposed to executives, this chapter offers guidance on key concepts and practices from the Center for Creative Leadership's Coaching Framework. © 2018 Wiley Periodicals, Inc.

  4. Leadership development and succession planning in case management.

    Science.gov (United States)

    Miodonski, Kathleen; Hines, Patricia

    2013-01-01

    The director of case management is one of health care's leadership positions most frequently in demand. The lack of qualified and effective case management leaders will continue to be an issue for organizations for years to come, influenced by increasing pressures on health care reimbursement and the aging case management workforce. Organizations have an opportunity to create a program to develop future case management leaders from their internal talent. The proposed strategies are designed for the acute care hospital but also have applicability in other health care settings where there are case managers and a need for case management leadership. The business community offers leadership research and leadership development models with relevance to case management. Identifying and developing internal talent for leadership roles has been proven to be effective in preparation for advanced responsibilities, has a positive effect on staff morale, and minimizes the impact of vacant leadership positions during recruitment and onboarding activities. Creating a case management leadership development program for an organization can be an alternative to the process of external recruitment for case management department leaders. Such a program can be undertaken even in today's budget conscious environment by accessing existing resources in an organization in a creative and organized manner. The authors outline an approach for case management leaders to accept responsibility for succession planning and for case managers to accept responsibility for promoting their own career development through creation of a leadership development program.

  5. Leadership development for rural health.

    Science.gov (United States)

    Size, Tim

    2006-01-01

    Leadership is the capacity to help transform a vision of the future into reality. Individuals who can and will exercise leadership are like a river's current--a part past where we now stand, a part yet to come. We have an ongoing need to remember and to look toward the next "generation." A key responsibility of those here now, is to mentor and to create structures for mentoring, in order to maximize the flow and effectiveness of tomorrow's leaders. When recruiting organizational leaders, the recruitment and interview process must seek individuals who in addition to technical competence, also have demonstrated leadership in their prior work and activities. To exercise effective leadership, we must work to know who we are, how we relate to others, and the environment around us. "Servant leadership" is a perspective held by many throughout the rural health community and offers a key set attributes of leadership useful to rural health. To implement the Institute of Medicine's recommendations in Through Collaboration: the Future of Rural Health, we must develop leaders skilled in collaboration, both internal to their organization and across organizations. The National Advisory Committee on Rural Health and Human Services had it right when they said to the Secretary and to the rest of us, "the best way to honor Jim is to consciously work to help develop the next generation of rural health leaders." There are, of course, a multitude of leadership institutes, programs, and courses throughout America; this is not a call for yet another separate entity. But it is a call to each of us in rural health to assure that we are deliberate in how we identify "emerging leaders from and for rural communities and provide them with the training and resources to play a lead role in ensuring access to quality healthcare in their states and communities." Let's get started.

  6. Nonprofit Leadership Capacity Buildings : Sustainability in An Age of Uncertainties

    OpenAIRE

    Kapucu, Naim; Palabıyık, Hamit; Yuldashev, Ferhod

    2008-01-01

    Nonprofit organizations are experiencing challenging leadership problems. Especially in this era of highly accelerate baby boom retirement new leaders of the increasingly commercialized nonprofit sector are devoid of the leadership skills necessary to accomplish the mission of an organization. This paper analyzes the problem of leadership planning, training, and development and proposes the ways of mitigating the problem through effective transference of knowledge and skills...

  7. Leadership Development Through Peer-Facilitated Simulation in Nursing Education.

    Science.gov (United States)

    Brown, Karen M; Rode, Jennifer L

    2018-01-01

    Baccalaureate nursing graduates must possess leadership skills, yet few opportunities exist to cultivate leadership abilities in a clinical environment. Peer-facilitated learning may increase the leadership skills of competence, self-confidence, self-reflection, and role modeling. Facilitating human patient simulation provides opportunities to develop leadership skills. With faculty supervision, senior baccalaureate students led small-group simulation experiences with sophomore and junior peers and then conducted subsequent debriefings. Quantitative and qualitative descriptive data allowed evaluation of students' satisfaction with this teaching innovation and whether the experience affected students' desire to take on leadership roles. Students expressed satisfaction with the peer-facilitated simulation experience and confidence in mastering the content while developing necessary skills for practice. Peer-facilitated simulation provides an opportunity for leadership development and learning. Study results can inform the development of nursing curricula to best develop the leadership skills of nursing students. [J Nurs Educ. 2018;57(1):53-57.]. Copyright 2018, SLACK Incorporated.

  8. Developing Program Management Leadership for Acquisition Reform

    Science.gov (United States)

    2011-04-30

    mêçÅÉÉÇáåÖë= çÑ=íÜÉ= bfdeqe=^kkr^i=^`nrfpfqflk== obpb^o`e=pvjmlpfrj== qeropa^v=pbppflkp== slirjb ff Developing Program Management Leadership for...4. TITLE AND SUBTITLE Developing Program Management Leadership for Acquisition Reform 5a. CONTRACT NUMBER 5b. GRANT NUMBER 5c. PROGRAM ELEMENT...Developing Program  Management   Leadership   for Acquisition Reform    The 8th Annual Acquisition Research Symposium Panel #20: Investing in People

  9. MILITARY LEADERSHIP DEVELOPMENT: THE FIVE POINT STAR ...

    African Journals Online (AJOL)

    Erasmus

    unifying leadership related mechanism, which will provide for the military milieu ... leadership development.5 The army is by far the largest service in the United ..... character will be better developed over a longer period of training than over a.

  10. Developing a leadership laboratory for nurse managers based on lived experiences: a participatory action research model for leadership development.

    Science.gov (United States)

    Mackoff, Barbara L; Glassman, Kimberly; Budin, Wendy

    2013-09-01

    The aim of the pilot study was to design an innovative model of leadership development, Leadership Laboratory (LL), grounded in the lived experiences and peer best practices of 43 cross-disciplinary nurse managers. The Institute of Medicine/Robert Wood Johnson Foundation study, The Future of Nursing, reinforces the need to prepare nurses for leadership positions. A 1-year participatory action research study was designed to develop 3 LLs involving nurse managers as participants, co-creators, and evaluators of the unique learning format. Analysis of qualitative and quantitative data revealed consistent and significantly positive results in leadership skill areas in all 3 LLs. Participants identified elements that distinguished LLs from traditional seminars and trainings sessions, including opportunities to gain from peer-to peer consultation, strategies, and support. Participants in the 1-year pilot demonstrated significant learning based on postsession and postproject assessments of the LLs. Data also described the unique attributes of a peer-driven approach to leadership development.

  11. A Competency-Based Model for Youth Leadership Development

    Science.gov (United States)

    Seemiller, Corey

    2018-01-01

    Whether they are in a leadership program, participate in an organization, or engage in school-based extra-curricular activities, there does not appear to be a shortage of leadership development opportunities for youth. Despite the prominence of these experiences, the lack of youth leadership development models available for educators can pose a…

  12. Responsibilising managers and clinicians, neglecting system health? What kind of healthcare leadership development do we want?: Comment on "Leadership and leadership development in healthcare settings - a simplistic solution to complex problems?"

    OpenAIRE

    Martin, Graham P.

    2014-01-01

    Responding to Ruth McDonald’s editorial on the rise of leadership and leadership development programmes in healthcare, this paper offers three arguments. Firstly, care is needed in evaluating impact of leadership development, since achievement of organisational goals is not necessarily an appropriate measure of good leadership. Secondly, the proliferation of styles of leadership might be understood in part as a means of retaining control over public services while distributing responsibility ...

  13. Gender Differences among Contributing Leadership Development Resources

    Science.gov (United States)

    Thompson, Michael D.

    2012-01-01

    Gender differences among contributing student leadership development resources were examined within the context of theory-based perspectives of leadership-related attributes. The findings suggest that students' increased engagement with institutional constituencies cultivates an environment conducive to students' cognitive development toward…

  14. Beyond Superheroes and Advocacy: The Pathway of Teacher Leadership Development

    Science.gov (United States)

    Smylie, Mark A.; Eckert, Jonathan

    2018-01-01

    This article introduces new perspectives, principles and recommendations for the successful development of teacher leadership. It draws from literature on teacher leadership, work redesign, and on-the-job leadership development to explore key insights and questions for teacher leadership development, and it presents a conceptual-theoretical model…

  15. Understanding of the Impact of Leadership Development

    DEFF Research Database (Denmark)

    Sørensen, Peter

    2017-01-01

    ’s a lot of money. But the size of the investment notwithstanding, it has been pointed out that the programs and activities devoted to leadership development are often based on little more than anecdotes, personal experience, and guesses about what might be effective—for the individual......Leadership development is big business. It is estimated to be a $14 billion industry in the United States. In my country, Denmark, with approximately 5.7 million people, the amount spent on adult continuing education, which includes leadership development, is estimated to be $4.5 billion. That...... and for the organization. I did some preliminary research about what conditions in the workplace may promote the impact of leadership development. In my study of managers in the Danish public sector, I looked at nine possible conditions that the transfer literature suggested were likely to be important in this...

  16. Return on investment in healthcare leadership development programs.

    Science.gov (United States)

    Jeyaraman, Maya M; Qadar, Sheikh Muhammad Zeeshan; Wierzbowski, Aleksandra; Farshidfar, Farnaz; Lys, Justin; Dickson, Graham; Grimes, Kelly; Phillips, Leah A; Mitchell, Jonathan I; Van Aerde, John; Johnson, Dave; Krupka, Frank; Zarychanski, Ryan; Abou-Setta, Ahmed M

    2018-02-05

    Purpose Strong leadership has been shown to foster change, including loyalty, improved performance and decreased error rates, but there is a dearth of evidence on effectiveness of leadership development programs. To ensure a return on the huge investments made, evidence-based approaches are needed to assess the impact of leadership on health-care establishments. As a part of a pan-Canadian initiative to design an effective evaluative instrument, the purpose of this paper was to identify and summarize evidence on health-care outcomes/return on investment (ROI) indicators and metrics associated with leadership quality, leadership development programs and existing evaluative instruments. Design/methodology/approach The authors performed a scoping review using the Arksey and O'Malley framework, searching eight databases from 2006 through June 2016. Findings Of 11,868 citations screened, the authors included 223 studies reporting on health-care outcomes/ROI indicators and metrics associated with leadership quality (73 studies), leadership development programs (138 studies) and existing evaluative instruments (12 studies). The extracted ROI indicators and metrics have been summarized in detail. Originality/value This review provides a snapshot in time of the current evidence on ROI indicators and metrics associated with leadership. Summarized ROI indicators and metrics can be used to design an effective evaluative instrument to assess the impact of leadership on health-care organizations.

  17. A Short Supplement to "A Future of Leadership Development"

    Science.gov (United States)

    Williams, Ken

    2010-01-01

    This paper is a short supplement to "A Future of Leadership Development." In this supplement, the author discusses the traits of a good leader. He also describes the factors of a good leadership development program. [For the full report, "A Future of Leadership Development," see ED520171.

  18. Experiments as Liminal Learning Spaces in Leadership Development

    DEFF Research Database (Denmark)

    Kjærgaard, Annemette; Meier, Frank; Tangkjær, Christian

    In this paper we address the question of what professional practitioner students learn from experiments in leadership development programs. Drawing from our own design and teaching in a leadership programme, we explore how certain models and frameworks become threshold concepts for students’ lear...... practical implications for using threshold concepts in designing experiments in leadership development education for professional practitioners....

  19. Developing Leadership Behaviour

    DEFF Research Database (Denmark)

    Sørensen, Peter

    Managers in the public sector act in a political context full of dilemmas. Nevertheless, they must show courage, efficiency, make difficult decisions, prioritize and produce results for the citizens. This seems to demand new and/or better ways of leading the public sector. Leadership development...

  20. Development of a Scale Measuring Discursive Responsible Leadership

    OpenAIRE

    Voegtlin Christian

    2012-01-01

    The paper advances the conceptual understanding of responsible leadership and develops an empirical scale of discursive responsible leadership. The concept of responsible leadership presented here draws on deliberative practices and discursive conflict resolution combining the macro view of the business firm as a political actor with the micro view of leadership. Ideal responsible leadership conduct thereby goes beyond the dyadic leader–follower interaction to include all stakeholders. The pa...

  1. Leadership Development of Rehabilitation Professionals in a Low-Resource Country: A Transformational Leadership, Project-Based Model.

    Science.gov (United States)

    Pascal, Maureen Romanow; Mann, Monika; Dunleavy, Kim; Chevan, Julia; Kirenga, Liliane; Nuhu, Assuman

    2017-01-01

    This paper presents an overview of the activities and outcomes of the Leadership Institute (LI), a short-term leadership development professional development course offered to physiotherapists in a low-resource country. Previous studies have provided examples of the benefits of such programs in medicine and nursing, but this has yet to be documented in the rehabilitation literature. The prototype of leadership development presented may provide guidance for similar trainings in other low-resource countries and offer the rehabilitation community an opportunity to build on the model to construct a research agenda around rehabilitation leadership development. The course used a constructivist approach to integrate participants' experiences, background, beliefs, and prior knowledge into the content. Transformational leadership development theory was emphasized with the generation of active learning projects, a key component of the training. Positive changes after the course included an increase in the number of community outreach activities completed by participants and increased involvement with their professional organization. Thirteen leadership projects were proposed and presented. The LI provided present and future leaders throughout Rwanda with exposure to transformative leadership concepts and offered them the opportunity to work together on projects that enhanced their profession and met the needs of underserved communities. Challenges included limited funding for physiotherapy positions allocated to hospitals in Rwanda, particularly in the rural areas. Participants experienced difficulties in carrying out leadership projects without additional funding to support them. While the emphasis on group projects to foster local advocacy and community education is highly recommended, the projects would benefit from a strong long-term mentorship program and further budgeting considerations. The LI can serve as a model to develop leadership skills and spur professional

  2. Ottawa Model of Implementation Leadership and Implementation Leadership Scale: mapping concepts for developing and evaluating theory-based leadership interventions

    Directory of Open Access Journals (Sweden)

    Gifford W

    2017-03-01

    Full Text Available Wendy Gifford,1 Ian D Graham,2,3 Mark G Ehrhart,4 Barbara L Davies,5,6 Gregory A Aarons7 1School of Nursing, Faculty of Health Sciences, University of Ottawa, ON, Canada; 2Centre for Practice-Changing Research, Ottawa Hospital Research Institute, 3School of Epidemiology, Public Health and Preventive Medicine, Facility of Medicine, University of Ottawa, Ottawa, ON, Canada; 4Department of Psychology, San Diego State University, San Diego, CA, USA; 5Nursing Best Practice Research Center, University of Ottawa, Ottawa, ON, Canada; 6Department of Psychiatry, University of California, San Diego, La Jolla, CA, USA; 7Child and Adolescent Services Research Center, University of California, San Diego, CA, USA Purpose: Leadership in health care is instrumental to creating a supportive organizational environment and positive staff attitudes for implementing evidence-based practices to improve patient care and outcomes. The purpose of this study is to demonstrate the alignment of the Ottawa Model of Implementation Leadership (O-MILe, a theoretical model for developing implementation leadership, with the Implementation Leadership Scale (ILS, an empirically validated tool for measuring implementation leadership. A secondary objective is to describe the methodological process for aligning concepts of a theoretical model with an independently established measurement tool for evaluating theory-based interventions.Methods: Modified template analysis was conducted to deductively map items of the ILS onto concepts of the O-MILe. An iterative process was used in which the model and scale developers (n=5 appraised the relevance, conceptual clarity, and fit of each ILS items with the O-MILe concepts through individual feedback and group discussions until consensus was reached.Results: All 12 items of the ILS correspond to at least one O-MILe concept, demonstrating compatibility of the ILS as a measurement tool for the O-MILe theoretical constructs.Conclusion: The O

  3. A creation story of leadership development

    Directory of Open Access Journals (Sweden)

    Rebekkah Middleton

    2018-05-01

    Full Text Available Background: This article focuses on key reflection and learning by team members of a project that evaluated the development of leadership skills in senior staff from a rural local health district in New South Wales, Australia. The project evaluated the outcomes of learning and teaching strategies used in the delivery of the Effective Leadership Program, together with the impact that empowerment had on enabling individuals to flourish in their growth and development as leaders. Aims: This article aims to demonstrate how the creative research methodology empowered participants to be active in the evaluation process while challenging them through innovation. Conclusions: Through creative approaches to evaluation of the Effective Leadership Program, it became evident that participants gained heightened awareness and appreciation of their own leadership skills and knowledge. In addition, critical creativity was shown to facilitate healthcare practitioners’ readiness for and receptiveness to change and challenging processes, bringing a more critical approach to decisions. Relevance to practice development: Creativity forms a key component of practice development and can stimulate new thought and action in individuals to work in person-centred ways. The processes outlined in the project used practice development methods to facilitate learning in participants at a deep level.

  4. Multicultural Leadership Development through Experiential Learning.

    Science.gov (United States)

    Overstreet, Michelle; Okiror, Linda; Weber, Margaret J.; McCray, Jacquelyn

    1998-01-01

    The Multicultural Leadership Development Program provided for the exploration into the culture of the individual and others for undergraduates from two different universities. Students reported changes in their perspectives on diversity, leadership, and citizenship and felt these changes could potentially influence awareness and sensitivity in…

  5. Leadership development for dental students: what do students think?

    Science.gov (United States)

    Victoroff, Kristin Z; Schneider, Keith; Perry, Crystal

    2008-09-01

    Effective leaders are needed to move the dental profession forward, building on past accomplishments, meeting new challenges, and leading innovation and change. There is a lack of research findings regarding students' perceptions of the importance of leadership abilities and/or their interest in developing leadership skills during their dental school experience. The purpose of this study was to explore dental students' perceptions related to leadership development. A forty-seven-question, self-administered, paper and pencil survey was administered to all students enrolled in the D.M.D. program at one Midwestern dental school. The response rate was 83 percent (225/272). The majority of students agreed that it is important for dentists to have leadership skills and that leadership skills can be learned. Most reported that they expect to assume a leadership role in their dental practices (97 percent), to participate in volunteerism in dentistry (85 percent), and to participate in non-dentistry-related leadership roles in the community (72 percent). Over one-third (37 percent) anticipate participating in leadership roles in dental associations, 28 percent in academic dentistry, and 14 percent in military dentistry. Approximately two-thirds of respondents agreed (42 percent) or strongly agreed (24 percent) that they would be interested in participating in a leadership development program if one were offered at their school. Students reported interest in improving their confidence, assertiveness, ability to communicate effectively (including public speaking), ability to listen to others, organizational skills, and ability to influence others. The results of this study suggest that many dental students are interested in developing leadership skills. Insights from this study can inform the design of leadership development programs.

  6. Academic Leadership Development: A Case Study.

    Science.gov (United States)

    Berman, Audrey

    2015-01-01

    A dean at a private school of nursing implemented a leadership development program for early- to mid-career nursing faculty consisting of one 4-hour evening session per academic quarter for 7 quarters. Eight faculty members who had expressed interest in assuming a leadership role or been recommended by their supervisors as having strong leadership potential were invited to join. Program topics included leadership pathways, legal issues, budgeting and governance, diversity, the political arena, human resources, and student issues. Interviews with participants revealed 6 themes: the support a peer cohort provided, a desire for real-life application, a lack of previous exposure to related content or experiences, new perceptions of themselves as academic nurse leaders, the value of the program as preparation for academic nursing leadership roles, and broad program applicability. Copyright © 2015 Elsevier Inc. All rights reserved.

  7. Emotionally intelligent learner leadership development: a case study

    Directory of Open Access Journals (Sweden)

    CA Jansen

    2014-01-01

    Full Text Available A case study was conducted with a student leadership body of a private multicultural international secondary school in North- West Province, South Africa, to indicate that the emotional intelligence leadership development challenges of student leaders can be identified through a questionnaire as a measuring instrument, which can then be utilized in promoting training and development of student leaders. The questionnaire results were used to construct emotional intelligence leadership profiles for the 12 participating student leaders, followed by semi-structured interviews with them to verify the results qualitatively. The results of the questionnaire and two of the interviews are reported. It was established that it was possible to develop a reliable instrument to measure the emotional intelligence leadership development challenges of student leaders, which can be used in promoting their training and development.

  8. Air Force Civilian Senior Leadership Development Challenges

    National Research Council Canada - National Science Library

    Webb, Billy P

    2008-01-01

    .... While Gen Jumper's sight picture recognizes the need to grow civilians for leadership positions, there is a more compelling reason for the Air Force to focus on civilian leadership development...

  9. The Natural Cycle of Leadership: Practicing Self Sustainability for Leadership Development

    OpenAIRE

    Hope, Alex

    2015-01-01

    Effective leadership is key to successful sustainable development. As a result there has been increasing acknowledgement of the need for leaders who lead with purpose, values and integrity. This in turn has led to interest into new models of leadership such as ‘authentic leadership’ and ‘mindful leadership’ which seek to help business leaders connect with their inner self to result in more adaptable and compassionate decision making. The development of these models point to the need for leade...

  10. Leadership and Project Success in Development Sector

    Directory of Open Access Journals (Sweden)

    Saghir Ahmed

    2017-10-01

    Full Text Available Aim/purpose - The study aims to investigate the relationship among the leadership, operational efficiency and project success in general and the impact of transformational leadership and operational efficiency on project success in particular. Design/methodology/approach - Mean comparison from descriptive statistics and multiple linear regression from inferential statistics was used to determine the association between variables and further impact of the transformational leadership and operational efficiency on project success in the development sector. The paper presents the results of a survey conducted among 200 employees from the top, middle & lower management levels of various national & international development organizations working in Pakistan like Microfinance Banks and other Rural Support Programs. Statistical Package for Social Sciences (SPSS was used to process data. Findings - The result shows positive association among transformational leadership, operational efficiency and project success. In addition, it was found that transformational leadership and operational efficiency have a positive and statistically significant impact on the project success. It is concluded that both transformational leadership and operational efficiency are vital to achieving the optimum level of success in any project, especially in the development sector. Research implications/limitations - The integral limitation of the study was the respondents because most of the development organizations have their operations in rural areas where access was difficult because of limited time and resources. In addition, such organizations are always reluctant to provide survey feedback. Originality/value/contribution - The paper contribution is in the theoretical and practical knowledge of the project success factors in the development sector which is still a somehow unexplored area. Regulators of the development sector may be benefited from this study.

  11. Analog Design for Digital Deployment of a Serious Leadership Game

    Science.gov (United States)

    Maxwell, Nicholas; Lang, Tristan; Herman, Jeffrey L.; Phares, Richard

    2012-01-01

    This paper presents the design, development, and user testing of a leadership development simulation. The authors share lessons learned from using a design process for a board game to allow for quick and inexpensive revision cycles during the development of a serious leadership development game. The goal of this leadership simulation is to accelerate the development of leadership capacity in high-potential mid-level managers (GS-15 level) in a federal government agency. Simulation design included a mixed-method needs analysis, using both quantitative and qualitative approaches to determine organizational leadership needs. Eight design iterations were conducted, including three user testing phases. Three re-design iterations followed initial development, enabling game testing as part of comprehensive instructional events. Subsequent design, development and testing processes targeted digital application to a computer- and tablet-based environment. Recommendations include pros and cons of development and learner testing of an initial analog simulation prior to full digital simulation development.

  12. Perceived Leadership Life Skills Developed through Participation at the Arkansas FFA Leadership Conference: A Program Evaluation

    Science.gov (United States)

    Ahrens, Chelsey Ann; Cox, Casandra Kay; Burris, Scott; Dykes, Mollie

    2015-01-01

    Youth leadership life skills are the "development of life skills necessary to perform leadership functions in real life" (Miller, 1976, p.2). A model developed by Kapostasy indicates life skills should be taught through FFA [formerly Future Farmers of America] (Staller, 2001). Thus, it is important to evaluate youth leadership life…

  13. Responsibilising managers and clinicians, neglecting system health? What kind of healthcare leadership development do we want?: Comment on "Leadership and leadership development in healthcare settings - a simplistic solution to complex problems?".

    Science.gov (United States)

    Martin, Graham P

    2015-01-01

    Responding to Ruth McDonald's editorial on the rise of leadership and leadership development programmes in healthcare, this paper offers three arguments. Firstly, care is needed in evaluating impact of leadership development, since achievement of organisational goals is not necessarily an appropriate measure of good leadership. Secondly, the proliferation of styles of leadership might be understood in part as a means of retaining control over public services while distributing responsibility for their success and failure. Thirdly, it makes a plea for the continued utility of good administrative skills for clinicians and managers, which are likely to become all-the-more important given recent developments in healthcare policy and governance.

  14. Leadership Development Model for Shelby County Schools

    Science.gov (United States)

    Cobia, F. Jane; Smith, Elizabeth F.; Wood, Leah Anne

    2016-01-01

    The purpose of this study was to examine factors impacting program quality in leadership development programs as a means to inform the Shelby County School System of effective practices in leadership development. The qualitative research design method was used to explore two school systems identified through a comprehensive review of research as…

  15. Clinical leadership development requires system-wide interventions, not just courses.

    Science.gov (United States)

    Swanwick, Tim; McKimm, Judy

    2012-04-01

    This is the third article in a series on clinical leadership and medical education. In the first two articles in this series we looked at the nature of leadership and examined professional outcomes, standards and competency frameworks from around the world that describe what it is we are trying to instil in medical students and doctors in postgraduate training. In this article we explore current trends in leadership development and describe broad approaches to clinical leadership development, highlighting those strategies that are likely to be more (or less) successful. Narrative review and discussion. Key trends and principles for best practice in leadership development are identified. Recommendations for the design of leadership development programmes are made alongside suggestions for system-wide interventions. Leadership development should be both drawn from and embedded in work-based activities, and as far as possible linked to the development of the organisation as a whole. Intervening at the level of the individual may not be enough. System-wide interventions are required that actively engage students and trainees in the practices of management and leadership, and involve them early. © Blackwell Publishing Ltd 2012.

  16. Longitudinal charge nurse leadership development and evaluation.

    Science.gov (United States)

    Krugman, Mary; Heggem, Laura; Kinney, Lisa Judd; Frueh, Margaret

    2013-09-01

    The study's aim was to examine longitudinal outcomes of a leadership program for permanent and relief charge nurse from 1996 to 2012 using action research and Kouzes and Posner's The Leadership Challenge conceptual frameworks. Charge nurses hold significant oversight of patient safety, quality, and team functioning. This study contributes knowledge regarding charge nurse leadership and organization outcomes associated with these essential roles over time. Data were collected over 6 time periods using Kouzes and Posner's The Leadership Practices Inventory (LPI) and internally developed action research tools. Surveys were aligned with leadership and work environment changes to examine outcomes. Charge nurse leadership LPI mean ratings improved. Relief charge nurses reached similar LPI outcomes by 2012, with no statistical differences in mean or domain scores. Action research methods facilitated executive decision making during change processes. Demographics shifted with younger charge nurses with less practice experience serving as charge nurses in the most recent years. Charge nurse leadership reported significant gains despite institutional changes and uneven delivery of educational interventions.

  17. Effects of a Leadership Development Program on Gifted and Non-Gifted Students' Leadership Skills

    Science.gov (United States)

    Ogurlu, Üzeyir; Serap, Emir

    2014-01-01

    Problem Statement: The presence of leaders who will lead societies to success is an important gain for a society. In the present time, leadership development has become a strategic requirement. Although there is a common agreement on the need for leadership education, there are few studies on the education process of leadership and the efficacy of…

  18. Developing a Shared Leadership Vision in a College Setting

    Science.gov (United States)

    Fierke, Kerry K.

    2014-01-01

    The University of Minnesota College of Pharmacy is nationally recognized for its leadership curriculum. Despite the College's success in developing student leaders, an overall guiding leadership philosophy within the College has not been specifically articulated. To begin the process of developing a shared leadership vision, a democratic,…

  19. Fast-tracking authentic leadership development by means of a programme

    Directory of Open Access Journals (Sweden)

    Tineke Wulffers

    2016-09-01

    Full Text Available Orientation: While there is considerable literature on the definition and impact of authentic leadership (AL, there is a research gap regarding the effectiveness of AL programmes. Research purpose: The focus of this article is on the proximal programme effect of an AL development programme on executive leaders within a period of 3 months. Motivation for the study: AL has been identified not only as the root construct of positive forms of leadership but also equates to the highest level of leadership effectiveness. Leadership authenticity can take a life time to develop, and organisations need positive and ethical leadership now. An appropriate AL programme could considerably shorten the development period of a such leadership Research design, approach and method: A longitudinal qualitative programme evaluation approach was used. The participants comprised a primary group of a 10-member executive leadership team who were the AL programme participants and their respective secondary (senior, peer and subordinate participants who provided pre- and post-programme data on the leadership authenticity of the primary participants. Main findings: The outline of the AL programme is presented with an indication of how it adhered to specific guidelines offered for development of such programmes. Findings indicate that the programme had a proximal effect of increasing AL; starting with the development of personal followed by interpersonal and professional leadership. Practical/managerial implications: An appropriate and effective AL programme could thus considerably shorten the development period of such leadership.

  20. An Evidence-Based Practitioner's Model for Adolescent Leadership Development

    Science.gov (United States)

    Rehm, Christopher J.

    2014-01-01

    This paper proposes a model for youth leadership education based on adolescent development and leadership research in an effort to provide practitioners with a practical blueprint to aid their creation and implementation of high school leadership programs. By focusing on student leader development areas which school level educators can affect,…

  1. Campus Involvement as a Predictor for Durable Leadership Development in Conjunction with Leadership Program Participation

    Science.gov (United States)

    Rosch, David M.; Stephens, Clinton M.

    2017-01-01

    Postsecondary educators have long been faced with the challenge of developing the leadership capacity of their students. This research investigated the following research question: To what degree do formal opportunities for involvement predict durable growth in leadership capacity in students who participate in a formal leadership development…

  2. Individual-level outcomes from a national clinical leadership development programme.

    Science.gov (United States)

    Patton, Declan; Fealy, Gerard; McNamara, Martin; Casey, Mary; Connor, Tom O; Doyle, Louise; Quinlan, Christina

    2013-08-01

    A national clinical leadership development programme was instituted for Irish nurses and midwives in 2010. Incorporating a development framework and leadership pathway and a range of bespoke interventions for leadership development, including workshops, action-learning sets, mentoring and coaching, the programme was introduced at seven pilot sites in the second half of 2011. The programme pilot was evaluated with reference to structure, process and outcomes elements, including individual-level programme outcomes. Evaluation data were generated through focus groups and group interviews, individual interviews and written submissions. The data provided evidence of nurses' and midwives' clinical leadership development through self and observer-reported behaviours and dispositions including accounts of how the programme participants developed and displayed particular clinical leadership competencies. A key strength of the new programme was that it involved interventions that focussed on specific leadership competencies to be developed within the practice context.

  3. Talent management for developing leadership: an empirical investigation

    Directory of Open Access Journals (Sweden)

    Rinku Sanjeev

    2017-09-01

    Full Text Available In the current situation where Indian IT Companies are facing high growth trajectory, getting good talents and retaining them is increasingly becoming difficult. Talent management and tapping potential leaders’ is becoming one of the key responsibilities of HR Managers. Though leadership development has always been rated as the most important need of IT Companies, it lacks proper address by top level management. To address this gap it is pertinent for the management to know the factors that impacts the talent management and leadership development within the company. The basic emphasis of this paper is to analyze the factors influencing talent management in IT organization and also to understand the impact of talent management on overall leadership development. The study is descriptive and exploratory in nature. To identify factors influencing talent management factor analysis was used. To examine the hypothesis of the study Karl Pearson Coefficient correlation and regression analysis was done. The findings of the study suggests that potential identification, employee retention and rewards contributes significantly in leadership development It also suggests that there is a positive relation between talent management and leadership development

  4. Pilot evaluation of a continuing professional development tool for developing leadership skills.

    Science.gov (United States)

    Patterson, Brandon J; Chang, Elizabeth H; Witry, Matthew J; Garza, Oscar W; Trewet, CoraLynn B

    2013-01-01

    Strategies are needed to assure essential nonclinical competencies, such as leadership, can be gained using a continuing professional development (CPD) framework. The objective of this study was to explore student pharmacists' utilization and perceived effectiveness of a CPD tool for leadership development in an elective course. Students completed 2 CPD cycles during a semester-long leadership elective using a CPD tool. A questionnaire was used to measure students' perceptions of utility, self-efficacy, and satisfaction in completing CPD cycles when using a tool to aid in this process. The CPD tool was completed twice by 7 students. On average, students spent nearly 5 hours per CPD cycle. More than half (57.1%) scored themselves as successful or very successful in achieving their learning plans, and most (71.4%) found the tool somewhat useful in developing their leadership skills. Some perceived that the tool provided a systematic way to engage in leadership development, whereas others found it difficult to use. In this pilot study, most student pharmacists successfully achieved a leadership development plan and found the CPD tool useful. Providing students with more guidance may help facilitate use and effectiveness of CPD tools. There is a need to continue to develop and refine tools that assist in the CPD of pharmacy practitioners at all levels. Copyright © 2013 Elsevier Inc. All rights reserved.

  5. Leadership Development of Rehabilitation Professionals in a Low-Resource Country: A Transformational Leadership, Project-Based Model

    OpenAIRE

    Pascal, Maureen Romanow; Mann, Monika; Dunleavy, Kim; Chevan, Julia; Kirenga, Liliane; Nuhu, Assuman

    2017-01-01

    Background and rationale This paper presents an overview of the activities and outcomes of the Leadership Institute (LI), a short-term leadership development professional development course offered to physiotherapists in a low-resource country. Previous studies have provided examples of the benefits of such programs in medicine and nursing, but this has yet to be documented in the rehabilitation literature. The prototype of leadership development presented may provide guidance for similar tra...

  6. Entrepreneurial Leadership in Upstream Oil and Gas Industry

    OpenAIRE

    Kalu, Mona Ukpai

    2015-01-01

    The study examined Entrepreneurial leadership in Upstream Oil and Gas industry and its ability to accelerate innovative energy technology development. The declining deliverability from existing reservoirs and ever increasing demand for energy to fuel growth in many parts of the world is driving oil and gas exploration into more difficult to access reservoirs like bituminous sands and shale gas. Accelerating new innovative technology development to access these new streams of profitable oil an...

  7. Leadership Competency Development: A Higher Education Responsibility

    Science.gov (United States)

    Seemiller, Corey

    2016-01-01

    Moving from why, how, and what, this chapter closes with a focus on how we know the outcomes of leadership education. This final chapter provides an overview of leadership competency development as a critical component of higher education.

  8. Developing a Strategic Leadership Model for the Military Chaplaincy

    National Research Council Canada - National Science Library

    Steedley, Kerry

    1999-01-01

    The purpose of this strategy research project was to define strategic leadership, to describe spiritual leadership, and to develop a model of strategic-spiritual leadership for the U.S. Army Chaplaincy...

  9. Developing a leadership pipeline: the Cleveland Clinic experience.

    Science.gov (United States)

    Hess, Caryl A; Barss, Christina; Stoller, James K

    2014-11-01

    The complexity of health care requires excellent leadership to address the challenges of access, quality, and cost of care. Because competencies to lead differ from clinical or research skills, there is a compelling need to develop leaders and create a talent pipeline, perhaps especially in physician-led organizations like Cleveland Clinic. In this context, we previously reported on a cohort-based physician leadership development course called Leading in Health Care and, in the current report, detail an expanded health care leadership development programme called the Cleveland Clinic Academy (CCA). CCA consists of a broad suite of offerings, including cohort-based learning and 'a la carte' half- or full-day courses addressing specific competencies to manage and to lead. Academy attendance is optional and is available to all physicians, nurses, and administrators with the requisite experience. Course selection is guided by competency matrices which map leadership competencies to specific courses. As of December 2012, a total of 285 course sessions have been offered to 6,050 attendees with uniformly high ratings of course quality and impact. During the past 10 years, Cleveland Clinic's leadership and management curriculum has successfully created a pipeline of health care leaders to fill executive positions, search committees, board openings, and various other organizational leadership positions. Health care leadership can be taught and learned.

  10. Principled, Transformational Leadership: Analyzing the Discourse of Leadership in the Development of Librarianship's Core Competences

    Science.gov (United States)

    Hicks, Deborah; Given, Lisa M.

    2013-01-01

    Using discourse analysis, this article explores three questions: (a) Why was "principled, transformational leadership" the leadership style added to Core Competences? (b) What was the discourse of leadership in the profession surrounding the development of the Core Competences? (c) How might this competence affect LIS education? And what measures,…

  11. Leadership Skills Development Through Service Learning

    Directory of Open Access Journals (Sweden)

    James A. Ejiwale

    2013-08-01

    Full Text Available The engagement of students in service learning will help them acquire and improve on necessary leadership skills required of them upon graduation. This is essential to help prepare and put the graduates of STEM programs at the forefront of employment in the new industrial revolution. It is therefore important that STEM majors should participate in service learning so as to discharge their civic responsibility and to improve their leadership skills. This paper addresses the forms, assessment and the need for service learning in STEM programs and how it can help develop the leadership skills of  the participants.

  12. The Relationship between Student Leaders' Constructive Development, Their Leadership Identity, and Their Understanding of Leadership

    Science.gov (United States)

    Sessa, Valerie I.; Ploskonka, Jillian; Alvarez, Elphys L.; Dourdis, Steven; Dixon, Christopher; Bragger, Jennifer D.

    2016-01-01

    The purpose of our research was to use Day, Harrison, and Halpin's, (2009) theory of leadership development as a premise to investigate how students' constructive development is related to their leader identity development and understanding of leadership. Baxter Magolda's Model of Epistemological Reflection (MER, 1988, 2001) was used to understand…

  13. Case Study: Developing, Implementing, and Evaluating a One-Day Leadership Conference to Foster Women's Leadership in Healthcare

    Directory of Open Access Journals (Sweden)

    Kerry K. Fierke

    2014-01-01

    Full Text Available Despite women increasingly entering the healthcare field, they still face barriers to advancing in leadership ranks within healthcare. To address the need for leadership development among women in healthcare, the Center for Leading Healthcare Change (CLHC at the University of Minnesota College of Pharmacy piloted a one-day conference in November 2012 entitled "Women Impacting Healthcare: Decide to Make a Difference." This conference utilized an interactive agenda: each speaker's presentation was followed by hands-on leadership activities during which attendees developed their own personal leadership visions. Specific leadership activities were designed to build upon one another and help design a leadership pathway. All activities were consistent as they included personal reflection and interaction with others. Attendees were asked to complete two evaluations, one immediately at the conclusion of the conference, and another two-weeks post. The conference committee achieved the goal of delivering the conference objectives. As the Women Impacting Healthcare committee continues to look for ways to develop leaders in healthcare, the focus of future conferences will also evolve to include the needs of women currently in leadership roles, as well as ways women can grow into leadership roles.   Type: Case Study

  14. A Leadership Education and Development Program for Clinical Nurses.

    Science.gov (United States)

    Fitzpatrick, Joyce J; Modic, Mary Beth; Van Dyk, Jennifer; Hancock, K Kelly

    2016-11-01

    The Leadership Education and Development (LEAD) Program was designed to transform care at the bedside by empowering clinical nurses as leaders. The heart of LEAD was enhancing communication skills of clinical nurses with clinical colleagues and, most importantly, patients and families. Key concepts of leadership/management were included: personal awareness, personal leadership skills/abilities, leading change, leading others individually and in teams, enhancing the patient/provider experience, and the leadership role in outcomes management. A quantitative, longitudinal, survey design was used with 2 cohorts. The program consisted of six 4-hour sessions for 3 to 6 months. Leadership practices were measured before program implementation, at the end of the program, and 3 months after program completion. There were significant increases in leadership practices sustained 3 months after program completion. A range of other outcome measures was included. There is a need for additional leadership development programs for clinical nurses.

  15. Integrating Leadership Development throughout the Undergraduate Science Curriculum

    Science.gov (United States)

    Reed, Kelynne E.; Aiello, David P.; Barton, Lance F.; Gould, Stephanie L.; McCain, Karla S.; Richardson, John M.

    2016-01-01

    This article discusses the STEM (science, technology, engineering, and mathematics) Teaching and Research (STAR) Leadership Program, developed at Austin College, which engages students in activities integrated into undergraduate STEM courses that promote the development of leadership behaviors. Students focus on interpersonal communication,…

  16. Impact of Intercollegiate Athletic Participation on Leadership Development

    Science.gov (United States)

    Huntrods, Clint S.; An, Brian P.; Pascarella, Ernest T.

    2017-01-01

    This study examined the effects of participation in intercollegiate athletics on leadership development using a multi-institutional, longitudinal sample of students at four-year institutions. Using Astin's (1993) Input-Environment-Outcome model, we examined whether athletic participation influenced leadership development using the Socially…

  17. Leading nurses: emotional intelligence and leadership development effectiveness.

    Science.gov (United States)

    Crowne, Kerri Anne; Young, Thomas M; Goldman, Beryl; Patterson, Barbara; Krouse, Anne M; Proenca, Jose

    2017-07-03

    Purpose The purpose of this paper is to examine the effectiveness of an emotional intelligence (EI) and leadership development education program involving 20 nurse leaders at nursing homes. Also, it investigates the relationship between EI and transformational leadership. Design/methodology/approach Three research questions are posed. Correlation analysis and t-tests were conducted to answer the questions posed. Findings The findings of this paper indicate that the EI educational development was effective, while the personal leadership development was not. The data also showed a positive significant relationship between EI and transformational leadership. Research limitations/implications This paper is limited by the small sample size; thus, a causal relationship between EI and leadership could not be investigated. Additionally, the sample was not randomly selected because of the commitment needed from the participants. Furthermore, the paper was focused on nurse leaders in nursing homes, so it may not be generalizable to other populations. Practical implications With the increasing need for nursing home facilities and the limited training generally provided to nurses who move into managerial roles in these facilities, it is critical for organizations to understand the effectiveness of educational programs that exist. Moreover, the findings of this paper may provide information that would be useful to others who wish to develop EI and/or leadership education for nurses. Originality/value While much research exists on EI and transformational leadership, little of this research focuses on nurses in nursing home facilities. Thus, this paper fills a gap in the literature.

  18. Physician leadership development at Cleveland Clinic: a brief review.

    Science.gov (United States)

    Christensen, Terri; Stoller, James K

    2016-06-01

    We aim to describe the rationale for and spectrum of leadership development programs, highlighting experience at a large healthcare institution (Cleveland Clinic, Cleveland, Ohio, USA). Developing leaders is a universal priority to sustain organizational success. In health care, significant challenges of ensuring quality and access and making care affordable are widely shared internationally and demand effective physician leadership. Yet, leadership competencies differ from clinical and scientific competencies and features of selecting and training physicians-who have been called "heroic lone healers" -often conspire against physicians being effective leaders or followers. Thus, developing leadership competencies in physicians is critical.Leadership development programs have been signature features of successful organizations and various Australian organizations offer such training (e.g. The Australian Leadership Foundation and the University of South Australia), but relatively few health care organizations have adopted the practice of offering such training, both in Australia and elsewhere. As a United States example of one such integrated program, the Cleveland Clinic, a large, closed-staff physician-led group practice in Cleveland, Ohio has offered physician leadership training for over 15 years. This paper describes the rationale, structure, and some of the observed impacts associated with this program. © The Royal Australian and New Zealand College of Psychiatrists 2016.

  19. Leadership for development in a globalised environment

    Directory of Open Access Journals (Sweden)

    S. Vil-Nkomo

    2002-08-01

    Full Text Available The advancement of Africa and NEPAD depends entirely on the emergence of an African leadership for development. Issues of leadership and operational citizenship are examined and analysed. The article uses Othello to dramatize and analyse the challenges of African leadership. The scramble to save Africa from within and external is presented. The consequences of globalisation are examined. The article demonstrates that NEPAD is not a given for this continent, because certain conditions must be met which are succinctly outlined in the United Nations Millennium Declaration, the Monterrey consensus, and the United Nations Development Programme. The article raises questions of shifting goal posts.

  20. Leadership development in UK medical training: pedagogical theory and practice.

    Science.gov (United States)

    Bekas, Stavros

    2015-01-01

    PHENOMENON: The central role of clinical leadership in achieving the vision of quality and productivity could be attained by investing in its development in postgraduate medical education. A critical review of selected literature is presented. The author identifies some of the main theoretical constructs related to leadership; the pedagogical underpinning of medical leadership programs; their learning objectives; and the mixture of methods, individual and collective, to achieve them. INSIGHTS: How to best develop leadership through medical education remains an open debate. Experiential learning, reflective practice, action learning, and mentoring could provide the foundations of leadership development. Application of the aforementioned should be cautious due to limitations of the concept of leadership as currently promoted and lack of robust evaluation methodologies.

  1. Clinical leadership development and education for nurses: prospects and opportunities

    Directory of Open Access Journals (Sweden)

    Joseph ML

    2015-07-01

    Full Text Available M Lindell Joseph, Diane L Huber College of Nursing, The University of Iowa, Iowa City, IA, USA Abstract: With the implementation of the Affordable Care Act, elevated roles for nurses of care coordinator, clinical nurse leader, and advanced practice registered nurse have come to the forefront. Because change occurs so fast, matching development and education to job requirements is a challenging forecasting endeavor. The purpose of this article is to envision clinical leadership development and education opportunities for three emerging roles. The adoption of a common framework for intentional leadership development is proposed for clinical leadership development across the continuum of care. Solutions of innovation and interdependency are framed as core concepts that serve as an opportunity to better inform clinical leadership development and education. Additionally, strategies are proposed to advance knowledge, skills, and abilities for crucial implementation of improvements and new solutions at the point of care. Keywords: clinical leadership, nursing leadership, CNL, care coordination, innovation, interdependency

  2. Relational knowledge leadership and local economic development

    NARCIS (Netherlands)

    Horlings, Lummina; Collinge, Chris; Gibney, John

    2017-01-01

    This paper concerns the role of spatial leadership in the development of the knowledge-based economy. It is argued within academic and practitioner circles that leadership of knowledge networks requires a particular non-hierarchical style that is required to establish an ambience conducive to

  3. Saudi Continuous Professional Development and Leadership Skills Awareness

    Science.gov (United States)

    Alsughayyer, Arwa

    2016-01-01

    Higher education in Saudi Arabia has undergone major reforms over the past decade. Investment in leadership development has received particular focus by policymakers. Little is known about leaders and their participations in professional development (PD) programs and effective leadership skills. Therefore, this study examined, using a quantitative…

  4. The Development of a Tactical-Level Full Range Leadership Measurement Instrument

    Science.gov (United States)

    2010-03-01

    full range leadership theory has become established as the predominant and most widely researched theory on leadership . The most commonly used survey...instrument to assess full range leadership theory is the Multifactor Leadership Questionnaire, originally developed by Bass in 1985. Although much...existing literature to develop a new full range leadership theory measurement instrument that effectively targets low- to mid-level supervisors, or

  5. Developing leadership as a trainee- opportunities, barriers and potential improvements.

    Science.gov (United States)

    Doherty, Rachel; Lawson, Sara; Mc Laughlin, Laura; Donaghy, Grainne; Courtney, Julia; Gardiner, Keith

    2018-05-01

    The General Medical Council explicitly state that doctors completing training should demonstrate capabilities in leadership and teamwork. 1 However, most trainees receive little formal training in leadership. In March 2017, at the Faculty of Medical Leadership and Management (FMLM) Northern Ireland Regional Conference, a workshop on developing leadership skills as a trainee was hosted and the views of doctors in training regarding current opportunities, potential barriers and improvements were sought. In Northern Ireland presently there are a number of opportunities available for trainees to gain experience in leadership - both by learning through observation and learning through experience. These range from informal activities which do not require significant time commitment to focused, immersive leadership experiences such as ADEPT (Achieve Develop Explore Programme for Trainees) 2 , and the Royal College of Physicians' Chief Registrar scheme. 3 Several barriers to developing leadership have been identified, including limited understanding of what constitutes leadership, a lack of senior support and little formal recognition for trainees leading teams. Time pressures, frequently rotating jobs, limited resources and difficulty upscaling can also undermine the sustainability of improvement and other leadership projects. Incorporating awareness of and training in leadership skills, as well as greater engagement with senior leaders and managers, at an early stage in training could promote understanding and encourage trainees. Formalising leadership roles within training posts may improve experience. Deaneries and Trusts can also enable leadership opportunities by facilitating study leave, raising awareness amongst supervisors, and providing career enhancing incentives for interested trainees.

  6. Twelve tips for integrating leadership development into undergraduate medical education.

    Science.gov (United States)

    Till, Alex; McKimm, Judy; Swanwick, Tim

    2017-10-26

    Healthcare systems need effective leadership. All healthcare professionals can and should "learn to lead" and this requires a clear focus on leadership development from the earliest stages of a career. Within medicine, undergraduate students should be provided with opportunities to thrive and develop their skills in terms of leadership, management and followership. Drawing from the existing evidence base, the authors' expertise and the latest "thought leadership", these 12 tips provide practical guidance to universities and associated provider organizations, and to academic and clinical faculty, on how to integrate leadership development into their undergraduate medical programs. These 12 tips will help educators provide medical education that incorporates leadership as a core part of a professional's identity, and help students gain a deeper understanding of themselves and the teams, organizations and system they work within.

  7. Leadership Development: A Supervisory Responsibility

    National Research Council Canada - National Science Library

    French, David

    2000-01-01

    .... This is a recurring theme found throughout leadership literature and speeches. The US Air Force clearly establishes subordinate development as a supervisory responsibility in top-level doctrine...

  8. Responsibilising Managers and Clinicians, Neglecting System Health? What Kind of Healthcare Leadership Development Do We Want? Comment on “Leadership and Leadership Development in Healthcare Settings - A Simplistic Solution to Complex Problems?”

    Directory of Open Access Journals (Sweden)

    Graham P. Martin

    2015-01-01

    Full Text Available Responding to Ruth McDonald’s editorial on the rise of leadership and leadership development programmes in healthcare, this paper offers three arguments. Firstly, care is needed in evaluating impact of leadership development, since achievement of organisational goals is not necessarily an appropriate measure of good leadership. Secondly, the proliferation of styles of leadership might be understood in part as a means of retaining control over public services while distributing responsibility for their success and failure. Thirdly, it makes a plea for the continued utility of good administrative skills for clinicians and managers, which are likely to become all-the-more important given recent developments in healthcare policy and governance.

  9. Building Regional Networking Capacity through Leadership Development: The Case of Leadership Northwest Missouri

    Science.gov (United States)

    Maltsberger, Beverly; Majee, Wilson

    2012-01-01

    Through a case study analysis of a regional leadership development program, this article describes the impact on individual and group leadership skills and how the skills are employed to benefit individual communities and the region as a whole. Data were obtained through surveys. Through cooperation and collaboration between and among leadership…

  10. Development of a Behaviorally Anchored Rating Scale for Leadership

    Science.gov (United States)

    2018-01-01

    Research Product 2018-06 Development of a Behaviorally Anchored Rating Scale for Leadership Tatiana H. Toumbeva Krista L...anchored Rating Scale for Leadership 5a. CONTRACT NUMBER W5J9CQ-11-D-0004 5b. GRANT NUMBER 5c. PROGRAM ELEMENT NUMBER 62278 6...observer- based behavioral measure to help instructors more reliably and accurately evaluate the development of leadership attributes and competencies

  11. School-business partnerships for organisational leadership development

    OpenAIRE

    Ofori-Kyereh, Samuel

    2012-01-01

    Leadership and how it is developed have become a top priority for almost all organisations, particularly schools and business organisations, to survive and secure growth (Bolden, 2004). Equally, the concept of partnership has become a panacea for solving complex and ‘wicked’ problems in diverse organisations (Armistead, 2007). This study therefore investigates how school-business partnerships could serve as alternative means for organisational leadership development. The study is principally ...

  12. Developing leadership competencies: Insights from emergent junior talent-intransitions in South Africa

    OpenAIRE

    MacDonald Kanyangale; Noel Pearse

    2014-01-01

    Increasingly, leadership development programs are being challenged to produce robust evidence of their impact on leadership competencies of participants in South Africa. If used properly, portfolio assessment of one`s own leadership development journey has the potential to depict not just learning achievement, but also leadership growth and development. A multinational corporation in South Africa outsourced to a business school a program to develop leadership of selected 15 high-performing...

  13. Using Student Development Theories as Conceptual Frameworks in Leadership Education

    Science.gov (United States)

    Owen, Julie E.

    2012-01-01

    Theories of student learning and development are particularly important in leadership education because they make prescriptions about how people can adopt increasingly complex ways of being, knowing, and doing--essential forms of development for leadership learning. Increasingly, there is a call for leadership educators to adopt interdisciplinary…

  14. Designing a leadership development program for surgeons.

    Science.gov (United States)

    Jaffe, Gregory A; Pradarelli, Jason C; Lemak, Christy Harris; Mulholland, Michael W; Dimick, Justin B

    2016-01-01

    Although numerous leadership development programs (LDPs) exist in health care, no programs have been specifically designed to meet the needs of surgeons. This study aimed to elicit practicing surgeons' motivations and desired goals for leadership training to design an evidence-based LDP in surgery. At a large academic health center, we conducted semistructured interviews with 24 surgical faculty members who voluntarily applied and were selected for participation in a newly created LDP. Transcriptions of the interviews were analyzed using analyst triangulation and thematic coding to extract major themes regarding surgeons' motivations and perceived needs for leadership knowledge and skills. Themes from interview responses were then used to design the program curriculum specifically to meet the leadership needs of surgical faculty. Three major themes emerged regarding surgeons' motivations for seeking leadership training: (1) Recognizing key gaps in their formal preparation for leadership roles; (2) Exhibiting an appetite for personal self-improvement; and (3) Seeking leadership guidance for career advancement. Participants' interviews revealed four specific domains of knowledge and skills that they indicated as desired takeaways from a LDP: (1) leadership and communication; (2) team building; (3) business acumen/finance; and (4) greater understanding of the health care context. Interviews with surgical faculty members identified gaps in prior leadership training and demonstrated concrete motivations and specific goals for participating in a formal leadership program. A LDP that is specifically tailored to address the needs of surgical faculty may benefit surgeons at a personal and institutional level. Copyright © 2016 Elsevier Inc. All rights reserved.

  15. An exploration of two perspectives on global leadership and the potential consequences for global leadership development

    OpenAIRE

    Rønning, Rune; Espedal, Bjarne; Jordahl, Atle

    2010-01-01

    The paper explores two logics of global leadership; the logic of instrumentality and the logic of appropriateness. These two logics and their relation to multinational enterprises are traced in organizational theory and in global leadership theory and the consequences of the two logics for the design of global leadership development programs are explored. It is argued that applying a logic of instrumentality uncritically to global leadership in multinational enterprises is potentially fraught...

  16. Developing compassionate leadership in health care: an integrative review.

    Science.gov (United States)

    de Zulueta, Paquita C

    2016-01-01

    Compassionate health care is universally valued as a social and moral good to be upheld and sustained. Leadership is considered pivotal for enabling the development and preservation of compassionate health care organizations. Strategies for developing compassionate health care leadership in the complex, fast-moving world of today will require a paradigm shift from the prevalent dehumanizing model of the organization as machine to one of the organizations as a living complex adaptive system. It will also require the abandonment of individualistic, heroic models of leadership to one of shared, distributive, and adaptive leadership. "Command and control" leadership, accompanied by stifling regulation, rigid prescriptions, coercive punishments, and/or extrinsic rewards, infuses fear into the system with consequent disempowerment and disunity within the workforce, and the attrition of innovation and compassion. It must be eschewed. Instead, leadership should be developed throughout the organization with collective holistic learning strategies combined with high levels of staff support and engagement. Culture and leadership are interdependent and synergistic; their codevelopment needs to be grounded in a sophisticated, scientifically based account of human nature held within a coherent philosophical framework reflected by modern organizational and leadership theories. Developing leadership for compassionate care requires acknowledging and making provision for the difficulties and challenges of working in an anxiety-laden context. This means providing appropriate training and well-being programs, sustaining high levels of trust and mutually supportive interpersonal connections, and fostering the sharing of knowledge, skills, and workload across silos. It requires enabling people to experiment without fear of reprisal, to reflect on their work, and to view errors as opportunities for learning and improvement. Tasks and relational care need to be integrated into a coherent

  17. Perceptions about Authentic Leadership Development: South African Occupational Therapy Students’ Camp Experience

    Directory of Open Access Journals (Sweden)

    Fatima Hendricks

    2018-01-01

    Full Text Available Background. Twenty-three years into democracy, concern is deepening regarding the slow progress of Occupational Therapy (OT in South Africa, especially with regard to diversity and inclusion within OT. Methods. This study explores authentic leadership development primarily among Black OT students attending a pilot Occupational Therapy Association of South Africa (OTASA National Student Leadership Camp. It seeks to ascertain their perceptions on leadership and leadership development. This descriptive pilot study employs in-depth interviews and subsequent content analysis, with 12 OT students from six university OT programs in South Africa. Findings. Four categories of participant perceptions on authentic leadership development emerged from the analysis: (1 perceptions about oneself as a leader based on personal narrative, self-awareness, self-control, and psychological capital; (2 perceptions about others, specifically current leaders, with regard to their moral crisis, including continuing inequality, insincerity, greed, and selfishness; (3 goals and aspirations for leadership development via student camps; and (4 effects of leadership on the system. Conclusions. Recommendations for future practice include promotion of storytelling as a means of personal reflection for authentic leadership development and focused investment in camps for developing student leadership skills and building authentic leadership knowledge.

  18. Perceptions about Authentic Leadership Development: South African Occupational Therapy Students' Camp Experience.

    Science.gov (United States)

    Hendricks, Fatima; Toth-Cohen, Susan

    2018-01-01

    Twenty-three years into democracy, concern is deepening regarding the slow progress of Occupational Therapy (OT) in South Africa, especially with regard to diversity and inclusion within OT. This study explores authentic leadership development primarily among Black OT students attending a pilot Occupational Therapy Association of South Africa (OTASA) National Student Leadership Camp. It seeks to ascertain their perceptions on leadership and leadership development. This descriptive pilot study employs in-depth interviews and subsequent content analysis, with 12 OT students from six university OT programs in South Africa. Four categories of participant perceptions on authentic leadership development emerged from the analysis: (1) perceptions about oneself as a leader based on personal narrative, self-awareness, self-control, and psychological capital; (2) perceptions about others, specifically current leaders, with regard to their moral crisis, including continuing inequality, insincerity, greed, and selfishness; (3) goals and aspirations for leadership development via student camps; and (4) effects of leadership on the system. Recommendations for future practice include promotion of storytelling as a means of personal reflection for authentic leadership development and focused investment in camps for developing student leadership skills and building authentic leadership knowledge.

  19. Leadership and Change in Sustainable Regional Development

    NARCIS (Netherlands)

    Sotarauta, M.; Horlings, L.G.; Liddle, J.

    2012-01-01

    This book shows, first of all, that leadership plays a crucial role in reinventing regions and branching out from an old path to something new in order to create more balanced and sustainable regional development. Second, it maintains that leadership is not a solo but a multi-agent and -level

  20. Evaluating Leadership Training and Development: A Levels-of-Analysis Perspective

    Science.gov (United States)

    Clarke, Nicholas

    2012-01-01

    The changing context of work and organizations is making new demands of leadership. Differing expectations on the goals of leadership training, and development are also emerging. To date, few comprehensive models to guide evaluation research and practice in the field of leadership training and development have appeared in the literature. This…

  1. A Leadership Identity Development Model: Applications from a Grounded Theory

    Science.gov (United States)

    Komives, Susan R.; Mainella, Felicia C.; Longerbeam, Susan D.; Osteen, Laura; Owen, Julie E.

    2006-01-01

    This article describes a stage-based model of leadership identity development (LID) that resulted from a grounded theory study on developing a leadership identity (Komives, Owen, Longerbeam, Mainella, & Osteen, 2005). The LID model expands on the leadership identity stages, integrates the categories of the grounded theory into the LID model, and…

  2. Emotionally intelligent learner leadership development: a case study

    African Journals Online (AJOL)

    seldom ideal places to develop leadership skills because policies and regulations ..... componentof leadership (vision-focus, vision-communication, value ..... reported a low self-esteem for L. L seemed to be unsure of himself / herself, hesitant,.

  3. Classroom Teacher Leadership: Service-Learning for Teacher Sense of Efficacy and Servant Leadership Development

    Science.gov (United States)

    Stewart, Trae

    2012-01-01

    Improved student achievement requires the distribution of leadership beyond one individual. Given their daily connection to students, leadership opportunities distributed to classroom teachers are key to school improvement. Complicating the development of classroom teacher leaders are attrition rates and low teacher efficacy among novice…

  4. The public leadership questionnaire: The development and validation of five dimensions of public leadership behaviors

    OpenAIRE

    Tummers, Lars; Knies, Eva

    2014-01-01

    markdownabstract__Abstract__ In the public administration discipline, there have been various important studies on leadership. However, scholarly inquiry still lags behind related disciplines such as psychology and business administration. This study contributes by developing and validating scales measuring public leadership behavior. Based on theory and empirical analyses, five key public leader behaviors are identified and measured: (1) accountability leadership (6 items), (2) lawfulness le...

  5. Developing compassionate leadership in health care: an integrative review

    Directory of Open Access Journals (Sweden)

    de Zulueta PC

    2015-12-01

    Full Text Available Paquita C de Zulueta Department of Primary Care and Public Health, Imperial College London, UK Abstract: Compassionate health care is universally valued as a social and moral good to be upheld and sustained. Leadership is considered pivotal for enabling the development and preservation of compassionate health care organizations. Strategies for developing compassionate health care leadership in the complex, fast-moving world of today will require a paradigm shift from the prevalent dehumanizing model of the organization as machine to one of the organizations as a living complex adaptive system. It will also require the abandonment of individualistic, heroic models of leadership to one of shared, distributive, and adaptive leadership. “Command and control” leadership, accompanied by stifling regulation, rigid prescriptions, coercive punishments, and/or extrinsic rewards, infuses fear into the system with consequent disempowerment and disunity within the workforce, and the attrition of innovation and compassion. It must be eschewed. Instead, leadership should be developed throughout the organization with collective holistic learning strategies combined with high levels of staff support and engagement. Culture and leadership are interdependent and synergistic; their codevelopment needs to be grounded in a sophisticated, scientifically based account of human nature held within a coherent philosophical framework reflected by modern organizational and leadership theories. Developing leadership for compassionate care requires acknowledging and making provision for the difficulties and challenges of working in an anxiety-laden context. This means providing appropriate training and well-being programs, sustaining high levels of trust and mutually supportive interpersonal connections, and fostering the sharing of knowledge, skills, and workload across silos. It requires enabling people to experiment without fear of reprisal, to reflect on their work

  6. Academic Leadership: Management of Groups or Leadership of Teams? A Multiple-Case Study on Designing and Implementing a Team-Based Development Programme for Academic Leadership

    Science.gov (United States)

    Söderhjelm, Teresa; Björklund, Christina; Sandahl, Christer; Bolander-Laksov, Klara

    2018-01-01

    Demands on academic leadership are increasing, which raises the need for leadership training. This article describes development and implementation of a group training intervention in academic leadership at a departmental level. Little systematic research has addressed the question of what forms of leadership training are associated with…

  7. Transfer of Learning in Leadership Development: Lived Experiences of HPI Practitioners

    Science.gov (United States)

    Johnstal, Susan P.

    2010-01-01

    Recent research showed developing leadership matters a great deal for organizations seeking a competitive advantage. Unfortunately, despite numerous resources devoted to leadership development, confidence in leaders was plummeting and development programs were failing to meet the goal of more effective leadership. Research suggested these failures…

  8. Impact of Personal Growth Projects on Leadership Identity Development

    Science.gov (United States)

    Odom, Summer F.; Boyd, Barry L.; Williams, Jennifer

    2012-01-01

    Within personal leadership education courses, leadership educators should include experiences which help students develop themselves as leaders. In this article, the authors discuss results from a qualitative research study involving the analysis of Personal Growth Project (PGP) assignments in a personal leadership education collegiate course. The…

  9. Leadership Development in Social Housing: A Research Agenda

    Science.gov (United States)

    Ward, Carolyn; Blenkinsopp, John; McCauley-Smith, Catherine

    2010-01-01

    Purpose: The purpose of this paper is to develop a research agenda to underpin leadership development activity in the social housing sector, in the light of an identified need for effective leadership in this sector owing to the continual reform and changes it faces. Design/methodology/approach: A literature review is conducted by searching a…

  10. Early Careerist Interest and Participation in Health Care Leadership Development Programs.

    Science.gov (United States)

    Thompson, Jon M; Temple, April

    2015-01-01

    Health care organizations are increasingly embracing leadership development programs. These programs include a variety of specific activities, such as formally structured leadership development, as well as mentoring, personal development and coaching, 360-degree feedback, and job enlargement, in order to increase the leadership skills of managers and high-potential staff. However, there is a lack of information on how early careerists in health care management view these programs and the degree to which they participate. This article reports on a study undertaken to determine how early careerists working in health care organizations view leadership development programs and their participation in such programs offered by their employers. Study findings are based on a survey of 126 early careerists who are graduates of an undergraduate health services administration program. We found varying levels of interest and participation in specific leadership development activities. In addition, we found that respondents with graduate degrees and those with higher compensation were more likely to participate in selected leadership development program activities. Implications of study findings for health care organizations and early careerists in the offering of, and participation in, leadership development programs are discussed.

  11. Bridge to shared governance: developing leadership of frontline nurses.

    Science.gov (United States)

    Dearmon, Valorie A; Riley, Bettina H; Mestas, Lisa G; Buckner, Ellen B

    2015-01-01

    Transforming health care systems to improve quality is the responsibility of nurse executives and frontline nurses alike, yet frontline nurses are often ill-prepared to share leadership and accountability needed for transformation. The aim of this qualitative study was to describe the process used to build leadership capacity of frontline nurses engaged in resolving operational failures interrupting nursing care. The leadership development process served to bridge staff transition to shared governance. This institutional review board-approved qualitative research was designed to identify the effects of mentoring by the chief nursing officer and faculty partners on leadership development of frontline nurses working to find solutions to operational failures. Twelve nurses from 4 medical surgical units participated in a Frontline Innovations' nurse-led interdisciplinary group, which met over 18 months. Transcriptions of audiotaped meetings were analyzed for emerging process and outcome themes. The transcripts revealed a robust leadership development journey of frontline nurses engaged in process improvement. Themes that emerged from the mentoring process included engagement, collaboration, empowerment, confidence, and lifelong learning. The mentoring process provided frontline nurses the leadership foundation necessary to initiate shared governance.

  12. Distinguishing Mentoring, Coaching, and Advising for Leadership Development.

    Science.gov (United States)

    Hastings, Lindsay J; Kane, Cindy

    2018-06-01

    Mentoring, coaching, and advising are often confused as similar interactions with developmental intent, yet their scope, purpose, and utility in leadership development are distinct. The purpose of this chapter is to provide clarity as to what constitutes mentoring, coaching, and advising for leadership development and to compare and contrast each relationship type. © 2018 Wiley Periodicals, Inc.

  13. Cooperation for Development, Brazilian Regional Leadership and Global Protagonism

    Directory of Open Access Journals (Sweden)

    Leticia Pinheiro

    2014-08-01

    Full Text Available This article aims to analyze Brazil’s policy towards South America during Luiz Inácio "Lula" da Silva’s government by discussing what kind of leadership the country was able to perform in the region during this time. The authors examine the role played by the policy of International Cooperation for Development on such regional leadership. The central argument is that although Brazil has performed the role of a regional leader, there is a need for distinguishing leadership for regional matters – inwards regional leadership – from leadership for global issues – outwards regional leadership. We argue that inwards regional leadership was in fact successfully performed by Brazil in South America, mainly due to its role as a Development Leader. On the other hand, we also verified that such leadership for regional matters did not always allow Brazil to act on behalf of the entire region on the global arena. Nevertheless, we argue that Brazilian diplomacy left behind the belief that, in order to have global protagonism, the country should use South America as a regional launching platform. Instead, Brazil has been making use of global coalitions such as IBSA and BRICS to boost its global role.

  14. A Model for Physician Leadership Development and Succession Planning.

    Science.gov (United States)

    Dubinsky, Isser; Feerasta, Nadia; Lash, Rick

    2015-01-01

    Although the presence of physicians in formal leadership positions has often been limited to roles of department chiefs, MAC chairs, etc., a growing number of organizations are recruiting physicians to other leadership positions (e.g., VP, CEO) where their involvement is being genuinely sought and valued. While physicians have traditionally risen to leadership positions based on clinical excellence or on a rotational basis, truly effective physician leadership that includes competencies such as strategic planning, budgeting, mentoring, network development, etc., is essential to support organizational goals, improve performance and overall efficiency as well as ensuring the quality of care. In this context, the authors have developed a physician leader development and succession planning matrix and supporting toolkit to assist hospitals in identifying and nurturing the next generation of physician leaders.

  15. Mathematics and science acceleration in grade eight: School leaders' perceptions and satisfaction

    Science.gov (United States)

    Graham, Kenneth

    Shifts in attitudes regarding academic program accessibility to provide the most rigorous academic opportunities to all students will not occur smoothly without departmental level leaders who believe in the potential benefits of accelerating larger numbers of students. Without the support and the belief of the department level leadership, practices such as open enrollment and universal acceleration that target school equity will be doomed to failure. This study was conducted using a questionnaire developed by the researcher called the Perceptions of Acceleration and Leadership Survey. The survey was distributed to all math and science department leaders within a suburban region of New York. The survey sought to determine how the perceptions of acceleration, job satisfaction, self-efficacy, and role longevity for the department level leaders are impacted by their personal demographics, professional characteristics, and community characteristics. The study did not reveal any statistically significant differences among department level leaders' personal, professional, and community characteristics with respect to perceptions of acceleration. There were significant differences for job satisfaction, self-efficacy, and role longevity for several intervening and independent variables within the study. Statistically significant correlations were found between beliefs in college preparation and perceptions of acceleration as well as relationships with the community and perceptions of acceleration. The results indicate the importance of hiring department leaders who recognize the potential for accelerating more students, hiring more ethnically diverse candidates for these leadership positions, affording department level leaders with significant professional development, and evaluation of administrative structures to maximize student success.

  16. A leadership development program for surgeons: First-year participant evaluation.

    Science.gov (United States)

    Pradarelli, Jason C; Jaffe, Gregory A; Lemak, Christy Harris; Mulholland, Michael W; Dimick, Justin B

    2016-08-01

    In a dynamic health care system, strong leadership has never been more important for surgeons. Little is known about how to design and conduct effectively a leadership program specifically for surgeons. We sought to evaluate critically a Leadership Development Program for practicing surgeons by exploring how the program's strengths and weaknesses affected the surgeons' development as physician-leaders. At a large academic institution, we conducted semistructured interviews with 21 surgical faculty members who applied voluntarily, were selected, and completed a newly created Leadership Development Program in December 2012. Interview transcripts underwent qualitative descriptive analysis with thematic coding based on grounded theory. Themes were extracted regarding surgeons' evaluations of the program on their development as physician-leaders. After completing the program, surgeons reported personal improvements in the following 4 areas: self-empowerment to lead, self-awareness, team-building skills, and knowledge in business and leadership. Surgeons felt "more confident about stepping up as a leader" and more aware of "how others view me and my interactions." They described a stronger grasp on "giving feedback" as well as a better understanding of "business/organizational issues." Overall, surgeon-participants reported positive impacts of the program on their day-to-day work activities and general career perspective as well as on their long-term career development plans. Surgeons also recommended areas where the program could potentially be improved. These interviews detailed self-reported improvements in leadership knowledge and capabilities for practicing surgeons who completed a Leadership Development Program. A curriculum designed specifically for surgeons may enable future programs to equip surgeons better for important leadership roles in a complex health care environment. Copyright © 2016 Elsevier Inc. All rights reserved.

  17. Creating Opportunities for Organizational Leadership (COOL): Creating a culture and curriculum that fosters psychiatric leadership development and quality improvement.

    Science.gov (United States)

    Dickey, Chandlee; Dismukes, Rodney; Topor, David

    2014-06-01

    The authors describe the Harvard South Shore Psychiatry Residency Training Program curriculum "Creating Opportunities for Organizational Leadership," an innovative, multitiered, resident-driven, outcome-focused set of experiences designed to develop residents' leadership skills in personal leadership, organizational leadership, negotiation, strategic thinking, and systems redesign.

  18. Leadership and management principles in libraries in developing countries

    CERN Document Server

    Wei, Wei

    2014-01-01

    Learn leadership skills from achievements at special libraries in Asia, Africa, Eastern Europe, and Central America! Leadership and Management Principles in Libraries in Developing Countries is a compilation of success stories epitomizing management and leadership strategies from developing nations around the globe. This book focuses on library administrators from Asia, Africa, Eastern Europe, and Central America who have significantly transformed their library services in spite of limited funds and a lack of resources. You'll learn about their achievements, their techniques, and t

  19. The development of training based on the PM leadership theory

    International Nuclear Information System (INIS)

    Yoshida, Michio; Misumi, Jyuji; Yamada, Akira; Misumi, Emiko; Sakurai, Yukihiro; Kinjo, Akira; Matsuda, Ryosuke; Matsuo, Hidehisa; Tokudome, Eiji.

    1995-01-01

    The PM leadership theory developed by Misumi, et al., basically identifies leadership behavior in terms of two dimensions, i.e., P(Performance) behavior and M(Maintenance) behavior, and divides it into four types, PM, M, P and pm, depending on the degree to which each of them performs its behavior. Thus, it has been verified that the differences between these types have an effect on various variables, such as subordinates' morale, productivity and reduced incidence of accidents. To be more concrete, it has been consistently found as a result of a number of studies that what brings about the most desirable results in the eyes of organizations is the PM type, followed by M, P and pm in the order mentioned. The most basic premise for the PM theory is that leadership lies not in the leader's personal traits but in his behavior. Consequently, any leadership type is not 'carved in stone', and it can change according to the leader's behavior. From this, it follows that leadership can be improved and upgraded. As the PM leadership theory has become well-established, the development research and implementation of leadership training aimed at improving and upgrading leadership was launched. In this paper, the leadership training that is now in progress will be discussed, with particular reference to its purpose, current status of its overall progress and its typical training schedule. That done, the history of development of the leadership training will be reviewed, and at the same time, its effects will be examined on the basis of some empirical data. Also some proposals will be presented concerning the relationship between organizational development and training as well as some problems to be addressed in the future. (author)

  20. The development of training based on the PM leadership theory

    Energy Technology Data Exchange (ETDEWEB)

    Yoshida, Michio [Kumamoto Univ. (Japan). Faculty of Education; Misumi, Jyuji; Yamada, Akira; Misumi, Emiko; Sakurai, Yukihiro; Kinjo, Akira; Matsuda, Ryosuke; Matsuo, Hidehisa; Tokudome, Eiji

    1995-09-01

    The PM leadership theory developed by Misumi, et al., basically identifies leadership behavior in terms of two dimensions, i.e., P(Performance) behavior and M(Maintenance) behavior, and divides it into four types, PM, M, P and pm, depending on the degree to which each of them performs its behavior. Thus, it has been verified that the differences between these types have an effect on various variables, such as subordinates` morale, productivity and reduced incidence of accidents. To be more concrete, it has been consistently found as a result of a number of studies that what brings about the most desirable results in the eyes of organizations is the PM type, followed by M, P and pm in the order mentioned. The most basic premise for the PM theory is that leadership lies not in the leader`s personal traits but in his behavior. Consequently, any leadership type is not `carved in stone`, and it can change according to the leader`s behavior. From this, it follows that leadership can be improved and upgraded. As the PM leadership theory has become well-established, the development research and implementation of leadership training aimed at improving and upgrading leadership was launched. In this paper, the leadership training that is now in progress will be discussed, with particular reference to its purpose, current status of its overall progress and its typical training schedule. That done, the history of development of the leadership training will be reviewed, and at the same time, its effects will be examined on the basis of some empirical data. Also some proposals will be presented concerning the relationship between organizational development and training as well as some problems to be addressed in the future. (author)

  1. Leadership theory: implications for developing dental surgeons in primary care?

    Science.gov (United States)

    Willcocks, S

    2011-02-12

    The development of leadership in healthcare has been seen as important in recent years, particularly at the clinical level. There have been various specific initiatives focusing on the development of leadership for doctors, nurses and other health care professions: for example, a leadership competency framework for doctors, the LEO programme and the RCN clinical leadership programme for nurses. The NHS has set up a Leadership Council to coordinate further developments. However, there has not been the same focus in dentistry, although the recent review of NHS dental services (Steele review) has proposed a need for leadership initiatives in NHS dentistry as a medium-term action. Central to this will be a need to focus on the leadership role for dental surgeons. Leadership is all the more important in dentistry, given the change of government and the policy of retrenchment, major public sector reform, the emergence of new organisations such as new commissioning consortia, possible changes to the dental contract, new ways of working, and changes to the profession such as the requirements for the revalidation of dental surgeons. The question is: which leadership theory or approach is best for dental surgeons working in primary care? This paper builds on earlier work exploring this question in relation to doctors generally, and GPs, in particular, and planned work on nurses. It will seek to address this question in relation to dental surgeons working in primary care.

  2. Modern leadership and management methods for development organizations

    Directory of Open Access Journals (Sweden)

    Samosudova Natalia V.

    2017-01-01

    Full Text Available The following article represents an overview of the basic theoretical concepts of leadership and management in the framework of the organization. The main scientific approaches to leadership are described in conjunction with various leadership styles and their correlation with different levels of effectiveness as a result of the organization’s activity. Certain characteristics applicable to leaders and managers are mentioned. Attitude and obligations of a modern construction project manager are discussed, along with the challenges the construction industry represents these days. Ideas about methods of complex analysis for further research and identifying leadership tactics and their impact on the success of the development organization are suggested.

  3. The Unique Context of Identity-Based Student Organizations in Developing Leadership.

    Science.gov (United States)

    Kodama, Corinne M; Laylo, Rhonda

    2017-09-01

    This chapter addresses the important role of identity-based student organizations in developing leadership, particularly for students who may feel marginalized because of their racial/ethnic, religious, or gender identities. Understanding the influence of these groups can help leadership educators develop a more inclusive and diverse perspective on student leadership development. © 2017 Wiley Periodicals, Inc., A Wiley Company.

  4. Leadership from the inside Out: Student Leadership Development within Authentic Leadership and Servant Leadership Frameworks

    Science.gov (United States)

    Kiersch, Christa; Peters, Janet

    2017-01-01

    Developing undergraduate student leaders who are authentic in their leadership and who have a drive to serve and support those around them is not only good for the students and their host schools, but arguably good for students' future employers and even the future of our society. Our goal is to determine how such student leaders could be…

  5. Neuroscience and leadership : awareness, relevance and applications of neuroscience principles within leadership development in Germany

    OpenAIRE

    Dürrbeck, Klaus

    2016-01-01

    This bachelor’s thesis aimed to elaborate the current importance-level of neuroscience within leadership development as well as its future potential. Thereby awareness of leaders and human resource executives, general relevance for organisational success, and current applications of neuroscience principles within development programmes were identified. Additionally, existent and emergent triggers and forces that impede leadership or organisational success were investigated, in order to examin...

  6. Developing teacher leadership and its impact in schools

    NARCIS (Netherlands)

    Snoek, M.

    2014-01-01

    Leadership of teachers is considered as one of the key factors for innovation and quality improvement in schools. However, as leadership qualities are not a standard element in initial teacher education programs, arrangements for professional development of teachers in schools needs to address the

  7. The Development of Visionary Leadership Administrators in Thai Primary School

    Science.gov (United States)

    Yordsala, Suwit; Tesaputa, Kowat; Sri-Ampai, Anan

    2014-01-01

    This research aimed: 1) to investigate the current situations and needs in developing visionary leadership of Thai primary school administrators; 2) to develop visionary leadership development program of Thai primary school administrators, and; 3) to evaluate the implementation of the developed program of administrators visionary leadership…

  8. Center for Leadership Development (CLD) Repository

    Data.gov (United States)

    Office of Personnel Management — The Center for Leadership Development Repository stores various data including policies, procedures, governance, guidance, security, and financial documents of the...

  9. Improving Instructional Leadership through the Development of Leadership Content Knowledge: The Case of Principal Learning in Algebra

    Science.gov (United States)

    Steele, Michael D.; Johnson, Kate R.; Otten, Samuel; Herbel-Eisenmann, Beth A.; Carver, Cynthia L.

    2015-01-01

    Instructional leadership is integral to improving mathematics teaching in secondary schools. However, administrators often lack sufficient content knowledge in mathematics to be effective in this role. This study examined the impact of professional development focused on developing leadership content knowledge in algebra. Data included written…

  10. Leadership development programs for physicians: a systematic review.

    Science.gov (United States)

    Frich, Jan C; Brewster, Amanda L; Cherlin, Emily J; Bradley, Elizabeth H

    2015-05-01

    Physician leadership development programs typically aim to strengthen physicians' leadership competencies and improve organizational performance. We conducted a systematic review of medical literature on physician leadership development programs in order to characterize the setting, educational content, teaching methods, and learning outcomes achieved. Articles were identified through a search in Ovid MEDLINE from 1950 through November 2013. We included articles that described programs designed to expose physicians to leadership concepts, outlined teaching methods, and reported evaluation outcomes. A thematic analysis was conducted using a structured data entry form with categories for setting/target group, educational content, format, type of evaluation and outcomes. We identified 45 studies that met eligibility criteria, of which 35 reported on programs exclusively targeting physicians. The majority of programs focused on skills training and technical and conceptual knowledge, while fewer programs focused on personal growth and awareness. Half of the studies used pre/post intervention designs, and four studies used a comparison group. Positive outcomes were reported in all studies, although the majority of studies relied on learner satisfaction scores and self-assessed knowledge or behavioral change. Only six studies documented favorable organizational outcomes, such as improvement in quality indicators for disease management. The leadership programs examined in these studies were characterized by the use of multiple learning methods, including lectures, seminars, group work, and action learning projects in multidisciplinary teams. Physician leadership development programs are associated with increased self-assessed knowledge and expertise; however, few studies have examined outcomes at a system level. Our synthesis of the literature suggests important gaps, including a lack of programs that integrate non-physician and physician professionals, limited use of more

  11. Principal-Teacher Interactions and Teacher Leadership Development: Beginning Teachers' Perspectives

    Science.gov (United States)

    Szeto, Elson; Cheng, Annie Yan-Ni

    2018-01-01

    Teacher leadership lies at the heart of school improvement. Leadership development among beginning teachers, however, is often neglected. This paper examines the role of principal-teacher interactions in the leadership development of a group of beginning teachers. Using a case study design, interviews were conducted and documentary evidence was…

  12. Enabling Adaptive System Leadership: Teachers Leading Professional Development

    Science.gov (United States)

    Boylan, Mark

    2018-01-01

    Internationally, there is increasing emphasis on teacher leadership of professional development. This provides opportunities for teachers to initiate and facilitate professional learning activities beyond their own schools. There is a need for theoretical tools to analyse their leadership activity and how to support it. Constructs from complexity…

  13. Leadership development in South African higher education: The ...

    African Journals Online (AJOL)

    An extensive literature on leadership theories and models concerns large organizations in industry and has been developed mostly by outside researchers with expertise in conducting large surveys on and interviews with 'subjects' in leadership positions. Recently, such theories have been adopted or adapted to higher ...

  14. Emotionally intelligent learner leadership development: a case study ...

    African Journals Online (AJOL)

    A case study was conducted with a student leadership body of a private multicultural international secondary school in North- West Province , South Africa, to indicate that the emotional intelligence leadership development challenges of student leaders can be identified through a questionnaire as a measuring instrument, ...

  15. Diverse Teams Drive Leadership Development

    DEFF Research Database (Denmark)

    Holck, Lotte; Hjortlund Andersen, Lotte

    New research from ISS Denmark shows that leading diverse teams strengthens leaders’ competencies within communication, relationship building and talent development and ensures inclusion. This has a reinforcing effect as the better the leadership, the better the heterogeneous team will function....

  16. Student Leadership Development within Student Government at Snow College

    Science.gov (United States)

    Wilson, Gordon Ned

    2010-01-01

    The purpose of this study was to describe the leadership development process of former student leaders at Snow College. More specifically, the study focused on understanding how, when, and where leadership development took place in their "lived experience" within the student government at Snow College (Van Manen, 1998). Examining the lived…

  17. Leadership and adolescent girls: a qualitative study of leadership development.

    Science.gov (United States)

    Hoyt, Michael A; Kennedy, Cara L

    2008-12-01

    This research investigated youth leadership experiences of adolescent girls who participated in a comprehensive feminist-based leadership program. This qualitative study utilized a grounded theory approach to understand changes that occurred in 10 female adolescent participants. The words of the participants revealed that initially they viewed leadership in traditional terms and were hesitant to identify themselves as leaders or to see themselves included within their concepts of leadership. Following the program their view of leadership expanded and diversified in a manner that allowed for inclusion of themselves within it. They spoke with greater strength and confidence and felt better positioned and inspired to act as leaders. Participants identified having examples of women leaders, adopting multiple concepts of leadership, and participating in an environment of mutual respect and trust as factors that contributed to their expanded conceptualization.

  18. Perspective: the potential of student organizations for developing leadership: one school's experience.

    Science.gov (United States)

    Veronesi, Michael C; Gunderman, Richard B

    2012-02-01

    Leadership development is vital to the future of medicine. Some leadership development may take place through the formal curriculum of the medical school, yet extracurricular activities, such as student government and affiliated student organizations, can provide additional, highly valuable leadership development opportunities. These organizations and their missions can serve as catalysts for students to work with one another, with the faculty and administration of the medical school, with the community, and with local, regional, and national organizations. The authors have organized this discussion of the leadership development potential of student organizations around six important principles of leadership: ownership, experience, efficacy, sense of community, service learning, and peer-to-peer mentoring. They provide practical examples of these leadership principles from one institution. They do not presume that the school is unique, but they do believe their practical examples help to illuminate the potential of extracurricular programs for enhancing the leadership capabilities of future physicians. In addition, the authors use their examples to demonstrate how the medical school, its surrounding community, and the profession of medicine can benefit from promoting leadership through student organizations.

  19. Building the Leadership Capacity of Early Childhood Directors: An Evaluation of a Leadership Development Model

    Science.gov (United States)

    Talan, Teri N.; Bloom, Paula J.; Kelton, Robyn E.

    2014-01-01

    While there is consensus among policymakers and practitioners about the importance of strong leadership in early childhood education, there is scant research on effective models of leadership development for administrators of early childhood programs, particularly those working in the child care sector. This is cause for concern because the…

  20. Helping Educators Grow: Strategies and Practices for Leadership Development

    Science.gov (United States)

    Drago-Severson, Eleanor

    2012-01-01

    How can we prepare practicing and aspiring education leaders for the complex, adaptive challenges they face? In "Helping Educators Grow," Eleanor Drago-Severson presents a new approach to leadership development. Too often, she argues, we teach leadership development the same way we teach world history: just the facts. Instead, we need to…

  1. Tacit Knowledge in Military Leadership: Some Research Products and Their Applications to Leadership Development

    National Research Council Canada - National Science Library

    Horvath, Joseph A

    1998-01-01

    ... for business managers, or experience. This report summarizes the development process and identifies and discusses findings from the development process that have potential application in Army leadership development...

  2. An empowerment framework for nursing leadership development: supporting evidence.

    Science.gov (United States)

    Macphee, Maura; Skelton-Green, Judith; Bouthillette, France; Suryaprakash, Nitya

    2012-01-01

    This article is a report on a descriptive study of nurse leaders' perspectives of the outcomes of a formal leadership programme. Effective nurse leaders are necessary to address complex issues associated with healthcare systems reforms. Little is known about the types of leadership development programmes that most effectively prepare nurse leaders for healthcare challenges. When nurse leaders use structural and psychological empowerment strategies, the results are safer work environments and better nurse outcomes. The leadership development programme associated with this study is based on a unifying theoretical empowerment framework to empower nurse leaders and enable them to empower others. Twenty seven front-line and mid-level nurse leaders with variable years of experience were interviewed for 1 year after participating in a formal leadership development programme. Data were gathered in 2008-2009 from four programme cohorts. Four researchers independently developed code categories and themes using qualitative content analysis. Evidence of leadership development programme empowerment included nurse leader reports of increased self-confidence with respect to carrying out their roles and responsibilities; positive changes in their leadership styles; and perceptions of staff recognition of positive stylistic changes. Regardless of years of experience, mid-level leaders had a broader appreciation of practice environment issues than front-line leaders. Time for reflection was valuable to all participants, and front-line leaders, in particular, appreciated the time to discuss nurse-specific issues with their colleagues. This study provides evidence that a theoretical empowerment framework and strategies can empower nurse leaders, potentially resulting in staff empowerment. © 2011 The Authors. Journal of Advanced Nursing © 2011 Blackwell Publishing Ltd.

  3. Developing leadership in rural interprofessional palliative care teams.

    Science.gov (United States)

    Hall, Pippa; Weaver, Lynda; Handfield-Jones, Richard; Bouvette, Maryse

    2008-01-01

    This project brought together community-based practitioners and academics to develop and deliver interventions designed to enhance the leadership abilities of the designated leaders of seven rural/small town-based palliative care teams. Members of these community-based teams have already gained recognition for their teams' leadership and service delivery in their communities. All of the teams had worked closely with most members of the academic team prior to this project. The team members participated in a needs assessment exercise developed by the Sisters of Charity of Ottawa Health Service and University of Ottawa academic team. Results of the needs assessment identified leadership qualities that had contributed to their success, as well as their needs to further enhance their individual leadership qualities. The team effort, however, was the most important factor contributing to the success of their work. The interventions developed to address the identified needs had to be adapted creatively through the collaborative efforts of both the community and academic teams. The educational interventions facilitated the integration of learning at the individual and community level into the busy work schedules of primary health care providers.

  4. Four-dimensional conversion for spiritual leadership development: A ...

    African Journals Online (AJOL)

    The process of a four-dimensional conversion and/or transformation strives in helping the leadership of an organisation, especially such as the church, with practical ways that may lead to the development of an effective leadership by observing the four important aspects of human spirituality as elaborated on in the article.

  5. Enhancing Agency through Leadership Development Programs for Faculty

    Science.gov (United States)

    Templeton, Lindsey; O'Meara, KerryAnn

    2018-01-01

    The ADVANCE Leadership Fellows Program at the University of Maryland is a yearlong professional development program for faculty aspiring to or recently engaged in leadership roles. Data shows an increase in participants' sense of agency to become academic leaders following the program. We use a comprehensive data set, including program…

  6. Emotionally Intelligent Learner Leadership Development: A Case Study

    Science.gov (United States)

    Jansen, C. A.; Moosa, S. O.; van Niekerk, E. J.; Muller, H.

    2014-01-01

    A case study was conducted with a student leadership body of a private multicultural international secondary school in North-West Province , South Africa, to indicate that the emotional intelligence leadership development challenges of student leaders can be identified through a questionnaire as a measuring instrument, which can then be utilized…

  7. Development of measures of organizational leadership for health promotion.

    Science.gov (United States)

    Barrett, Linda; Plotnikoff, Ronald C; Raine, Kim; Anderson, Donna

    2005-04-01

    This study describes the development and psychometric evaluation of four scales measuring leadership for health promotion at an organizational level in the baseline survey (n=144) of the Alberta Heart Health Project. Content validity was established through a series of focus groups and expert opinion appraisals, pilot testing of a draft based on capacity assessment instruments developed by other provinces involved in the Canadian Heart Health Initiative, and the literature. Psychometric analyses provided empirical evidence of the construct validity and reliability of the organizational leadership scales. Principal component analysis verified the unidimensionality of the leadership scales of (a) Practices for Organizational Learning, (b) Wellness Planning, (c) Workplace Climate, and (d) Organization Member Development. Scale alpha coefficients ranged between .79 and .91 thus establishing good to high scale internal consistencies. These measures can be used by both researchers and practitioners for the assessment of organizational leadership for health promotion and heart health promotion.

  8. Developing a leadership pipeline: the Cleveland Clinic experience

    OpenAIRE

    Hess, Caryl A.; Barss, Christina; Stoller, James K.

    2014-01-01

    The complexity of health care requires excellent leadership to address the challenges of access, quality, and cost of care. Because competencies to lead differ from clinical or research skills, there is a compelling need to develop leaders and create a talent pipeline, perhaps especially in physician-led organizations like Cleveland Clinic. In this context, we previously reported on a cohort-based physician leadership development course called Leading in Health Care and, in the current report...

  9. Relational knowledge leadership and local economic development

    OpenAIRE

    Horlings, Lummina; Collinge, Chris; Gibney, John

    2017-01-01

    This paper concerns the role of spatial leadership in the development of the knowledge-based economy. It is argued within academic and practitioner circles that leadership of knowledge networks requires a particular non-hierarchical style that is required to establish an ambience conducive to networking and knowledge sharing across boundaries. In this paper, we explore this hypothesis at both theoretical and empirical levels. Theoretically, we propose a conceptualization of relational knowled...

  10. Promoting the Leadership Development of Girls through Physical Education and Sport

    Science.gov (United States)

    Voelker, Dana K.

    2016-01-01

    Leadership is a powerful life skill that influences the future of our local, national and global communities. Despite the many positive and productive changes observed in the leadership opportunities for women and girls, they remain highly under-represented in positional leadership roles. The leadership development and empowerment of women and…

  11. Not Dean School: Leadership Development for Faculty Where They Are

    Science.gov (United States)

    Wilks, Karrin E.; Shults, Christopher; Berg, James J.

    2018-01-01

    Leadership development for faculty often is designed as training for administration, but faculty demonstrate leadership in the classroom, in their departments, college-wide, and beyond. To fully realize and leverage this leadership potential, colleges must design opportunities for faculty to hone their knowledge and skills as active participants…

  12. Development of leadership behaviors in undergraduate nursing students: a service-learning approach.

    Science.gov (United States)

    Foli, Karen J; Braswell, Melanie; Kirkpatrick, Jane; Lim, Eunjung

    2014-01-01

    The purpose of this study was to determine leadership behaviors developed by nursing students and peers before and after a service-learning experience. Nurses have been called to fill growing needs in the health care setting, rendering care to vulnerable and diverse populations in a wide range of organizations. Leadership behaviors are therefore essential. Baccalaureate students (N = 65) completed the Student Leadership Practices Inventory-Self at the beginning and end of the semester. The students also rated peers using the Leadership Practices Inventory-Observer and answered six questions about service-learning. Repeated measures of analysis of variance for pre- and posttests revealed that leadership behaviors improved (p leadership course is an effective approach to the development of leadership behaviors.

  13. Community Leadership in Rural Tourism Development: A Tale of Two Ancient Chinese Villages

    Directory of Open Access Journals (Sweden)

    Keshuai Xu

    2017-12-01

    Full Text Available Researchers are paying increasing attention to questions of community leadership and rural tourism development. Based on leadership theories and the literature on community leadership and tourism development, this study developed a framework for community leadership in rural tourism development and used it to examine two ancient Chinese villages. We used the longitudinal case study method to collect data, and we used textual analysis to analyze these data. The results show that the rebel leadership characteristic of confrontational actions played an important role in starting the tourism industry in both villages. However, this leadership was difficult to maintain because community leaders and residents had limited power compared to that of outsiders. Losing control of tourism development in the two villages led to banal management, which prevented the emergence of strong community leadership. In the future, we argue that resilient community leadership should be nurtured in the two villages to address more complex problems occurring in tourism development, such as those characterized by vision tensions and conflicts of interest among the stakeholders affected by tourism development. Finally, we suggest that, based on the longitudinal method, future research can focus on the relationship between resilient leadership and the resilience of tourism communities.

  14. Leadership, the financial sector and development in Nigeria ...

    African Journals Online (AJOL)

    Studies have shown that leadership is a vital factor for the realization of organizational goals in the public and private sector of any economy. This article therefore examines leadership, the financial sector and development in Nigeria. The financial sector represented by banks in this article is so crucial to the Nigerian ...

  15. The Development of an Intelligent Leadership Model for State Universities

    OpenAIRE

    Aleme Keikha; Reza Hoveida; Nour Mohammad Yaghoubi

    2017-01-01

    Higher education and intelligent leadership are considered important parts of every country’s education system, which could potentially play a key role in accomplishing the goals of society. In theories of leadership, new patterns attempt to view leadership through the prism of creative and intelligent phenomena. This paper aims to design and develop an intelligent leadership model for public universities. A qualitativequantitative research method was used to design a basic model of intellige...

  16. Female Leadership Talent Development: The Brazilian Context

    Directory of Open Access Journals (Sweden)

    Renata Muniz Prado

    2018-05-01

    Full Text Available Women’s participation in leadership positions is increasing all over the world. Nevertheless, an analysis of the top positions of several careers shows that this progress has been insufficient to equitably drive the professional rise of women to the highest levels of responsibility, power and prestige. In Brazil the situation is not different. Various factors contribute to this phenomenon. Social and cultural influences play a particularly important role in the development of female leadership talent, impacting not just the behavioral patterns incorporated and displayed by women, but also the structure of their professional fields. Hence, this study aimed to analyze the development of talent in the light of gender studies, with an emphasis on factors that interfere in the rise of Brazilian women towards positions of power and leadership. This approach is hoped to elicit a reflection on how the unequal conditions experienced by women are perpetuated and often made to seem natural by valuing their “difference”

  17. Leadership Development in Digital Spaces Through Mentoring, Coaching, and Advising.

    Science.gov (United States)

    Guthrie, Kathy L; Meriwether, Jason L

    2018-06-01

    The increasing population of students engaging in online and digital spaces poses unique leadership development challenges in mentoring, coaching, and advising. This chapter discusses the importance of using digital spaces for leadership development and students' sense of belonging. © 2018 Wiley Periodicals, Inc.

  18. Developing leadership roles in nursing and midwifery.

    Science.gov (United States)

    McGuire, Clare; Ray, Devashish

    2014-11-04

    This article is the first in a series of seven articles on an initiative undertaken in NHS Lanarkshire where a creative partnership with the University of the West of Scotland established a shared commitment to developing nursing and midwifery leadership. This article describes the national context within Scotland. It provides an overview of the innovative programmes of work and systems devised to support leadership throughout the organisation with a particular focus on quality of care.

  19. Trauma-Inspired Prosocial Leadership Development

    Science.gov (United States)

    Williams, Jenifer Wolf; Allen, Stuart

    2015-01-01

    Though trauma survivors sometimes emerge as leaders in prosocial causes related to their previous negative or traumatic experiences, little is known about this transition, and limited guidance is available for survivors who hope to make prosocial contributions. To understand what enables trauma-inspired prosocial leadership development, the…

  20. Do Methods Matter in Global Leadership Development? Testing the Global Leadership Development Ecosystem Conceptual Model

    Science.gov (United States)

    Walker, Jennie L.

    2018-01-01

    As world communication, technology, and trade become increasingly integrated through globalization, multinational corporations seek employees with global leadership skills. However, the demand for these skills currently outweighs the supply. Given the rarity of globally ready leaders, global competency development should be emphasized in business…

  1. Clinical leadership for high-quality care: developing future ward leaders.

    Science.gov (United States)

    Enterkin, Judith; Robb, Elizabeth; McLaren, Susan

    2013-03-01

    This paper reports upon the development, delivery and evaluation of a leadership programme for aspiring Ward Leaders in one National Health Service Trust in England. The ward sister role is fundamental to quality patient care and clinical leadership, however the role is increasingly difficult to recruit to. A lack of formal preparation and skills development for the role has been widely acknowledged. An evaluation of a programme of education for leadership. Three cohorts (n = 60) completed the programme. Semi-structured questionnaires were completed by participants (n = 36: 60%) at the conclusion of the programme. Qualitative data from questionnaires was analysed using a thematic approach. Participants reported increased political, organizational and self-awareness, increased confidence, feelings of empowerment and the ability to empower others. Opportunities for networking with peers were valued within the action learning approach. For some participants, career intentions were clarified through reflection. The majority of participants had benefited from the leadership programme and valued this development as an empowering preparation for future careers. Investment in leadership preparation for future ward sister roles is strongly recommended as part of a strategy designed to enhance quality improvement, career path development, workforce empowerment and retention. © 2012 Blackwell Publishing Ltd.

  2. Connecting to Experience: High-Impact Practices for Leadership Development.

    Science.gov (United States)

    Priest, Kerry L; Clegorne, Nicholas A

    2015-01-01

    Leadership educators can leverage high-impact experiences to enhance student leadership development. This chapter describes three key practices--sociocultural conversations with peers, mentoring, and membership in off-campus organizations--as levers of leadership learning. Illustrations of the practice in context and reflections from practitioners and students are also included. The chapter concludes with considerations of context, developmental readiness, and best practices of experiential education. © 2015 Wiley Periodicals, Inc., A Wiley Company.

  3. The Significance of Student Organizations to Leadership Development.

    Science.gov (United States)

    Rosch, David M; Collins, Jasmine D

    2017-09-01

    Student organizations have existed for almost as long as educational institutions have. This chapter examines the historical role of student organizations in developing leadership capacity in students, as well as their current roles on high school and collegiate campuses in creating transformational environments for student leadership learning and growth. © 2017 Wiley Periodicals, Inc., A Wiley Company.

  4. The Structural and Conceptual Model of Development of Leadership in Junior School Children

    Science.gov (United States)

    Turgunbaeva, Botagul A.; Aspanova, Gulmira R.; Gelisli, Yucel

    2016-01-01

    This study addresses a problem that is currently relevant for the modern society--the development of leadership. It attempts to analyze theoretically the literary sources that cover the development of leadership. The authors give their opinion on the general leadership theory, which regards leadership as a two-subject phenomenon, give their…

  5. Constructing a Leader's Identity through a Leadership Development Programme: An Intersectional Analysis

    Science.gov (United States)

    Moorosi, Pontso

    2014-01-01

    This article explores the notion of leadership identity construction as it happens through a leadership development programme. Influenced by a conception that leadership development is essentially about facilitating an identity transition, it uses an intersectional approach to explore school leaders' identity construction as it was shaped and…

  6. Leadership development - trial by fire

    Science.gov (United States)

    James Saveland

    2011-01-01

    The postmodern world is still struggling to blossom and flower. Organizations and their leaders often seem to be locked into Newtonian-Cartesian mechanistic worldviews, first wave behaviorism, and positivism. The theory and practice of servant-leadership, resilient leadership and adaptive leadership informed by psychology provide a way to address increasing levels of...

  7. Linking Experiences and Outcomes within a Postsecondary Leadership Development Program

    Science.gov (United States)

    Strawn, Kellie; McKim, Aaron J.; Velez, Jonathan J.

    2017-01-01

    This qualitative study explored the leadership development outcomes associated with specific experiences in a one-year, intensive leadership development program at a large northwest research university. Students highlighted three programmatic experiences for their effectiveness: (a) faculty mentoring, (b) participation in a weekly seminar, and (c)…

  8. 20 CFR 664.420 - What are leadership development opportunities?

    Science.gov (United States)

    2010-04-01

    ..., including team leadership training; (e) Training in decision-making, including determining priorities; and... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What are leadership development opportunities? 664.420 Section 664.420 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF...

  9. The Role of Mentoring, Coaching, and Advising in Developing Leadership Identity.

    Science.gov (United States)

    Priest, Kerry L; Kliewer, Brandon W; Hornung, Marcia; Youngblood, R J

    2018-06-01

    A changing world calls for leaders with the capacity for collaborative, socially responsible forms of leadership. The development of this capacity is connected to the growth of one's leadership identity. This chapter addresses how mentors, advisors, and coaches play a role in helping students formulate and grow in their leadership identity, and therefore their capacity for exercising leadership. © 2018 Wiley Periodicals, Inc.

  10. Development and Validation of the Foundational Healthcare Leadership Self-assessment.

    Science.gov (United States)

    Van Hala, Sonja; Cochella, Susan; Jaggi, Rachel; Frost, Caren J; Kiraly, Bernadette; Pohl, Susan; Gren, Lisa

    2018-04-01

    We sought to develop and validate a self-assessment of foundational leadership skills for early-career physicians. We developed a leadership self-assessment from a compilation of materials on health care leadership skills. A sequential exploratory study was conducted using qualitative and quantitative analysis for face, content, and construct validity of the self-assessment. First, two focus groups were conducted with leaders in medicine and family medicine residents, to refine the pilot self-assessment. The self-assessment pilot was then tested with family medicine residents across the country, and the results were quantitatively evaluated with principal component analysis. This data was used to reduce and group the statements into leadership domains for the final self-assessment. Twenty-two invited family medicine residency programs agreed to distribute the survey. A total of 163 family medicine residents completed the survey, representing 16 to 20 residency programs from 12 states (response rate 28.9% to 34.8%). Analysis showed important differences by residency year, with more advanced residents scoring higher. The analysis reduced the number of items from 33 on the pilot assessment to 21 on the final assessment, which the authors titled the Foundational Healthcare Leadership Self-assessment (FHLS). The 21 items were grouped into five leadership domains: accountability, collaboration, communication, team management, and self-management. The FHLS is a validated 21-item self-assessment of foundational leadership skills for early career physicians. It takes less than 5 minutes to complete, and quantifies skill within five domains of foundational leadership. The FHLS is a first step in developing educational and evaluative assessments for training medical residents as clinician leaders.

  11. Systems Engineering Leadership Development: Advancing Systems Engineering Excellence

    Science.gov (United States)

    Hall, Phil; Whitfield, Susan

    2011-01-01

    This slide presentation reviews the Systems Engineering Leadership Development Program, with particular emphasis on the work being done in the development of systems engineers at Marshall Space Flight Center. There exists a lack of individuals with systems engineering expertise, in particular those with strong leadership capabilities, to meet the needs of the Agency's exploration agenda. Therefore there is a emphasis on developing these programs to identify and train systems engineers. The presentation reviews the proposed MSFC program that includes course work, and developmental assignments. The formal developmental programs at the other centers are briefly reviewed, including the Point of Contact (POC)

  12. Empowering Leadership: Developing Behaviors for Success

    Science.gov (United States)

    Martin, Ann M.

    2013-01-01

    This book takes the mystery out of leadership by illustrating the visible and invisible components of leadership. Essential questions, reflective strategies, and practical tips within each chapter will bring school librarians to their next level in leadership while they recognize the hidden leadership opportunities in daily tasks that are already…

  13. Leadership Development Initiative: Growing Global Leaders… Advancing Palliative Care.

    Science.gov (United States)

    Ferris, Frank D; Moore, Shannon Y; Callaway, Mary V; Foley, Kathleen M

    2018-02-01

    The International Palliative Care Leadership Development Initiative (LDI) was a model demonstration project that aimed to expand the global network of palliative care leaders in low- and moderate-resource countries who are well positioned to apply their new leadership skills. Thirty-nine palliative medicine physicians from 25 countries successfully completed the two-year curriculum that included three thematic residential courses, mentorship, and site visits by senior global palliative care leaders and personal projects to apply their new leadership skills. The focus on self-reflection, leadership behaviors and practices, strategic planning, high-level communication, and teaching skills led to significant personal and professional transformation among the participants, mentors, and the LDI team. The resulting residential course curriculum and the personal leadership stories and biosketches of the leaders are now available open access at IPCRC.net. Already, within their first-year postgraduation, the leaders are using their new leadership skills to grow palliative care capacity through significant changes in policy, improved opioid/other medication availability, new and enhanced educational curricula and continuing education activities, and development/expansion of palliative care programs in their organizations and regions. We are not aware of another palliative care initiative that achieves the global reach and ripple effect that LDI has produced. Copyright © 2017 American Academy of Hospice and Palliative Medicine. Published by Elsevier Inc. All rights reserved.

  14. Developing a nurse-led clinic using transformational leadership.

    Science.gov (United States)

    Gousy, Mamood; Green, Kim

    2015-03-25

    Nurses are at the forefront of implementing and managing change, given constantly changing healthcare services and the increase in demand for health care. Therefore, it is important to identify the best style of leadership to engage nurses in implementing service-led improvements. This article explores the effects of transformational leadership in bringing about service-led improvements in health care, using the example of setting up a nurse-led acupuncture clinic to optimise the care of patients with chronic pain. Transformational leadership was used throughout the project - from the initial local planning, training and development, through to liaising with the appropriate staff and deciding on an evaluation strategy. Transformational leadership proved to be an effective way to engage and empower nurses and other members of the chronic pain team to enable them to achieve the project aims.

  15. The role of a positive trigger event in actioning authentic leadership development

    Directory of Open Access Journals (Sweden)

    S. Puente

    2007-11-01

    Full Text Available Authenticity can best be understood in context, and context implies action (Payne, 1996. For the purpose of this study, leadership in general, and authentic leadership in particular, were explored in terms of the actions of former mayor of New York City, Rudolph Giuliani, who displayed authentic leadership in action during the tragic aftermath of the World Trade Centre attacks. Authentic leadership development tends to be triggered by a negative event (as in the case of 9/11 for Giuliani, for example. Since there is limited knowledge of how a positive event may trigger authentic leadership development, the aim of this study was to explore the potential of Appreciative Inquiry (AI - an affirmative mode of action research - as a positive trigger event for authentic leadership development. The results indicated that this positive approach to change could indeed be implemented for this purpose.

  16. Leading Our World Forward: An Examination of Student Leadership Development

    Science.gov (United States)

    Grunwell, Stewart G.

    2015-01-01

    This study seeks to examine the processes through which leadership is fostered and developed within student leadership development programs. While there has been some scholarly literature written in this area, a dearth in the literature exists with respect to providing a detailed chronicle and examination of the complete processes employed within…

  17. Adolescent Leadership Development: Building a Case for an Authenticity Framework

    Science.gov (United States)

    Whitehead, Gordon

    2009-01-01

    This article reviews the literature on adolescent leadership development and connects the concept of leadership authenticity as a way to influence anti-social adolescent behavior for pro-social outcomes. Because adolescent leaders develop from both pro-social and anti-social constructs, educators must recognize the unique power of both leadership…

  18. Intentional Design of Student Organizations to Optimize Leadership Development.

    Science.gov (United States)

    Mainella, Felicia C

    2017-09-01

    This chapter addresses how a group's organizational structure can promote or hinder the leadership capacity of its members. The information in this chapter provides insight into structuring student organizations in a way to maximize all members' leadership development. © 2017 Wiley Periodicals, Inc., A Wiley Company.

  19. Consequences of Collective-Focused Leadership and Differentiated Individual-Focused Leadership : Development and Testing of an Organizational-Level Model

    OpenAIRE

    Kunze, Florian; de Jong, Simon Barend; Bruch, Heike

    2016-01-01

    Recent advances in leadership research suggest that collective-focused leadership climate and differentiated individual-focused leadership might simultaneously, yet oppositely, affect collective outcomes. The present study extends this literature by addressing open questions regarding theory, methods, statistics, and level of analysis. Therefore, a new and more parsimonious theoretical model is developed on the organizational-level of analysis. Drawing on the commitment literature, we argue f...

  20. Development of the accelerating system

    Energy Technology Data Exchange (ETDEWEB)

    Jang, Jiho; Kwon, H. J.; Kim, D. I.; Kim, H. S.; Ryu, J. Y.; Park, B. S.; Seol, K. T.; Yun, S. P.; Song, Y. G.; Cho, Y. S.

    2013-02-15

    One of the main purposes of the 'Development of the Accelerating System' is developing a 100-MeV proton linac which accelerate proton beams from 20 MeV to 100 MeV by using 7 DTL (drift tube linac) tanks. Two of them were finished in the 2-nd stage of the project. The remaining part was also successfully fabricated and installed at Gyeongju site of KAERI. The MEBT is an essential component to extract and supply 20-MeV proton beams to users, and to match proton beams to the next accelerating structure for 100-MeV acceleration. The development of the MEBT has successfully finished. The project also developed the digital LLRF (low level RF) system which control the accelerating field within 1% in magnitude and 1 degree in phase. This system has been successfully tested in the 20-MeV linac operation at Daejeon site of KAERI. The modified version of the digital LLRF system will be used in the 100-MeV linac operation. The project also developed the beam diagnostic system. They are the strip-line type beam position monitor (BPM), the beam current monitor (CT), the beam loss monitor (BLM), and the emittance measurement system. They are used to measure the characteristics of the 20-MeV proton beams. The project also developed the EPIC-based control system. It is used to monitor the status of the accelerator and components, and to remotely control accelerator components. It has been used and modified in the 20-MeV linac operation. The modified version of the LLRF, diagnostics and control systems will be used in 100-MeV linac operation.

  1. Experience of Tecnatom in Developing a Strong Leadership for Safety and Performance

    International Nuclear Information System (INIS)

    González, F.; Villadóniga, J. I.

    2016-01-01

    This paper presents experience and insights of Tecnatom in the support of internal and external clients to develop a strong Leadership for Safety. Several cases are presented briefly: (a) The leadership and culture change activities for a utility, a radwaste company, and for Tecnatom itself. One important characteristic of the work performed is the detailed consideration of the underlying organizational culture that underpins the safety culture. Measurable improvements have been achieved and some of the key insights are shared in this paper. (b) The development and implementation of a leadership model with 17 competencies, including safety explicitly. One benefit of this model is that allows to perform a quantitative assessment of leadership effectiveness, something vital to be able to ensure that leadership development actions are truly supporting safety. The model uses an approach to development oriented to strengths and the use of companion competencies to further develop leadership. Moreover it aims to produce significant improvements on safety but also on performance, since both are not competing goals when the proper leadership model is selected. The training material prepared was shortlisted in the 2014 Nuclear Training Awards. (c) The design and implementation of a training development program on Safety Culture, and required competencies of Leadership, for Top Managers of the nuclear industry, as part of the project NUSHARE of the European Commission’s 7th research framework program. The program is sensible to the reduced time availability of Top Managers and uses a combination of learning approaches (webinars, micro-elearnings, web meetings) that provide higher flexibility for the learner, but complemented with other proven methods (group dialog, journaling, mentoring, etc.) to ensure that the program is effective. All these experiences reveal that to improve the organizational Safety Culture we need to enhance Leadership for Safety and Performance

  2. How School Leadership Development Evolves: Crossing Timescales and Settings

    Science.gov (United States)

    Jensen, Ruth; Vennebo, Kirsten Foshaug

    2016-01-01

    Purpose: This paper aims to address workplace learning in terms of investigating school leadership development in an inter-professional team (the team) in which principals, administrators and researchers work together on a local school improvement project. The purpose is to provide an enriched understanding of how school leadership development…

  3. Leadership Development in College Newsroom Labs: It is Transactional

    Science.gov (United States)

    Collins, Janice Marie

    2017-01-01

    While men ease their ways into positions of authority, the number of women holding top-level leadership positions in media is declining. This study sought to explore how the professional socialization process found in college newsroom labs contributes to the effectiveness or ineffectiveness of female leadership development. Mixed methodology…

  4. The road to self-leadership development busting out of your comfort zone

    CERN Document Server

    Ross, Stanley C

    2015-01-01

    The primary purpose of The Road to Self-Leadership Development: Busting Out of Your Comfort Zone is to provide individuals who want to become a leader with a systematic approach for learning how to first learn to become a self-leader. Organizations can use the book for identifying leader types and within leadership development training programs. Individuals need help in understanding the logic of being a self-leader and the critical role of self-worth (encompasses self-esteem, self-concept and self-confidence) in the process of developing the self-leader as a preparatory step to leadership development. The book offers two important benefits to readers. First, readers learn that to lead others involves learning how to lead the self and self-leadership is all about improving feelings of self-worth. Second, the book provides a practical model for readers to follow in creating a personalized self-leadership development process or an organizations human resource leaders with a model to follow in designing and impl...

  5. Influence of Leadership Styles on Community Development ...

    African Journals Online (AJOL)

    Toshiba

    Influence of Leadership Styles on Community. Development Programmes' Implementation in. Rural Communities of Akwa Ibom State Nigeria. Okoji, Olufemi Onweazu - Department of Educational Management,. Lead City University, Ibadan, Nigeria. E-mail: femiokoji2008@yahoomail.com. Abstract. Community development ...

  6. Leadership development in the English National Health Service: A counter narrative to inform policy.

    Science.gov (United States)

    Hewison, Alistair; Morrell, Kevin

    2014-04-01

    To examine the current approach to leadership development in the English National Health Service (NHS) and consider its implications for nursing. To stimulate debate about the nature of leadership development in a range of health care settings. Good leadership is central to the provision of high quality nursing care. This has focussed attention on the leadership development of nurses and other health care staff. It has been a key policy concern in the English NHS of late and fostered the growth of leadership development programmes founded on competency based approaches. This is a policy review informed by the concept of episteme. Relevant policy documents and related literature. Using Foucault's concept of episteme, leadership development policy is examined in context and a 'counter narrative' developed to demonstrate that current approaches are rooted in competency based accounts which constitute a limited, yet dominant narrative. Leadership takes many forms and varies hugely according to task and context. Acknowledging this in the form of a counter narrative offers a contribution to more constructive policy development in the English NHS and more widely. A more nuanced debate about leadership development and greater diversity in the provision of development programmes and activities is required. Leadership development has been advocated as being crucial to the advancement of nursing. Detailed analysis of its nature and function is essential if it is to meet the needs of nurse leaders. Copyright © 2013 Elsevier Ltd. All rights reserved.

  7. Development of physician leadership competencies: perceptions of physician leaders, physician educators and medical students.

    Science.gov (United States)

    McKenna, Mindi K; Gartland, Myles P; Pugno, Perry A

    2004-01-01

    Research regarding the development of healthcare leadership competencies is widely available. However, minimal research has been published regarding the development of physician leadership competencies, despite growing recognition in recent years of the important need for effective physician leadership. Usingdata from an electronically distributed, self-administered survey, the authors examined the perceptions held by 110 physician leaders, physician educators, and medical students regarding the extent to which nine competencies are important for effective physician leadership, ten activities are indicative of physician leadership, and seven methods are effective for the development of physician leadership competencies. Results indicated that "interpersonal and communication skills" and "professional ethics and social responsibility" are perceived as the most important competencies for effective physician leadership. Furthermore, respondents believe "influencing peers to adopt new approaches in medicine" and "administrative responsibility in a healthcare organization" are the activities most indicative of effective physician leadership. Finally, respondents perceive"coaching or mentoring from an experienced leader" and "on-job experience (e.g., a management position)" as the most effective methods for developing physician leadership competencies. The implications of these findings for the education and development of physician leaders are discussed.

  8. Program Leadership from a Nordic Perspective - Managing Education Development

    DEFF Research Database (Denmark)

    Högfeldt, Anna-Karin; Cornell, Ann; Cronhjort, Mikael

    2012-01-01

    In this paper we focus on university educational development issues by investigating the program leadership at five Nordic technical universities. Specifically, the paper compares definitions, views and experiences of education leadership in the Nordic Five Tech (N5T) universities. The paper does...... this by, first, reviewing the definitions of roles and responsibilities for program directors at each university, and second, by presenting results from a survey carried out in March 2012 among program directors at the N5T universities. Based on this data, we analyze how program directors experience...... their role, their possibilities to lead, and their opportunities of learning to lead. How is time for reflection and development as leaders handled at the different universities? The paper goes on to consider what impact the mandate of the leadership role has on the possibilities for developing educational...

  9. Organizational and market factors associated with leadership development programs in hospitals: a national study.

    Science.gov (United States)

    Kim, Tae Hyun; Thompson, Jon M

    2012-01-01

    Effective leadership in hospitals is widely recognized as the key to organizational performance. Clinical, financial, and operational performance is increasingly being linked to the leadership practices of hospital managers. Moreover, effective leadership has been described as a means to achieve competitive advantage. Recent environmental forces, including reimbursement changes and increased competition, have prompted many hospitals to focus on building leadership competencies to successfully address these challenges. Using the resource dependence theory as our conceptual framework, we present results from a national study of hospitals examining the association of organizational and market factors with the provision of leadership development program activities, including the presence of a leadership development program, a diversity plan, a program for succession planning, and career development resources. The data are taken from the American Hospital Association's (AHA) 2008 Survey of Hospitals, the Area Resource File, and the Centers for Medicare & Medicaid Services. The results of multilevel logistic regressions of each leadership development program activity on organizational and market factors indicate that hospital size, system and network affiliation, and accreditation are significantly and positively associated with all leadership development program activities. The market factors significantly associated with all leadership development activities include a positive odds ratio for metropolitan statistical area location and a negative odds ratio for the percentage of the hospital's service area population that is female and minority. For-profit hospitals are less likely to provide leadership development program activities. Additional findings are presented, and the implications for hospital management are discussed.

  10. Leadership, character and its development: A qualitative exploration

    Directory of Open Access Journals (Sweden)

    Roslyn de Braine

    2007-11-01

    Full Text Available The purpose of this study was to explore (1 what organisational leaders consider to be character elements of leaders within the workplace, (2 what influences leaders’ character development, and (3 how an organisation can continue the process of character development. The literature review and findings revealed that leadership, integrity, industriousness, empathy, loyalty, optimism, fairness and compassion are the most sought after character elements within leaders in the workplace. Leadership and integrity were found to be the most supported character elements. The findings also indicate that work environmental factors, a person’s own efforts, and the daily experiences of work life contribute towards character development.

  11. Nursing leadership in academic nursing: The wisdom of development and the development of wisdom.

    Science.gov (United States)

    Pesut, Daniel J; Thompson, Sarah A

    The purpose of this article is to discuss insights derived from adult cognitive developmental theories and relate the insights to vertical leadership development in academic nursing contexts. Equipped with developmental understanding, academic leaders are in a better position to support the vertical leadership development of one's self, faculty, peers, and colleagues. From a cognitive developmental perspective, the authors' reason as leaders develop, grow, and evolve, sense making becomes more sophisticated and nuanced resulting in the development of wisdom. Leadership wisdom is a function of horizontal (acquisition of information, skills, and competencies) and vertical development (the development of more complex and sophisticated ways of thinking). Ways to enhance vertical development, and sense making to cultivate wisdom are discussed. Principles and practices that promote vertical development in self and others deepens performance expectations of those in the academy and supports personal professional development and organizational success. Copyright © 2017 Elsevier Inc. All rights reserved.

  12. Service impact of a national clinical leadership development programme: findings from a qualitative study.

    Science.gov (United States)

    Fealy, Gerard M; McNamara, Martin S; Casey, Mary; O'Connor, Tom; Patton, Declan; Doyle, Louise; Quinlan, Christina

    2015-04-01

    The study reported here was part of a larger study, which evaluated a national clinical leadership development programme with reference to resources, participant experiences, participant outcomes and service impact. The aim of the present study was to evaluate the programme's service impact. Clinical leadership development develops competencies that are expressed in context. The outcomes of clinical leadership development occur at individual, departmental and organisational levels. The methods used to evaluate the service impact were focus groups, group interviews and individual interviews. Seventy participants provided data in 18 separate qualitative data collection events. The data contained numerous accounts of service development activities, initiated by programme participants, which improved service and/or improved the culture of the work setting. Clinical leadership development programmes that incorporate a deliberate service impact element can result in identifiable positive service outcomes. The nuanced relationship between leader development and service development warrants further investigation. This study demonstrates that clinical leadership development can impact on service in distinct and identifiable ways. Clinical leadership development programmes should focus on the setting in which the leadership competencies will be demonstrated. © 2013 John Wiley & Sons Ltd.

  13. Developing compassionate leadership in health care: an integrative review

    OpenAIRE

    de Zulueta, Paquita

    2015-01-01

    Paquita C de Zulueta Department of Primary Care and Public Health, Imperial College London, UK Abstract: Compassionate health care is universally valued as a social and moral good to be upheld and sustained. Leadership is considered pivotal for enabling the development and preservation of compassionate health care organizations. Strategies for developing compassionate health care leadership in the complex, fast-moving world of today will require a paradigm shift from the prevalent dehumanizi...

  14. What do doctors and nurses think about development of clinical leadership?

    Science.gov (United States)

    Lo, David; Till, Alex; McKimm, Judy

    2017-09-02

    Leadership development for health-care professionals is a priority within the NHS. Training is generally targeted at individual staff groups in isolation, even though contemporary leadership thinking recognizes the benefits of collaborative leadership between different clinical disciplines. Focussing on the attitudes and perceived training needs of undergraduate and qualified medical and nursing professionals, this article highlights the similarities and differences and will help to inform the design of existing and future leadership programmes.

  15. Developing Tools for Research on School Leadership Development: An Illustrative Case of a Computer Simulation

    Science.gov (United States)

    Showanasai, Parinya; Lu, Jiafang; Hallinger, Philip

    2013-01-01

    Purpose: The extant literature on school leadership development is dominated by conceptual analysis, descriptive studies of current practice, critiques of current practice, and prescriptions for better ways to approach practice. Relatively few studies have examined impact of leadership development using experimental methods, among which even fewer…

  16. Developing leadership in nursing: exploring core factors.

    Science.gov (United States)

    Curtis, Elizabeth A; de Vries, Jan; Sheerin, Fintan K

    This article provides an introduction to the issue of nursing leadership, addressing definitions and theories underpinning leadership, factors that enhance leadership in nursing, and the nature of leadership content taught in undergraduate programmes. Highlighted are differences between leadership and management, and the notion that leadership can be 'learned'. The authors also point out that there is a discrepancy between how leading undergraduate nursing programmes prepare students primarily in the transition of education to practice, and the suggestion from a number of nursing publications that leadership in nurses should be fostered throughout their education.

  17. Inspire and develop people, two key competence for safety leadership

    International Nuclear Information System (INIS)

    Gonzalez, F.; Perez, O.; Fernandez, M.; Alvarez, N.; Villadoniga, J. I.

    2014-01-01

    Developing leadership skills in organizations is key to ensuring the sustainability of excellent results in industries with high standards of safety and reliability element. In order to have a model of development of specific leadership for these organizations, Tecnatom in 2011, we initiated an internal project to find and adapt a competency model to these requirements. (Author)

  18. Developing leadership practices in hospital-based nurse educators in an online learning community.

    Science.gov (United States)

    Stutsky, Brenda J; Spence Laschinger, Heather K

    2014-01-01

    Hospital-based nurse educators are in a prime position to mentor future nurse leaders; however, they need to first develop their own leadership practices. The goal was to establish a learning community where hospital-based nurse educators could develop their own nursing leadership practices within an online environment that included teaching, cognitive, and social presence. Using a pretest/posttest-only nonexperimental design, 35 nurse educators from three Canadian provinces engaged in a 12-week online learning community via a wiki where they learned about exemplary leadership practices and then shared stories about their own leadership practices. Nurse educators significantly increased their own perceived leadership practices after participation in the online community, and teaching, cognitive, and social presence was determined to be present in the online community. It was concluded that leadership development can be enhanced in an online learning community using a structured curriculum, multimedia presentations, and the sharing and analysis of leadership stories. Educators who participated should now be better equipped to role model exemplary leadership practices and mentor our nurse leaders of the future.

  19. Authentic Leadership and Spiritual Capital Development: Agenda ...

    African Journals Online (AJOL)

    Authentic Leadership and Spiritual Capital Development: Agenda for Building ... indicate that many business companies and government organizations which ... for the successful building of quality management and effective organizations.

  20. Blending Simulation-Based Learning and Interpretative Pedagogy for Undergraduate Leadership Competency Development.

    Science.gov (United States)

    McPherson, Charmaine; MacDonald, Cathy

    2017-01-01

    Effective leadership is an essential component guiding nursing activity and influencing health systems, health workers, and patient outcomes. Despite this evidence, undergraduate nursing programs may not be adequately preparing graduates to effectively engage in leadership practice. This article describes an educational innovation designed to support prelicensure leadership competency development. The authors blended simulation-based learning (SBL) with an interpretative pedagogical frame in a senior nursing leadership course at a primarily undergraduate university. The innovation involves a break from traditional nursing educational pedagogy by bringing SBL into the leadership classroom. Using interpretative pedagogy to purposefully create different relationships in the learning space supported deeper personal and professional transformation for the students. Nurse educators must purposefully design leadership curricula using active educational strategies that adequately prepare nurses for complex health systems. Integrating SBL within an interpretative pedagogy for leadership development moves students from merely knowing theory to informed and effective action. [J Nurs Educ. 2017;56(1):49-54.]. Copyright 2017, SLACK Incorporated.

  1. The Servant Leadership Survey: Development and Validation of a Multidimensional Measure.

    Science.gov (United States)

    van Dierendonck, Dirk; Nuijten, Inge

    2011-09-01

    PURPOSE: The purpose of this paper is to describe the development and validation of a multi-dimensional instrument to measure servant leadership. DESIGN/METHODOLOGY/APPROACH: Based on an extensive literature review and expert judgment, 99 items were formulated. In three steps, using eight samples totaling 1571 persons from The Netherlands and the UK with a diverse occupational background, a combined exploratory and confirmatory factor analysis approach was used. This was followed by an analysis of the criterion-related validity. FINDINGS: The final result is an eight-dimensional measure of 30 items: the eight dimensions being: standing back, forgiveness, courage, empowerment, accountability, authenticity, humility, and stewardship. The internal consistency of the subscales is good. The results show that the Servant Leadership Survey (SLS) has convergent validity with other leadership measures, and also adds unique elements to the leadership field. Evidence for criterion-related validity came from studies relating the eight dimensions to well-being and performance. IMPLICATIONS: With this survey, a valid and reliable instrument to measure the essential elements of servant leadership has been introduced. ORIGINALITY/VALUE: The SLS is the first measure where the underlying factor structure was developed and confirmed across several field studies in two countries. It can be used in future studies to test the underlying premises of servant leadership theory. The SLS provides a clear picture of the key servant leadership qualities and shows where improvements can be made on the individual and organizational level; as such, it may also offer a valuable starting point for training and leadership development.

  2. Military Leadership Development: A Model for the SA National ...

    African Journals Online (AJOL)

    The result of this article is an alternative model for leadership character development in the South African National Defence Force (SANDF). The SANDF reflects the racial and cultural diversity of South Africa as a nation. The need for a unifying leadership related mechanism, which will provide for the military milieu in which ...

  3. The Role of Leadership in Urban Development: Reflections from ...

    African Journals Online (AJOL)

    The central argument of this paper is that cities and towns in Tanzania are facing leadership challenge which has a crippling effect to sustainable growth of urban centers. The objective of this paper was to map out how different understanding of leadership has affected the trajectory of development of cities in Tanzania.

  4. NextUp: Intentional Faculty Leadership Development for All Ranks and Disciplines

    Science.gov (United States)

    Ashe, Diana L.; TenHuisen, Matthew L.

    2018-01-01

    While most academic leadership training focuses on department chairs and those already in or identified for those positions, the NextUp Faculty Leadership Development Fellows program includes faculty who are considering academic leadership of any kind in their careers. Sixty faculty members have joined NextUp; forty-one have graduated and 19 are…

  5. Leadership development of individuals with developmental disabilities in the self-advocacy movement.

    Science.gov (United States)

    Caldwell, J

    2010-11-01

    Exploring the life stories of leaders in the self-advocacy movement can expand our knowledge about leadership development of individuals with developmental disabilities. A better understanding of this process may assist with supporting the movement and leadership development of youth with disabilities. In-depth qualitative interviews were conducted with 13 leaders in the self-advocacy movement within the USA in order to explore their life stories. Purposeful sampling contributed to a diverse sample of leaders. A grounded theory approach led to the identification of major themes and factors associated with their leadership development. Four major themes emerged: (1) disability oppression and resistance; (2) environmental supports and relationships; (3) leadership skills; and (4) advanced leadership opportunities. Findings have conceptual and practical relevance for future interventions and research. © 2010 The Author. Journal of Intellectual Disability Research © 2010 Blackwell Publishing Ltd.

  6. DEVELOPING MUSLIM COMMUNTIES IN THE PHILIPPINES THROUGH TRANSFORMATIONAL LEADERSHIP: AN ISLAMIC PERSPECTIVE

    Directory of Open Access Journals (Sweden)

    Sapia Moalam Abdulrachman

    2012-08-01

    Full Text Available This research concludes that development of Muslim communities in the Philippines primarily relies on local initiatives and people’s assertive character to institute behavioral reform. It entails a transformation process involving all sectors of the society in such a way that true and committed Muslim leaders will emerge to provide direction and at the same time orchestrate the development of the communities.It is therefore argued that transformational leadership is the most appropriate model that could improve the living conditions of Muslims in the Philippines Firstly, this study provides the empirical evidence that leaders and followers believe that it is through Islamic leadership that their communities can be developed. Secondly, the history of the leadership of Prophet Mohammad and his four caliphs proved that Islamic leadership is indeed transformational leadership one, hence, they deserve to be emulated by Muslims.

  7. The Influence of Leadership Development Approaches on Social Capital: A Mixed Methods Study

    Science.gov (United States)

    Burbaugh, Bradley James

    2015-01-01

    Leadership programs serve as a mechanism to develop the leadership capacity of individuals, groups, and organizations. Although considerable time and resources have been devoted to understanding the outcomes of leadership development, little time and effort has been dedicated to understanding the developmental approaches that influence the…

  8. Leadership Development in Dental Education: Report on the ADEA Leadership Institute, 2000-14.

    Science.gov (United States)

    Haden, N Karl; Ditmyer, Marcia M; Mobley, Connie; Rodriguez, Tobias; Brallier, Lynn Beck; Valachovic, Richard W

    2016-04-01

    The American Dental Education Association’s Leadership Institute (ADEA LI) is the association’s flagship development program for those aspiring to leadership in dental and higher education. As with previous studies of the ADEA LI, ADEA will use information from the survey described in this report to improve the ADEA LI curriculum and to guide other leadership development efforts. In 2014-15, ADEA distributed a 50-item online survey via email to all ADEA LI alumni from the classes of 2000 through 2014. The survey included selected-response questions, closed-ended questions, and open-response questions. The survey had an overall response rate of 47% (133/285); response rates to individual items varied. The mean age of the respondents when they participated in the Institute was 48.5 years. Men and women were almost equally represented among the respondents. Nearly half reported their ultimate career goal as department chair, associate dean, or assistant dean, while 20 (15.8%) indicated a goal of becoming dean and 15 (11.8%) aspired to administrative roles higher than dean. Areas the respondents recommended for improvement included more programming in budgeting and financial management, fundraising, and personnel management. Almost 100% of the respondents indicated they would recommend the ADEA LI to others. Overall, the survey respondents confirmed the value of the ADEA LI in their assessment of their fellowship and its subsequent application to their careers. Comparison of elements from this study to previous studies of ADEA LI alumni demonstrates the effectiveness of past changes made to the Institute and the creation of additional ADEA leadership initiatives.

  9. Enhancing and developing leadership in midwifery.

    Science.gov (United States)

    McCalmont, Carmel; Bailey, Elizabeth

    2016-02-01

    Leadership is a word often heard in any workplace, and healthcare services are no different. Much has been written about leadership styles and theories, with a search of one online retailer revealing 153,589 books available on the subject. How many midwives have those books on their shelves? In a time when maternity services are rising to meet new pressures and demands, many commentators are calling for leadership to drive the profession on. How do we, as midwives, reflect on our own leadership style and the impact it has on others? Here we discuss the importance of leadership in midwifery as a profession, and to individuals, regardless of grade or position. We use an example of a project within our service to illustrate the opportunities for leadership to flourish throughout a whole team in order to achieve an end goal.

  10. Evaluating a physician leadership development program - a mixed methods approach.

    Science.gov (United States)

    Throgmorton, Cheryl; Mitchell, Trey; Morley, Tom; Snyder, Marijo

    2016-05-16

    Purpose - With the extent of change in healthcare today, organizations need strong physician leaders. To compensate for the lack of physician leadership education, many organizations are sending physicians to external leadership programs or developing in-house leadership programs targeted specifically to physicians. The purpose of this paper is to outline the evaluation strategy and outcomes of the inaugural year of a Physician Leadership Academy (PLA) developed and implemented at a Michigan-based regional healthcare system. Design/methodology/approach - The authors applied the theoretical framework of Kirkpatrick's four levels of evaluation and used surveys, observations, activity tracking, and interviews to evaluate the program outcomes. The authors applied grounded theory techniques to the interview data. Findings - The program met targeted outcomes across all four levels of evaluation. Interview themes focused on the significance of increasing self-awareness, building relationships, applying new skills, and building confidence. Research limitations/implications - While only one example, this study illustrates the importance of developing the evaluation strategy as part of the program design. Qualitative research methods, often lacking from learning evaluation design, uncover rich themes of impact. The study supports how a PLA program can enhance physician learning, engagement, and relationship building throughout and after the program. Physician leaders' partnership with organization development and learning professionals yield results with impact to individuals, groups, and the organization. Originality/value - Few studies provide an in-depth review of evaluation methods and outcomes of physician leadership development programs. Healthcare organizations seeking to develop similar in-house programs may benefit applying the evaluation strategy outlined in this study.

  11. Investigation of a Leadership Development Program.

    Science.gov (United States)

    1998-08-04

    Hall. Yukl, G. A. (1989b). Managerial leadership : A review of theory and research. Journal of Management , 15(2), 251-289. Yukl, G. A. (1994...by leadership training. A quantitative approach was taken, using Sashkin’s Visionary Leadership Theory (VLT) to study the effects of a certificated...34full range" of leadership and management styles. (Tech. Rep. No. 1040). Alexandria, VA: U. S. Army Research Institute for the Behavioral Sciences

  12. Measuring the Impacts of a Volunteer-Based Community Development Program in Developing Volunteers' Leadership Skills

    Science.gov (United States)

    Meier, Amy; Singletary, Loretta; Hill, George

    2012-01-01

    This article summarizes the results of an evaluation of the impacts of a community development program to develop leadership skills in its adult volunteers. The evaluation featured 20 questions about leadership skills learned as a result of volunteer experiences. Data analysis strategies beyond a simple means ranking resulted in evidence…

  13. Assessing Opportunities for Student Pharmacist Leadership Development at Schools of Pharmacy in the United States.

    Science.gov (United States)

    Feller, Tara T; Doucette, William R; Witry, Matthew J

    2016-06-25

    Objective. To summarize student pharmacist leadership development opportunities delivered by pharmacy programs, to describe selected opportunities, and to assess how these opportunities meet leadership development competencies. Methods. A multi-method study was conducted that comprised a systematic content analysis of pharmacy education journals, pharmacy program websites, and telephone interviews with key informants, which included open-ended questions and scaled responses. Results. Review of six articles, 37 American Association of Colleges of Pharmacy (AACP) Annual Meeting abstracts, and 138 websites resulted in the identification of 191 leadership development opportunities. These consisted of courses, projects/programs, and events/speaker series. Interviews with 12 key informants detailed unique events that developed leadership competencies. Formal assessments of student leadership development were limited and primarily focused on informal feedback and course evaluations. Conclusion. Most US pharmacy programs offer their students an array of opportunities to develop leadership abilities. Pharmacy programs should consider expanding opportunities beyond elective courses, learn from the successes of others to implement new leadership development opportunities, and bolster the assessment of student leadership competencies and outcomes.

  14. Leadership development in the age of the algorithm.

    Science.gov (United States)

    Buckingham, Marcus

    2012-06-01

    By now we expect personalized content--it's routinely served up by online retailers and news services, for example. But the typical leadership development program still takes a formulaic, one-size-fits-all approach. And it rarely happens that an excellent technique can be effectively transferred from one leader to all others. Someone trying to adopt a practice from a leader with a different style usually seems stilted and off--a Franken-leader. Breakthrough work at Hilton Hotels and other organizations shows how companies can use an algorithmic model to deliver training tips uniquely suited to each individual's style. It's a five-step process: First, a company must choose a tool with which to identify each person's leadership type. Second, it should assess its best leaders, and third, it should interview them about their techniques. Fourth, it should use its algorithmic model to feed tips drawn from those techniques to developing leaders of the same type. And fifth, it should make the system dynamically intelligent, with user reactions sharpening the content and targeting of tips. The power of this kind of system--highly customized, based on peer-to-peer sharing, and continually evolving--will soon overturn the generic model of leadership development. And such systems will inevitably break through any one organization, until somewhere in the cloud the best leadership tips from all over are gathered, sorted, and distributed according to which ones suit which people best.

  15. The Leadership Conundrum: Leadership Development Perspectives in Higher Education.

    Science.gov (United States)

    Walker, David A.

    This paper presents the views of three leaders in the field of higher education on various aspects of the role of leadership in today's colleges and universities. Dave Ambler of the University of Kansas notes that the traditional leadership style, which he refers to as the "plastic president," produces leaders who become combinations of…

  16. The Role of Mentoring in Leadership Development.

    Science.gov (United States)

    Crisp, Gloria; Alvarado-Young, Kelly

    2018-06-01

    This chapter discusses the role of mentoring in facilitating leadership development for students throughout the educational pipeline. Related literature is summarized and practical guidance is provided for designing, implementing, and evaluating programs with a focus toward developing students as leaders. © 2018 Wiley Periodicals, Inc.

  17. Cultivating Leadership Development for Support Staff.

    Science.gov (United States)

    Russell, Sharon

    1997-01-01

    Describes an urban school district's focus on leadership development for support staff. The project identified and trained 500 front-line supervisors representing office managers, food service managers, head custodians, and district maintenance supervisors. This paper explains program design, objectives, participants, management support, content,…

  18. Accelerated product development

    NARCIS (Netherlands)

    Langerak, F.; Seth, J.N.; Malhotra, N.K.

    2011-01-01

    Accelerated product development is a competitive strategy that seeks to reduce the development cycle time of new products. However, there has been little theoretical advancement and empirical model testing in the identification of the conditions under which cycle time reduction is appropriate, the

  19. Development of a School Leadership Evaluation System

    Science.gov (United States)

    Orlando, Nik

    2014-01-01

    This action research study examined the effectiveness of the process implemented by Partnerships to Uplift Communities (PUC) Schools Charter Management Organization to develop their school leader evaluation system in collaboration with current PUC school leaders. The development of the leadership evaluation system included the collective voices of…

  20. A Leadership Elective Course Developed and Taught by Graduate Students

    Science.gov (United States)

    Garza, Oscar W.; Witry, Matthew J.; Chang, Elizabeth H.; Letendre, Donald E.; Trewet, CoraLynn B.

    2013-01-01

    Objective. To develop and implement a flexible-credit elective course to empower student pharmacists to develop lifelong leadership skills and provide teaching practice opportunities for graduate students. Design. An elective course focusing on leadership development for second- and third-year doctor of pharmacy (PharmD) students was designed and taught by 4 graduate students under the mentorship of 2 faculty members. Student pharmacists could enroll in a 1-, 2-, or 3-credit-hour version of the course. Assessment. Attainment of course objectives was measured using student pharmacist reflection papers and continuing professional development portfolios. Additionally, self-assessments of graduate students and faculty members delivering the course were conducted. In their responses on course evaluations, student pharmacists indicated they found the course a valuable learning experience. Graduate students found course development to be challenging but useful in developing faculty skills. Conclusion. This flexible-credit elective course taught by graduate students was an innovative way to offer formal leadership instruction using limited college resources. PMID:24371347

  1. Designing a tool for curriculum leadership development in postgraduate programs

    Directory of Open Access Journals (Sweden)

    M Avizhgan

    2016-07-01

    Full Text Available Introduction: Leadership in the area of curriculum development is increasingly important as we look for ways to improve our programmes and practices. In curriculum studies, leadership has received little attention. Considering the lack of an evaluation tool with objective criteria in postgraduate curriculum leadership process, this study aimed to design a specific tool and determine the validity and reliability of the tool. Method: This study is a methodological research.  At first, domains and items of the tool were determined through expert interviews and literature review. Then, using Delphi technique, 54 important criteria were developed. A panel of experts was used to confirm content and face validity. Reliability was determined by a descriptive study in which 30 faculties from two of Isfahan universities and was estimated by internal consistency. The data were analyzed by SPSS software, using Pearson Correlation Coefficient and reliability analysis. Results: At first, considering the definition of curriculum leadership determined the domains and items of the tool and they were developed primary tool. Expert’s faculties’ views were used in deferent stages of development and psychometry. The tool internal consistency with Cronbach's alpha coefficient times was 96.5. This was determined for each domain separately. Conclution: Applying this instrument can improve the effectiveness of curriculum leadership. Identifying the characteristics of successful and effective leaders, and utilizing this knowledge in developing and implementing curriculum might help us to have better respond to the changing needs of our students, teachers and schools of tomorrow.

  2. Social Change: A Framework for Inclusive Leadership Development in Nursing Education.

    Science.gov (United States)

    Read, Catherine Y; Pino Betancourt, Debra M; Morrison, Chenille

    2016-03-01

    The social change model (SCM) promotes equity, social justice, self-knowledge, service, and collaboration. It is a relevant framework for extracurricular leadership development programs that target students who may not self-identify as leaders. Application of the SCM in a leadership development program for prelicensure nursing students from underresourced or underrepresented backgrounds is described. Students' opinions about leadership for social change were explored through a focus group and a pilot test of an instrument designed to assess the values of the SCM. Students lack the experience required to feel comfortable with change, but they come into nursing with a sense of commitment that can be nurtured toward leadership for social change and health equity through best practices derived from the SCM. These include sociocultural conversations, mentoring relationships, community service, and membership in off-campus organizations. Nurse educators can cultivate inclusive leadership for social change using the SCM as a guide. Copyright 2016, SLACK Incorporated.

  3. Innovations in coaching and mentoring: implications for nurse leadership development.

    Science.gov (United States)

    Fielden, Sandra L; Davidson, Marilyn J; Sutherland, Valerie J

    2009-05-01

    This longitudinal study sought to examine ways in which coaching and mentoring relationships impact on the professional development of nurses in terms of career and leadership behaviours, and evaluating the differences and similarities between those coaching and mentoring relationships. According to the UK government, leadership in nursing is essential to the improvement of service delivery, and the development and training of all nurses is vital in achieving effective change. A coaching and mentoring programme was used to explore the comparative advantages of these two approaches for the leadership development of nurses in acute, primary care and mental health settings. A longitudinal in-depth study was conducted to measure differences and similarities between the mentoring and coaching process as a result of a six-month coaching/mentoring programme. Five nurses from six UK Health Care Trusts were allocated to a coaching group (n = 15) or a mentoring group (n = 15), these were coached or mentored by a member of the senior directorate from their own Trust. Qualitative and quantitative data were collected at three time points (T1 = baseline, T2 = 4 months and T3 = 9 months) using semi-structured interviews and questionnaires. While mentoring was perceived to be 'support' and coaching was described as 'action', descriptions of the actual process and content were quite similar. However, while both groups reported significant development in terms of career development, leadership skills and capabilities, mentees reported the highest level of development with significantly higher scores in eight areas of leadership and management and in three areas of career impact. Implications for nurses and health services are discussed.

  4. Linking the Leadership Identity Development Model to Collegiate Recreation and Athletics.

    Science.gov (United States)

    Hall, Stacey L

    2015-01-01

    The Leadership Identity Development (LID) Model (Komives, Owen, Longerbeam, Mainella, & Osteen, 2005) provides a stage leadership development model for college students that can be applied to collegiate recreation student staff, volunteers, participants, and varsity student-athletes. This chapter provides guidance to implement the model in these settings and to create environments that support development. © 2015 Wiley Periodicals, Inc., A Wiley Company.

  5. Leadership change: A case study analysis of strategy and control systems development

    Directory of Open Access Journals (Sweden)

    Alaudin Ahmadasri

    2017-01-01

    Full Text Available This paper reports on how a change of leadership at the CEO-level influences strategic practices and control systems development. The case study describes how the new chief executive developed and communicated his vision and strategy through control systems and structural change. The findings indicate that senior employees’ involvement in strategic plan development (through SLT mechanism in this case brought clarity and assurance to them. Meetings are important control mechanisms to structure the sharing of information and to enhance employee commitment and help decision making. It is argued leadership manifests through the interactions of leader with employees in many control practices. The findings have implications for family-owned businesses that are facing imminent change in leadership. They benefit founders/top managers that are about to change leadership of entrepreneurial firm to the next level by highlighting the importance of preparing leader’s capacity for an effective leadership role. The study also highlights some important factors which are seldom discussed in control theories.

  6. The Hidden "Who" in Leadership Education: Conceptualizing Leadership Educator Professional Identity Development

    Science.gov (United States)

    Seemiller, Corey; Priest, Kerry L.

    2015-01-01

    A great deal of literature exists "for" leadership educators related to programs design, delivery, and student learning. However, little is known "about" leadership educators, who have largely been left out of contemporary leadership education research. We looked to teaching and teacher education literature to derive a model…

  7. Leadership Educator Journeys: Expanding a Model of Leadership Educator Professional Identity Development

    Science.gov (United States)

    Seemiller, Corey; Priest, Kerry L.

    2017-01-01

    There is a great deal of literature on leadership education best-practices (e.g., curricular considerations, teaching strategies, assessment of learning). Yet, to be a leadership educator is more than having knowledge or expertise of content and pedagogy. Perceptions, experiences, and values of leadership educators comprise a professional identity…

  8. Using Reflection to Assess Students Ability to Learn and Develop Leadership Skills

    Science.gov (United States)

    Olsen, Heather M.; Burk, Brooke

    2014-01-01

    Leadership skill development has been identified as an important element of future leisure service professionals academic preparation. Thus, the purpose of this paper was to utilize in-depth course reflection and service-learning to assess whether undergraduate students enrolled in a leadership course were meeting the leadership objectives set…

  9. Designing a physician leadership development program based on effective models of physician education.

    Science.gov (United States)

    Hopkins, Joseph; Fassiotto, Magali; Ku, Manwai Candy; Mammo, Dagem; Valantine, Hannah

    2017-02-02

    Because of modern challenges in quality, safety, patient centeredness, and cost, health care is evolving to adopt leadership practices of highly effective organizations. Traditional physician training includes little focus on developing leadership skills, which necessitates further training to achieve the potential of collaborative management. The aim of this study was to design a leadership program using established models for continuing medical education and to assess its impact on participants' knowledge, skills, attitudes, and performance. The program, delivered over 9 months, addressed leadership topics and was designed around a framework based on how physicians learn new clinical skills, using multiple experiential learning methods, including a leadership active learning project. The program was evaluated using Kirkpatrick's assessment levels: reaction to the program, learning, changes in behavior, and results. Four cohorts are evaluated (2008-2011). Reaction: The program was rated highly by participants (mean = 4.5 of 5). Learning: Significant improvements were reported in knowledge, skills, and attitudes surrounding leadership competencies. Behavior: The majority (80%-100%) of participants reported plans to use learned leadership skills in their work. Improved team leadership behaviors were shown by increased engagement of project team members. All participants completed a team project during the program, adding value to the institution. Results support the hypothesis that learning approaches known to be effective for other types of physician education are successful when applied to leadership development training. Across all four assessment levels, the program was effective in improving leadership competencies essential to meeting the complex needs of the changing health care system. Developing in-house programs that fit the framework established for continuing medical education can increase physician leadership competencies and add value to health care

  10. 77 FR 26537 - Notice of Commissioners and Staff Attendance at FERC Leadership Development Program Graduation...

    Science.gov (United States)

    2012-05-04

    ... Attendance at FERC Leadership Development Program Graduation/Induction Ceremony The Federal Energy Regulatory... may attend the following event: FERC Leadership Development Program Graduation/Induction Ceremony: 888... and welcome 17 employees selected for the 2012 Leadership Development Program and graduate 15...

  11. Digital Leadership

    DEFF Research Database (Denmark)

    Zupancic, Tadeja; Verbeke, Johan; Achten, Henri

    2016-01-01

    Leadership is an important quality in organisations. Leadership is needed to introduce change and innovation. In our opinion, in architectural and design practices, the role of leadership has not yet been sufficiently studied, especially when it comes to the role of digital tools and media....... With this paper we intend to initiate a discussion in the eCAADe community to reflect and develop ideas in order to develop digital leadership skills amongst the membership. This paper introduces some important aspects, which may be valuable to look into when developing digital leadership skills....

  12. Transforming Leadership Development for Significant Learning.

    Science.gov (United States)

    Owen, Julie E

    2015-01-01

    Leadership education is undergoing a transformation where powerful pedagogies and emerging knowledge about the scholarship of teaching and learning supplant long held and often-outmoded practices of leadership education. This transformation requires new commitments to evidence-based practice, critical consciousness, and more complex understanding of the levers of leadership learning. © 2015 Wiley Periodicals, Inc., A Wiley Company.

  13. System Leadership for School Improvement: A Developing Concept and Set of Practices

    Science.gov (United States)

    Dimmock, Clive

    2016-01-01

    System leadership is a developing concept and practice increasingly seen as a tool for school improvement, as policymakers switch from traditional top-down reform to professional models of schools working collaboratively. System leadership is being championed by the Scottish College for Educational Leadership (SCEL), but is still in its infancy in…

  14. Informing Leadership Education by Connecting Curricular Experiences and Leadership Outcomes

    Science.gov (United States)

    McKim, Aaron J.; Velez, Jonathan J.

    2017-01-01

    Linking specific learning experiences to leadership development has the potential to enhance leadership education. In this study, we sought to link student growth in 13 leadership areas to specific learning experiences within a leadership development program. We measured development within the 13 areas by comparing the perceived needs of students…

  15. THE ROLE OF SERVANT LEADERSHIP IN FACULTY DEVELOPMENT PROGRAMS: A Review of The Literature

    Directory of Open Access Journals (Sweden)

    Eric James RUSSELL

    2012-01-01

    Full Text Available The following note is that a review of existing literature pertaining to servant leadership and faculty development. Specifically, this work discussed delivering servant leadership to online faculty through the utilization of a faculty development program. The idea for this literature review stemmed from the author asking how an online academic administrator could utilize the practice of servant leadership in order to improve the overall online academic experience. The intent of the review involved discovering, through a review of the literature, a way of opening up a dialogue that can possibly drive future research studies regarding the practice of servant leadership to improve of the overall online academic teaching experience. In this work, the author conducted a literature review that identified strengths in both faculty development as well as practicing servant leadership within the online education modality. The literature identified the issue of faculty isolation as challenge for academic administrators and offered up faculty development as a possible solution to overcoming it. The findings of the work showed a benefit to bringing servant leadership practices into faculty development programs in order to improve the overall online teaching environment. The work generates future empirical research ideas regarding building community, the use of servant leadership, and faculty development programs.

  16. 76 FR 5799 - Notice of Commissioners and Staff Attendance at FERC Leadership Development Program Induction...

    Science.gov (United States)

    2011-02-02

    ... Attendance at FERC Leadership Development Program Induction Ceremony January 26, 2011. The Federal Energy... Commission staff may attend the following event: FERC Leadership Development Program Induction Ceremony: 888... welcome 16 employees selected for the 2011 Leadership Development Program. Kimberly D. Bose, Secretary...

  17. Developing Leadership for Increasing Complexity: A Review of Online Graduate Leadership Programs

    Science.gov (United States)

    Winton, Steven L.; Palmer, Sarah; Hughes, Patrick J.

    2018-01-01

    Leadership education must evolve to keep pace with the growing recognition that effective leadership happens in a complex environment and is as much a systemic variable as a personal one. As part of a program review process, a graduate leadership program at a private Midwestern university conducted a qualitative review of 18 online graduate…

  18. Leadership Development Experiences of Exemplary Roman Catholic Parish Priests: An Exploratory Study

    Science.gov (United States)

    Ong, Rosemarie A.

    2013-01-01

    This qualitative, phenomenological study addressed the research question: How do exemplary Roman Catholic parish priests perceive and describe their leadership development experience? The study explored experiences considered important in developing leadership, including how they occurred, the meaning provided, the definition of exemplary…

  19. Leadership Development: A Senior Leader Case Study

    Science.gov (United States)

    2014-10-01

    LIFE model Element Investigative Question Strategy How does (development program) posture (or fail to posture ) leaders to meet organizational...Management How does (development program) adequately posture (or fail to posture ) officer talent capable of filling talent gaps within the...LIFE model in figure 1 stems from conceptualizing and integrat- ing elements of leadership development in the work of Stephen Co- hen , Lisa Gabel

  20. Early Career Leadership Opportunities in Australian Rural Schools

    Science.gov (United States)

    Graham, Lorraine; Miller, Judith; Paterson, David

    2009-01-01

    Due to the difficulties inherent in staffing rural schools in Australia, it is increasingly common for beginning teachers to fill school leadership roles early in their careers. The purpose of this paper is to explore the accelerated progression of some early career teachers who have been offered leadership opportunities in rural schools. Results…

  1. Developing a model for effective leadership in healthcare: a concept mapping approach

    Science.gov (United States)

    Hargett, Charles William; Doty, Joseph P; Hauck, Jennifer N; Webb, Allison MB; Cook, Steven H; Tsipis, Nicholas E; Neumann, Julie A; Andolsek, Kathryn M; Taylor, Dean C

    2017-01-01

    Purpose Despite increasing awareness of the importance of leadership in healthcare, our understanding of the competencies of effective leadership remains limited. We used a concept mapping approach (a blend of qualitative and quantitative analysis of group processes to produce a visual composite of the group’s ideas) to identify stakeholders’ mental model of effective healthcare leadership, clarifying the underlying structure and importance of leadership competencies. Methods Literature review, focus groups, and consensus meetings were used to derive a representative set of healthcare leadership competency statements. Study participants subsequently sorted and rank-ordered these statements based on their perceived importance in contributing to effective healthcare leadership in real-world settings. Hierarchical cluster analysis of individual sortings was used to develop a coherent model of effective leadership in healthcare. Results A diverse group of 92 faculty and trainees individually rank-sorted 33 leadership competency statements. The highest rated statements were “Acting with Personal Integrity”, “Communicating Effectively”, “Acting with Professional Ethical Values”, “Pursuing Excellence”, “Building and Maintaining Relationships”, and “Thinking Critically”. Combining the results from hierarchical cluster analysis with our qualitative data led to a healthcare leadership model based on the core principle of Patient Centeredness and the core competencies of Integrity, Teamwork, Critical Thinking, Emotional Intelligence, and Selfless Service. Conclusion Using a mixed qualitative-quantitative approach, we developed a graphical representation of a shared leadership model derived in the healthcare setting. This model may enhance learning, teaching, and patient care in this important area, as well as guide future research. PMID:29355249

  2. Evaluation of a nurse leadership development programme.

    Science.gov (United States)

    West, Margaret; Smithgall, Lisa; Rosler, Greta; Winn, Erin

    2016-03-01

    The challenge for nursing leaders responsible for workforce planning is to predict the knowledge, skills and abilities required to lead future healthcare delivery systems effectively. Succession planning requires a constant, competitive pool of qualified nursing leader candidates, and retention of those interested in career growth. Formal nursing leadership education in the United States is available through graduate education and professional nursing organisation programmes, such as the Emerging Nurse Leader Institute of the American Organization of Nurse Executives. However, there is also a need for local development programmes tailored to the needs of individual organisations. Leaders at Geisinger Health System, one of the largest rural health systems in the US, identified the need for an internal professional development scheme for nurses. In 2013 the Nurses Emerging as Leaders programme was developed to prepare nurse leaders for effective leadership and successful role transition. This article describes the programme and an evaluation of its effectiveness.

  3. Leadership Development in Higher Education: Exploring Model Impact among Students and Alumni

    Science.gov (United States)

    Bommarito, Michael S.

    2012-01-01

    The purpose of this study was to investigate the impact of an institution-wide leadership development model on students at a private Christian university. The university being studied in this research made a significant commitment to the principles of servant-leadership as well as Kouzes and Posner's (2002) Leadership Challenge development…

  4. Going beyond the hero in leadership development: the place of healthcare context, complexity and relationships: Comment on "Leadership and leadership development in healthcare settings - a simplistic solution to complex problems?".

    Science.gov (United States)

    Ford, Jackie

    2015-04-01

    There remains a conviction that the torrent of publications and the financial outlay on leadership development will create managers with the skills and characters of perfect leaders, capable of guiding healthcare organisations through the challenges and crises of the 21st century. The focus of much attention continues to be the search for the (illusory) core set of heroic qualities, abilities or competencies that will enable the development of leaders to achieve levels of supreme leadership and organisational performance. This brief commentary adds support to McDonald's (1) call for recognition of the complexity of the undertaking.

  5. Redefining public health leadership in the sustainable development goal era.

    Science.gov (United States)

    Reddy, K Srinath; Mathur, Manu Raj; Negi, Sagri; Krishna, Bhargav

    2017-06-01

    Adoption of the Sustainable Development Goals (SDGs) by member states of the United Nations (UN) has set a new agenda for public health action at national and global levels. The changed context calls for a reframing of what constitutes effective leadership in public health, through a construct that reflects the interdependence of leadership at multiple levels across the health system and its partners in other sectors. This is especially important in the context of Low and Middle Income Countries (LMICs) that are facing complex demographic and epidemiological transitions. The health system needs to exercise leadership that effectively mobilises all its resources for maximising health impact, and channels trans-disciplinary learning into well-coordinated multi-sectoral action on the wider determinants of health. Leadership is essential not only at the level of inspirational individuals who can create collective vision and commitment but also at the level of supportive institutions situated in or aligned to the health system. In turn, the health system as a whole has to exercise leadership that advances public health in the framework of sustainable development. This commentary examines the desirable attributes of effective leadership at each of these levels and explores the nature of their inter-dependence. © The Author 2017. Published by Oxford University Press in association with The London School of Hygiene and Tropical Medicine. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

  6. Toward the development of a corporate social responsibility leadership questionnaire: An adaptation of the LBI-2

    OpenAIRE

    Ronel du Preez; Liam T. van Zyl

    2015-01-01

    Orientation: Corporate social responsibility (CSR) has grown exponentially in South African organisations, making leadership in CSR crucial. This article describes the first phase towards the development of a CSR leadership questionnaire (CSR-LQ), based on the Leadership Behaviour Inventory version 2 (LBI-2). Research purpose: To develop a CSR leadership questionnaire (the CSR-LQ) that would serve as a basis for developing a CSR leadership competency model in future. Motivation for the stu...

  7. Different Pathways to Leadership Development of College Women and Men

    Science.gov (United States)

    Shim, Woo-jeong

    2013-01-01

    Analyzing data from the Wabash National Study of Liberal Arts Education, this study explored gender differences in the development and learning of college students' leadership capacities as framed with the Social Change Leadership Model (SCM). The results show that female students reported higher scores on six out of eight SCM values, and…

  8. Development of a model of situational leadership in residential care for older people.

    Science.gov (United States)

    Lynch, Brighide M; McCormack, Brendan; McCance, Tanya

    2011-11-01

    The aim of the present study was to present the process used to develop a composite model of situational leadership enacted within a person-centred nursing framework in residential care. Transforming the culture of the residential unit from a restrictive institution to a vibrant community of older adults requires transformational leadership. Situational leadership is one form of transformational leadership, which claims that there is not one leadership style that works in all situations. A model of situational leadership in residential care was developed through a series of systematic steps that identified direct linkages between situational leadership and the main constructs of the Person-Centred Nursing Framework. The process included reviewing the evidence, undertaking a comparative analysis, identifying key concepts, connecting the concepts and developing a model. A conceptual model is presented which integrates person-centredness with leadership thinking in order to effectively impact on the follower's performance in managing the care environment and delivering person-centred care. Currently the model is being utilized in an action research study to evaluate the role of leaders in the practice setting of long-term care. While some of the connecting concepts have been identified in the present study, more work needs to be done to unravel these connections in further study of leaders in practice. © 2011 Blackwell Publishing Ltd.

  9. Fired Up by Commitment, Example, and Values: How High-Performance Organizations Develop Leadership

    National Research Council Canada - National Science Library

    Kersh, Kevin

    2002-01-01

    ...: Is there something more vital, more necessary in developing leadership abilities? Case studies of five high-performing organizations presented here suggest that three things lay at the foundation of developing leadership abilities...

  10. Medical leadership: why it's important, what is required, and how we develop it.

    Science.gov (United States)

    Warren, Oliver J; Carnall, Ruth

    2011-01-01

    Good medical leadership is vital in delivering high-quality healthcare, and yet medical career progression has traditionally seen leadership lack credence in comparison with technical and academic ability. Individual standards have varied, leading to variations in the quality of medical leadership between different organisations and, on occasions, catastrophic lapses in the standard of care provided to patients. These high-profile events, plus increasing evidence linking clinical leadership to performance of units, has led recently to more focus on leadership development for all doctors, starting earlier and continuing throughout their careers. There is also an increased drive to see doctors take on more significant leadership roles throughout the healthcare system. The achievement of these aims will require doctors to develop strong personal and professional values, a range of non-technical skills that allow them to lead across professional boundaries, and an understanding of the increasingly complex environment in which 21st century healthcare is delivered. Developing these attributes will require dedicated resources and the sophisticated application of a variety of different learning methodologies such as mentoring, coaching, action learning and networking.

  11. Developing Leadership Competencies.

    Science.gov (United States)

    Croft, Lucy; Seemiller, Corey

    2017-12-01

    This chapter provides an overview of leadership competencies including the history of emergence, contemporary uses, common frameworks, challenges, benefits, and future implications. © 2017 Wiley Periodicals, Inc., A Wiley Company.

  12. Academic Library Department Experience Fosters the Development of Leadership Skills Relevant to Academic Library Directorship

    Directory of Open Access Journals (Sweden)

    Joanne M. Muellenbach

    2017-03-01

    Full Text Available A Review of: Harris-Keith, Colleen S. (2015. The Relationship Between Academic Library Department Experience and Perceptions of Leadership Skill Development Relevant to Academic Library Directorship. The Journal of Academic Librarianship, 41(3, 246-263. doi:10.1016/j.acalib.2015.03.017 Objective – This study sought to identify if the perception of library leadership skill and quality development is equal across departmental experience, and what are the leadership skills and qualities most commonly perceived to be used in each department. Design – Quantitative online survey instrument. Setting – Master’s colleges and universities from 728 institutions in the United States of America, as classified by the Carnegie Foundation. Subjects – 666 academic library directors. Methods – Selected participants, representing academic library administrative leadership, were contacted by email a maximum of four times and were invited to complete an online survey instrument composed of six sections. The first three sections contained the purpose and confidentiality statements, demographic information, and data on the past five positions held by respondents prior to their current directorship. The next two sections each had 25 statements on a 5-point Likert scale, to collect data on perceived leadership skills and qualities exercised by respondents in their most recent three positions. The final section had four open-ended questions to help explain the academic library directors’ responses and provide context for the ratings in previous sections of the instrument. Main results – A total of 296 responses were received, for a 40.66% response rate, which was representative of the institution type demographics, including private non-profit, public, and private for-profit. The first research question asked: is the perception of library leadership skill and quality development equal across departmental experience? The data used for this question

  13. MILITARY LEADERSHIP DEVELOPMENT: THE FIVE POINT STAR ...

    African Journals Online (AJOL)

    Erasmus

    Frederik Uys, School of Public Leadership, Stellenbosch. University .... (also not included in this article) included classical descriptions of leadership (Plato, ..... manual on the SA Army's leadership, command and management principles to be.

  14. Leadership training, leadership strategies and organizational performance

    DEFF Research Database (Denmark)

    Ladegaard, Louise; Andersen, Lotte Bøgh; Bøllingtoft, Anne

    Leadership is fundamentally important for improving public sector performance, but the existing literature has severe endogeneity problems. Using a field experiment with 720 Danish leaders and 23.000 employees, the LEAP (Leadership and Performance) project will try to overcome these problems. We...... use a field experiment to study the effects of leadership training and leadership strategies on organizational performance. The research question is how leadership training affect leadership strategies, and how these strategies affect performance? This paper takes three steps towards answering...... this question. First, we discuss the conceptualization of leadership strategies. Second, we present our research design and clarify how we expect the leadership training to affect leadership strategies. Third, we discuss briefly how we measure the key concepts: Leadership and performance. Our aim is to develop...

  15. The Role of Advising in Leadership Development.

    Science.gov (United States)

    Chrystal-Green, Nancy E

    2018-06-01

    This chapter addresses the roles and responsibilities of advising; specifically, how advisors can cultivate both individual and group settings to be important teaching and learning environments and how to advise with leadership development in mind. © 2018 Wiley Periodicals, Inc.

  16. The Role of Social Perspective-Taking in Developing Students' Leadership Capacities

    Science.gov (United States)

    Dugan, John P.; Bohle, Christopher W.; Woelker, Lindsey R.; Cooney, Matthew A.

    2014-01-01

    This study examined relationships between social perspective-taking (SPT) and the individual, group, and societal domains of socially responsible leadership. SPT is a higher-order cognitive skill linked to moral development and social coordination, but never empirically connected to leadership development. Analyses determined SPT has a strong…

  17. Strategic Leadership Development: An Operation Domain Application

    Science.gov (United States)

    1997-03-01

    effectiveness. The Stratified Systems Theory Model is used to identify skills and attributes for the three leadership domains of Direct, Operation, and...tools they need to help the organization achieve its goals. In discussing leadership , it is important to distinguish between management and leadership ...Peter Drucker and Warren Bennis, two noted authors on leadership , offered the following differentiation: “ Management is doing things right

  18. Building Social Change Oriented Leadership Capacity Among Student Organizations: Developing Students and Campuses Simultaneously.

    Science.gov (United States)

    Kezar, Adrianna; Acuña Avilez, Arely; Drivalas, Yianna; Wheaton, Marissiko M

    2017-09-01

    This chapter highlights nontraditional forms of leadership development in student organizations. Using the social change model for leadership as a framework, the authors discuss the ways in which collectivist and activist approaches can result in similar skills obtained through traditional forms of leadership development. © 2017 Wiley Periodicals, Inc., A Wiley Company.

  19. Development of Flow Accelerated Corrosion Reduction Technology

    Energy Technology Data Exchange (ETDEWEB)

    Heo, Min Bum; Choi, Won Yeol; Lee, Jong Chan; Lim, Dong Seok; Kwon, Byung Il; Ku, Hee Kwon; Kim, Jong Uk [FNC Tech, Yongin (Korea, Republic of)

    2015-10-15

    Development of flow accelerated corrosion reduction technology is necessary for prevent this kind of accidents. This study deals with development of flow accelerated corrosion reduction technology through platinum injection and developed of flow accelerated corrosion reduction technology by imitating water chemical condition in PWR secondary system in practice. In addition, in order to get reliability of water chemical simulator in PWR secondary system, analyzed and compared with test result through CFD analysis. This study composed test device that can simulate water chemical environment in PWR secondary system, in order to develop flow accelerated corrosion reduction , and evaluated the ratio of corrosion in water chemical environment in PWR secondary system. In conclusion, corrosion ratio of low alloy steel material that includes more Cr and Mo was lower. And the results were confirmed to be the maximum corrosion rate in the case that replicate the 90 elbow. Additionally, inserted Pt nano particle for developing flow accelerated corrosion rate reduction technology, the test results, it was confirmed for about 80% of the flow accelerated corrosion rate reduction than before input.

  20. Mentoring, coaching and action learning: interventions in a national clinical leadership development programme.

    Science.gov (United States)

    McNamara, Martin S; Fealy, Gerard M; Casey, Mary; O'Connor, Tom; Patton, Declan; Doyle, Louise; Quinlan, Christina

    2014-09-01

    To evaluate mentoring, coaching and action learning interventions used to develop nurses' and midwives' clinical leadership competencies and to describe the programme participants' experiences of the interventions. Mentoring, coaching and action learning are effective interventions in clinical leadership development and were used in a new national clinical leadership development programme, introduced in Ireland in 2011. An evaluation of the programme focused on how participants experienced the interventions. A qualitative design, using multiple data sources and multiple data collection methods. Methods used to generate data on participant experiences of individual interventions included focus groups, individual interviews and nonparticipant observation. Seventy participants, including 50 programme participants and those providing the interventions, contributed to the data collection. Mentoring, coaching and action learning were positively experienced by participants and contributed to the development of clinical leadership competencies, as attested to by the programme participants and intervention facilitators. The use of interventions that are action-oriented and focused on service development, such as mentoring, coaching and action learning, should be supported in clinical leadership development programmes. Being quite different to short attendance courses, these interventions require longer-term commitment on the part of both individuals and their organisations. In using mentoring, coaching and action learning interventions, the focus should be on each participant's current role and everyday practice and on helping the participant to develop and demonstrate clinical leadership skills in these contexts. © 2014 John Wiley & Sons Ltd.

  1. Development and evaluation of a leadership program for veterinary students.

    Science.gov (United States)

    Moore, D A; Klingborg, D J

    2001-01-01

    Leadership skills are important for many facets of professional life, but no known leadership training programs exist in North American veterinary schools. It was the purpose of this project to develop, deliver, and evaluate a leadership program for first-year veterinary students. Leadership attributes emphasized in the course included effective communication, openness to learning from others, self-awareness, commitment beyond self-interest, motivation, decision making, understanding issue complexity, and team building. The five-day course was delivered to 21 new veterinary students randomly selected just prior to their first-year orientation in the fall of 2000. Participants ranked themselves higher than non-participants in a post-course evaluation on their ability to be effective leaders. Participants reported an increase in self-confidence and a clearer understanding of their leadership roles. Participants also noted new support systems among co-participants and expressed a new ability to consider complex issues more broadly. Most reported that they frequently used enhanced skills in giving and receiving feedback and team building. Other leadership tools identified as valuable included negotiation, group dynamics, a structured approach to problem solving, time management, and an awareness of personal learning style preferences as a means to improve communication.

  2. Are Water-Related Leadership Development Programs Designed to Be Effective? An Exploratory Study

    Science.gov (United States)

    Burbach, Mark E.; Floress, Kristin; Kaufman, Eric K.

    2015-01-01

    Water resource professionals and others involved in managing water resources face increasingly complex challenges. Effective leadership development programs are needed to produce water leaders who can address these challenges. Leadership programs must be designed not simply to increase participants' environmental and leadership knowledge but to…

  3. Physical intelligence at work: Servant-leadership development for high performance

    Science.gov (United States)

    Jim Saveland

    2001-01-01

    In October 2000, the RMRS Leadership Team attended a one-day seminar on leadership presented by Stephen Covey (1990). Covey talked about the role of a leader being respecting, integrating and developing body, heart, mind, and spirit. Integrating our physical, emotional, mental and spiritual selves is a popular theme (e.g. Leonard and Murphy 1995, Levey and Levey 1998,...

  4. Deliberate Integration of Student Leadership Development in Doctor of Pharmacy Programs

    Science.gov (United States)

    Nelson, Michael H.; Bzowyckyj, Andrew S.; Fuentes, David G.; Rosenberg, Ettie; DiCenzo, Robert

    2016-01-01

    The CAPE 2013 Outcomes answered the call for increased student leadership development (SLD) by identifying leadership as a desired curricular goal. To meet this outcome, colleges and schools of pharmacy are advised to first identify a set of SLD competencies aligned with their institution’s mission and goals and then organize these competencies into a SLD framework/model. Student leadership development should be integrated vertically and horizontally within the curriculum in a deliberate and longitudinal manner. It should include all student pharmacists, begin at the point of admission, and extend beyond extracurricular activities. The school’s assessment plan should be aligned with the identified SLD competencies so student learning related to leadership is assessed. To accomplish these recommendations, a positive environment for SLD should be cultivated within the school, including administrative backing and resources, as well as support among the broader faculty for integrating SLD into the curriculum. PMID:26941428

  5. Deliberate Integration of Student Leadership Development in Doctor of Pharmacy Programs.

    Science.gov (United States)

    Janke, Kristin K; Nelson, Michael H; Bzowyckyj, Andrew S; Fuentes, David G; Rosenberg, Ettie; DiCenzo, Robert

    2016-02-25

    The CAPE 2013 Outcomes answered the call for increased student leadership development (SLD) by identifying leadership as a desired curricular goal. To meet this outcome, colleges and schools of pharmacy are advised to first identify a set of SLD competencies aligned with their institution's mission and goals and then organize these competencies into a SLD framework/model. Student leadership development should be integrated vertically and horizontally within the curriculum in a deliberate and longitudinal manner. It should include all student pharmacists, begin at the point of admission, and extend beyond extracurricular activities. The school's assessment plan should be aligned with the identified SLD competencies so student learning related to leadership is assessed. To accomplish these recommendations, a positive environment for SLD should be cultivated within the school, including administrative backing and resources, as well as support among the broader faculty for integrating SLD into the curriculum.

  6. Accelerator development for heavy ion fusion

    International Nuclear Information System (INIS)

    Talbert, W.L. Jr.; Sawyer, G.A.

    1980-01-01

    Accelerator technology development is presented for heavy ion drivers used in inertial confinement fusion. The program includes construction of low-velocity ''test bed'' accelerator facilities, development of analytical and experimental techniques to characterize ion beam behavior, and the study of ion beam energy deposition

  7. Case Study: Developing, Implementing, and Evaluating a One-Day Leadership Conference to Foster Women's Leadership in Healthcare

    OpenAIRE

    Kerry K. Fierke; Margarette L. Kading

    2014-01-01

    Despite women increasingly entering the healthcare field, they still face barriers to advancing in leadership ranks within healthcare. To address the need for leadership development among women in healthcare, the Center for Leading Healthcare Change (CLHC) at the University of Minnesota College of Pharmacy piloted a one-day conference in November 2012 entitled "Women Impacting Healthcare: Decide to Make a Difference." This conference utilized an interactive agenda: each speaker's presentation...

  8. Quality of leadership in multidisciplinary cancer tumor boards: development and evaluation of a leadership assessment instrument (ATLAS).

    Science.gov (United States)

    Jalil, Rozh; Soukup, Tayana; Akhter, Waseem; Sevdalis, Nick; Green, James S A

    2018-03-03

    High-quality leadership and chairing skills are vital for good performance in multidisciplinary tumor boards (MTBs), but no instruments currently exist for assessing and improving these skills. To construct and validate a robust instrument for assessment of MTB leading and chairing skills. We developed an observational MTB leadership assessment instrument (ATLAS). ATLAS includes 12 domains that assess the leadership and chairing skills of the MTB chairperson. ATLAS has gone through a rigorous process of refinement and content validation prior to use to assess the MTB lead by two urological surgeons (blinded to each other) in 7 real-live (n = 286 cases) and 10 video-recorded (n = 131 cases) MTBs. ATLAS domains were analyzed via descriptive statistics. Instrument content was evaluated for validity using the content validation index (CVI). Intraclass correlation coefficients (ICCs) were used to assess inter-observer reliability. Instrument refining resulted in ATLAS including the following 12 domains: time management, communication, encouraging contribution, ability to summarize, ensuring all patients have treatment plan, case prioritization, keeping meeting focused, facilitate discussion, conflict management, leadership, creating good working atmosphere, and recruitment for clinical trials. CVI was acceptable and inter-rater agreement adequate to high for all domains. Agreement was somewhat higher in real-time MTBs compared to video ratings. Concurrent validation evidence was derived via positive and significant correlations between ATLAS and an established validated brief MTB leadership assessment scale. ATLAS is an observational assessment instrument that can be reliably used for assessing leadership and chairing skills in cancer MTBs (both live and video-recorded). The ability to assess and feedback on team leader performance provides the ground for promotion of good practice and continuing professional development of tumor board leaders.

  9. The Leadership Lab for Women: Advancing and Retaining Women in STEM through Professional Development

    Directory of Open Access Journals (Sweden)

    Ellen B. Van Oosten

    2017-12-01

    Full Text Available Innovative professional development approaches are needed to address the ongoing lack of women leaders in science, technology, engineering, and math (STEM careers. Developed from the research on women who persist in engineering and computing professions and essential elements of women’s leadership development, the Leadership Lab for Women in STEM Program was launched in 2014. The Leadership Lab was created as a research-based leadership development program, offering 360-degree feedback, coaching, and practical strategies aimed at increasing the advancement and retention of women in the STEM professions. The goal is to provide women with knowledge, tools and a supportive learning environment to help them navigate, achieve, flourish, and catalyze organizational change in male-dominated and technology-driven organizations. This article describes the importance of creating unique development experiences for women in STEM fields, the genesis of the Leadership Lab, the design and content of the program, and the outcomes for the participants.

  10. The Leadership Lab for Women: Advancing and Retaining Women in STEM through Professional Development.

    Science.gov (United States)

    Van Oosten, Ellen B; Buse, Kathleen; Bilimoria, Diana

    2017-01-01

    Innovative professional development approaches are needed to address the ongoing lack of women leaders in science, technology, engineering, and math (STEM) careers. Developed from the research on women who persist in engineering and computing professions and essential elements of women's leadership development, the Leadership Lab for Women in STEM Program was launched in 2014. The Leadership Lab was created as a research-based leadership development program, offering 360-degree feedback, coaching, and practical strategies aimed at increasing the advancement and retention of women in the STEM professions. The goal is to provide women with knowledge, tools and a supportive learning environment to help them navigate, achieve, flourish, and catalyze organizational change in male-dominated and technology-driven organizations. This article describes the importance of creating unique development experiences for women in STEM fields, the genesis of the Leadership Lab, the design and content of the program, and the outcomes for the participants.

  11. Design Thinking Accelerated Leadership: Transforming Self, Transforming Community

    Science.gov (United States)

    Lake, Danielle; Ricco, Michael E.; Whipps, Judy

    2016-01-01

    Higher education institutions are continually seeking to recruit nontraditional adult students yet struggle at the same time to meet their needs effectively. The following case study offers strategies to address this situation by documenting the pedagogical design and initial outcomes of an interdisciplinary, nineteen-month leadership-themed…

  12. Leadership in Australian Rural Schools: Bush Track, Fast Track

    Science.gov (United States)

    Graham, Lorraine; Paterson, David; Miller, Judith

    2008-01-01

    Due to the difficulties inherent in staffing rural schools it is increasingly common for beginning teachers to fill school leadership roles early in their careers. The accelerated progression of some teachers impacts on the overall nature of leadership in rural schools and creates unique pathways, generally different from those available to…

  13. Accelerator Operators and Software Development

    International Nuclear Information System (INIS)

    April Miller; Michele Joyce

    2001-01-01

    At Thomas Jefferson National Accelerator Facility, accelerator operators perform tasks in their areas of specialization in addition to their machine operations duties. One crucial area in which operators contribute is software development. Operators with programming skills are uniquely qualified to develop certain controls applications because of their expertise in the day-to-day operation of the accelerator. Jefferson Lab is one of the few laboratories that utilizes the skills and knowledge of operators to create software that enhances machine operations. Through the programs written; by operators, Jefferson Lab has improved machine efficiency and beam availability. Because many of these applications involve automation of procedures and need graphical user interfaces, the scripting language Tcl and the Tk toolkit have been adopted. In addition to automation, some operator-developed applications are used for information distribution. For this purpose, several standard web development tools such as perl, VBScript, and ASP are used. Examples of applications written by operators include injector steering, spin angle changes, system status reports, magnet cycling routines, and quantum efficiency measurements. This paper summarizes how the unique knowledge of accelerator operators has contributed to the success of the Jefferson Lab control system. *This work was supported by the U.S. DOE contract No. DE-AC05-84-ER40150

  14. Physics and technical development of accelerators

    International Nuclear Information System (INIS)

    2000-03-01

    About 90 registered participants delivered more than 40 scientific papers. A great part of these presentations were of general interest about running projects such as CIME accelerator at Ganil, IPHI (high intensity proton injector), ESRF (European source of synchrotron radiation), LHC (large hadron collider), ELYSE accelerator at Orsay, AIRIX, and VIVITRON tandem accelerator. Other presentations highlighted the latest technological developments of accelerator components: superconducting cavities, power klystrons, high current injectors..

  15. An Australian Perspective on School Leadership Preparation and Development: Credentials or Self-Management?

    Science.gov (United States)

    Gurr, David; Drysdale, Lawrie

    2015-01-01

    This paper provides a review of school leadership preparation and development in Australia through considering the requirements for becoming a principal, how leadership preparation and development occurs, and consideration of recent developments to provide an Australian standard for school leaders. Australian educators have relied mostly on a…

  16. Identifying and Living Leadership in the Lives of Prekindergarten through 4th-Grade Girls: The Story of One Intentional Leadership Identity Development Program

    Science.gov (United States)

    Bailey, Darlyne; Hufford, Mariandl M. C.; Emmerson, Melissa S.; Eckert, Sarah Anne

    2017-01-01

    Cultivating leadership identity early in a child's development is crucial. This article examines the development of an intentional leadership identity development program for young girls. Using participatory action research (PAR), faculty and students from a college school of social work and administrators and teachers from a suburban…

  17. The Oncology Nursing Society Leadership Competency project: developing a road map to professional excellence.

    Science.gov (United States)

    Day, Donald D; Hand, Mikel W; Jones, Ann R; Harrington, Nancy Kay; Best, Robyn; LeFebvre, Kristine B

    2014-08-01

    Combining the recommendations of the Institute of Medicine's report on the future of nursing, an Oncology Nursing Society (ONS) leadership think tank, and current evidence, the ONS Leadership Competencies were developed to provide all nurses with a pathway to advance their leadership skills and abilities. Generated through a systematic approach of literature review, data synthesis, and peer and expert review, the ONS Leadership Competencies are divided into five domains: vision, knowledge, interpersonal effectiveness, systems thinking, and personal mastery. Each of the competencies can be measured at the individual, group, and governance levels. They serve as a means of self-assessment, growth, future planning, and professional development. This article describes the process used to develop the ONS Leadership Competencies and offers examples of how they may be used in practice.

  18. Development of Power System for Medium Energy Accelerator

    International Nuclear Information System (INIS)

    Kwon, Hyeok Jung; Kim, Dae Il; Kim, Han Sung; Seol, Kyung Tae; Jang, Ji Ho; Cho, Yong Sub; Hong, In Seok; Kim, Kyung Ryul

    2008-05-01

    The main goal of the studies are to develop a power supply system used for 100MeV proton accelerator and to operate 20MeV accelerator which has been installed in KAERI site. The 100MeV proton accelerator uses RF cavity to accelerate beams and need RF amplifier, klystron. To operate the klystron, a high power pulse power supply is required and the power supply system should have high quality because the reliability of the power supply has critical impact on the overall reliability of accelerator system. Therefore, high power pulse power system and related technology development are inevitable for 100MeV accelerator system development. 20MeV accelerator system has been developed and installed in KAERI site, which will be used as an injector for 100MeV accelerator and supply 20MeV beam to users. A study on the 20MeV accelerator characteristics should be performed to operate the machine efficiently. In addition, this machine can be used as a test bench for developing the 100MeV accelerator components. Therefore, not only the hardware so called 'high voltage power supply', but the related technology of the high quality high voltage power system and man power can be obtained from the results of this studies. The test results of the 20MeV accelerator can be utilized as a basis for efficient operation of 100MeV accelerator and these are the ultimate objective and necessities of the study

  19. Effective Software Engineering Leadership for Development Programs

    Science.gov (United States)

    Cagle West, Marsha

    2010-01-01

    Software is a critical component of systems ranging from simple consumer appliances to complex health, nuclear, and flight control systems. The development of quality, reliable, and effective software solutions requires the incorporation of effective software engineering processes and leadership. Processes, approaches, and methodologies for…

  20. Leadership for School-Based Teacher Professional Development: The Experience of a Chinese Preschool

    Science.gov (United States)

    He, Pan; Ho, Dora

    2017-01-01

    In recent years, the role of school principals in providing leadership, and the impact of that leadership in promoting teacher professional development for building school capacity has attracted increasing attention worldwide. The study described in this paper explores the practices of leadership for promoting school-based teacher professional…

  1. Developing positive leadership in health and human services

    Directory of Open Access Journals (Sweden)

    Elizabeth A. Shannon

    2013-10-01

    Research purpose: The aim of this study was to determine whether staff from the Tasmanian Department of Health and Human Services (Australia experienced increased levels of self-efficacy, social support within the workplace and positive affect, following participation in a leadership development programme. Research design, approach and method: Quantitative and qualitative methods were used, allowing for triangulation of results. The General Self-Efficacy Scale and the Berlin Social-Support Scale (perceived available support, instrumental were applied in an online survey administered before and nine months following the programme. Participant satisfaction surveys captured immediate responses and semi-structured interviews captured longer-term reflections. Main findings: Descriptive statistics indicated a moderate overall increase in self-efficacy, with strong increases in resilience, dealing with opposition, resourcefulness and problem solving. There was some evidence of greater overall social support and a strong increase in the development of social support networks. There was no support for an increase in participants’ positive orientation towards their jobs in the quantitative data. The impact of adverse environmental factors on participants’ perceptions also became evident through the interviews. Practical implications: Leadership development programmes that strengthen positive psychological resources provide participants with confidence and resilience in times of change. Organisations benefit from increased levels of employee self-efficacy as engagement and problem-solving abilities are enhanced. Contribution/value-add: These results contribute to the body of knowledge associated with effective leadership development.

  2. Developing a Leadership Brand: The Heart of Effective School Leadership in Turbulent Times

    Science.gov (United States)

    Davis, Stephen H.; Leon, Ronald J.

    2014-01-01

    Faced with scarce resources and high expectations, school principals must increasingly rely upon the power of persuasion to promote ongoing school improvement. We maintain that the development of a vibrant and tangible leadership brand constructed upon a principal's core values and noble character can motivate stakeholders and stimulate school…

  3. The Cockcroft difference: an analysis of the impact of a nursing leadership development programme.

    Science.gov (United States)

    Chappell, Kate K; Willis, Leah

    2013-03-01

    Identifying impact areas of nursing leadership development programmes is needed to determine if there are measureable effects on participants. These impact areas help to identify measures to substantiate the benefits of nursing leadership programmes for organization leaders making decisions about support and implementation of such opportunities for their emerging leaders. Using mixed qualitative/quantitative methods, the impact of a nursing leadership development programme, the Amy V. Cockcroft Fellowship, is examined to determine if there are measureable influences. Themes of four areas of impact: improved conflict resolution/negotiation skills, communication skills, personal development and career action or change were identified through content analysis. These themes provide the basis for creating measureable indicators for nursing organizations to use in determining the value of nursing leadership development programmes such as the Amy V. Cockcroft Fellowship. Based on the findings established in this research article, nurse managers can focus on developing themselves and their peer groups through nursing leadership development programmes to prepare for leading in the present and future healthcare environment. © 2012 Blackwell Publishing Ltd.

  4. Intentional Modelling: A Process for Clinical Leadership Development in Mental Health Nursing.

    Science.gov (United States)

    Ennis, Gary; Happell, Brenda; Reid-Searl, Kerry

    2016-05-01

    Clinical leadership is becoming more relevant for nurses, as the positive impact that it can have on the quality of care and outcomes for consumers is better understood and more clearly articulated in the literature. As clinical leadership continues to become more relevant, the need to gain an understanding of how clinical leaders in nursing develop will become increasingly important. While the attributes associated with effective clinical leadership are recognized in current literature there remains a paucity of research on how clinical leaders develop these attributes. This study utilized a grounded theory methodology to generate new insights into the experiences of peer identified clinical leaders in mental health nursing and the process of developing clinical leadership skills. Participants in this study were nurses working in a mental health setting who were identified as clinical leaders by their peers as opposed to identifying them by their role or organizational position. A process of intentional modeling emerged as the substantive theory identified in this study. Intentional modeling was described by participants in this study as a process that enabled them to purposefully identify models that assisted them in developing the characteristics of effective clinical leaders as well as allowing them to model these characteristics to others. Reflection on practice is an important contributor to intentional modelling. Intentional modelling could be developed as a framework for promoting knowledge and skill development in the area of clinical leadership.

  5. Succession planning and leadership development: critical business strategies for healthcare organizations.

    Science.gov (United States)

    Collins, Sandra K; Collins, Kevin S

    2007-01-01

    As labor shortages intensify, succession planning and leadership development have become strategic initiatives requiring rigorous consideration. Traditional methods of replacing personnel will not accommodate the vacancies expected to plague healthcare organizations. Managers should focus on identifying potential gaps of key personnel and adapting programs to accommodate organizational need. Attention should be placed on capturing the intellectual capital existent in the organization and developing diverse groups of leadership candidates.

  6. Symposium Introduction: Stepping into Their Power--The Development of a Teacher Leadership Stance

    Science.gov (United States)

    Smulyan, Lisa

    2016-01-01

    This introduction to the symposium on Teacher Leadership describes how a group of teachers have developed a definition of teacher leadership as a stance. The article explores how prior definitions of teacher leadership tend to focus on individual skills or roles. Neoliberal educational policies that emphasize market-based policy, privatization,…

  7. Leadership Development Institute: A California Community College Multi-College District Case Study

    Science.gov (United States)

    Leon, Bianca R.

    2016-01-01

    The purpose of this study is to examine a community college district Grow Your Own (GYO) leadership program in the Western United States, the Multi College Leadership Development Institute (MCLDI). The MCLDI was developed in-house for a multi-campus community college district and offered to interested employees at all position levels with the…

  8. School Leadership and Educational Change: Tools and Practices in Shared School Leadership Development

    Science.gov (United States)

    Hauge, Trond Eiliv; Norenes, Svein Olav; Vedøy, Gunn

    2014-01-01

    This study examines the features of school leadership as it evolved in an upper secondary school attempting to enhance school improvement through a dedicated team of developmental leaders. We study the team leadership's tools and design over one school year and report on the evolution of a collective approach to leadership for school…

  9. Principals' Perceptions of Instructional Leadership Development

    Science.gov (United States)

    Brabham, Carla E.

    2017-01-01

    Instructional leadership is an important aspect of student achievement and the overall success of schools. Principals, as instructional leaders, need continual reflection on their competency. Job-embedded professional development (JEPD) for teachers is implemented and monitored by instructional leaders. The purpose of this case study was to…

  10. Leadership Skill Development of Teen Leaders.

    Science.gov (United States)

    Kleon, Scott; Rinehart, Susan

    1998-01-01

    Teen participants in the Ohio 4-H Teen Community Leadership College (n=64) perceived their leadership skills to be much higher after the program. They appeared to need improvement in initiative, assertiveness, and objectivity. (SK)

  11. Misconceiving medical leadership.

    Science.gov (United States)

    Parker, Malcolm

    2013-01-01

    Medical leadership and leadership education have recently emerged as subjects of an expanding though as yet uncritical literature. Considerable attention is being given to the development of courses and electives, together with some proposals for generalizing these offerings to all medical students and doctors. This article briefly sketches this development and its derivation from business and corporate leadership models and accompanying literature, and subjects its adoption by medicine to critical scrutiny. Putative motivations for these developments are discussed, and an alternative explanation is offered, tied to the loss of physician status. The nature of leadership as complex, emergent, and unpredictable has been ignored in the promotion of medical leadership and leadership training, and this is reflected in the false assumption that leadership in medicine is something that can be taught. Although the leadership literature is beginning to recognize these complex aspects of leadership, so far their implications have not been acknowledged. This article aims to stimulate further analytic discussion of this under-theorized aspect of medicine.

  12. Moving beyond Common Paradigms of Leadership: Understanding the Development of Advanced Leadership Identity

    Science.gov (United States)

    Rocco, Melissa Lynn

    2017-01-01

    In both formal and informal ways, leadership is woven into the fabric of higher education. Developing students into leaders who meet the demands of an increasingly interconnected world is a message found in institutional mission statements, program objectives, and learning outcomes. As such, scholars highlight the need for using relational,…

  13. Development and psychometric evaluation of supportive leadership scales.

    Science.gov (United States)

    McGilton, Katherine S

    2003-12-01

    The purpose of this study was to develop and evaluate the psychometric properties of 2 supportive leadership scales, the Charge Nurse Support Scale and the Unit Manager Support Scale, designed for long-term-care environments. These 6-item self-report scales were administered to 70 nursing staff and their internal consistency reliability, test-retest reliability, content validity, factor structure, and construct validity investigated. Content validity was established with the assistance of experts. Both scales were deemed reliable. As hypothesized, a significant relationship was found between the measure of how nursing staff related to residents and measures of charge nurses' supportive behaviours (r = .42, p = .05). Reliable and valid measures of supportive leadership could be developed for use in identifying the quality of support provided to staff in long-term-care environments.

  14. Development and implementation of the Saskatchewan Leadership Program: Leading for healthcare transformation.

    Science.gov (United States)

    Mutwiri, Betty; Witt, Christine; Denysek, Christina; Halferdahl, Susan; McLeod, Katherine M

    2016-01-01

    The Saskatchewan Leadership Program (SLP) was developed based on the LEADS framework and aligned with Lean management to build leadership renewal and sustainability conducive to transformational change in the Saskatchewan health system. This article describes the development, implementation, and evaluation of the SLP, including experiences and lessons learned. © 2015 The Canadian College of Health Leaders.

  15. Everything Rises and Falls on Leadership: An Assessment of Undergraduate Leadership Development Programs at the University of Arkansas--Fayetteville

    Science.gov (United States)

    Love, Louis Anthony

    2013-01-01

    Today's students are the leaders of tomorrow, and their ability to lead in the 21st century will be critical to the sustainability of life, and the nation's ability to prosper will depend on the quality of leadership demonstrated at all levels of society. Student leadership development in institutions of higher education has never been more vital…

  16. Developing high-level change and innovation agents: competencies and challenges for executive leadership.

    Science.gov (United States)

    Malloch, Kathy; Melnyk, Bernadette Mazurek

    2013-01-01

    The work of health care reform and revolution requires leadership competencies that integrate the digital realities of time, space, and media. Leadership skills and behaviors of command, control, and directing from predigital times are no longer effective, given the impacts of the digital changes. Developing leadership competence in evidence-driven processes, facilitation, collaborative teamwork, and instilling a sense of urgency is the work of today's executive leaders. Ten competencies necessary for contemporary executive leadership are presented in this article.

  17. Four-dimensional conversion for spiritual leadership development: A missiological approach for African churches

    Directory of Open Access Journals (Sweden)

    Kalemba Mwambazambi

    2014-02-01

    Full Text Available The process of a four-dimensional conversion and/or transformation strives in helping the leadership of an organisation, especially such as the church, with practical ways that may lead to the development of an effective leadership by observing the four important aspects of human spirituality as elaborated on in the article. The spiritual, intellectual, moral and socio-political dimensions of the transformation can be catered for so that the complete inner being of humans, as well as their social and political attitudes and behaviours, can equally be transformed to maximum spiritual, personal and socio-political profitability. Mutombo-Mukendi demonstrates that the need for a spiritual leadership that can contribute to an effective transformation of Africa is dire, both for the church and the larger community. The real challenge is how to develop such leadership. This article provides intentional and practical ways that may lead to the development of the needed leadership. Four-dimensional transformation of people can be planned and carried out both in the church arena and in the surrounding communities. Skills development and transfer can also take place when skilled people from the church work with unskilled people from the community.

  18. An evaluation of a leadership development coaching and mentoring programme.

    Science.gov (United States)

    Le Comte, Lyndsay; McClelland, Beverley

    2017-07-03

    Purpose The purpose of this paper was to determine the value and impact of the Leadership Development - Coaching and Mentoring Programme at Counties Manukau Health and understand how the skills gained are applied. Design/methodology/approach Mixed-methods approach including surveys of programme participants and senior staff and semi-structured interviews with programme participants. Findings The survey response rate was 24.4 per cent for programme participants and 30 per cent for senior staff. Eight programme participants participated in semi-structured interviews. Of the 70 programme participants, 69 utilised their learning from the programme; 45 of 70 changed their approach to managing staff; and 40 of 68 programme participants reported that meeting with peers for triad group coaching was the most challenging aspect of the programme. Key themes identified through interviews included: working with others; not owning others' problems; professional support and development; coaching and mentoring; future participants. Practical implications The majority of participants changed their leadership behaviours as a result of the programme, which has resulted in improved communication, a more supportive culture and distributed leadership. These changes contribute to better patient care. Originality value There is a paucity of evidence in the literature about the impact of coaching and mentoring programme on leadership development and how the skills gained in such programmes are applied in practice in a healthcare context. This evaluation helps to address that gap.

  19. Distributed Leadership in Drainage Basin Management: A Critical Analysis of ‘River Chief Policy’ from a Distributed Leadership Perspective

    Science.gov (United States)

    Zhang, Liuyi

    2018-02-01

    Water resources management has been more significant than ever since the official file stipulated ‘three red lines’ to scrupulously control water usage and water pollution, accelerating the promotion of ‘River Chief Policy’ throughout China. The policy launches creative approaches to include people from different administrative levels to participate and distributes power to increase drainage basin management efficiency. Its execution resembles features of distributed leadership theory, a vastly acknowledged western leadership theory with innovative perspective and visions to suit the modern world. This paper intends to analyse the policy from a distributed leadership perspective using Taylor’s critical policy analysis framework.

  20. The Mentoring Experience: Leadership Development Program Perspectives

    Science.gov (United States)

    Lamm, Kevan W.; Sapp, Rochelle; Lamm, Alexa J.

    2017-01-01

    Using a semi-structured interview approach, ten mentors from a leadership development program focused on building leaders in Colleges of Agriculture and Life Sciences across the nation provided insights regarding their mentoring method, process, and experiences. Mentors interviewed agreed the mentoring process was beneficial for themselves as well…

  1. The UNC-CH MCH Leadership Training Consortium: building the capacity to develop interdisciplinary MCH leaders.

    Science.gov (United States)

    Dodds, Janice; Vann, William; Lee, Jessica; Rosenberg, Angela; Rounds, Kathleen; Roth, Marcia; Wells, Marlyn; Evens, Emily; Margolis, Lewis H

    2010-07-01

    This article describes the UNC-CH MCH Leadership Consortium, a collaboration among five MCHB-funded training programs, and delineates the evolution of the leadership curriculum developed by the Consortium to cultivate interdisciplinary MCH leaders. In response to a suggestion by the MCHB, five MCHB-funded training programs--nutrition, pediatric dentistry, social work, LEND, and public health--created a consortium with four goals shared by these diverse MCH disciplines: (1) train MCH professionals for field leadership; (2) address the special health and social needs of women, infants, children and adolescents, with emphasis on a public health population-based approach; (3) foster interdisciplinary practice; and (4) assure competencies, such as family-centered and culturally competent practice, needed to serve effectively the MCH population. The consortium meets monthly. Its primary task to date has been to create a leadership curriculum for 20-30 master's, doctoral, and post-doctoral trainees to understand how to leverage personal leadership styles to make groups more effective, develop conflict/facilitation skills, and identify and enhance family-centered and culturally competent organizations. What began as an effort merely to understand shared interests around leadership development has evolved into an elaborate curriculum to address many MCH leadership competencies. The collaboration has also stimulated creative interdisciplinary research and practice opportunities for MCH trainees and faculty. MCHB-funded training programs should make a commitment to collaborate around developing leadership competencies that are shared across disciplines in order to enhance interdisciplinary leadership.

  2. Development of bipolar pulse accelerator for intense pulsed ion beam acceleration

    International Nuclear Information System (INIS)

    Fujioka, Y.; Mitsui, C.; Kitamura, I.; Takahashi, T.; Masugata, K.; Tanoue, H.; Arai, K.

    2003-01-01

    To improve the purity of an intense pulsed ion beams a new type of pulsed ion beam accelerator named 'bipolar pulse accelerator (BPA)' was proposed. In the accelerator purity of the beam is expected. To confirm the principle of the accelerator experimental system was developed. The system utilizes B y type magnetically insulated acceleration gap and operated with single polar negative pulse. A coaxial gas puff plasma gun placed in the grounded anode was used as an ion source, and source plasma (nitrogen) of current density approx. = 25 A/cm 2 , duration approx. = 1.5 μs was injected into the acceleration gap. The ions are successfully accelerated from the grounded anode to the drift tube by applying negative pulse of voltage 180 kV, duration 60 ns to the drift tube. Pulsed ion beam of current density approx. = 40 A/cm 2 , duration approx. 60 ns was obtained at 42 mm downstream from the anode surface. (author)

  3. Working with leadership development and organizational learning from a dialogical perspective

    DEFF Research Database (Denmark)

    Hansen, Lone Hersted; Frimann, Søren

    on the individual school's current challenges and special conditions. The ten schools involved in the project each have their own history, background, demographics and socioeconomic foundation. Not surprisingly, each of these schools is characterized by having its own leadership style, school culture and identity......Abstract: Working with leadership development and organizational learning from a dialogical perspective By Lone Hersted and Søren Frimann Department of Learning and Philosophy Aalborg University (DK) Lone Hersted, assistant professor, email address: lhersted@learning.aau.dk Søren Frimann, associate...... professor, email address: frimann@learning.aau.dk Key words: Dialogue, action research, organizational learning and reflexivity INTRODUCTION These years we notice a considerable amount of research on top-down implementation of standardized concepts for organizational development and leadership...

  4. Advanced accelerator research and development

    International Nuclear Information System (INIS)

    Anon.

    1974-01-01

    Research and development on the Positron-Electron Project (PEP), the electron rings, the superconducting accelerator (ESCAR), and the superconductivity program are reported. Efforts relating to the proposed PEP include work on: (1) the injection system; (2) the rf system; (3) the main-ring bend magnets; (4) the magnet power supplies and controls; (5) alignment; (6) radiation and shielding; (7) the vacuum system; and (8) conventional facilities (utilities, etc.). Experimental and theoretical work continued on the development of suitably intense electron rings as vehicles for the collective acceleration of ions. The most difficult problem was found to be the longitudinal (negative mass) instability. Design work was begun for ESCAR (Experimental Superconducting Accelerating Ring), a small proton synchrotron and storage ring using superconducting magnets, which should aid in the design of future large superconducting facilities. Magnet development was largely directed toward the detailed design of the dipole units. A superconducting beam transport line was installed at the Bevatron. (PMA)

  5. Impact of a Leadership Development Institute on Professional Lives and Careers.

    Science.gov (United States)

    Purdy, Nancy

    2016-01-01

    An evaluation study was conducted to determine the impact of a leadership institute, The Dorothy Wylie Health Leaders Institute (DWHLI), over the decade since its inception. The aim was to better understand the perceived influence of the Institute over time on professional lives and careers of alumni and identify the critical design features that supported leadership development. Nurses and other health disciplines from all levels of leadership and from most provinces completed an online survey (n = 165) and a subset was interviewed (n = 33). The majority of alumni (50-68%) rated the impact of the Institute as significant or very significant on seven of the eight selected intended leadership outcomes. For 73-78% of the alumni, the Institute had a recurring or profound positive impact on their professional lives as leaders and personal careers. Alumni who reported the greatest impact of the program on their knowledge, skills and confidence as leaders also had higher levels of career satisfaction and work engagement. Design elements that impacted their development included the theoretical and conceptual content, interactive and experiential structure and mentoring. Recommendations for organizational sponsors included the need for opportunities to apply learning, ongoing coaching, mentoring and career counseling specific to their leadership career path.

  6. The public leadership questionnaire: The development and validation of five dimensions of public leadership behaviors

    NARCIS (Netherlands)

    L.G. Tummers (Lars); E. Knies (Eva)

    2014-01-01

    markdownabstract__Abstract__ In the public administration discipline, there have been various important studies on leadership. However, scholarly inquiry still lags behind related disciplines such as psychology and business administration. This study contributes by developing and validating

  7. Leadership mentoring in nursing research, career development and scholarly productivity: A systematic review.

    Science.gov (United States)

    Hafsteinsdóttir, Thóra B; van der Zwaag, Angeli M; Schuurmans, Marieke J

    2017-10-01

    Although nursing has been an academic discipline for decades, the infrastructure for nursing research in many countries is still fragile and struggling. Postdoctoral nurses have difficulties developing sustaining careers in nursing research due to lack of career opportunities. Considerable research has been conducted on leadership and mentoring in various areas of nursing. We aimed to systematically review the literature investigating leadership programs and mentoring for postdoctoral nurse researchers, as well as the influence of leadership and mentoring on research productivity, research career development, leadership knowledge and skills, the nurses' health and well-being, staff relationships, work culture and collaboration, salaries and postdoctoral nurses' experiences. A systematic review following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) statement was conducted. The electronic databases PubMed, CINAHL and EMBASE were searched without time limits for eligible studies up to January 2016. Reference lists of included articles were also searched manually and authors were contacted to inquire about other relevant papers. Two authors independently assessed eligibility of studies for inclusion. Titles and abstracts were matched with the inclusion criteria: studies investigating leadership and mentoring programs for postdoctoral nurses and leadership and mentoring influencing research productivity, and career development; and leadership knowledge and skills and other outcomes. The quality of the studies was appraised using the Centre for Evidence-Based Medicine for surveys, the Critical Appraisal Skill Program Qualitative Appraisal Checklist for qualitative studies, and a critical appraisal list for mixed methods studies. Any disagreements were resolved by consensus. Data were extracted by two reviewers. We screened 1775 titles and abstracts, resulting in 15 studies, which included quantitative, descriptive, qualitative and mixed

  8. Developing compassion through a relationship centred appreciative leadership programme.

    Science.gov (United States)

    Dewar, Belinda; Cook, Fiona

    2014-09-01

    Recent attention in health care focuses on how to develop effective leaders for the future. Effective leadership is embodied in relationships and should be developed in and with staff and patients. This paper describes development, implementation and evaluation of an appreciative and relationship centred leadership programme carried out with 86 nursing staff covering 24 in-patient areas within one acute NHS Board in Scotland. The aim of the programme was to support staff to work together to develop a culture of inquiry that would enhance delivery of compassionate care. The 12 month Leadership Programme used the principles of appreciative relationship centred leadership. Within this framework participants were supported to explore relationships with self, patients and families, and with teams and the wider organisation using caring conversations. Participants worked within communities of practice and action learning sets. They were supported to use a range of structured tools to learn about the experience of others and to identify caring practices that worked well and then explore ways in which these could happen more of the time. A range of methods were used to evaluate impact of the programme including a culture questionnaire and semi structured interviews. Immersion crystallisation technique and descriptive statistics were used to analyse the data. Key themes included; enhanced self-awareness, better relationships, greater ability to reflect on practice, different conversations in the workplace that were more compassionate and respectful, and an ethos of continuing learning and improvement. The programme supported participants to think in different ways and to be reflective and engaged participants rather than passive actors in shaping the cultural climate in which compassionate relationship centred care can flourish. Multidisciplinary programmes where the process and outcomes are explicitly linked to organisational objectives need to be considered in future

  9. Inverse free-electron laser accelerator development

    International Nuclear Information System (INIS)

    Fisher, A.; Gallardo, J.; Steenbergen, A. van; Sandweiss, J.; Fang, J.M.

    1994-06-01

    The study of the Inverse Free-Electron Laser, as a potential mode of electron acceleration, has been pursued at Brookhaven National Laboratory for a number of years. More recent studies focused on the development of a low energy (few GeV), high gradient, multistage linear accelerator. The authors are presently designing a short accelerator module which will make use of the 50 MeV linac beam and high power (2 x 10 11 W) CO 2 laser beam of the Accelerator Test Facility (ATF) at the Center for Accelerator Physics (CAP), Brookhaven National Laboratory. These elements will be used in conjunction with a fast excitation (300 μsec pulse duration) variable period wiggler, to carry out an accelerator demonstration stage experiment

  10. Cultural Complementarity : Reshaping Professional and Organizational Logics in Developing Frontline Medical Leadership

    NARCIS (Netherlands)

    Noordegraaf, Mirko; Schneider, Magriet; Boselie, Paul; van Rensen, E.L.J.

    2016-01-01

    With the rise of clinical management, new skills of medical doctors stand out, including leadership skills. Medical doctors organize medical work and improve patient care. The training of frontline leadership skills, however, is weakly developed in residency programmes. Medical professional cultures

  11. Leadership, the financial sector and development in Nigeria

    African Journals Online (AJOL)

    DR.DANIEL

    financial sector represented by banks in this article is so crucial to the Nigerian economy in terms of .... development in the Nigerian banking sector than personalized leadership based on a 'dictatorial' and 'all knowing' Chief. Executive Officer.

  12. Customer Innovation Process Leadership

    DEFF Research Database (Denmark)

    Lindgren, Peter; Jørgensen, Jacob Høj; Goduscheit, René Chester

    2007-01-01

    Innovation leadership has traditionally been focused on leading the companies' product development fast, cost effectively and with an optimal performance driven by technological inventions or by customers´ needs. To improve the efficiency of the product development process focus has been on diffe......Innovation leadership has traditionally been focused on leading the companies' product development fast, cost effectively and with an optimal performance driven by technological inventions or by customers´ needs. To improve the efficiency of the product development process focus has been...... on different types of organisational setup to the product development model and process. The globalization and enhanced competitive markets are however changing the innovation game and the challenge to innovation leadership Excellent product development innovation and leadership seems not any longer to enough...... another outlook to future innovation leadership - Customer Innovation Process Leadership - CIP-leadership. CIP-leadership moves the company's innovation process closer to the customer innovation process and discusses how companies can be involved and innovate in customers' future needs and lead...

  13. Who will bear the torch tomorrow? Charismatic leadership and second-line leaders in development NGOs

    OpenAIRE

    M. Shameem Siddiqi

    2001-01-01

    Competent leadership has always been considered vital in every organisation and there has been considerable research on mainstream leadership issues in the corporate sector and in politics.1 But there has been very little research on leadership issues in the emerging sector of development NGOs. The issue of second-line leadership development2 is an important one not only for the NGOs themselves but also for the aid industry, the poor and vulnerable people for whom they work and for society as...

  14. Going beyond the Hero in Leadership Development: The Place of Healthcare Context, Complexity and Relationships; Comment on “Leadership and Leadership Development in Healthcare Settings – A Simplistic Solution to Complex Problems?”

    Directory of Open Access Journals (Sweden)

    Jackie Ford

    2015-04-01

    Full Text Available There remains a conviction that the torrent of publications and the financial outlay on leadership development will create managers with the skills and characters of perfect leaders, capable of guiding healthcare organisations through the challenges and crises of the 21st century. The focus of much attention continues to be the search for the (illusory core set of heroic qualities, abilities or competencies that will enable the development of leaders to achieve levels of supreme leadership and organisational performance. This brief commentary adds support to McDonald’s (1 call for recognition of the complexity of the undertaking.

  15. Leadership Identity Development: Challenges in Applying a Developmental Model

    Science.gov (United States)

    Komives, Susan R.; Longerbeam, Susan D.; Mainella, Felicia; Osteen, Laura; Owen, Julie E.; Wagner, Wendy

    2009-01-01

    The leadership identity development (LID) grounded theory (Komives, Owen, Longerbeam, Mainella, & Osteen, 2005) and related LID model (Komives, Longerbeam, Owen, Mainella, & Osteen, 2006) present a framework for understanding how individual college students develop the social identity of being collaborative, relational leaders…

  16. Wikis: Developing pre-service teachers’ leadership skills and knowledge of content standards

    Directory of Open Access Journals (Sweden)

    Angelia Reid-Griffin

    2016-03-01

    Full Text Available In this initial phase of our multi-year research study we set out to explore the development of leadership skills in our pre-service secondary teachers after using an online wiki, Wikispaces. This paper presents our methods for preparing a group of 13 mathematics and 3 science secondary pre-service teachers to demonstrate the essential knowledge, skills and dispositions of beginning teacher leaders. Our findings indicate the pre-service teachers' overall satisfaction with demonstrating leadership through collaborative practices. They were successful in these new roles as teacher/collaborator within the context of communication about content standards. Though the candidates participated in other collaborative tasks, this effort was noted for bringing together technology, content standards and leadership qualities that are critical for beginning teachers. Implications for addressing the preservice teachers' development of leadership skills, as they become professional teachers will be shared.

  17. Leadership and Leader Developmental Self-Efficacy: Their Role in Enhancing Leader Development Efforts.

    Science.gov (United States)

    Murphy, Susan Elaine; Johnson, Stefanie K

    2016-01-01

    This chapter describes the role of two types of self-efficacy-leader self-efficacy and leader developmental efficacy-for enhancing leadership development. Practical implications for designing and developing leadership programs that take into account these two types of self-efficacy are discussed. © 2016 Wiley Periodicals, Inc., A Wiley Company.

  18. Higher Education Engagement in Leadership Development: Using Autobiographical Narrative to Understand Potential Impact

    Science.gov (United States)

    Jones, Karen; Sambrook, Sally; Henley, Andrew; Norbury, Heather

    2012-01-01

    This paper explores the lived experience of leadership learning and development in a single case study of an entrepreneur participating in a major leadership development programme for owner-managers of small and medium-sized enterprises (SMEs). Based on autobiographical research, it provides a rich contextual account of the nature and underlying…

  19. Leadership for the 1970s. Organizational Leadership Tasks for Army Leadership Training

    Science.gov (United States)

    1977-05-01

    principles theory of learning for the soft skills area, we are not faced with the necessity to list ever task implicit in the leadership / management domain...nine skill components (dimensions) of the leadership role: Communication, Human Relations, Counseling, Super- vision, Technical Expertise, Management ...environment, training and development efforts in the leadership / management field become extremely complicated. It is a most difficult--perhaps fruitless

  20. UCLA accelerator research ampersand development. Progress report

    International Nuclear Information System (INIS)

    1997-01-01

    This report discusses work on advanced accelerators and beam dynamics at ANL, BNL, SLAC, UCLA and Pulse Sciences Incorporated. Discussed in this report are the following concepts: Wakefield acceleration studies; plasma lens research; high gradient rf cavities and beam dynamics studies at the Brookhaven accelerator test facility; rf pulse compression development; and buncher systems for high gradient accelerator and relativistic klystron applications

  1. Enabling professional development in mental health nursing: the role of clinical leadership.

    Science.gov (United States)

    Ennis, G; Happell, B; Reid-Searl, K

    2015-10-01

    Clinical leadership is acknowledged as important to the nursing profession. While studies continue to identify its significance in contributing to positive outcomes for consumers, the role that clinical leadership has in enabling and supporting professional development in mental health nursing is poorly understood. This study utilized a grounded theory methodology to explore the characteristics clinicians consider important for clinical leadership and its significance for mental health nursing in day-to-day clinical practice. Individual face-to-face, semi-structured interviews were conducted with nurses working in mental health settings. Participants described the important role that clinical leaders play in enabling professional development of others through role modelling and clinical teaching. They describe how nurses, whom they perceive as clinical leaders, use role modelling and clinical teaching to influence the professional development of nursing staff and undergraduate nursing students. Attributes such as professionalism and honesty were seen, by participants, as enablers for clinical leaders in effectively and positively supporting the professional development of junior staff and undergraduate nurses in mental health nursing. This paper examines clinical leadership from the perspective of mental health nurses delivering care, and highlights the important role of clinical leaders in supporting professional development in mental health nursing. © 2015 John Wiley & Sons Ltd.

  2. Leadership development in dental education: report on the ADEA Leadership Institute, 2000-08.

    Science.gov (United States)

    Haden, N Karl; Ranney, Richard R; Weinstein, George; Breeding, Larry C; Bresch, Jack E; Valachovic, Richard W

    2010-03-01

    This report describes participants' assessment of their experiences in the American Dental Education Association (ADEA) Leadership Institute program. The ADEA Leadership Institute is designed for mid-career faculty members who desire to attain administrative roles within their own or other institutions or enhance their effectiveness in these roles. This year-long program, conducted in four phases, is ADEA's flagship career enhancement program and provides dental educators with perspectives about oral health policy and legislation, organization and financing of higher education, the dental school's role within the parent institution, financial management, legal issues, recruiting faculty, and opportunities to acquire and practice skills associated with effective leadership. ADEA Leadership Institute Fellows also explore team-building, personality preferences, leadership styles, emotional intelligence, stress management, work-life balance, strategies for leading change, and giving and receiving feedback, as well as engaging in self- and peer assessment throughout the year. Each year up to twenty-one fellows are selected to participate in the institute in a competitive application process. In 2009, 149 fellows who participated in the institute from 2000 to 2008 were invited to take part in a survey to establish their profiles and academic leadership roles, determine their perceptions of the benefits from the institute curriculum, and elicit their suggestions for improvement. The survey response rate was 73 percent (n=109). Ninety-nine percent of respondents gave an overall positive assessment of their experiences. The most beneficial experiences, according to respondents, included networking with the program participants, advisors, and instructors (78 percent); self-discovery through self-assessments and evaluations (44 percent); and a 360 degree feedback process to provide additional reflection about areas for improvement (17 percent). Least beneficial experiences

  3. Shared leadership

    DEFF Research Database (Denmark)

    Ulhøi, John Parm; Müller, Sabine

    2012-01-01

    The aim of this paper is twofold. First, this paper comprehensively will review the conceptual and empirical literature to identify such critical underlying mechanisms which enable shared or collective leadership. Second, this article identifies the antecedents and outcomes of shared leadership...... according to the literature review to develop a re-conceptualised and synthesized framework for managing the organizational issues associated with shared leadership on various organizational levels. The paper rectifies this by identifying the critical factors and mechanisms which enable shared leadership...... and its antecedents and outcomes, and to develop a re-conceptualized and synthesized framework of shared leadership. The paper closes with a brief discussion of avenues for future research and implications for managers....

  4. Synergy: a framework for leadership development and transformation.

    Science.gov (United States)

    Pacini, Christine M

    2005-06-01

    The Synergy Model has been adopted as an organizing framework for nursing practice, education, and leadership at Clarian Health Partners, Inc. of Indiana. This article describes the evolution of educational programs at Clarian, in concert with the implementation of the Synergy Model. Philosophical and operational changes in staff orientation, professional development, and management development are described.

  5. Responsibilising managers and clinicians, neglecting system health? What kind of healthcare leadership development do we want?

    Science.gov (United States)

    Martin, Graham P.

    2015-01-01

    Responding to Ruth McDonald’s editorial on the rise of leadership and leadership development programmes in healthcare, this paper offers three arguments. Firstly, care is needed in evaluating impact of leadership development, since achievement of organisational goals is not necessarily an appropriate measure of good leadership. Secondly, the proliferation of styles of leadership might be understood in part as a means of retaining control over public services while distributing responsibility for their success and failure. Thirdly, it makes a plea for the continued utility of good administrative skills for clinicians and managers, which are likely to become all-the-more important given recent developments in healthcare policy and governance. PMID:25584352

  6. Summary of Working Group 7 on 'Exotic acceleration schemes'

    International Nuclear Information System (INIS)

    Tajima, T.

    2001-01-01

    Exotic concepts of advanced acceleration technologies have been explored by Group 7 under the leadership of T. Tajima and T. Smith (who could not attend) at the AAC. Explored concepts are: (1) proton (ion) acceleration by laser, (2) additional ion acceleration methods, (3) crystal x-rays and acceleration, (4) vacuum acceleration, (5) active medium acceleration, and (6) some advanced methods in laser wakefield. The first subject of laser photon acceleration was discussed jointly with Group 1 and in the end the participants came to an agreement on the mechanism of proton acceleration by laser irradiation

  7. Policies and Practices of School Leaderships in Japan: A Case of Leadership Development Strategies in Akita

    Science.gov (United States)

    Yamamoto, Yukiko; Enomoto, Naoko; Yamaguchi, Shinobu

    2016-01-01

    Reflecting the social and economic change, Japanese education has shifted to decentralization since the 1980s. With an increased autonomy and responsibility, the local government plays an important role to develop competent school leaders. This descriptive study employs case study approach to illustrate current status of leadership development at…

  8. Making ends meet - when school leaders use data and feedback in the development of leadership practice

    DEFF Research Database (Denmark)

    Hansen, Pernille; Nørgaard, Camilla; Hornskov, Søren

    In the wake of a major school reform in Denmark, school leaders face a policy driven demand for developing leadership practices, which contributes to increasing learning outcomes for all students. The use of data, assessment and feedback are promoted as part and parcel of such leadership practices...... or with a reference to the formative use of data for development (Hornskov et al 2015). However, in our case study of how school leadership teams use and interpret data and feedback on their own leadership practices, the boundaries between accountability and development does not seem clear cut....

  9. Branching Storylines in Virtual Reality Environments for Leadership Development

    National Research Council Canada - National Science Library

    Gordon, Andrew; van Lent, Mike; van Velsen, Martin; Carpenter, Paul; Jhala, Arnav

    2006-01-01

    .... For the skills associated with successful military leadership, our inability to model human behavior to the necessary degree of fidelity in constructive simulations requires that new interactive designs be developed...

  10. Leadership training in a family medicine residency program: Cross-sectional quantitative survey to inform curriculum development.

    Science.gov (United States)

    Gallagher, Erin; Moore, Ainsley; Schabort, Inge

    2017-03-01

    To assess the current status of leadership training as perceived by family medicine residents to inform the development of a formal leadership curriculum. Cross-sectional quantitative survey. Department of Family Medicine at McMaster University in Hamilton, Ont, in December 2013. A total of 152 first- and second-year family medicine residents. Family medicine residents' attitudes toward leadership, perceived level of training in various leadership domains, and identified opportunities for leadership training. Overall, 80% (152 of 190) of residents completed the survey. On a Likert scale (1 = strongly disagree, 4 = neutral, 7 = strongly agree), residents rated the importance of physician leadership in the clinical setting as high (6.23 of 7), whereas agreement with the statement "I am a leader" received the lowest rating (5.28 of 7). At least 50% of residents desired more training in the leadership domains of personal mastery, mentorship and coaching, conflict resolution, teaching, effective teamwork, administration, ideals of a healthy workplace, coalitions, and system transformation. At least 50% of residents identified behavioural sciences seminars, a lecture and workshop series, and a retreat as opportunities to expand leadership training. The concept of family physicians as leaders resonated highly with residents. Residents desired more personal and system-level leadership training. They also identified ways that leadership training could be expanded in the current curriculum and developed in other areas. The information gained from this survey might facilitate leadership development among residents through application of its results in a formal leadership curriculum. Copyright© the College of Family Physicians of Canada.

  11. Strategic Decision Making for Organizational Sustainability: The Implications of Servant Leadership and Sustainable Leadership Approaches

    Directory of Open Access Journals (Sweden)

    Judita Peterlin

    2015-12-01

    Full Text Available This conceptual paper explores the implications of servant leadership and sustainable leadership for strategic decision making by the top management of an organization. It is argued that a different type of leadership is required if effective strategic decisions are to be made in organizations striving to become more sustainable and that servant leadership and sustainable leadership approaches provide a sound basis to inform these decisions. The contributions of these two leadership approaches are explored, before considering the implications for leadership development. Particularly, the inclusion in leadership development programmes of values based leadership, and the development of integrative thinking, is discussed.

  12. Toward the development of a corporate social responsibility leadership questionnaire: An adaptation of the LBI-2

    Directory of Open Access Journals (Sweden)

    Ronel du Preez

    2015-08-01

    Motivation for the study: Effective leadership in companies’ CSR undertakings is imperative. The development of a leadership measure is the first step toward the development of a CSR leadership competency framework. Research approach, design and method: A three-phase mixed-method ex post facto research approach (qualitative and quantitative was applied. Purposive sampling included CSR leaders in Phase 1 (n = 5 and Phase 2 (n = 13 to develop the CSR-LQ prior to empirical testing. Main findings: The CSR-LQ was developed based on the LBI-2. The final version of the CSR-LQ consists of 123 items measuring the leadership competencies in three stages. Stage 1 is creating a CSR vision and strategy (analysing and interpreting the CSR environment; formulating the CSR vision and strategy; Stage 2 is preparing the organisation for implementing the CSR vision and strategy (preparing the leader and organisation members; preparing the organisation and Stage 3 is implementing the CSR vision and strategy (sharing the CSR vision and inspiring organisation members; leading with integrity and courage; leading with compassion; Leading across boundaries; reviewing and rewarding CSR performance. Practical/managerial implications: The CSR-LQ could be used to obtain assessment and development of CSR leadership competencies after empirical testing. Contribution/value-add: This study is the first step towards developing a South African CSR leadership measure that could be used to obtain 360° assessments of the CSR leadership competencies and form the basis of the development of a comprehensive CSR leadership competency framework.

  13. Problematising the Standardisation of Leadership and Management Development in South African Schools

    Science.gov (United States)

    Williams, Clarence

    2015-01-01

    In 2007 the Department of Education introduced the standards-based Advanced Certificate in Education: School Management and Leadership. The standardisation of leadership and management development in South African schools has been uncritically accepted by most academics and professionals. The purpose of this article is to problematise the…

  14. Melding Service Learning and Leadership Skills Development: Keys to Effective Course Design

    Science.gov (United States)

    Lester, Scott W.

    2015-01-01

    The author presents keys to designing a class that successfully melds service learning and student leadership development. These prescriptions are based on the lessons learned over 8 years of teaching a class titled "Community Leadership." This class emphasizes experiential learning and revolves around service learning projects. The…

  15. Junior Officer Leadership Development in the New Zealand Army

    Science.gov (United States)

    2017-06-09

    further cemented within existing ideas, and establishes leadership (and the development thereof) as core business . When values are stated and followed, it...of millennials /generation Y etc. Although they are different from us, they meet my expectations. They require a different approach to development

  16. Leadership for child health in the developing countries of the Western Pacific

    Science.gov (United States)

    Subhi, Rami; Duke, Trevor

    2011-01-01

    The content and landscape of global child health is increasingly complex. There is strong evidence for the effectiveness of local, national and institutional leadership in reducing child mortality, but this has not been a focus of global health initiatives. Interventions to strengthen health systems should include support for local leadership: building-up institutions of training, empowering national paediatric professional associations, creating opportunities for contribution and leadership at national, provincial and local level, and networks of support for staff working in child health in remote areas. In the poorer high mortality burden countries of the Pacific, to meet the clinical and public health gaps, there is a need for increases in the education of child health nurse practitioners, and development of systems of continuing professional development for paediatric doctors and nurses. Involvement in local research, especially that which contributes directly to critical issues in child health policy or strengthening national data systems builds capacity for leadership. PMID:23198107

  17. Leadership for child health in the developing countries of the Western Pacific

    Directory of Open Access Journals (Sweden)

    Rami Subhi

    2011-06-01

    Full Text Available The content and landscape of global child health is increasingly complex. There is strong evidence for the effectiveness of local, national and institutional leadership in reducing child mortality, but this has not been a focus of global health initiatives. Interventions to strengthen health systems should include support for local leadership: building-up institutions of training, empowering national paediatric professional associations, creating opportunities for contribution and leadership at national, provincial and local level, and networks of support for staff working in child health in remote areas. In the poorer high mortality burden countries of the Pacific, to meet the clinical and public health gaps, there is a need for increases in the education of child health nurse practitioners, and development of systems of continuing professional development for paediatric doctors and nurses. Involvement in local research, especially that which contributes directly to critical issues in child health policy or strengthening national data systems builds capacity for leadership.

  18. Feminist critical discourse of leadership with emphasis on transformational leadership theory

    Directory of Open Access Journals (Sweden)

    Mišić-Andrić Marijana

    2012-01-01

    Full Text Available In the past few decades women are more and more reaching leadership positions traditionally reserved for men. Women reaching leadership positions, even the highest, together with development of transformational leadership theory led to an increased scientific interest in relationship between gender and transformational leadership theory. Unlike dominant leadership theories, feminist theories in the past decades have offered new theoretical and research concepts that can improve our understanding of gender in the study of leadership and organizations. In this paper we have tried to research how different feminist theories, developed from the three waves of feminism, link with scientific studies of gender and transformational leadership. Thought presentation and analysis of dominant leadership theories, with emphasis on transformational leadership theory, and their analysis in feminist perspective we have tired to present how each of the feminist theories highlight a different aspect in understanding of gender and transformational leadership. In this paper we have also tried to show the theoretical and methodological advantages and disadvantages for each of the feminist theories and possible future direction of research of gender and transformational leadership.

  19. Women's Leadership Development Training for [Program

    Science.gov (United States)

    Kelinsky, Lia R.; Anderson, James C., II

    2016-01-01

    Hoyt and Kennedy (2008) asserted that women deal with messages related to appearance, behavior, and leadership identity that promote a loss of voice starting at a young age. More specifically, these societal messages and expectations convey constructs of effective leadership that are often associated with men (Eagly & Carli, 2003; Eagly &…

  20. A Third Reason to Home School: Leadership Development

    Science.gov (United States)

    Seago, Johnnie

    2012-01-01

    This article responds to Poutiatine's (2009) "What is Transformational?: Nine Principles Toward an Understanding Transformational Process for Transformational Leadership" by relating home schooling environments as lab schools for developing transformational leaders. Although many families select home schooling for improved academic progress or…

  1. Nutrition leadership development: Capacity-building initiatives in Iran and the Middle-East region since 2009

    Directory of Open Access Journals (Sweden)

    Azadeh eDavari

    2015-07-01

    Full Text Available Personal and organizational performance is determined by commitment and both technical and general competencies, including leadership skills. Academia, however, mainly targets technical aspects in its curricular programs. On the other hand, the interdisciplinary and multi-sector nature of Nutrition necessitates high levels of collaboration between stakeholders. Leadership development is therefore required in Nutrition. This paper describes the endeavor made in Iran and the Middle-East region, aiming at building leadership capacity among nutrition professionals. The empowered human resource is expected to facilitate nutrition security at the national and regional levels.Since 2007, the development process of the initiative has begun through research, bench marking and consultation. The learning organizations, leadership from inside-out and transformational leadership frameworks have been employed as underpinning theories. Main topics have been self-awareness, effective communication, shared-visioning, trust building, creativity, and motivating. Outbound team building activities and coaching have also included.The 1st workshop of the Iranian Food and Nutrition Leadership Program (IFNLP was held in 2009 in Tehran. The experience expanded to the region as the Middle-East Nutrition Leadership Program (MENLP. The PhD Nutrition programs (at 4 leading Universities and Iranian Nutrition Society have been taken as other opportunity windows to develop leadership competencies. Biannual Iranian nutrition congresses have been used as the main media for advocacy purposes. High satisfaction rates obtained following each training activity.In short, the initiative on nutrition leadership development has received growing investment and positive feedback in Iran. Continuous improvement of the initiative, establishment of active alumni networks, building MENLP regional platform, and integrating a monitoring and evaluation system are required to increase investment

  2. Nutrition Leadership Development: Capacity-Building Initiatives in Iran and the Middle-East Region Since 2009.

    Science.gov (United States)

    Davari, Azadeh; Rashidi, Arash; Baartmans, Jacques Antonius

    2015-01-01

    Personal and organizational performance is determined by commitment and both technical and general competencies, including leadership skills. Academia, however, mainly targets technical aspects in its curricular programs. On the other hand, the inter-disciplinary and multi-sector nature of Nutrition necessitates high levels of collaboration between stakeholders. Leadership development is therefore required in Nutrition. This paper describes the endeavor made in Iran and the Middle-East region, aiming at building leadership capacity among nutrition professionals. The empowered human resource is expected to facilitate nutrition security at the national and regional levels. Since 2007, the development process of the initiative has begun through research, bench marking, and consultation. The "learning organizations," "leadership from inside-out," and "transformational leadership" frameworks have been employed as underpinning theories. Main topics have been self-awareness, effective communication, shared visioning, trust building, creativity, and motivating. Outbound team-building activities and coaching have also been included. The first workshop of the Iranian Food and Nutrition Leadership Program was held in 2009 in Tehran. The experience expanded to the region as the Middle-East Nutrition Leadership Program (MENLP). The Ph.D. Nutrition programs (at four leading Universities) and Iranian Nutrition Society have been taken as other opportunity windows to develop leadership competencies. Biannual Iranian nutrition congresses have been used as the main media for advocacy purposes. High-satisfaction rates obtained following each training activity. In short, the initiative on "nutrition leadership development" has received growing investment and positive feedback in Iran. Continuous improvement of the initiative, establishment of active alumni networks, building MENLP regional platform, and integrating a monitoring and evaluation system are required to increase the

  3. Transactors, Transformers and Beyond. A Multi-Method Development of a Theoretical Typology of Leadership.

    Science.gov (United States)

    Pearce, Craig L.; Sims, Henry P., Jr.; Cox, Jonathan F.; Ball, Gail; Schnell, Eugene; Smith, Ken A.; Trevino, Linda

    2003-01-01

    To extend the transactional-transformational model of leadership, four theoretical behavioral types of leadership were developed based on literature review and data from studies of executive behavior (n=253) and subordinate attitudes (n=208). Confirmatory factor analysis of a third data set (n=702) support the existence of four leadership types:…

  4. Leadership development at university: Comparing student leaders with different levels of involvement in a leadership education program

    OpenAIRE

    Vogt, Krista Lee

    2007-01-01

    This study examined how students’ leadership behaviours are related to both their personal leadership experience and their involvement in a leadership education program. The context of the study was the University of Guelph’s Certificate in Leadership program. The Student Leadership Practices Inventory (LPI) was administered to 33 student leaders who did not participate in the Leadership Certificate and 14 students who were at various levels of completion of the Certificate. No significant di...

  5. Induction accelerator development for heavy ion fusion

    International Nuclear Information System (INIS)

    Reginato, L.L.

    1993-05-01

    For approximately a decade, the Heavy Ion Fusion Accelerator Research (HIFAR) group at LBL has been exploring the use of induction accelerators with multiple beams as the driver for inertial fusion targets. Scaled experiments have investigated the transport of space charge dominated beams (SBTE), and the current amplification and transverse emittance control in induction linacs (MBE-4) with very encouraging results. In order to study many of the beam manipulations required by a driver and to further develop economically competitive technology, a proposal has been made in partnership with LLNL to build a 10 MeV accelerator and to conduct a series of experiments collectively called the Induction Linac System Experiments (ILSE). The major components critical to the ILSE accelerator are currently under development. We have constructed a full scale induction module and we have tested a number of amorphous magnetic materials developed by Allied Signal to establish an overall optimal design. The electric and magnetic quadrupoles critical to the transport and focusing of heavy ion beams are also under development The hardware is intended to be economically competitive for a driver without sacrificing any of the physics or performance requirements. This paper will concentrate on the recent developments and tests of the major components required by the ILSE accelerator

  6. Induction accelerator development for heavy ion fusion

    International Nuclear Information System (INIS)

    Reginato, L.L.

    1993-05-01

    For approximately a decade, the Heavy Ion Fusion Accelerator Research (HIFAR) group at LBL has been exploring the use of induction accelerators with multiple beams as the driver for inertial fusion targets. Scaled experiments have investigated the transport of space charge dominated beams (SBTE), and the current amplification and transverse emittance control in induction linacs (MBE-4) with very encouraging results. In order to study many of the beam manipulations required by a driver and to further develop economically competitive technology, a proposal has been made in partnership with LLNL to build a 10 MeV accelerator and to conduct a series of experiments collectively called the Induction Linac System Experiments (ILSE).The major components critical to the ILSE accelerator are currently under development. We have constructed a full scale induction module and we have tested a number of amorphous magnetic materials developed by Allied Signal to establish an overall optimal design. The electric and magnetic quadrupoles critical to the transport and focusing of heavy ion beams are also under development. The hardware is intended to be economically competitive for a driver without sacrificing any of the physics or performance requirements. This paper will concentrate on the recent developments and tests of the major components required by the ILSE accelerator

  7. Developing Instructional Leadership through Collaborative Learning

    Science.gov (United States)

    Abbott, Claire Johnson; McKnight, Katherine

    2010-01-01

    Collaborative learning teams have emerged as an effective tool for teachers to steadily and continuously improve their instruction. Evidence also suggests that a learning teams model can affect school leadership as well. We explored the impact of learning teams on leadership roles of principals and teachers in secondary schools and found that…

  8. Higher Education Leadership Graduate Program Development

    Science.gov (United States)

    Freeman, Sydney, Jr.; Chambers, Crystal Renée; Newton, Rochelle

    2016-01-01

    Graduate programs in higher education administration and leadership have sought to equip students with the knowledge, skills, and competencies for higher education leadership; that is, to prepare globally minded leaders who can navigate the internal and external demands of, and for, higher education. With the use of the Lattuca and Stark model of…

  9. How Does a Community of Principals Develop Leadership for Technology-Enhanced Science?

    Science.gov (United States)

    Gerard, Libby F.; Bowyer, Jane B.; Linn, Marcia C.

    2010-01-01

    Active principal leadership can help sustain and scale science curriculum reform. This study illustrates how principal leadership developed in a professional learning community to support a technology-enhanced science curriculum reform funded by the National Science Foundation. Seven middle school and high school principals in one urban-fringe…

  10. [Ir]responsible leadership: addressing management and leadership curricula biases

    OpenAIRE

    Martins, Lola-Peach; De Four-Babb, Joyanne; Lazzarin, Maria de Lourdes; Pawlik, Joanna

    2016-01-01

    Irresponsible leadership (IL) research vis-a-vis curricular development in management education receives a modicum of attention, particularly in comparison to responsible leadership (RL). At best, IL is embedded in topics such as leadership and management development, corporate social responsibility (CSR) or business ethics. \\ud \\ud The report problematizes IL embeddedness and examines irresponsible leader behaviors and practices, particularly through the lens of multinational corporations (M...

  11. Students' Self-Identified Long-Term Leadership Development Goals: An Analysis by Gender and Race

    Science.gov (United States)

    Rosch, David M.; Boyd, Barry L.; Duran, Kristina M.

    2014-01-01

    Leadership development goal statements of 92 undergraduate students enrolled in a multi-year self-directed leadership development program were analyzed using content and thematic analyses to investigate patterns of similarities and differences across gender and race. This qualitative analysis utilized a theoretical framework that approached…

  12. Developing a Physician Management & Leadership Program (PMLP) in Newfoundland and Labrador.

    Science.gov (United States)

    Maddalena, Victor; Fleet, Lisa

    2015-01-01

    This article aims to document the process the province of Newfoundland and Labrador used to develop an innovative Physician Management and Leadership Program (PMLP). The PMLP is a collaborative initiative among Memorial University (Faculty of Medicine and Faculty of Business), the Government of Newfoundland and Labrador, and the Regional Health Authorities. As challenges facing health-care systems become more complex there is a growing need for management and leadership training for physicians. Memorial University Faculty of Medicine and the Gardiner Centre in the Faculty of Business in partnership with Regional Health Authorities and the Government of Newfoundland and Labrador identified the need for a leadership and management education program for physician leaders. A provincial needs assessment of physician leaders was conducted to identify educational needs to fill this identified gap. A Steering Committee was formed to guide the design and implementation and monitor delivery of the 10 module Physician Management and Leadership Program (PMLP). Designing management and leadership education programs to serve physicians who practice in a large, predominately rural geographic area can be challenging and requires efficient use of available resources and technology. While there are many physician management and leadership programs available in Canada and abroad, the PMLP was designed to meet the specific educational needs of physician leaders in Newfoundland and Labrador.

  13. Phases to face in national medical leadership development

    NARCIS (Netherlands)

    Keijser, Wouter Alexander; Wilderom, Celeste P.M.; Poorthuis, Max Bastiaan; Tweedie, Judith; Lees, Peter; Dickson, Graham

    2017-01-01

    Increasing economic and organizational challenges call physicians in action to engage in medical leadership (ML) roles. Yet, in only six of the 195 countries the content of ML development has recently been articulated in the form of comprehensive national schemes or programs. Despite increasing

  14. A commitment to values. A system integrates core values with leadership development.

    Science.gov (United States)

    Maxfield, M M

    1991-01-01

    The Values in Leadership program, a new leadership development program created by the Sisters of Charity Health Care Systems (SCHCS), is designed to empower effective leaders to live out personal values compatible with those of the organization. The program, designed for middle and senior managers, comprises seven educational modules- Living Our Values; Valuing Individual Differences; Leader as Servant; Leader as Visionary; Leader as Catalyst; Leader as Mentor; Formative Leadership; and Leader as Mentor; Motivational Coaching. Throughout the sessions, participants discuss the four roles of an effective leader-servant, visionary, catalyst, and mentor-which are grounded in SCHCS core values. Participants are also challenged to identify specific actions that can be integrated into their leadership styles. These actions, drawn from SCHCS leadership practices and core values, are reinforced when participants return to their jobs and write plans to incorporate these practices into their daily work.

  15. The Where-How of Leadership Emergence (WHOLE) Landscape: Charting Emergent Collective Leadership

    OpenAIRE

    Johnson, Norman; Watkins, Jennifer H

    2008-01-01

    Leadership resources are constantly adapting to the challenge of the dynamic and complex systems in which they must function. To understand the changing leadership types and to better guide the development of new leadership resources, we propose a two-dimensional leadership landscape that provides a perspective into past leadership resources and identifies new frontiers of leadership. In the Where-How of Leadership Emergence (WHOLE) Landscape, one dimension is where leadership occurs – rangi...

  16. Ultra-high gradient compact accelerator developments

    NARCIS (Netherlands)

    Brussaard, G.J.H.; Wiel, van der M.J.

    2004-01-01

    Continued development of relatively compact, although not quite 'table-top', lasers with peak powers in the range up to 100 TW has enabled laser-plasma-based acceleration experiments with amazing gradients of up to 1 TV/m. In order to usefully apply such gradients to 'controlled' acceleration,

  17. Leadership Development: A Lever for System-Wide Educational Change

    Science.gov (United States)

    Naicker, Suraiya R.; Mestry, Raj

    2016-01-01

    The continuous poor performance of South Africa's learners is detrimental to its developing economy. The need for education change prompted two universities to initiate a system-wide change strategy in a poorly performing school district. The leverage for change was leadership development, involving school principals and district officials. The…

  18. Accelerator development at Bates

    International Nuclear Information System (INIS)

    Sargent, C.P.

    1983-01-01

    The past year has seen the completion of a major expansion of the Bates Accelerator Laboratory. A second experimental hall, South Hall, and several magnetic spectrometers have been constructed. The accelerator's maximum energy has been raised from 400 to 750 MeV by means of beam recirculation. A current two-year project for the fabrication of an additional RF transmitter plus a 30% increase in RF peak power capability will increase energy further to ca. 1 GeV. During the same period pulse-to-pulse beam sharing between the high-resolution spectrometer area and South Hall will become available. In January 1981 the Laboratory submitted their ''Proposal for a Long-Range Expansion Program'' to DOE-NSF. The proposed development consists of three stages. Stage I calls for the addition of a pulse stretcher ring to furnish a CW beam to the South Hall beam lines. Additional experimental space for internal target experiments and photon tagging research are also included. Stage II increases the accelerator energy to 2.1 GeV (at 140 microamps) by means of a five-pass head-to-tail recirculator. Stage III is, at this time, a plan rather than a proposal. It increases accelerator energy to 4 GeV by extending the accelerator length and power and adds another pulse stretcher ring and three new experimental areas for the higher energy work. This paper discusses each of these stages in detail and recommends their funding and scheduling

  19. Authentic leadership to the future

    Directory of Open Access Journals (Sweden)

    Dimovski Vlado

    2012-01-01

    Full Text Available Authentic leadership is the latest evolutionary stage in leadership development and emphasizes the leader's authenticity. The construct of authenticity was researched by ancient Greek philosophers as 'know thy-self ', and 'thy true self '. Authentic leadership began to develop after 2004. The main reason why the researchers place so much attention to authentic leadership is fact that authentic leadership reaches all of the employees in organizations. Authentic leaders must identify the strengths of their followers and help them with their development and integration towards a common goal, purpose, vision and identity of the organization. Authentic leadership is seen as the final stage in the development of leadership styles, properties of this leadership style, and the consequences of this style have not been fully explored. In our paper we will explore this new style of leadership and its implications.

  20. The Perceived Leadership Communication Questionnaire (PLCQ): Development and Validation.

    Science.gov (United States)

    Schneider, Frank M; Maier, Michaela; Lovrekovic, Sara; Retzbach, Andrea

    2015-01-01

    The Perceived Leadership Communication Questionnaire (PLCQ) is a short, reliable, and valid instrument for measuring leadership communication from both perspectives of the leader and the follower. Drawing on a communication-based approach to leadership and following a theoretical framework of interpersonal communication processes in organizations, this article describes the development and validation of a one-dimensional 6-item scale in four studies (total N = 604). Results from Study 1 and 2 provide evidence for the internal consistency and factorial validity of the PLCQ's self-rating version (PLCQ-SR)-a version for measuring how leaders perceive their own communication with their followers. Results from Study 3 and 4 show internal consistency, construct validity, and criterion validity of the PLCQ's other-rating version (PLCQ-OR)-a version for measuring how followers perceive the communication of their leaders. Cronbach's α had an average of.80 over the four studies. All confirmatory factor analyses yielded good to excellent model fit indices. Convergent validity was established by average positive correlations of.69 with subdimensions of transformational leadership and leader-member exchange scales. Furthermore, nonsignificant correlations with socially desirable responding indicated discriminant validity. Last, criterion validity was supported by a moderately positive correlation with job satisfaction (r =.31).

  1. Sustainable Business Development Through Leadership in SMEs

    OpenAIRE

    Szczepańska-Woszczyna Katarzyna; Kurowska-Pysz Joanna

    2016-01-01

    The aim of this paper is to examine the role and scope of the influence of leadership on the sustainable development of SMEs. Research methods included the theoretical analysis of scientific literature and a direct survey. The quantitative sample for analysis contained 138 managers, the representatives of companies (SMEs) located in Poland. The data was collected in November and December 2015.

  2. The role and importance of leadership in business development in Kosovo

    Directory of Open Access Journals (Sweden)

    Hamdi Hoti

    2016-03-01

    Full Text Available Leadership in Kosovo today is one of the questions of exceptional importance. This institution has not yet been analyzed properly based on: quality, efficiency and responsibility, legal-, material- and moral leadership. Kosovo is faced with many challenges consisting of the needed steps towards the business development of the enterprise in Kosovo and in the international arena. Leaders cannot be created only by giving orders to others but the main problem is to identify the principles of cooperation and co-financing that identify people who can and should be able to mobilize forces to create economic advantages to the society. In this sense the most important thing is the determination of the exact diagnosis of the current situation before promoting economic growth. Main purpose of this article is the analysis of the role and importance of leadership in the business development in Kosovo.

  3. Leading ladies: women in healthcare leadership.

    Science.gov (United States)

    Fontenot, Teri

    2012-01-01

    Women represent an overwhelming majority of the healthcare workforce, yet they are significantly underrepresented in leadership positions, particularly at the executive and board levels. However, women are uniquely positioned to leverage traits such as compassion, transparency, and the ability to foster teamwork to lead organizations into the next phase of contemporary healthcare delivery. In the future, the pace with which women gain access to the C-suite will accelerate as organizations embrace diversity and select the best qualified leaders in terms of both experience and leadership style that supports organizational culture. While the future for women in healthcare leadership looks bright, many women are currently struggling to reach the executive office, facing glass ceilings, competing priorities, and lack of access to support and guidance. In this article I discuss the role of women in healthcare leadership and offer practical suggestions on how women can reach the top echelon and achieve their goals and aspirations.

  4. HILBILAC development for accelerator-driven transmutation

    Energy Technology Data Exchange (ETDEWEB)

    Pirozhenko, V.; Plink, O. [Moscow Radiotechnical Institute (Russian Federation)

    1995-10-01

    High-Intensity Low-Beta Ion Linac (HILBILAC) is intended for acceleration of ion beams with current of about 1 A and higher. The CW HILBILAC with beam current of 2l50 mA is under development at MRTI. Concept of parameters choice is presented along with results of beam dynamics and resonator parameters calculations. A pulse prototype HILBILAC-TEST will have to be constructed and tested for the CW accelerator development, its scheme and parameters are presented.

  5. Academic Library Department Experience Fosters the Development of Leadership Skills Relevant to Academic Library Directorship

    OpenAIRE

    Joanne M. Muellenbach

    2017-01-01

    A Review of: Harris-Keith, Colleen S. (2015). The Relationship Between Academic Library Department Experience and Perceptions of Leadership Skill Development Relevant to Academic Library Directorship. The Journal of Academic Librarianship, 41(3), 246-263. doi:10.1016/j.acalib.2015.03.017 Objective – This study sought to identify if the perception of library leadership skill and quality development is equal across departmental experience, and what are the leadership skills and qualities...

  6. The Intersection between Soft Skill Development and Leadership Education

    Science.gov (United States)

    Brungardt, Christie

    2011-01-01

    This study examined the relationship of soft skills gained to the amount of leadership education completed by graduates from the Department of Leadership studies at a Midwestern regional university. Those who received no leadership education were compared with those who received a leadership certificate and those who received a bachelor's degree…

  7. Leadership Succession Planning in Catholic Education: An Ongoing Plan for Leadership Development, Identification, and Selection

    Science.gov (United States)

    Fitzgerald, Mary; Sabatino, Anthony

    2014-01-01

    The fundamental elements of successful leadership succession in any organization are recognizing the inevitability of leadership change and the necessity of a plan for leadership succession. This book provides a rationale and planning guideline for board chairs, superintendents, and superiors of religious communities to use when the need arises to…

  8. Superconductor Requirements and Characterization for High Field Accelerator Magnets

    Energy Technology Data Exchange (ETDEWEB)

    Barzi, E.; Zlobin, A. V.

    2015-05-01

    The 2014 Particle Physics Project Prioritization Panel (P5) strategic plan for U.S. High Energy Physics (HEP) endorses a continued world leadership role in superconducting magnet technology for future Energy Frontier Programs. This includes 10 to 15 T Nb3Sn accelerator magnets for LHC upgrades and a future 100 TeV scale pp collider, and as ultimate goal that of developing magnet technologies above 20 T based on both High Temperature Superconductors (HTS) and Low Temperature Superconductors (LTS) for accelerator magnets. To achieve these objectives, a sound conductor development and characterization program is needed and is herein described. This program is intended to be conducted in close collaboration with U.S. and International labs, Universities and Industry.

  9. Leading the development of nursing within a Nursing Development Unit: the perspectives of leadership by the team leader and a professor of nursing.

    Science.gov (United States)

    Graham, Iain

    2003-08-01

    Leadership within nursing is receiving unprecedented focus and development. This reflective narrative explores the nature of leadership, termed scholarly leadership, by an academic and a clinical leader of a Nursing Development Unit. The narrative explores the characteristics of such leadership and highlights how it empowered a nursing team to further reach its potential. Two areas, patient-centered care and the characteristics of practice, are focused upon to highlight the leadership style that the clinical leader adopted. The paper concludes by suggesting what structural and systems changes need to be put in place in order to bring about change.

  10. Developing Emotionally Intelligent Leadership: The Need for Deliberate Practice and Collaboration across Disciplines

    Science.gov (United States)

    Allen, Scott J.; Shankman, Marcy Levy; Haber-Curran, Paige

    2016-01-01

    This chapter continues the discussion of what leadership education is and highlights the importance of emotionally intelligent leadership. The authors assert the need for deliberate practice and better collaboration between student affairs, academic affairs, and academic departments to develop emotionally intelligent leaders.

  11. Leadership Training and the Problems of Competency Development.

    Science.gov (United States)

    Reid, W Michael; Dold, Claudia Jennifer

    An important workforce development effort during the past 25 years has been developing competency sets. Several of the sets rely on the concepts of Senge's Learning Organization and Burns' Transformational Leadership. The authors' experiences and study in designing and implementing a curriculum for a public health leadership institute based on these concepts raised several important questions about competency development and application. To summarize the use of the Senge and Burns frameworks in several competency sets and the practice literature and to assess the status of competency development for those frameworks and for competency development generally. The authors reviewed several commonly used competency sets and textbooks and searched 3 leading public health practice journals (Journal of Public Health Management and Practice, Public Health Reports, and American Journal of Public Health) for Senge and Burns framework terms. They also reviewed efforts to implement competency sets in public health education and practice. (1) The extent to which the articles and texts demonstrated understanding of the frameworks and reported their implementation and (2) whether competency statements and their uses in the literature contained precise definitions of competencies (knowledge, skills, behaviors, and attitudes associated with them), the standards by which competence is to be measured, and the means for measuring their attainment. "Learning Organization" and "Transformational Leadership" terms were used often and viewed favorably. However, the terms were rarely defined as Senge and Burns had, the uses generally did not indicate the complexity and difficulty of implementation, and there was only one report of even partial implementation. The review of competency development efforts found there is virtually no attention to the definitional and measurement issues in the literature. Unless public health organizations recognize the need for a common understanding of

  12. Analysis of Factors Contributing to Leadership Skills Development ...

    African Journals Online (AJOL)

    These factors account for 63.8% of leadership skills development among the students. Based on the findings, the study concludes that academic institutions provide a good avenue for grooming future leaders. It was also recommended that similar research should be carried out in African countries for comparative purpose.

  13. The Role of Servant Leadership in Faculty Development Programs: A Review of the Literature

    Science.gov (United States)

    Russell, Eric James

    2012-01-01

    The following note is that a review of existing literature pertaining to servant leadership and faculty development. Specifically, this work discussed delivering servant leadership to online faculty through the utilization of a faculty development program. The idea for this literature review stemmed from the author asking how an online academic…

  14. Leadership and organizational change for implementation (LOCI): a randomized mixed method pilot study of a leadership and organization development intervention for evidence-based practice implementation.

    Science.gov (United States)

    Aarons, Gregory A; Ehrhart, Mark G; Farahnak, Lauren R; Hurlburt, Michael S

    2015-01-16

    Leadership is important in the implementation of innovation in business, health, and allied health care settings. Yet there is a need for empirically validated organizational interventions for coordinated leadership and organizational development strategies to facilitate effective evidence-based practice (EBP) implementation. This paper describes the initial feasibility, acceptability, and perceived utility of the Leadership and Organizational Change for Implementation (LOCI) intervention. A transdisciplinary team of investigators and community stakeholders worked together to develop and test a leadership and organizational strategy to promote effective leadership for implementing EBPs. Participants were 12 mental health service team leaders and their staff (n = 100) from three different agencies that provide mental health services to children and families in California, USA. Supervisors were randomly assigned to the 6-month LOCI intervention or to a two-session leadership webinar control condition provided by a well-known leadership training organization. We utilized mixed methods with quantitative surveys and qualitative data collected via surveys and a focus group with LOCI trainees. Quantitative and qualitative analyses support the LOCI training and organizational strategy intervention in regard to feasibility, acceptability, and perceived utility, as well as impact on leader and supervisee-rated outcomes. The LOCI leadership and organizational change for implementation intervention is a feasible and acceptable strategy that has utility to improve staff-rated leadership for EBP implementation. Further studies are needed to conduct rigorous tests of the proximal and distal impacts of LOCI on leader behaviors, implementation leadership, organizational context, and implementation outcomes. The results of this study suggest that LOCI may be a viable strategy to support organizations in preparing for the implementation and sustainment of EBP.

  15. A Community-Based Leadership Development Program for First Nations Women: Revaluing and Honoring Women’s Strengths

    Directory of Open Access Journals (Sweden)

    K. Amanda Maranzan

    2013-06-01

    Full Text Available Over 400 First Nation women participated in leadership development workshops developed by First Nation women for First Nation women. We collected survey data and conducted focus groups and interviews with workshop participants to identify outcomes and determine barriers and resources to women in leadership. Outcomes of the workshop included increased perception of women as leaders, increased personal capacity, and encouragement to seek opportunities for formal and informal leadership positions. Family and home responsibility, community pressure, and lack of support were identified as barriers faced by women in leadership or considering leadership positions. This program represents an effort to empower women to participate in social, cultural, and political life within their communities and obtain equitable political representation.

  16. Technologies using accelerator-driven targets under development at BNL

    International Nuclear Information System (INIS)

    Van Tuyle, G.J.

    1994-01-01

    Recent development work conducted at Brookhaven National Laboratory on technologies which use particle accelerator-driven targets is summarized. These efforts include development of the Spallation-Induced Lithium Conversion (SILC) Target for the Accelerator Production of Tritium (APT), the Accelerator-Driven Assembly for Plutonium Transformation (ADAPT) Target for the Accelerator-Based Conversion (ABC) of excess weapons plutonium. The PHOENIX Concept for the accelerator-driven transmutation of minor actinides and fission products from the waste stream of commercial nuclear power plants, and other potential applications

  17. Feminist critical discourse of leadership with emphasis on transformational leadership theory

    OpenAIRE

    Mišić-Andrić Marijana; Markov Slobodanka

    2012-01-01

    In the past few decades women are more and more reaching leadership positions traditionally reserved for men. Women reaching leadership positions, even the highest, together with development of transformational leadership theory led to an increased scientific interest in relationship between gender and transformational leadership theory. Unlike dominant leadership theories, feminist theories in the past decades have offered new theoretical and research concepts that can improve our understand...

  18. Evaluation of an Action Learning Programme for Leadership Development of SME Leaders in the UK

    Science.gov (United States)

    Stewart, Jean-Anne

    2009-01-01

    This paper presents the findings from an evaluation research project undertaken by Henley Management College in 2006. This project followed an earlier research study that focused on identifying the leadership development needs for leaders of small and medium sized-enterprises (SMEs) in the UK, developed a leadership development model and made…

  19. Appreciative Inquiry and Implementation Science in Leadership Development.

    Science.gov (United States)

    Bleich, Michael R; Hessler, Christine

    2016-05-01

    Appreciative inquiry was developed to initiate and animate change. As implementation science gains a foothold in practice settings to bridge theory, evidence, and practice, appreciative inquiry takes on new meaning as a leadership intervention and training tool. J Contin Educ Nurs. 2016;47(5):207-209. Copyright 2016, SLACK Incorporated.

  20. Leadership and Accountability: The Challenges of Development in ...

    African Journals Online (AJOL)

    A sizable number of scholars have argued that development in any nation is a function of a leadership that subscribes to the principles of accountability in government at various levels. This paper employs the methodology of historical research, which involves the analysis of secondary data obtained from relevant books, ...

  1. NASBE Study Group Surveys State Leadership Development Policy

    Science.gov (United States)

    Newman, Bobbi; Hull, Robert

    2015-01-01

    State board members, working in partnership with the Consortium for Policy Research in Education (CPRE) at the University of Pennsylvania, conducted an in-depth study of states' school leadership development policies and practices. Data from this study are being analyzed to determine ways that states can create systems and structures for…

  2. Fermilab's SC Accelerator Magnet Program for Future U.S. HEP Facilities

    International Nuclear Information System (INIS)

    Lamm, Michael; Zlobin, Alexander

    2010-01-01

    The invention of SC accelerator magnets in the 1970s opened wide the possibilities for advancing the energy frontier of particle accelerators, while limiting the machine circumference and reducing their energy consumption. The successful development of SC accelerator magnets based on NbTi superconductor have made possible a proton-antiproton collider (Tevatron) at Fermilab, an electron-proton collider (HERA) at DESY, a relativistic heavy ion collider (RHIC) at BNL and recently a proton-proton collider (LHC) at CERN. Further technological innovations and inventions are required as the US HEP looks forward towards the post-LHC energy or/and intensity frontiers. A strong, goal oriented national SC accelerator magnet program must take on this challenge to provide a strong base for the future of HEP in the U.S. The results and experience obtained by Fermilab during the past 30 years will allow us to play a leadership role in the SC accelerator magnet development in the U.S., in particular, focusing on magnets for a Muon Collider/Neutrino Factory (1)-(2). In this paper, we summarize the required Muon Collider magnet needs and challenges, summarize the technology advances in the Fermilab accelerator magnet development over the past few years, and present and discuss our vision and long-term plans for these Fermilab-supported accelerator initiatives.

  3. Leadership Responsibilities of Professionals

    Science.gov (United States)

    Mitstifer, Dorothy I.

    2014-01-01

    This paper introduces a leadership development model that raises the question "Leadership for what?" Leadership is about going somewhere-personally and in concert with others-in an organization. Although leadership, especially position (elected or appointed) leadership, often is discussed in terms of leader qualities and skills, the…

  4. What Research On Learning Transfer Can Teach About Improving The Impact of Leadership-Development Initiatives

    DEFF Research Database (Denmark)

    Sørensen, Peter

    2017-01-01

    The worldwide effort to improve organizational performance through leadership Development has been impressive, with huge sums of money being devoted to it each year. Unfortunately, the evaluation of the impact of leadership development has not kept pace, resulting in little evidence-based guidanc...

  5. Accelerating Strategic Change Through Action Learning

    DEFF Research Database (Denmark)

    Younger, Jon; Sørensen, René; Cleemann, Christine

    2013-01-01

    Purpose – The purpose of this paper is to describe how a leading global company used action-learning based leadership development to accelerate strategic culture change. Design/methodology/approach – It describes the need for change, and the methodology and approach by which the initiative, Impact......, generated significant benefits. Findings – The initiative led to financial benefit, as well as measurable gains in customer centricity, collaboration, and innovation. It was also a powerful experience for participants in their journey as commercial leaders. Originality/value – Impact was created using...

  6. Developing a Leadership Identity: A Case Study Exploring a Select Group of Hispanic Women at a Hispanic Serving Institution

    Science.gov (United States)

    Onorato, Suzanne M.

    2010-01-01

    Leadership is a socially constructed concept shaped by the context, values and experiences of society (Klenke, 1996); the historical context of gender and ethnicity in society affects views about leadership and who merits a leadership role. Therefore, developing an understanding of Hispanic women students' leadership identity development is…

  7. Arts-Based Learning and Leadership Development: A Case Study

    Science.gov (United States)

    Brenner, Michael Yoel

    2010-01-01

    This qualitative case study was designed to explore how participants in an arts-based leadership development program learned to draw on their right brain capabilities in order to develop the creative competencies required to solve complex modern-day problems in new and different ways. The rationale for this study emerges from the researcher's…

  8. The Two Towers: The Quest for Appraisal and Leadership Development of Middle Leaders Online

    Science.gov (United States)

    Bassett, Martin; Robson, Joanne

    2017-01-01

    This paper sets out to examine the role of middle leaders and their quest for effective appraisal and leadership development online--the two towers. Research that focuses on the role of middle leaders, in terms of their appraisal and leadership development, suggests there is a crisis in the "middle." Currently, middle leaders do not have…

  9. Distributing Leadership to Establish Developing and Learning School Organisations in the Swedish Context

    Science.gov (United States)

    Liljenberg, Mette

    2015-01-01

    Leadership is considered to be significant for creating a developing and learning school organisation. In Sweden, distributed leadership and teacher teams are an "institutionalised practice"; despite this, sustainable school improvement is difficult to achieve. This article presents findings from a case study of three schools that…

  10. Leadership Development among a Cohort of Undergraduate Interdisciplinary Students in the Health Professions

    Science.gov (United States)

    McKinney, Nicole S.; Waite, Roberta

    2016-01-01

    Leadership content and pedagogical strategies are fundamental to health professionals' education. All health professionals must be able to lead effectively and thrive in today's complex health systems. Students must be involved in meaningful didactic and experiential leadership development early in their academic progression, and educators are…

  11. Leadership: a central tenet for postgraduate dementia services curricula development in Australia.

    Science.gov (United States)

    Angus, Jocelyn

    2009-04-01

    In the next decades of the twenty-first century, the global aging of populations will challenge every nation's ability to provide leadership by qualified health professionals to reshape and improve health care delivery systems. The challenge for educators is to design and deliver courses that will give students the knowledge and skills they need to fill that leadership role confidently in dementia care services. This paper explores the ways in which a curriculum can develop graduates who are ready to become leaders in shaping their industry. The Master of Health Science-Aged Services (MHSAS) program at Victoria University, Melbourne, Australia is applied as a case study to describe the process by which the concept of leadership is applied as the key driver in curriculum development, teaching practices and learning outcomes. Evaluation instruments employed in a variety of purposes including teaching, curriculum planning and unit appraisal are discussed. Challenges for the future are proposed including the need for postgraduate programs in dementia to seek stronger national and international benchmarks and associations with other educational institutions to promote leadership and a vision of what is possible and desirable in dementia care provision. In the twenty-first century, effective service provision in the aged health care sector will require postgraduate curricula that equip students for dementia care leadership. The MHSAS program provides an established template for such curricula.

  12. The Implementation of a Structured Nursing Leadership Development Program for Succession Planning in a Health System.

    Science.gov (United States)

    Ramseur, Priscilla; Fuchs, Mary Ann; Edwards, Pamela; Humphreys, Janice

    2018-01-01

    Preparing future nursing leaders to be successful is important because many current leaders will retire in large numbers in the future. A structured nursing leadership development program utilizing the Essentials of Nurse Manager Orientation online program provided future nursing leaders with content aligned with nursing leadership competencies. Paired with assigned mentors and monthly leadership sessions, the participants increased their perception of leadership competence.

  13. Leadership Identity Development Through Reflection and Feedback in Team-Based Learning Medical Student Teams.

    Science.gov (United States)

    Alizadeh, Maryam; Mirzazadeh, Azim; Parmelee, Dean X; Peyton, Elizabeth; Mehrdad, Neda; Janani, Leila; Shahsavari, Hooman

    2018-01-01

    Studies on leadership identity development through reflection with Team-Based Learning (TBL) in medical student education are rare. We assumed that reflection and feedback on the team leadership process would advance the progression through leadership identity development stages in medical students within the context of classes using TBL. This study is a quasi-experimental design with pretest-posttest control group. The pretest and posttest were reflection papers of medical students about their experience of leadership during their TBL sessions. In the intervention group, TBL and a team-based, guided reflection and feedback on the team leadership process were performed at the end of all TBL sessions. In the other group, only TBL was used. The Stata 12 software was used. Leadership Identity was treated both as a categorical and quantitative variable to control for differences in baseline and gender variables. Chi-square, t tests, and linear regression analysis were performed. The population was a cohort of 2015-2016 medical students in a TBL setting at Tehran University of Medical Sciences, School of Medicine. Teams of four to seven students were formed by random sorting at the beginning of the academic year (intervention group n = 20 teams, control group n = 19 teams). At baseline, most students in both groups were categorized in the Awareness and Exploration stage of leadership identity: 51 (52%) in the intervention group and 59 (55%) in the control group: uncorrected χ 2 (3) = 15.6, design-based F(2.83, 108) = 4.87, p = .003. In the posttest intervention group, 36 (36%) were in exploration, 33 (33%) were in L-identified, 20 (20%) were in Leadership Differentiated, and 10 (10%) were in the Generativity. None were in the Awareness or Integration stages. In the control group, 3 (20%) were in Awareness, 56 (53%) were in Exploration, 35 (33%) were in Leader Identified, 13 (12%) were in Leadership Differentiated. None were in the Generativity and Integration stages

  14. Implementing the leadership development plans of faculty education fellows: a structured approach.

    Science.gov (United States)

    Goldman, Ellen F; Wesner, Marilyn; Karnchanomai, Ornpawee; Haywood, Yolanda

    2012-09-01

    The literature about medical education faculty fellowship programs, which have grown in popularity, quantifies program characteristics, provides exemplars, and reports on delivery strategies. Evaluation is generally limited to satisfaction measures, with a few longitudinal studies of postprogram achievements, but none on the process of making these changes.The authors describe the development of faculty members' postfellowship leadership plans and a structured process to support plan implementation. They also compare the implementation of initiatives specified in individual leadership development plans of two cohorts of faculty. The participants were graduates of a fellowship program at the George Washington University School of Medicine and Health Sciences. One cohort participated in a structured process of monthly reciprocal peer coaching, followed by journaling and quarterly interviews with the program director; a second cohort functioned as a comparison with no structured process supporting them. (Study years are not provided because they could inadvertently lead to the identification of the participants.) Despite similar implementation challenges expressed by both cohorts, the cohort participating in the structured process implemented 23% more of their planned initiatives, including 2 times as many educational leadership initiatives and 3.5 times as many initiatives related to developing new curriculum. The combination of plan development, reciprocal peer coaching, journaling, and interview discussions provided faculty with focus, structure, and personal support. This structured process supporting leadership plan development and implementation can be easily transferred to other fellowship programs in medical education, adapted for use with residents and fellows, and used in similar development programs.

  15. [Technical Gap of Chinese Medical Accelerator and Its Development Path].

    Science.gov (United States)

    Tian, Xinzhi

    2017-11-30

    With the reform and opening up the tide through nearly four decades of development, our medical accelerator business isfacing new era demands now, in this new historical opportunity in front of the younger generation of medical accelerator staff must assume the older generation of scientific research personnel are different of the historical responsibility. Based on the development of the predecessors, we try to analyze the current situation of the domestic accelerator, establish the new development ideas of the domestic medical accelerator, and directly face and solve the dilemma facing the development of the domestic accelerator.

  16. Education as a springboard for transformational leadership development: listening to the voices of nurses.

    Science.gov (United States)

    Galuska, Lee A

    2014-02-01

    Nurses must assume a transformational leadership role in increasing the quality, safety, access, and value in the health care system. To lead effectively in this transformation process, nurses must be prepared for leadership roles. A strong leadership knowledge based acquired through education provides the springboard for nursing leadership competency development. This metasynthesis of 27 studies provided a broad understanding of the contribution and effectiveness of education for leadership competency from the perspective of nurses who have experienced it. Four overarching themes emerged: evidence-based relevant content, optimized learning strategies, benefits to the learner and others, and tensions and threats to the application of learning. This study affirms the value of a strong educational foundation for nursing leadership. With the support of a firm, yet flexible, educational platform, nurses will be positioned to more effectively lead and partner in health care transformation.

  17. Development of high intensity proton accelerator

    International Nuclear Information System (INIS)

    Mizumoto, M.; Kusano, J.; Hasegawa, K.; Ouchi, N.; Oguri, H.; Kinsho, M.; Touchi, Y.; Honda, Y.; Mukugi, K.; Ino, H.; Noda, F.; Akaoka, N.; Kaneko, H.; Chishiro, E.; Fechner, B.

    1997-01-01

    The high-intensity proton linear accelerator with an energy of 1.5 GeV and an average current of 5.33mA has been proposed for the Neutron Science Project (NSP) at JAERI. the NSP is aiming at exploring nuclear technologies for nuclear waste transmutation based on a proton induced spallation neutrons. The proposed accelerators facilities will be also used in the various basic research fields such as condensed matter physics in combination with a high intensity proton storage ring. The R and D work has been carried out for the components of the front-end of the proton accelerator. For the high energy portion above 100 MeV, superconducting (SC) accelerator linac has been designed and developed as a major option. (Author) 7 refs

  18. Effects of Structured Self-Reflection on the Development of Authentic Leadership Practices among Queensland Primary School Principals

    Science.gov (United States)

    Branson, Christopher

    2007-01-01

    This article reports on research that explored the concept of authentic leadership with seven principals of Catholic primary schools in Brisbane, Australia. Recent developments in leadership theory have promoted the concept of authentic leadership for addressing the leadership demands associated with our seemingly ever-changing and unpredictable,…

  19. Moving from Administrivia Overload to Leadership Competency Development

    Science.gov (United States)

    Hogan, Amy M.

    2018-01-01

    Virginia Tech has intentionally moved beyond the traditional policy-heavy approach to department head orientation to employ a robust leadership development program for new and aspiring academic leaders and faculty. The annual program begins with a full-day workshop in mid-August, and continues throughout the fall semester with a series of shorter…

  20. An Examination of the Relationships between Leadership Development Approaches, Networking Ability, and Social Capital Outcomes

    Science.gov (United States)

    Burbaugh, Bradley; Kaufman, Eric K.

    2017-01-01

    Participants in leadership development programs take part in multiple developmental experiences that can influence the composition of their social network and enhance social capital. However, further investment in such practices may be limited because little is known about the relationship between leadership development approaches, networking…

  1. Assessing Student Leadership Development From Mentoring, Coaching, and Advising.

    Science.gov (United States)

    Bureau, Daniel A; Lawhead, Justin

    2018-06-01

    Leadership educators must demonstrate the contributions their programs make to the learning and development of students. This chapter provides an overview of assessment principles for educators to apply in their practices of mentoring, coaching, and advising. © 2018 Wiley Periodicals, Inc.

  2. Leadership behavior changes following a theory-based leadership development intervention: A longitudinal study of subordinates' and leaders' evaluations.

    Science.gov (United States)

    Larsson, Gerry; Sandahl, Christer; Söderhjelm, Teresa; Sjövold, Endre; Zander, Ann

    2017-02-01

    The aim was to evaluate effects of leadership courses based on the developmental leadership model at the leadership behavioral level. A longitudinal design was employed with assessments before, one and six months after the leadership courses. The sample consisted of 59 leaders who made self-ratings and were rated by at least three subordinates on each occasion. Leadership behaviors were measured with the Developmental Leadership Questionnaire (DLQ). A limited increase of favorable leadership behaviors and a significant reduction of unfavorable leadership behaviors were found, particularly according to the subordinates' ratings. A cluster analysis yielded three meaningful leader profiles and showed that this pattern was found in all three profiles, irrespective of how favorably they were rated before the onset of the intervention. © 2016 Scandinavian Psychological Associations and John Wiley & Sons Ltd.

  3. Person-centred Leadership: a relational approach to leadership derived through action research.

    Science.gov (United States)

    Cardiff, Shaun; McCormack, Brendan; McCance, Tanya

    2018-04-21

    How does person-centred leadership manifest in clinical nursing. Person-centred practice fosters healthful relationships and is gaining increasing attention in nursing and healthcare, but nothing is known about the influence of a person-centred approach to leadership practice. Most leadership models used in nursing were originally developed outside of nursing. A three year participatory action research study where participant leaders planned, researched and learned from their practice development. After an orientation phase, four action spirals focused on: critical and creative reflective inquiries into leadership practice change; leading the implementation and evaluation of a new nursing system; facilitating storytelling sessions with staff and annually reflecting on personal leadership change. Multiple data gathering methods offered insight into leadership development from several perspectives. Critical and creative thematic data analysis revealed a set of attributes, relational processes and contextual factors that influenced the being and becoming of a person-centred leader. Comparing the findings with nursing leadership literature supports a conceptual framework for person-centred leadership. Person-centred leadership is a complex, dynamic, relational and contextualised practice that aims to enable associates and leaders achieve self-actualisation, empowerment and wellbeing. This article is protected by copyright. All rights reserved. This article is protected by copyright. All rights reserved.

  4. A brief history of high power RF proton linear accelerators

    International Nuclear Information System (INIS)

    Browne, J.C.

    1996-01-01

    The first mention of linear acceleration was in a paper by G. Ising in 1924 in which he postulated the acceleration of positive ions induced by spark discharges which produced electric fields in gaps between a series of open-quotes drift tubesclose quotes. Ising apparently was not able to demonstrate his concept, most likely due to the limited state of electronic devices. Ising's work was followed by a seminal paper by R. Wideroe in 1928 in which he demonstrated the first linear accelerator. Wideroe was able to accelerate sodium or potassium ions to 50 keV of energy using drift tubes connected alternately to high frequency waves and to ground. Nuclear physics during this period was interested in accelerating protons, deuterons, electrons and alpha particles and not heavy ions like sodium or potassium. To accelerate the light ions required much higher frequencies than available at that time. So linear accelerators were not pursued heavily at that time. Research continued during the 1930s but the development of high frequency RF tubes for radar applications in World War 2 opened the potential for RF linear accelerators after the war. The Berkeley laboratory of E. 0. Lawrence under the leadership of Luis Alvarez developed a new linear proton accelerator concept that utilized drift tubes that required a full RF period to pass through as compared to the earlier concepts. This development resulted in the historic Berkeley 32 MeV proton linear accelerator which incorporated the open-quotes Alvarez drift tubeclose quotes as the basic acceleration scheme using surplus 200 MHz radar components

  5. Constructing leadership identities through stories

    DEFF Research Database (Denmark)

    Frimann, Søren; Hersted, Lone

    2016-01-01

    This article analyzes the construction of leadership identities through stories found in four narrative interviews from a qualitative study and leadership development project based on social constructionism and action learning. We argue that leadership development and the construction of leadership...... that the concept of coauthoring is useful in developing leadership and leadership identities through reflexive dialogs and emerging stories....... identities in a postmodern paradigm are based on the negotiation and co-construction of meanings, relationships, and stories. The following questions are investigated: What happens when a group of leaders from different organizations construct, deconstruct, and reconstruct their identity as leaders through...

  6. A Community-Based Leadership Development Program for First Nations Women: Revaluing and Honoring Women’s Strengths

    OpenAIRE

    K. Amanda Maranzan; Alice Sabourin; Christine Simard-Chicago

    2013-01-01

    Over 400 First Nation women participated in leadership development workshops developed by First Nation women for First Nation women. We collected survey data and conducted focus groups and interviews with workshop participants to identify outcomes and determine barriers and resources to women in leadership. Outcomes of the workshop included increased perception of women as leaders, increased personal capacity, and encouragement to seek opportunities for formal and informal leadership position...

  7. Lean and leadership practices: development of an initial realist program theory.

    Science.gov (United States)

    Goodridge, Donna; Westhorp, Gill; Rotter, Thomas; Dobson, Roy; Bath, Brenna

    2015-09-07

    Lean as a management system has been increasingly adopted in health care settings in an effort to enhance quality, capacity and safety, while simultaneously containing or reducing costs. The Ministry of Health in the province of Saskatchewan, Canada has made a multi-million dollar investment in Lean initiatives to create "better health, better value, better care, and better teams", affording a unique opportunity to advance our understanding of the way in which Lean philosophy, principles and tools work in health care. In order to address the questions, "What changes in leadership practices are associated with the implementation of Lean?" and "When leadership practices change, how do the changed practices contribute to subsequent outcomes?", we used a qualitative, multi-stage approach to work towards developing an initial realist program theory. We describe the implications of realist assumptions for evaluation of this Lean initiative. Formal theories including Normalization Process Theory, Theories of Double Loop and Organization Leaning and the Theory of Cognitive Dissonance help understand this initial rough program theory. Data collection included: key informant consultation; a stakeholder workshop; documentary review; 26 audiotaped and transcribed interviews with health region personnel; and team discussions. A set of seven initial hypotheses regarding the manner in which Lean changes leadership practices were developed from our data. We hypothesized that Lean, as implemented in this particular setting, changes leadership practices in the following ways. Lean: a) aligns the aims and objectives of health regions; b) authorizes attention and resources to quality improvement and change management c) provides an integrated set of tools for particular tasks; d) changes leaders' attitudes or beliefs about appropriate leadership and management styles and behaviors; e) demands increased levels of expertise, accountability and commitment from leaders; f) measures and

  8. The effectiveness of a leadership development program on self-awareness in practice.

    Science.gov (United States)

    Vitello-Cicciu, Joan M; Weatherford, Barbara; Gemme, Donna; Glass, Bonnell; Seymour-Route, Paulette

    2014-03-01

    The objective of this study was to describe the changes in behaviors as reported by nursing leaders following participation in a leadership development program (LDP). There is a scarcity of research examining changes in leadership behaviors following LDP participation. A growing body of literature links critical behaviors and traits to outcomes among nurse managers and executives. Literature supports that leadership behaviors can be learned in educational programs if the environment is right and if the talent and capacity are present. Focus groups and online responses were guided by a structured interview protocol to elicit responses from the participants of the behavioral changes that have occurred in them as a result of their participation in an LDP. Seven themes describing leadership behaviors were identified. These self-reported behaviors were present 5 to 9 months after completion of the LDP.

  9. Leadership: Making Things Happen.

    Science.gov (United States)

    Sisk, Dorothy A.

    This monograph presents activities and guidelines for developing leadership training programs for gifted and talented students. Three theories of leadership are discussed: trait theory which assumes that one is either born with leadership talent or one does not have it; leadership style theory in which the patterns of leadership are categorized as…

  10. Congruent leadership: values in action.

    Science.gov (United States)

    Stanley, David

    2008-07-01

    To discuss the significance of an appropriate leadership theory in order to develop an understanding of clinical leadership. Leadership theories developed from management and related paradigms, particularly transformational leadership, may be ineffective in supporting nurses to gain insights into clinical leadership or to develop and implement clinical leadership skills. Instead, congruent leadership theory, based on a match between the clinical leaders' actions and their values and beliefs about care and nursing, may offer a more firm theoretical foundation on which clinical nurses can build an understanding of and capacity to implement clinical leadership or become clinical leaders. Evaluation The information used is drawn from the contemporary literature and a study conducted by the author. Leadership can be better understood when an appropriate theoretical foundation is employed. With regard to clinical leadership, congruent leadership is proposed as the most appropriate theory. It is important to recognize that leadership theories based on a management paradigm may not be appropriate for all clinical applications. Education should be aimed specifically at clinical leaders, recognizing that clinical leaders are followed not for their vision or creativity (even if they demonstrate these), but because they translate their values and beliefs about care into action.

  11. Transforming LEND leadership training curriculum through the maternal and child health leadership competencies.

    Science.gov (United States)

    Humphreys, Betsy P; Couse, Leslie J; Sonnenmeier, Rae M; Kurtz, Alan; Russell, Susan M; Antal, Peter

    2015-02-01

    The purpose of this article is to describe how the Maternal and Child Health (MCH) Leadership Competencies (v 3.0) were used to examine and improve an MCH Leadership Education in Neurodevelopmental and Related Disabilities (LEND) training curriculum for New Hampshire and Maine. Over 15 % of the nation's children experience neurodevelopmental disabilities or special health care needs and estimates suggest 1 in every 68 children is diagnosed with an autism spectrum disorder. Across the Unites States critical shortages of qualified MCH professionals exist, particularly in poor and rural areas. A continued investment in training interdisciplinary leaders is critical. The MCH Leadership Competencies provide an effective foundation for leadership training through identification of requisite knowledge, skills, and dispositions required of MCH leaders. This paper describes a three-step process, which began in 2010 and included utilizing the MCH Leadership Competencies as a tool to reflect on, develop, and evaluate the NH LEND leadership curriculum. Curriculum development was further supported through participation in a multi-state learning collaborative. Through a series of intentional decisions, the curriculum design of NH LEND utilized the competencies and evidence-based principles of instruction to engage trainees in the development of specific MCH content knowledge and leadership skills. The LEND network specifically, and MCH leadership programs more broadly, may benefit from the intentional use of the MCH competencies to assist in curriculum development and program evaluation, and as a means to support trainees in identifying specific leadership goals and evaluating their leadership skill development.

  12. The role and importance of leadership in business development in Kosovo

    OpenAIRE

    Hamdi Hoti; Edisona Kurhasku

    2016-01-01

    Leadership in Kosovo today is one of the questions of exceptional importance. This institution has not yet been analyzed properly based on: quality, efficiency and responsibility, legal-, material- and moral leadership. Kosovo is faced with many challenges consisting of the needed steps towards the business development of the enterprise in Kosovo and in the international arena. Leaders cannot be created only by giving orders to others but the main problem is to identify the principles of coop...

  13. Development of bipolar-pulse accelerator for intense pulsed ion beam acceleration

    Energy Technology Data Exchange (ETDEWEB)

    Masugata, Katsumi [Department of Electrical and Electronic System Engineering, Toyama University, 3190 Gofuku, Toyama 930-8555 (Japan)]. E-mail: masugata@eng.toyama-u.ac.jp; Shimizu, Yuichro [Department of Electrical and Electronic System Engineering, Toyama University, 3190 Gofuku, Toyama 930-8555 (Japan); Fujioka, Yuhki [Department of Electrical and Electronic System Engineering, Toyama University, 3190 Gofuku, Toyama 930-8555 (Japan); Kitamura, Iwao [Department of Electrical and Electronic System Engineering, Toyama University, 3190 Gofuku, Toyama 930-8555 (Japan); Tanoue, Hisao [National Institute of Advanced Industry Science and Technology, 1-1-1, Umezono, Tsukuba-shi, Ibaraki 305-8568 (Japan); Arai, Kazuo [National Institute of Advanced Industry Science and Technology, 1-1-1, Umezono, Tsukuba-shi, Ibaraki 305-8568 (Japan)

    2004-12-21

    To improve the purity of intense pulsed ion beams, a new type of pulsed ion beam accelerator named 'bipolar pulse accelerator' was proposed. To confirm the principle of the accelerator a prototype of the experimental system was developed. The system utilizes By type magnetically insulated acceleration gap and operated with single polar negative pulse. A coaxial gas puff plasma gun was used as an ion source, which was placed inside the grounded anode. Source plasma (nitrogen) of current density {approx}25A/cm2, duration {approx}1.5{mu}s was injected into the acceleration gap by the plasma gun. The ions were successfully accelerated from the grounded anode to the drift tube by applying negative pulse of voltage 240kV, duration 100ns to the drift tube. Pulsed ion beam of current density {approx}40A/cm2, duration {approx}50ns was obtained at 41mm downstream from the anode surface. To evaluate the irradiation effect of the ion beam to solid material, an amorphous silicon thin film of thickness {approx}500nm was used as the target, which was deposited on the glass substrate. The film was found to be poly-crystallized after 4-shots of the pulsed nitrogen ion beam irradiation.

  14. Improving School Leadership. Volume 2: Case Studies on System Leadership

    Science.gov (United States)

    Hopkins, David, Ed.; Nusche, Deborah, Ed.; Pont, Beatriz, Ed.

    2008-01-01

    This book explores what specialists are saying about system leadership for school improvement. Case studies examine innovative approaches to sharing leadership across schools in Belgium (Flanders), Finland and the United Kingdom (England) and leadership development programmes for system improvement in Australia and Austria. As these are emerging…

  15. 'I'm actually being the grown-up now': leadership, maturity and professional identity development.

    Science.gov (United States)

    Miskelly, Philippa; Duncan, Lindsay

    2014-01-01

    This study reports on an evaluation of an in-house nursing and midwifery leadership programme within a New Zealand District Health Board aimed at improving leadership capacity within clinical environments. The programme associated with this study is based on Practice Development concepts which aim to improve patient care and service delivery as well as empower practitioners to foster and support a transformational culture. Mixed methods were used. Evidence indicated participants' self-confidence improved leading to a 'growing up'. This was demonstrated in a number of ways: taking more responsibility for individual clinical practice, undertaking quality and safety roles as well as postgraduate study. These findings can be constructed in terms of linking leadership training with the development of professional identity. This study provides evidence that in-house leadership programmes can provide front-line nurses and midwives with opportunities to enhance their professional identity and expand their skills in a variety of ways. Organisational investment in in-house programmes aimed at leadership skills have the potential to enhance patient care as well as improve the work environment for nurses and midwives. However, in-house programmes should be considered as augmenting rather than replacing tertiary education institutions' leadership courses and qualifications. © 2013 John Wiley & Sons Ltd.

  16. Developing a Leadership Identity as a Hispanic Woman at a Hispanic- Serving Institution

    Science.gov (United States)

    Onorato, Suzanne; Musoba, Glenda Droogsma

    2015-01-01

    Institutions of higher education are uniquely positioned to educate tomorrow's leaders and initiate change in the number and ethnic diversity of women in leadership roles. The purpose of our study was to understand the essence of Hispanic college women's leadership identity development with participants and researchers co-constructing meaning. We…

  17. How Teachers Become Leaders: An Internationally Validated Theoretical Model of Teacher Leadership Development

    Science.gov (United States)

    Poekert, Philip; Alexandrou, Alex; Shannon, Darbianne

    2016-01-01

    Teacher leadership is increasingly being touted as a practical response to guide teacher learning in school improvement and policy reform efforts. However, the field of research on teacher leadership in relation to post-compulsory educational development has been and remains largely atheoretical to date. This empirical study proposes a grounded…

  18. Influences of Theory and Practice in the Development of Servant Leadership in Students

    Science.gov (United States)

    Massey, Jennifer; Sulak, Tracey; Sriram, Rishi

    2013-01-01

    This paper explores the extent to which the leadership knowledge, skills, and abilities of upper-year student leaders on one private, United States college campus developed as a consequence of their education and experience as an extended orientation leader. Findings reveal that compared to leadership education in the classroom, leadership…

  19. A Summer Leadership Development Program for Chemical Engineering Students

    Science.gov (United States)

    Simpson, Annie E.; Evans, Greg J.; Reeve, Doug

    2012-01-01

    The Engineering Leaders of Tomorrow Program (LOT) is a comprehensive curricular, co-curricular, extra-curricular leadership development initiative for engineering students. LOT envisions: "an engineering education that is a life-long foundation for transformational leaders and outstanding citizens." Academic courses, co-curricular certificate…

  20. Nutrition Leadership Development: Capacity-Building Initiatives in Iran and the Middle-East Region Since 2009

    Science.gov (United States)

    Davari, Azadeh; Rashidi, Arash; Baartmans, Jacques Antonius

    2015-01-01

    Personal and organizational performance is determined by commitment and both technical and general competencies, including leadership skills. Academia, however, mainly targets technical aspects in its curricular programs. On the other hand, the inter-disciplinary and multi-sector nature of Nutrition necessitates high levels of collaboration between stakeholders. Leadership development is therefore required in Nutrition. This paper describes the endeavor made in Iran and the Middle-East region, aiming at building leadership capacity among nutrition professionals. The empowered human resource is expected to facilitate nutrition security at the national and regional levels. Since 2007, the development process of the initiative has begun through research, bench marking, and consultation. The “learning organizations,” “leadership from inside-out,” and “transformational leadership” frameworks have been employed as underpinning theories. Main topics have been self-awareness, effective communication, shared visioning, trust building, creativity, and motivating. Outbound team-building activities and coaching have also been included. The first workshop of the Iranian Food and Nutrition Leadership Program was held in 2009 in Tehran. The experience expanded to the region as the Middle-East Nutrition Leadership Program (MENLP). The Ph.D. Nutrition programs (at four leading Universities) and Iranian Nutrition Society have been taken as other opportunity windows to develop leadership competencies. Biannual Iranian nutrition congresses have been used as the main media for advocacy purposes. High-satisfaction rates obtained following each training activity. In short, the initiative on “nutrition leadership development” has received growing investment and positive feedback in Iran. Continuous improvement of the initiative, establishment of active alumni networks, building MENLP regional platform, and integrating a monitoring and evaluation system are required to

  1. Developing team leadership to facilitate guideline utilization: planning and evaluating a 3-month intervention strategy.

    Science.gov (United States)

    Gifford, Wendy; Davies, Barbara; Tourangeau, Ann; Lefebre, Nancy

    2011-01-01

    Research describes leadership as important to guideline use. Yet interventions to develop current and future leaders for this purpose are not well understood. To describe the planning and evaluation of a leadership intervention to facilitate nurses' use of guideline recommendations for diabetic foot ulcers in home health care. Planning the intervention involved a synthesis of theory and research (qualitative interviews and chart audits). One workshop and three follow-up teleconferences were delivered at two sites to nurse managers and clinical leaders (n=15) responsible for 180 staff nurses. Evaluation involved workshop surveys and interviews. Highest rated intervention components (four-point scale) were: identification of target indicators (mean 3.7), and development of a team leadership action plan (mean 3.5). Pre-workshop barriers assessment rated lowest (mean 2.9). Three months later participants indicated their leadership performance had changed as a result of the intervention, being more engaged with staff and clear about implementation goals. Creating a team leadership action plan to operationalize leadership behaviours can help in delivery of evidence-informed care. Access to clinical data and understanding team leadership knowledge and skills prior to formal training will assist nursing management in tailoring intervention strategies to identify needs and gaps. © 2010 The Authors. Journal compilation © 2010 Blackwell Publishing Ltd.

  2. Developing Principal Instructional Leadership through Collaborative Networking

    Science.gov (United States)

    Cone, Mariah Bahar

    2010-01-01

    This study examines what occurs when principals of urban schools meet together to learn and improve their instructional leadership in collaborative principal networks designed to support, sustain, and provide ongoing principal capacity building. Principal leadership is considered second only to teaching in its ability to improve schools, yet few…

  3. The 12 Steps of Addiction Recovery Programs as an influence on leadership development: a personal narrative

    Directory of Open Access Journals (Sweden)

    Friedman Mitchell

    2016-12-01

    Full Text Available My participation in a 12-step addiction program based on the principles and traditions of Alcoholics Anonymous (AA has been critical for my leadership development. As I worked to refrain from addictive behaviors and practiced 12-step principles, I experienced a shift from individualistic, self-centered leadership towards a servant leader orientation. I thus consider the 12-step recovery process, which commenced in 2001, a leadership formative experience (LFE as it had the greatest influence on my subsequent development. My experience of thinking about and rethinking my life in reference to leadership and followership lends itself to a personal inquiry. It draws on work on the12 steps; self-assessments and personal journal entries; and memory of life events. I aim to contribute to the leadership development literature by exploring the influence of participation in a 12-step recovery program and posing it as an LFE, subjects that have received little attention.

  4. The embodiment of authentic leadership.

    Science.gov (United States)

    Waite, Roberta; McKinney, Nicole; Smith-Glasgow, Mary Ellen; Meloy, Faye A

    2014-01-01

    Development of student leadership capacity and efficacy is critical to the nursing profession, and vital to this process is a strong foundation in critical thinking that includes a depth of understanding of self (i.e., authentic leadership development). This article will (a) present a theoretical overview of authentic leadership as compared with other popular leadership theories, (b) provide an overview of development/implementation of an authentic leadership course, the first in a series of six one-credit courses as an integral component of the Macy Undergraduate Leadership Fellows Program for upper-level nursing students, and (c) discuss related implications for nursing education. Findings from an investigator-developed quantitative pre-post survey and qualitative evaluation questions are provided. Student feedback regarding the comprehensive nature of the course was extremely positive and affirmed the value of introspection associated with authentic leadership in ongoing personal and professional development. Critical pedagogy and action-oriented learning strategies also proved beneficial to student engagement. Copyright © 2014 Elsevier Inc. All rights reserved.

  5. Naval Leadership: A Study of Views on Leadership Competencies and Methods to Reinforce Leadership Skills

    Science.gov (United States)

    1990-12-01

    stated these problems -- racism , sexism , drug and alcohol abuse -- were a result of the poor leadership ability in Navymiddle management [Ref. 3... The HRM program instituted a formal course of instruction to teach leadership theories . The leadership training of the Human Resource Management...management practices based on the guidelines developed by W. E. Demming [Ref. 14]. The TQL practice involves integrating management and statistical methods to

  6. Leadership scheme to develop the careers of talented candidates.

    Science.gov (United States)

    Lynas, Karen

    2012-02-01

    The Top Leaders programme supports career development by identifying talented staff and equipping them with a range of management skills and approaches. The programme uses a diagnostic test to help candidates assess their strengths, leadership styles and development needs, and offers them 360 degrees feedback. This enables them to identify areas they need to develop to be effective and supportive leaders. Two case studies illustrate the programme in action.

  7. School Leadership Teaming

    Science.gov (United States)

    West, Cathie E.

    2011-01-01

    To improve student achievement schools need the leadership of knowledgeable, highly skilled, and visionary principals and superintendents. Exemplary school leadership doesn't develop in isolation, however. Strong leadership grows from dynamic, collaborative, and intentional interactions between superintendents and their principals. These savvy…

  8. Leadership Pedagogy: Putting Theory to Practice

    Science.gov (United States)

    Rosch, David M.; Anthony, Michael D.

    2012-01-01

    Building leadership capacity in college students is both an art and a science. Knowledge of college student development and specifically college leadership development, as well as research in leadership theory and practices, can help college leadership educators become more effective. International Leadership Association (ILA) Guiding Questions…

  9. The Development and Validation of a Transformational Leadership Survey for Substance Use Treatment Programs

    Science.gov (United States)

    Edwards, Jennifer R.; Knight, Danica K.; Broome, Kirk M.; Flynn, Patrick M.

    2014-01-01

    Directors in substance use treatment programs are increasingly required to respond to external economic and socio-political pressures. Leadership practices that promote innovation can help offset these challenges. Using focus groups, factor analysis, and validation instruments, the current study developed and established psychometrics for the Survey of Transformational Leadership. In 2008, clinical directors were evaluated on leadership practices by 214 counselors within 57 programs in four U.S. regions. Nine themes emerged: integrity, sensible risk, demonstrates innovation, encourages innovation, inspirational motivation, supports others, develops others, delegates tasks, and expects excellence. Study implications, limitations and suggested future directions are discussed. Funding from NIDA. PMID:20509734

  10. Leadership development: A lever for system-wide educational change

    African Journals Online (AJOL)

    Suraiya Naicker

    Department of Education Leadership and Management, Faculty of Education ... current significance and pose a challenge for educational leaders. ... Evidence suggests a positive link between high-quality leadership and ... aimed to build leadership capacity that would drive education change directed at improving teaching ...

  11. Leadership development study :success profile competencies and high-performing leaders at Sandia National Laboratories.

    Energy Technology Data Exchange (ETDEWEB)

    Becker, Katherine M.; Mulligan, Deborah Rae; Szenasi, Gail L.; Crowder, Stephen Vernon

    2005-04-01

    Sandia is undergoing tremendous change. Sandia's executive management recognized the need for leadership development. About ten years ago the Business, Leadership, and Management Development department in partnership with executive management developed and implemented the organizational leadership Success Profile Competencies to help address some of the changes on the horizon such as workforce losses and lack of a skill set in the area of interpersonal skills. This study addresses the need for the Business, Leadership, and Management Development department to provide statistically sound data in two areas. One is to demonstrate that the organizational 360-degree success profile assessment tool has made a difference for leaders. A second area is to demonstrate the presence of high performing leaders at the Labs. The study utilized two tools to address these two areas. Study participants were made up of individuals who have solid data on Sandia's 360-degree success profile assessment tool. The second assessment tool was comprised of those leaders who participated in the Lockheed Martin Corporation Employee Preferences Survey. Statistical data supports the connection between leader indicators and the 360-degree assessment tool. The study also indicates the presence of high performing leaders at Sandia.

  12. Advancing Systems Engineering Excellence: The Marshall Systems Engineering Leadership Development Program

    Science.gov (United States)

    Hall, Philip; Whitfield, Susan

    2011-01-01

    As NASA undertakes increasingly complex projects, the need for expert systems engineers and leaders in systems engineering is becoming more pronounced. As a result of this issue, the Agency has undertaken an initiative to develop more systems engineering leaders through its Systems Engineering Leadership Development Program; however, the NASA Office of the Chief Engineer has also called on the field Centers to develop mechanisms to strengthen their expertise in systems engineering locally. In response to this call, Marshall Space Flight Center (MSFC) has developed a comprehensive development program for aspiring systems engineers and systems engineering leaders. This presentation will summarize the two-level program, which consists of a combination of training courses and on-the-job, developmental training assignments at the Center to help develop stronger expertise in systems engineering and technical leadership. In addition, it will focus on the success the program has had in its pilot year. The program hosted a formal kickoff event for Level I on October 13, 2009. The first class includes 42 participants from across MSFC and Michoud Assembly Facility (MAF). A formal call for Level II is forthcoming. With the new Agency focus on research and development of new technologies, having a strong pool of well-trained systems engineers is becoming increasingly more critical. Programs such as the Marshall Systems Engineering Leadership Development Program, as well as those developed at other Centers, help ensure that there is an upcoming generation of trained systems engineers and systems engineering leaders to meet future design challenges.

  13. 2009 Center for Army Leadership Annual Survey of Army Leadership (CASAL): Army Education

    Science.gov (United States)

    2010-06-11

    right time, handling pre- education attitudes, and tracking performance gains and career advantages related to academics.  Developing current, relevant...Army Leadership Technical Report 2010-2 2009 CENTER FOR ARMY LEADERSHIP ANNUAL SURVEY OF ARMY LEADERSHIP (CASAL): ARMY EDUCATION ...Joshua Hatfield ICF International John P. Steele Center for Army Leadership June 2010 The Center for Army Leadership An

  14. Leadership Development: Key to Success for Navy Civilian Workforce Transformation

    National Research Council Canada - National Science Library

    Nason, Ronald O

    2008-01-01

    ... for recapitalization through aggressive streamlining of naval business processes. This paper will address how leadership can be developed and applied toward ensuring the success of Sea Enterprise and achieving the goals of naval transformation...

  15. LEADERSHIP QUALITIES AND THEIR DEVELOPMENT IN THE FUTURE LEADERS OF STATE AND MUNICIPAL STRUCTURES

    OpenAIRE

    Droficheva C. M.; Kosnikov S. N.

    2016-01-01

    Every year leadership becomes more important personal value. A real leader must have a special approach to people, ability to motivate, to instruct staff on the correct way to exercise the administrative skills and leadership qualities. To be a good leader is not easy! First of all, you need to work constantly on ourselves. The research urgency is caused by necessity of revealing of the student's leadership abilities and their improvement. The article analyzes and prospects of development of ...

  16. Contributors to Women's Leadership Development in Christian Higher Education: A Model and Emerging Theory

    Science.gov (United States)

    Dahlvig, Jolyn; Longman, Karen A.

    2014-01-01

    A theory of women's leadership development within the context of Christian higher education is proposed, based on qualitative research involving 16 participants. Motivators to advance into leadership roles were: (a) a sense of relational responsibility; (b) awareness of calling and giftedness for leadership, and (c) a mentoring relationship…

  17. Glass Cliffs, Queen Bees, and the Snow-Woman Effect: Persistent Barriers to Women's Leadership in the Academy

    Science.gov (United States)

    Pasquerella, Lynn; Clauss-Ehlers, Caroline S.

    2017-01-01

    By outlining some of the familiar and persistent barriers to women's leadership at the highest administrative levels within colleges and universities, the authors want to open a conversation about how to accelerate the type of change embodied by Ronald Takaki's notion of a "different mirror." Developing this notion, Takaki asks,…

  18. Room for improvement? Leadership, innovation culture and uptake of quality improvement methods in general practice.

    Science.gov (United States)

    Apekey, Tanefa A; McSorley, Gerry; Tilling, Michelle; Siriwardena, A Niroshan

    2011-04-01

    Leadership and innovation are currently seen as essential elements for the development and maintenance of high-quality care. Little is known about the relationship between leadership and culture of innovation and the extent to which quality improvement methods are used in general practice. This study aimed to assess the relationship between leadership behaviour, culture of innovation and adoption of quality improvement methods in general practice. Self-administered postal questionnaires were sent to general practitioner quality improvement leads in one county in the UK between June and December 2007. The questionnaire consisted of background information, a 12-item scale to assess leadership behaviour, a seven-dimension self-rating scale for culture of innovation and questions on current use of quality improvement tools and techniques. Sixty-three completed questionnaires (62%) were returned. Leadership behaviours were not commonly reported. Most practices reported a positive culture of innovation, featuring relationship most strongly, followed by targets and information but rated lower on other dimensions of rewards, risk and resources. There was a significant positive correlation between leadership behaviour and the culture of innovation (r = 0.57; P improvement methods were not adopted by most participating practices. Leadership behaviours were infrequently reported and this was associated with a limited culture of innovation in participating general practices. There was little use of quality improvement methods beyond clinical and significant event audit. Practices need support to enhance leadership skills, encourage innovation and develop quality improvement skills if improvements in health care are to accelerate. © 2010 Blackwell Publishing Ltd.

  19. An evaluation of the National Public Health Leadership Institute--1991-2006: part I. Developing individual leaders.

    Science.gov (United States)

    Umble, Karl E; Baker, Edward L; Woltring, Carol

    2011-01-01

    Public health leadership development programs are widely employed to strengthen leaders and leadership networks and ultimately agencies and systems. The year-long National Public Health Leadership Institute's (PHLI) goals are to develop the capacity of individual leaders and networks of leaders so that both can lead improvement in public health systems, infrastructure, and population health. To evaluate the impact of PHLI on individual graduates using data collected from the first 15 cohorts. Between 1992 and 2006, PHLI graduated 806 senior leaders from governmental agencies, academia, health care, associations, nonprofit organizations, foundations, and other organizations. Of 646 graduates located, 393 (61%) responded to a survey, for an overall response rate of 49% (393/806). PHLI has included retreats; readings, conference calls, and webinars; assessments, feedback, and coaching; and action learning projects, in which graduates apply concepts to a work challenge aided by peers and a coach. A survey of all graduates and interviews of 34 graduates and one other key informant. PHLI improved graduates' understanding, skills, and self-awareness, strengthened many graduates' connections to a network of leaders, and significantly increased graduates' voluntary leadership activities at local, state, and national levels (P supportive peers and ideas, and bolstered confidence and interest in taking on leadership work. Nearly all graduates remained in public health. Some partially attributed to PHLI their promotions into more senior positions. Leadership development programs can strengthen and sustain their impact by cultivating sustained "communities of practice" that provide ongoing support for skill development and innovative practice. Sponsors can fruitfully view leadership development as a long-term investment in individuals and networks within organizations or fields of practice.

  20. Training tomorrow's global health leaders: applying a transtheoretical model to identify behavior change stages within an intervention for health leadership development.

    Science.gov (United States)

    Daniels, Joseph; Farquhar, Carey; Nathanson, Neal; Mashalla, Yohana; Petracca, Frances; Desmond, Michelle; Green, Wendy; Davies, Luke; O'Malley, Gabrielle

    2014-12-01

    Training health professionals in leadership and management skills is a key component of health systems strengthening in low-resource settings. The importance of evaluating the effectiveness of these programs has received increased attention over the past several years, although such evaluations continue to pose significant challenges. This article presents evaluation data from the pilot year of the Afya Bora Fellowship, an African-based training program to increase the leadership capacity of health professionals. Firstly, we describe the goals of the Afya Bora Fellowship. Then, we present an adaptation of the transtheoretical model for behavior change called the Health Leadership Development Model, as an analytical lens to identify and describe evidence of individual leadership behavior change among training participants during and shortly after the pilot year of the program. The Health Leadership Development Model includes the following: pre-contemplation (status quo), contemplation (testing and internalizing leadership), preparation - (moving toward leadership), action (leadership in action), and maintenance (effecting organizational change). We used data from surveys, in-depth interviews, journal entries and course evaluations as data points to populate the Health Leadership Development Model. In the short term, fellows demonstrated increased leadership development during and shortly after the intervention and reflected the contemplation, preparation and action stages of the Health Leadership Development Model. However, expanded interventions and/or additional time may be needed to support behavior change toward the maintenance stages. We conclude that the Health Leadership Development Model is useful for informing health leadership training design and evaluation to contribute to sustainable health organizational change. © The Author(s) 2014.