U.S. Army Self-Development: Enhancer or Barrier to Leader Development?

National Research Council Canada - National Science Library

Beagel, Milford

2003-01-01

On 25 May 2001, the U.S. Army Training and Leader Development Panel (ATLDP) released a report on the results of extensive research concerning the future direction of training and leader development...

Developing Educational Leaders for Social Justice: Programmatic Elements that Work or Need Improvement

Science.gov (United States)

Guerra, Patricia L.; Nelson, Sarah W.; Jacobs, Jennifer; Yamamura, Erica

2013-01-01

In this qualitative study, Brown's (2004) tripartite theoretical framework on leadership preparation was used to explore the role programmatic elements played in development as social justice leaders within an educational leadership preparation program located in the United States. Findings from focus groups with twelve former graduate students…

Leadership Development in Agricultural Economics: Challenges for Academic Units

OpenAIRE

Boland, Michael A.

2009-01-01

Crafting and executing strategy are key tasks to be carried out by a manager of an enterprise. Unit leaders are managers of an academic enterprise called a department. The objective of this paper is to provide an overview of information collected from interviews with unit leaders of departments of agricultural economics and discuss challenges being faced by these unit leaders in March 2009.

Evaluating pharmacy leader development through the seven action logics.

Science.gov (United States)

Philip, Achsah; Desai, Avani; Nguyen, Phouc Anne; Birney, Patrick; Colavecchia, Anthony; Karralli, Rusol; Smith, Lindsey; Lorimer, Dirk; Burgess, Gwen; Munch, Kyle; Daniel, Nelvin; Lionetti, Jason; Garey, Kevin W

2016-01-15

Pharmacy leader development over time was analyzed using the seven action logics. As part of an ongoing leadership seminar series, students were required to select a visionary pharmacy leader and conduct a structured interview to evaluate pharmacy leaders' action logics. A standardized questionnaire comprising 13 questions was created by the class. Questions addressed leadership qualities during the leaders' early years, education years, and work years. Transcripts were then coded by two separate trained investigators based on the leader's stage of life to provide a score for each action logic individually over time. Kappa coefficient was used to evaluate interrater agreement. A total of 14 leaders were interviewed. All leaders were currently employed and had won national awards for their contributions to pharmacy practice. Overall, there was 82% agreement between the two evaluators' scores for the various characteristics. Action logics changed based on the leaders' life stage. Using aggregate data from all leader interviews, a progression from lower-order action logics (opportunist, diplomat, expert) to higher-order action logics (strategist, alchemist) was found. Ten leaders (71%) were diplomats during their early years. Six leaders (43%) were experts during their education years, and 4 (29%) were strategists or alchemists. During the third life stage analyzed (the work years), 6 leaders (43%) were strategists, and 2 were alchemists. During their work years, all leaders had a percentage of their answers coded as alchemist (range, 5-22%). Throughout their professional careers, pharmacy leaders continually develop skills through formal education and mentorship that follow action logics. Copyright © 2016 by the American Society of Health-System Pharmacists, Inc. All rights reserved.

A self-consistent upward leader propagation model

International Nuclear Information System (INIS)

Becerra, Marley; Cooray, Vernon

2006-01-01

The knowledge of the initiation and propagation of an upward moving connecting leader in the presence of a downward moving lightning stepped leader is a must in the determination of the lateral attraction distance of a lightning flash by any grounded structure. Even though different models that simulate this phenomenon are available in the literature, they do not take into account the latest developments in the physics of leader discharges. The leader model proposed here simulates the advancement of positive upward leaders by appealing to the presently understood physics of that process. The model properly simulates the upward continuous progression of the positive connecting leaders from its inception to the final connection with the downward stepped leader (final jump). Thus, the main physical properties of upward leaders, namely the charge per unit length, the injected current, the channel gradient and the leader velocity are self-consistently obtained. The obtained results are compared with an altitude triggered lightning experiment and there is good agreement between the model predictions and the measured leader current and the experimentally inferred spatial and temporal location of the final jump. It is also found that the usual assumption of constant charge per unit length, based on laboratory experiments, is not valid for lightning upward connecting leaders

The Development of Leader Character through Crucible Moments

Science.gov (United States)

Byrne, Alyson; Crossan, Mary; Seijts, Gerard

2018-01-01

Business schools strive to develop leadership excellence in their students. In this essay, we suggest that educators should find ways to help students develop and deepen leader character, a fundamental component of exemplary leadership. Frequently, business school students have preconceived ideas of leadership, often neglecting leader character.…

Assessing the professional development needs of experienced nurse executive leaders.

Science.gov (United States)

Leach, Linda Searle; McFarland, Patricia

2014-01-01

The objective of this study was to identify the professional development topics that senior nurse leaders believe are important to their advancement and success. Senior/experienced nurse leaders at the executive level are able to influence the work environment of nurses and institutional and health policy. Their development needs are likely to reflect this and other contemporary healthcare issues and may be different from middle and frontline managers. A systematic way of assessing professional development needs for these nurse leaders is needed. A descriptive study using an online survey was distributed to a convenience sample of nurse leaders who were members of the Association of California Nurse Leaders (ACNL) or have participated in an ACNL program. Visionary leadership, leading complexity, and effective teams were the highest ranked leadership topics. Leading change, advancing health: The future of nursing, healthy work environments, and healthcare reform were also highly ranked topics. Executive-level nurse leaders are important to nurse retention, effective work environments, and leading change. Regular assessment and attention to the distinct professional development needs of executive-level nurse leaders are a valuable human capital investment.

United States Air Force Company Grade Officer PME and Leader Development: Establishing a Glide Path for Future Success

National Research Council Canada - National Science Library

Owens, Patrick

2002-01-01

.... This monograph addresses the role of PME at the company grade level in the development of Air Force officers in light of ongoing Army and Air Force leader development initiatives as well as recent...

Cross-Cultural Leader Development in a University Club: An Autoethnography

Directory of Open Access Journals (Sweden)

Jason Edward Lewis

2017-09-01

Full Text Available There is a growing body of research on the organization, effectiveness, and strategies of leadership teams. Less research exists on such aspects in cross-cultural teams. Little is known about how team leadership can be used in cross-cultural university clubs and how such settings foster leader development. Within the framework of existing literature, this analytic autoethnography examines how I develop leadership skills in university students cross-culturally through a student choir club by utilizing a team leadership model. This study provides an understanding of how leader development can occur in university clubs in cross-cultural settings through employing a team leadership model. Student club advisors may benefit from knowing the benefits of consciously developing leadership skills with club members and some strategies of how to develop such skills. Students might recognize the advantages of clubs that can help them become better leaders. Current club leaders can see that leadership skills can be developed in all types of clubs, especially within a choir. University administrators can see the practical value of extra-curricular student clubs in developing leaders.

Leader development transformation in the Army Nurse Corps.

Science.gov (United States)

Funari, Tamara S; Ford, Kathleen; Schoneboom, Bruce A

2011-01-01

The Army Nurse (AN) Corps is undergoing a historic transformation. Under the leadership of its Chief, MG Patricia Horoho, the Corps developed and implemented the AN Campaign Plan to insure that the Corps has the right capability and capacity to meet the current and future needs of the US Army. This article describes the work conducted by the AN Corps Leadership Imperative Action Team (Leader IAT) to develop full-spectrum leaders for the future. The mission of the Leader IAT is derived from both the AN Campaign plan as well as the operational objectives defined in the AN balanced scorecard. As a result of the analysis conducted during preparation of the AN Campaign Plan, several key gaps were identified regarding the Army Nurse Corps' ability to match leadership talents with the diverse demands of current missions, as well as its adaptability and flexibility to be prepared for unknown future missions. This article also introduces the Leadership Capability Map and other initiatives implemented to ensure the development of full-spectrum leaders who will be effective in the future military healthcare environment.

How to grow great leaders.

Science.gov (United States)

Ready, Douglas A

2004-12-01

Few leaders excel at both the unit and enterprise levels. More than ever, though, corporations need people capable of running business units, functions, or regions and focusing on broader company goals. It's up to organizations to develop leaders who can manage the inherent tensions between unit and enterprise priorities. Take the example of RBC Financial Group, one of the largest, most profitable companies in Canada. In the mid-1990's, RBC revamped its competitive strategy in a couple of ways. After the government announced that the Big Six banks in Canada could neither merge with nor acquire one another, RBC decided to grow through cross-border acquisitions. Additionally, because customers were starting to seek bundled products and services, RBC reached across its traditional stand-alone businesses to offer integrated solutions. These changes in strategy didn't elicit immediate companywide support. Instinctively, employees reacted against what would amount to a delicate balancing act: They would have to lift their focus out of their silos while continuing to meet unit goals. However, by communicating extensively with staff members, cross-fertilizing talent across unit boundaries, and targeting rewards to shape performance, RBC was able to cultivate rising leaders with the unit expertise and the enterprise vision to help the company fulfill its new aims. Growing such well-rounded leaders takes sustained effort because unit-enterprise tensions are quite real. Three common conditions reinforce these tensions. First, most organizational structures foster silo thinking and unimaginative career paths. Second, most companies lack venues for airing and resolving conflicts that arise when there are competing priorities. Third, many have misguided reward systems that pit unit performance against enterprise considerations. Such long-established patterns of organizational behavior are tough to break. Fortunately, as RBC discovered, people can be trained to think and work

Developing Senior Leaders for the Reserve Components

Science.gov (United States)

2017-01-01

expectation other than rudimentary dialogues on career paths. Some senior leaders are superb mentors , but this appears to be a result of the personality... mentoring discussions, as well as resources and senior -level attention to these expectations, could complement individual development plans and structured...including senior leaders. This extends to the reserve components (RC) and their “critical bridge to the civilian population, infusing the Joint

Practical Leader Development Program Using Emotional Intelligence

DEFF Research Database (Denmark)

Barfod, Jakob Rømer; Bakkegaard, Bjarne

2017-01-01

The Danish Army has more than ten years of experience working with developing emotional intelligence in the Royal Danish Army Officers’ Academy (RDAOA), and the Academy has developed military leaders who have benefitted from emotional intelligence training. Today many of the military leaders...... are better at understanding themselves as well as their ability to build relationships whilst under great pressure e.g. during combat operations. On the basis of field experience, qualitative research and quantitative data the effects of working with emotional intelligence in a structured way is presented...

The Principal as Professional Development Leader

Science.gov (United States)

Lindstrom, Phyllis H.; Speck, Marsha

2004-01-01

Individual teachers have the greatest effect on student performance. Principals, as professional development leaders, are in the best position to provide teachers with the professional development strategies they need to improve skills and raise student achievement. This book guides readers through a step-by-step process to formulate, implement,…

How Can the Norwegian Leader Development Program Improve to Better Develop Leaders?

Science.gov (United States)

2012-12-14

emotional intelligence , as defined by Daniel Goleman , is how leaders handle themselves and their relationships. More important than what a leader does...to be that leadership is a combination of art and science; some elements are trainable and controllable and some not. Daniel Goleman , well known for...introducing the groundbreaking term emotional intelligence to the study of leadership, presents six styles of leadership in “Leadership That Gets

Developing Future Leaders: The Role of Reflection in the Classroom

Science.gov (United States)

Roberts, Cynthia

2008-01-01

Leadership development continues to be a topic of conversation, education, and research. Reflection has been named as one of the key competencies needed for effective leaders particularly as the workplace grows more complex and multicultural. But how does one develop reflective skill in college students, the leaders of the future? This paper…

Leader Development Process in Pakistan Army at the Tactical Level

National Research Council Canada - National Science Library

Nawaz, Amer

2004-01-01

.... up to a maximum of seven years of service. It analyzes the present leader development process of Pakistan Army to see its effectiveness to train leaders at the tactical level to perform effectively in future...

Understanding Predicting and Supporting Leader Self-Development

National Research Council Canada - National Science Library

Boyce, Lisa A; Wisecarver, Michelle M; Zaccaro, Stephen J

2005-01-01

.... The model depicts a person with a mastery, work, and career-growth orientation as more motivated to perform leader self-development and more skilled at performing instructional and self-regulatory...

The Multiple Roles that Youth Development Program Leaders Adopt with Youth

Science.gov (United States)

Walker, Kathrin C.

2011-01-01

The roles that program leaders establish in their relationships with youth structure how leaders are able to foster youth development. This article examines the complex roles program leaders create in youth programs and investigates how they balanced multiple roles to most effectively respond to the youth they serve. Analyses of qualitative data…

The Sexual Harassment-Suicide Connection in the U.S. Military: Contextual Effects of Hostile Work Environment and Trusted Unit Leaders.

Science.gov (United States)

Griffith, James

2017-10-03

Sexual harassment has been associated with suicidal behaviors, and with the rise in suicides in the U.S. military, sexual harassment's role in suicide has been of growing interest. Lacking are studies that examine group- or unit-level variables in the relationship of sexual harassment to suicidal behaviors (thoughts, plans, and attempts). In this study, survey data from soldiers (12,567 soldiers in 180 company-sized units) who completed the Unit Risk Inventory administered during calendar year 2010 were analyzed using hierarchical linear modeling. At the individual level, sexual harassment was associated with a fivefold increase for risk of suicide. Reporting that leaders could be trusted was associated with a decreased suicide risk by about one-third. There was no statistically significant interaction between sexual harassment and trusted leaders in predicting the suicidal behaviors. At the group level, units or companies having higher levels of sexual harassment also had soldiers three times more at risk for suicide. A cross-leveling effect was also observed: Among units having higher levels of sexual harassment, the negative correlation (buffering effect of unit leaders on suicidal behaviors) was diminished. Implications of findings for preventing sexual harassment and suicide risk are discussed. © 2017 The American Association of Suicidology.

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

Developing physician-leaders: a call to action.

Science.gov (United States)

Stoller, James K

2009-07-01

The many challenges in health care today create a special need for great leadership. However, traditional criteria for physicians' advancement to leadership positions often regard academic and/or clinical accomplishments rather than the distinctive competencies needed to lead. Furthermore, physicians' training can handicap their developing leadership skills. In this context, an emerging trend is for health-care institutions to offer physician-leadership programs. This paper reviews the rationale for developing physician-leaders. Factors that underscore this need include: (1) physicians may lack inclinations to collaborate and to follow, (2) health-care organizations pose challenging environments in which to lead (e.g., because of silo-based structures, etc.), (3) traditional criteria for advancement in medicine regard clinical and/or academic skills rather than leadership competencies, and (4) little attention is currently given to training physicians regarding leadership competencies. Definition of these competencies of ideal physician-leaders will inform the curricula and format of emerging physician leadership development programs.

Building leaders paving the path for emerging leaders

CERN Document Server

Stoner, Charles R

2013-01-01

Although the selection and development of emerging leaders is fundamental to organizational growth and success, many organizations are facing a troubling scenario - a striking gap between the leaders they need and the talent available to assume the mantle of leadership. This book, grounded in empirical investigations and philosophical insights into the study of leadership, is designed to help emerging leaders bridge the gap between 'new leader' and confident, respected difference maker. From the development of leadership skills to the practice and application of successful strategies, award-wi

Reflection: an educational strategy to develop emotionally-competent nurse leaders.

Science.gov (United States)

Horton-Deutsch, Sara; Sherwood, Gwen

2008-11-01

This paper explores educational strategies for nurses that focus on reflectivity and promote the development of self-awareness, relationship and communication skills and ability to lead with presence and compassion in the midst of change. Today nurses move rapidly from carefully-controlled educational experiences to a fast-paced clinical world of increasing patient complexity amid calls for improved quality of care. Making the transition to clinical competence and leadership in practice requires a strong sense of self and emotional intelligence. Pedagogies that integrate theoretical and data-based textbook learning with experiential learning and reflection are a foundation for the development of emotionally- and intellectually-competent leaders and requires new ways of assessing learner outcomes. Reflection is a key instructional strategy for preparing transformational nurse leaders for interdisciplinary settings where they lead patient care management. The remarkable global spread of reflection in nursing education, practice and research follows an emphasis on developing self-awareness as a leadership strategy for improving individual and organizational performance. Empirical, experiential and anecdotal evidence suggests that reflection has the potential to prepare emotionally-capable nurse leaders. As educators create more reflective and nurturing learning environments, they will promote the development of emotionally-competent nurse leaders who will, in turn, inspire individual and organizational growth and positive change in society.

Developing Strategic Leaders for the War After Next

National Research Council Canada - National Science Library

Martin, Theodore D

2007-01-01

.... This paper analyzes the impact of the rise of BRIC (Brazil, Russia, India, China), technology, globalization, and makes recommendations for elements of a future strategic leader development model...

The ALIVE program: developing a web-based professional development program for nursing leaders in the home healthcare sector.

Science.gov (United States)

Lankshear, Sara; Huckstep, Sherri; Lefebre, Nancy; Leiterman, Janis; Simon, Deborah

2010-05-01

Home healthcare nurses often work in isolation and rarely have the opportunity to meet or congregate in one location. As a result, nurse leaders must possess unique leadership skills to supervise and manage a dispersed employee base from a distance. The nature of this dispersed workforce creates an additional challenge in the ability to identify future leaders, facilitate leadership capacity, and enhance skill development to prepare them for future leadership positions. The ALIVE (Actively Leading In Virtual Environments) web-based program was developed to meet the needs of leaders working in virtual environments such as the home healthcare sector. The program, developed through a partnership of three home healthcare agencies, used nursing leaders as content experts to guide program development and as participants in the pilot. Evaluation findings include the identification of key competencies for nursing leaders in the home healthcare sector, development of program learning objectives and participant feedback regarding program content and delivery.

Characteristics of LEADER program for rural development in Romania

Directory of Open Access Journals (Sweden)

Klára - Dalma POLGÁR (DESZKE

2015-06-01

Full Text Available The LEADER program is the fourth axis of European Agricultural Fund for Rural Development (EAFRD. The paper presents its time scheduling, the importance for development of the rural areas in European Union and in Romania, the measures of financing and its double role as a component fund of EAFRD, and also as a delivery mechanism for measures of the other three axes of EAFRD. The paper shows the way of implementing LEADER program in Romania, during 2007-2013. The state of implementing of the Romanian contribution from EAFRD is presented for the entire period and until the end of 2014.

Lending, Learning, Leading: Developing Results-Based Leaders in Opportunity Finance

Science.gov (United States)

Annie E. Casey Foundation, 2015

2015-01-01

This report tells the story of the CDFI Leadership Learning Network, a Casey Foundation initiative to equip leaders of community development finance institutions with the tools of results-based leadership (RBL). The Foundation shares lessons learned from the network, core RBL concepts and profiles of CDFI leaders as they apply RBL skills and tools…

Analysis and Prototyping of the United States Marine Corps Total Force Administration System (TFAS), Echelon II - A Web Enabled Database for the Small Unit Leader

National Research Council Canada - National Science Library

Simmons, Steven

2002-01-01

...), Echelon II - A Web Enabled Database for The Small Unit Leader. The analysis consisted of researching the characteristics of the current manpower system, MCTFS, and the conceptual tenets of the TFAS program...

Leadership Styles in United States Marine Corps Transport Helicopter Squadrons

Science.gov (United States)

1989-12-01

This thesis examined leadership styles in United States Marine Corps transport helicopter squadrons. Analyses were conducted to determine how... leadership styles related to subordinate extra effort, leader effectiveness, satisfaction with leader, unit cohesion, and unit morale. The importance of...military history to the development of military leaders was also examined. Leadership styles of officers were evaluated by the leader himself as well as

Developing Operational Leaders for the 21st Century

National Research Council Canada - National Science Library

Prickett, Shawn

2003-01-01

.... This will not change as we transform our military throughout the 21th Century. The development of operational leaders will continue to be a significant challenge for our military in the coming years...

Developing world class leader-managers for the evolving nuclear industry

International Nuclear Information System (INIS)

Konettsni, A.L.

2010-01-01

The author discusses the problems of educating and training the world-class leaders for nuclear industry. He specifies the leader's characters, emphasizing that common high standards of performance have been the hallmark of the industry for years. Rapid growth in the nuclear industry could diminish the self-discipline that has been developed over decades. He lists the US Naval Nuclear Propulsion Program fundamental principles developed over six decades. The author also dwells on corporate self-motivation, self-control, self-expectancy of optimism and company's image [ru

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…

An Assessment of the Senior Enlisted Leader Program at the United States Naval Academy

National Research Council Canada - National Science Library

Richardson, David

2000-01-01

.... The data analysis yielded eight themes related to the Senior Enlisted Leader Program. Six of these themes present positive aspects of the program, and two of these themes address areas for improvement. Overall, the data suggest that the Senior Enlisted Leader Program has had a significant positive impact on the leadership development of midshipmen and the Naval Academy as a whole.

Offering Prescriptions of Leader-Member Exchanges towards Developing Academic Talent in Higher Education

Science.gov (United States)

Horne, Andre Leonard

2017-01-01

This paper examines leader-member exchange behaviour for the development of academic talent in higher education. Drawing from a sample of academic leaders at a large South African university, interviews conducted with the chairs of departments (CoDs) provide new insight on development practices and actions for follower development within a…

Developing leaders' strategic thinking through global work experience: the moderating role of cultural distance.

Science.gov (United States)

Dragoni, Lisa; Oh, In-Sue; Tesluk, Paul E; Moore, Ozias A; VanKatwyk, Paul; Hazucha, Joy

2014-09-01

To respond to the challenge of how organizations can develop leaders who can think strategically, we investigate the relation of leaders' global work experiences--that is, those experiences that require the role incumbent to transcend national boundaries--to their competency in strategic thinking. We further examine whether leaders' exposure to a country whose culture is quite distinct from the culture of their own country (i.e., one that is culturally distant) moderates these relationships. Our analyses of 231 upper level leaders reveals that the time they have spent in global work experiences positively relates to their strategic thinking competency, particularly for leaders who have had exposure to a more culturally distant country. We discuss these findings in light of the research on international work experiences and leader development. PsycINFO Database Record (c) 2014 APA, all rights reserved.

Leadership Development in Governments of the United Arab Emirates: Re-Framing a Wicked Problem

Science.gov (United States)

Mathias, Megan

2017-01-01

Developing the next generation of leaders in government is seen as a strategic challenge of national importance in the United Arab Emirates (UAE). This article examines the wicked nature of the UAE's leadership development challenge, identifying patterns of complexity, uncertainty, and divergence in the strategic intentions underlying current…

Interpersonal influence among public health leaders in the United States department of health and human services.

Science.gov (United States)

Harris, Jenine K; Carothers, Bobbi J; Wald, Lana M; Shelton, Sarah C; Leischow, Scott J

2012-02-17

In public health, interpersonal influence has been identified as an important factor in the spread of health information, and in understanding and changing health behaviors. However, little is known about influence in public health leadership. Influence is important in leadership settings, where public health professionals contribute to national policy and practice agendas. Drawing on social theory and recent advances in statistical network modeling, we examined influence in a network of tobacco control leaders at the United States Department of Health and Human Services (DHHS). Fifty-four tobacco control leaders across all 11 agencies in the DHHS were identified; 49 (91%) responded to a web-based survey. Participants were asked about communication with other tobacco control leaders, who influenced their work, and general job characteristics. Exponential random graph modeling was used to develop a network model of influence accounting for characteristics of individuals, their relationships, and global network structures. Higher job ranks, more experience in tobacco control, and more time devoted to tobacco control each week increased the likelihood of influence nomination, as did more frequent communication between network members. Being in the same agency and working the same number of hours per week were positively associated with mutual influence nominations. Controlling for these characteristics, the network also exhibited patterns associated with influential clusters of network members. Findings from this unique study provide a perspective on influence within a government agency that both helps to understand decision-making and also can serve to inform organizational efforts that allow for more effective structuring of leadership.

Interpersonal influence among public health leaders in the United States Department of Health and Human Services

Directory of Open Access Journals (Sweden)

Jenine K. Harris

2012-02-01

Full Text Available Background. In public health, interpersonal influence has been identified as an important factor in the spread of health information, and in understanding and changing health behaviors. However, little is known about influence in public health leadership. Influence is important in leadership settings, where public health professionals contribute to national policy and practice agendas. Drawing on social theory and recent advances in statistical network modeling, we examined influence in a network of tobacco control leaders at the United States Department of Health and Human Services (DHHS. Design and Methods. Fifty-four tobacco control leaders across all 11 agencies in the DHHS were identified; 49 (91% responded to a web-based survey. Participants were asked about communication with other tobacco control leaders, who influenced their work, and general job characteristics. Exponential random graph modeling was used to develop a network model of influence accounting for characteristics of individuals, their relationships, and global network structures. Results. Higher job ranks, more experience in tobacco control, and more time devoted to tobacco control each week increased the likelihood of influence nomination, as did more frequent communication between network members. Being in the same agency and working the same number of hours per week were positively associated with mutual influence nominations. Controlling for these characteristics, the network also exhibited patterns associated with influential clusters of network members. Conclusions. Findings from this unique study provide a perspective on influence within a government agency that both helps to understand decision-making and also can serve to inform organizational efforts that allow for more effective structuring of leadership.

Professionalism, Portfolios and the Development of School Leaders.

Science.gov (United States)

Wildy, Helen; Wallace, John

1998-01-01

Describes how two reforms--portfolio culture and teacher professionalism--converge in a systemwide program for school leaders' professional development. Investigates use of portfolios to help (Australian) principals, deputy principals, and department heads improve their performance and accountability. Participants used portfolios as evidence of…

Community leaders' perspectives on socio-economic impacts of power-plant development

International Nuclear Information System (INIS)

Hastings, M.; Cawley, M.E.

1981-01-01

The primary focus of this research effort was to identify and measure the socioeconomic impacts of power plant development on non-metropolitan host communities. A mail survey, distributed to community leaders in 100 power plant communities east of the Mississippi River, was utilized to gather information from 713 respondents. Community leaders were questioned as to the plant's impact on (a) community groups, (b) aspects of community life, (c) overall community acceptance and (d) attitudes toward power plant development. Overall, the trends and patterns of plant impact on the host communities were found to be largely positive. Specifically, local employment opportunities were generally enhanced with the advent of the power plant. Directly related to power plant development was the overall improvement of the local economic situation. Off-shoots from such in the economic area included related general improvements in the community quality of life. While the vast majority of community leaders responded with positive comments on power plant presence, adverse impacts were also mentioned. Negative comments focused on environmental problems, deterioration of roads and traffic conditions, and the possibility of nuclear accidents. Despite these negative impacts, almost two-thirds of the community leaders would definitely support the reconstruction of the same energy facility. Power plant development, therefore, is generally perceived as both a positive and beneficial asset for the host area. (author)

Leader evaluation and team cohesiveness in the process of team development: A matter of gender?

Directory of Open Access Journals (Sweden)

Núria Rovira-Asenjo

Full Text Available Leadership positions are still stereotyped as masculine, especially in male-dominated fields (e.g., engineering. So how do gender stereotypes affect the evaluation of leaders and team cohesiveness in the process of team development? In our study participants worked in 45 small teams (4-5 members. Each team was headed by either a female or male leader, so that 45 leaders (33% women supervised 258 team members (39% women. Over a period of nine months, the teams developed specific engineering projects as part of their professional undergraduate training. We examined leaders' self-evaluation, their evaluation by team members, and team cohesiveness at two points of time (month three and month nine, the final month of the collaboration. While we did not find any gender differences in leaders' self-evaluation at the beginning, female leaders evaluated themselves more favorably than men at the end of the projects. Moreover, female leaders were evaluated more favorably than male leaders at the beginning of the project, but the evaluation by team members did not differ at the end of the projects. Finally, we found a tendency for female leaders to build more cohesive teams than male leaders.

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?

Implications of Leader-Member Exchange Theory and Research for Human Resource Development Research.

Science.gov (United States)

Burns, Janet Z.; Otte, Fred L.

1999-01-01

Leader/member exchange theory is proposed as an alternate approach to the study of organizational leadership. Recent research supports the theory but additional development work is needed. The theory seeks to explain how leader/member relationships develop and the behavioral components of leadership relations. Contains 74 references. (Author/JOW)

Role of Puskesmas Leader in Development of UKBM in Purbalingga District

Directory of Open Access Journals (Sweden)

Aryo Ginanjar

2016-06-01

Full Text Available Background: Implementation of Puskesmas function as the center of society empowerment was done through thedevelopment of UKBM in work region of Puskesmas. This research aims to know the role of Puskesmas leader in PurbalinggaDistrict, Central Java Province in the implementation of Puskesmas function as the the center of society empowermentthrough development of UKBM. Role of Puskesmas leader that were analyzed in this research were role of motivation,communication, leadership, guidance, observation and supervision. Methods: The mainsubject of this research were7 leaders of Puskesmas in Purbalingga District. The supporting subject were 7 people worked as Health Promotor in 7Puskesmas and 1 person worked as Head of Society Empowerment and Health Promotion Divition Purbalingga District.Research type is descriptive with qualitative approach. Results of indepth interview, observation, and document analysisshowed that the knowledgeof the Puskesmas leader in Purbalingga District concerning Puskesmas function as the center ofsociety empowrement represent the Health Paradigm through facilities in the form of UKBM as the active participation fromsociety to increase health degree of Indonesian society. Results: The role of Puskesmas leader in aspects of motivation, communication, guidance, supervise, and development of UKBM had been done well. The leadership role was applied bythe combination of Democratic and Autoritary style of leadership. The difference of the role between Puskesmas leadersfrom medical background and nonmedical background was found insupervision aspect. Conclusion: Department of Healthneeds to undertake human resource development in the health center which has a dual leadership with the workload sothat the role of supervision has not run optimally.

Nursing Leaders' Satisfaction with Information Systems in the Day-to-Day Operations Management in Hospital Units.

Science.gov (United States)

Peltonen, Laura-Maria; Junttila, Kristiina; Salanterä, Sanna

2018-01-01

Information usage in the day-to-day operations management of hospital units is complex due to numerous information systems in use. The aim of this study was to describe and compare nurse leaders' satisfaction with information systems used in the day-to-day operations management in hospital units. The design was a cross-sectional survey with five questions rated from one (disagree) to five (fully agree). The response rate was 65 % (n = 453). Respondents reported fair satisfaction with how information systems support decision-making (median 4, IQR 3-4) and improve ease of access to information (median 4, IQR 3-4). However, respondents were less satisfied with how systems improve speed of access to information (median 3, IQR 3-4). Nor did respondents think that systems were developed for them (median 3, IQR 2-4). Respondents further reported needing numerous systems daily to support decision-making (median 4, IQR 3-5). A clear need for one system, which would gather important information for display was stated (median 5, IQR 4-5). Work experience, gender and time when overseeing the unit were associated with some aspects related to satisfaction. In conclusion, information system improvements are needed to better support the day-to-day operations management in hospital units.

Career Pathways of Teacher Leaders in the United States: Adding and Path-Finding New Professional Roles

Science.gov (United States)

Eckert, Jonathan; Ulmer, Jasmine; Khachatryan, Edit; Ledesma, Patrick

2016-01-01

This study examines how participation in a US Department of Education policy fellowship influenced the career pathways of teacher leaders. This sample of teacher leaders is illustrative of teacher leadership development beyond the classroom and demonstrates challenges and opportunities. Notably, 64% of participants reported changing their…

Army National Guard Leader Development: Pot Luck or a Five-Course Meal?

Science.gov (United States)

2012-04-05

internal candidate, a product of Pepsi leadership pipeline. Pepsi has leadership talent because of judgment made years earlier that succession...planning – 20 leader development – was a CEO priority and commitment. Roger Enrico, former CEO prior to Reinemund, turbocharged the Pepsi process by...conducting his own leadership development program for the top 240 leaders at Pepsi . He personally conducted a program with nine vice presidents at a

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.

University of Wisconsin System Leaders' Perceptions of Economic Development

Science.gov (United States)

Eckmann, David A.

2017-01-01

This case study of one comprehensive university's economic-development engagement in its region was designed to better understand perceptions and actions by higher education leaders and economic development professionals. Findings indicated that one regional comprehensive university was an effective economic development partner because its leaders…

Exploring the notion of a 'capability for uncertainty' and the implications for leader development

Directory of Open Access Journals (Sweden)

Kathy Bennett

2016-10-01

Full Text Available Orientation: With uncertainty increasingly defining organisational contexts, executive leaders need to develop their ‘capability for uncertainty’ – the ability to engage with uncertainty in their organisational context and to lead others, while simultaneously managing their own experience of uncertainty. However, what constitutes such a holistic ‘capability for uncertainty’ is not clear. Research purpose: The purpose was to gain an understanding of what constitutes a capability for uncertainty. Motivation for the study: Gaining an understanding of what components constitute leaders’ capability for uncertainty would provide a basis for determining what interventions would be relevant for developing leaders towards achieving such a capability. Research approach, design and method: An interpretive qualitative approach was adopted, using interpretative phenomenological analysis to gain an understanding of what capability executive leaders developed through their lived experience of uncertainty. Two purposive samples of six executive leaders from two different South African companies (a private company and a state-owned company, which had both been experiencing long-term organisational uncertainty prior to and up to the time of the study, were used. Data were collected through semi-structured interviews. Main findings: The executives all developed their capability for uncertainty through lived experiences of uncertainty, to a greater or lesser extent. Five components were identified as constituting a holistic capability for uncertainty, as follows: a sense of positive identity, an acceptance of uncertainty, effective sense-making, learning agility and relevant leadership practices during organisational uncertainty. Practical/managerial implications: Organisations need to target and design leader development interventions to specifically develop these components of a holistic capability for uncertainty in executives and leaders, enabling

Formation and development of a leader channel in air

International Nuclear Information System (INIS)

Popov, N.A.

2003-01-01

A self-consistent model is constructed that makes it possible to investigate the formation of a leader channel in air and the evolution of the channel parameters in the developed stage, when the leader is as long as several meters or more. The initial stage of the formation of the channel is characterized by a rapid increase in the electron density and gas temperature, which is a consequence of the onset of thermal-ionizational instability. The radius of a fully developed plasma column at the current I 1 A in air at atmospheric pressure is R h congruent with 10 -2 cm. Then, because of the gas-dynamic and thermal expansion, the plasma radius R h increases considerably; as a result, the electric field and the reduced field E/N in the corresponding parts of the channel decrease. In the case under consideration, the field in the 'oldest' parts of the leader drops to 200 V/cm and even lower and the reduced field becomes as weak as E/N ≤ 10 Td. In this case, the densities of the main species of neutral and charged particles at the center of the channel remain close to their thermodynamically equilibrium values. The results of calculations are compared with the available experimental data

In Command And Out Of Control: Leaders Developing Teams That Thrive In Chaos And Ambiguity

Science.gov (United States)

2016-05-26

In Command and Out of Control: Leaders Developing Teams that Thrive in Chaos and Ambiguity A Monograph by...TITLE AND SUBTITLE Sa. CONTRACT NUMBER In Command and Out of Control: Leaders Developing Teams that Thrive in Chaos and Ambiguity Sb. GRANT NUMBER...the chaos and ambiguity associated with war. Teams must provide the innovative and creative solutions formerly left to the individual leader. This

Ethical Leadership, Leader-Member Exchange and Feedback Seeking: A Double-Moderated Mediation Model of Emotional Intelligence and Work-Unit Structure

Science.gov (United States)

Qian, Jing; Wang, Bin; Han, Zhuo; Song, Baihe

2017-01-01

This research elucidates the role of ethical leadership in employee feedback seeking by examining how and when ethical leadership may exert a positive influence on feedback seeking. Using matched reports from 64 supervisors and 265 of their immediate employees from a hotel group located in a major city in China, we proposed and tested a moderated mediation model that examines leader-member exchange (LMX) as the mediator and emotional intelligence as well as work-unit structure as double moderators in the relationships between ethical leadership and followers’ feedback-seeking behavior from supervisors and coworkers. Our findings indicated that (1) LMX mediated the positive relationship between ethical leadership and feedback seeking from both ethical leaders and coworkers, and (2) emotional intelligence and work-unit structure served as joint moderators on the mediated positive relationship in such a way that the relationship was strongest when the emotional intelligence was high and work-unit structure was more of an organic structure rather than a mechanistic structure. PMID:28744251

Leader evaluation and team cohesiveness in the process of team development: A matter of gender?

Science.gov (United States)

Sczesny, Sabine; Gumí, Tània; Guimerà, Roger; Sales-Pardo, Marta

2017-01-01

Leadership positions are still stereotyped as masculine, especially in male-dominated fields (e.g., engineering). So how do gender stereotypes affect the evaluation of leaders and team cohesiveness in the process of team development? In our study participants worked in 45 small teams (4–5 members). Each team was headed by either a female or male leader, so that 45 leaders (33% women) supervised 258 team members (39% women). Over a period of nine months, the teams developed specific engineering projects as part of their professional undergraduate training. We examined leaders’ self-evaluation, their evaluation by team members, and team cohesiveness at two points of time (month three and month nine, the final month of the collaboration). While we did not find any gender differences in leaders’ self-evaluation at the beginning, female leaders evaluated themselves more favorably than men at the end of the projects. Moreover, female leaders were evaluated more favorably than male leaders at the beginning of the project, but the evaluation by team members did not differ at the end of the projects. Finally, we found a tendency for female leaders to build more cohesive teams than male leaders. PMID:29059231

Role Orientation and Communication Behaviors of Faculty Governance Leaders.

Science.gov (United States)

Miller, Michael T.; Pope, Myron L.

This study, part of the National Data Base on Faculty Involvement in Governance project at the University of Alabama, attempted to profile the role orientations of faculty governance unit leaders, and to determine if those orientations differed under conditions of communication apprehension (how a unit leader interacts with others) or were…

Developing Air Force Acquisition Leaders for the 21st Century

National Research Council Canada - National Science Library

Latin, Anita

2003-01-01

... direction, skills, training and education, career management guidance, and leadership and command opportunities to nurture, develop, and retain acquisition officers to become the best strategic acquisition leaders...

Nursing science leaders.

Science.gov (United States)

Ortiz, Mario R

2015-04-01

This introduces the guest author's column on perspectives on the development of leaders in science. The need for leadership in science is discussed and a model for the development of science leaders in nursing is outlined. © The Author(s) 2015.

Student Organizations as Avenues for Leader Learning and Development.

Science.gov (United States)

Sessa, Valerie I; Alonso, Nicole; Farago, Pamela; Schettino, Gaynell; Tacchi, Kelcie; Bragger, Jennifer D

2017-09-01

This chapter describes theory and research demonstrating that the experiences students have within student organizations, and the people with whom they interact within those organizations, are powerful triggers for leader learning and development. © 2017 Wiley Periodicals, Inc., A Wiley Company.

Leader Development: The Importance of Communication, Trust, and Legacy

Science.gov (United States)

2014-06-13

Toyota Way were the spirit of challenge, kaizen (constantly improve performance), genchi genbutsu (philosophy of how leaders make decisions...the results will follow. Take responsibility for helping people advance through self-developing learning cycle. 3. Support Daily Kaizen : learn how

Developing Air Force Acquisition Leaders for the 21st Century

National Research Council Canada - National Science Library

Latin, Anita

2003-01-01

.... Given the importance that acquisition leaders play in the success of their organizations and in the development of our future warfighting capabilities, is the Air Force providing the appropriate...

Role of Puskesmas Leader in Development of UKBM in Purbalingga District

OpenAIRE

Ginanjar, Aryo; Intiasari, Arih Diyaning; Wiyoto, A. R Siswanto Budi

2016-01-01

Background: Implementation of Puskesmas function as the center of society empowerment was done through thedevelopment of UKBM in work region of Puskesmas. This research aims to know the role of Puskesmas leader in PurbalinggaDistrict, Central Java Province in the implementation of Puskesmas function as the the center of society empowermentthrough development of UKBM. Role of Puskesmas leader that were analyzed in this research were role of motivation,communication, leadership, guidance, obser...

Empowerment in nurse leader groups in middle management: a quantitative comparative investigation.

Science.gov (United States)

Spencer, Caroline; McLaren, Susan

2017-01-01

The aim was to investigate structural empowerment in nurse leaders in middle management positions. Objectives were to determine levels of empowerment of nurse leaders and to compare levels of empowerment between nurse leader groups. Access to formal and informal power, opportunity, resources, information and support are determinants of structural empowerment. Empowerment of nurse leaders in middle management positions is vital given their roles in enabling nursing teams to deliver high-quality care, benefitting both patient and workforce outcomes. Quantitative component of a mixed methods study using survey principles. The Conditions of Work Effectiveness Questionnaire II was distributed to the total population (n = 517) of nurse leaders in an NHS Foundation Trust in England. Nurse leader groups comprised unit leaders (sisters, matrons) and senior staff nurses. Quantitative data entered on spss v 17/18, were analysed using descriptive and inferential statistics. Overall, the unit response rate was 44·1% (n = 228). Levels of total and global empowerment were moderate and moderate to high respectively. Groups did not differ significantly on these parameters or on five elements of total empowerment, but significantly higher scores were found for unit leaders' access to information. Significantly higher scores were found for senior staff nurses on selected aspects of informal power and access to resources, but scores were significantly lower than unit leaders for components of support. A moderately empowered population of nurse leaders differed in relation to access to information, aspects of support, resources and informal power, reflecting differences in roles, spheres of responsibility, hierarchical position and the constraints on empowerment imposed on unit leaders by financial and resource pressures. Empowerment of nurse leaders in middle management is vital in enabling nursing teams to deliver high-quality care. Roles, spheres of responsibility, hierarchical

Ineffective participation: reactions to absentee and incompetent nurse leadership in an intensive care unit.

Science.gov (United States)

Rouse, Ruby A

2009-05-01

The aim of the present study was to analyse reactions to ineffective leader participation in an intensive care unit (ICU). Critical examination of leadership failures helps identify nurse manager behaviours to avoid. An online survey collected data from 51 interacting healthcare providers who work in an intensive care unit. Participants reported dissatisfaction with nurse leaders who were perceived as absent or ill prepared. Participants categorized intensive care unit productivity and morale as moderate to low. Multiple regression suggested the best predictor of perceived unit productivity was supervisor communication; the best predictor of employee morale was perceived leader mentoring. Intensive care unit nurses reported wanting active participation from their leaders and expressed dissatisfaction when supervisors were perceived as absent or incompetent. Ineffective leader participation significantly correlated with lower employee perceptions of productivity and morale. Senior managers should recruit and develop supervisors with effective participation skills. Organizations primarily concerned about productivity should focus on developing the communication skills of nurse leaders. Units mainly concerned with employee morale should emphasize mentorship and role modelling. Formal assessment of nurse leaders by all intensive care unit team members should also be used to proactively identify opportunities for improvement.

The Benevolent Leader Revisited: Children's Images of Political Leaders in Three Democracies

Science.gov (United States)

Greenstein, Fred I.

1975-01-01

Describes 10- to 14-year old children's responses to open-ended questions about political leaders in Britain, France, and United States in light of political socialization literature. For journal availability see SO 504 327. (ND)

Leaders' smiles reflect cultural differences in ideal affect.

Science.gov (United States)

Tsai, Jeanne L; Ang, Jen Ying Zhen; Blevins, Elizabeth; Goernandt, Julia; Fung, Helene H; Jiang, Da; Elliott, Julian; Kölzer, Anna; Uchida, Yukiko; Lee, Yi-Chen; Lin, Yicheng; Zhang, Xiulan; Govindama, Yolande; Haddouk, Lise

2016-03-01

Cultures differ in the emotions they teach their members to value ("ideal affect"). We conducted 3 studies to examine whether leaders' smiles reflect these cultural differences in ideal affect. In Study 1, we compared the smiles of top-ranked American and Chinese government leaders, chief executive officers, and university presidents in their official photos. Consistent with findings that Americans value excitement and other high-arousal positive states more than Chinese, American top-ranked leaders (N = 98) showed more excited smiles than Chinese top-ranked leaders (N = 91) across occupations. In Study 2, we compared the smiles of winning versus losing political candidates and higher versus lower ranking chief executive officers and university presidents in the United States and Taiwan/China. American leaders (N = 223) showed more excited smiles than Taiwanese/Chinese leaders (N = 266), regardless of election outcome or ranking. In Study 3, we administered self-report measures of ideal affect in college student samples from 10 different nations (N = 1,267) and then 8 years later, coded the smiles that legislators from those nations showed in their official photos (N = 3,372). The more nations valued excitement and other high arousal positive states, the more their leaders showed excited smiles; similarly, the more nations valued calm and other low-arousal positive states, the more their leaders showed calm smiles. These results held after controlling for national differences in democratization, human development, and gross domestic product per capita. Together, these findings suggest that leaders' smiles reflect the affective states valued by their cultures. (c) 2016 APA, all rights reserved).

What separates outstanding from average leaders? A study identifies leadership competencies and implications for professional development.

Science.gov (United States)

Nygren, D J; Ukeritis, M D

1992-11-01

As the healthcare crisis mounts, healthcare organizations must be managed by especially competent leaders. It is important for executives to assess and develop the competencies necessary to become "outstanding" leaders. In our study of leadership competencies among leaders of religious orders, we found that outstanding and average leaders appear to share characteristics such as the ability to articulate their group's mission, the ability to act efficiently, and the tendency to avoid impulsive behavior or excessive emotional expression. Outstanding leaders, however, differed from average leaders in seemingly small but significant ways. For instance, nearly three times as often as average leaders, outstanding leaders expressed a desire to perform tasks well--or better than they had been performed in the past. The study also assessed how members of religious orders perceived their leaders. In general, they tended to rate leaders of their religious institutes as transformational leaders--leaders who welcomed doing things in a new way and inspiring their own staffs to search out new ways to provide services.

Servant Leadership and Constructive Development Theory: How Servant Leaders Make Meaning of Service

Science.gov (United States)

Phipps, Kelly A.

2010-01-01

A connection between servant leadership and constructive developmental theory is proposed. A theoretical framework is offered that examines the subject and object relationship for servant leaders at progressive stages of meaning making, showing how the way leaders make meaning of service evolves with their constructive development. The framework…

Operator Training and TEMS Support: A Survey of Unit Leaders in Northern and Central California.

Science.gov (United States)

Young, Jason B; Galante, Joseph M; Sena, Matthew J

2013-01-01

Members of Special Weapons and Tactics (SWAT) teams routinely work in high-risk tactical situations. Awareness of the benefit of Tactical Emergency Medical Support (TEMS) is increasing but not uniformly emphasized. To characterize the current regional state of tactical medicine and identify potential barriers to more widespread implementation. A multiple-choice survey was administered to SWAT team leaders of 22 regional agencies in northern and central California. Questions focused on individual officer self-aid and buddy care training, the use and content of individual first aid kits (IFAKs), and the operational inclusion of a dedicated TEMS provider. Respondents included city police (54%), local county sheriff (36%), state law enforcement (5%), and federal law enforcement (5%). RESULTS showed that 100% of respondents thought it was ?Very Important? for SWAT officers to understand the basics of self-aid and buddy care and to carry an IFAK, while only 71% of respondents indicated that team members actually carried an IFAK. In addition, 67% indicated that tourniquets were part of the IFAK, and 91% of surveyed team leaders thought it was ?Very Important? for teams to have a trained medic available onsite at callouts or high-risk warrant searches. Also, 59% of teams used an organic TEMS element. The majority of SWAT team leaders recognize the benefit of basic Operator medical training and the importance of a TEMS program. Despite near 100% endorsement by unit-level leadership, a significant proportion of teams are lacking one of the key components including Operator IFAKs and/or tourniquets. Tactical team leaders, administrators, and providers should continue to promote adequate Operator training and equipment as well as formal TEMS support. 2013.

LEADER VS MANAGER. INFLUENCES AND CONTRIBUTIONS TO TEAM DEVELOPMENT.

Directory of Open Access Journals (Sweden)

Madlena NEN

2015-06-01

Full Text Available When exposed to the theoretic leadership concepts, it is rather rare that managers - either already acting or pursuing this role – don’t identify themselves as leaders. A leader is a person who motivates , supports and listens. To be a leader means to mobilize human resources , to establish a direction emerged from a personal vision on the evolution of things, to have the power to transform this vision into reality. And yet, real leaders are far more rare than most managers are ready to admit. Both have their added value within an organization and in practice it’s rather challenging to see things moving ahead without having both roles pulling together. So far, a leader's skills are necessary to deal with the ambiguities and uncertainties with which they are accustomed. Another aspect is the strategic positioning in case of conflict . This paper aims to identify the influences of a leader in team building.

Leader-member exchange theory and research : accomplishments and future challenges

NARCIS (Netherlands)

Breukelen, van W.; Schyns, B.; Blanc, Le P.M.

2006-01-01

In the Leader-Member Exchange (LMX) theory of leadership, the quality of the exchange relationship between a leader and a particular member of a work unit, team or organization is the basic unit of analysis (dyad). In this article, we try to answer the question whether research on the various

On the Simulation of the Interception of Lightning Dart Leaders

OpenAIRE

Long, Mengni; Becerra, Marley; Thottappillil, Rajeev

2015-01-01

This paper presents the numerical evaluation of the propagation of positive upward connecting leaders under the influence of lightning dart leaders. The simulation is performed with the self-consistent leader inception and propagation model - SLIM-. An analytical expression is derived for calculating the charge per unit length required to thermalize a new upward leader segment. The simulation is validated with two dart leader attachment events in a lightning triggering experiment reported in ...

Venture Leaders Prize for innovative technology projects

CERN Multimedia

2006-01-01

In co-operation with the GEBERT RÜF FOUNDATION and the Ernest & Young Entrepreneur of the Year Award, venturelab will be presenting the Venture Leaders Prize. The Venture Leaders Prize, which is the new guise of the NETS (New Entrepreneurs in Technology and Science) Prize, will give twenty research entrepreneurs with projects to develop innovative technologies the opportunity to win the chance of participating in a programme to assist them in starting up their companies. The winners will go to spend 10 days in the Boston area (United States) where they will take part in a development programme for their project, which will include an entrepreneurship course, opportunities to meet start-up companies and financing experts, etc. This prize has already spawned many companies such as id Quantique, Selexis or ABMI which have contributed to the economic development of regions, particularly in French-speaking Switzerland. The competition is open to students and scientists from all fields, who would like to s...

Perspectives on healthcare leader and leadership development

OpenAIRE

Scott, Elaine S.

2010-01-01

Elaine S ScottCollege of Nursing, Graduate Nursing Science Department, East Carolina University, Greenville, NC USAAbstract: Healthcare delivery systems are complex entities that must merge the best of administrative and clinical practices into a new model of leadership. But, despite growing recognition that healthcare organizational leaders must partner with clinical leaders to address patient safety, evidence based practice, financial sustainability, and capacity, tensions between the group...

Religious leaders unite to disarm hearts and minds

Directory of Open Access Journals (Sweden)

Monsignor Dieudonné Nzapalainga

2014-11-01

Full Text Available In the Central African Republic, where religion has been used as a tool to divide and manipulate the population, religious leaders have come together to promote tolerance and forgiveness as a basis for rebuilding peaceful cohabitation.

Clones, Drones and Dragons: Ongoing Uncertainties around School Leader Development

Science.gov (United States)

Walker, Allan

2015-01-01

This article examines a number of key issues around successful school leadership and leader development. Three metaphors are used to frame, track and analyse recent research and commentary in the area--these are clones, drones and dragons. Although development mechanisms rarely fall neatly within one category, the metaphors provide a useful way to…

Educating Future Leaders of the Sport-Based Youth Development Field

Science.gov (United States)

Whitley, Meredith A.; McGarry, Jennifer Bruening; Martinek, Thomas; Mercier, Kevin; Quinlan, Melissa

2017-01-01

In recent years, a substantial surge has occurred in the number of initiatives, events and organizations focused on using sport as a tool for development, peacebuilding and humanitarian efforts. This has created a growing need for educated leaders in the sport-based youth development field as the job market in this field continues to expand. The…

Leadership style and culturally competent care: Nurse leaders' views of their practice in the multicultural care settings of the United Arab Emirates.

Science.gov (United States)

El Amouri, Souher; O'Neill, Shirley

2014-01-01

Abstract It is well recognized that nurse-leader-managers play an important role in facilitating the quality and nature of hospital care, the improvement of work performance and work satisfaction. In the United Arab Emirates they face the additional challenge of working within a context of significant linguistic and cultural diversity where leadership in the provision of culturally competent care is a major requirement. With this goal at the fore, a sample of 153 nurse-leader-managers, including matrons, nursing directors, supervisors, nurses-in-charge and in-service education staff from 4 private and 6 government hospitals completed the multifactor leadership questionnaire (Bass & Avolio, 2004). The survey also explored participants' perceptions of the characteristics of good leaders and what they needed to do in their particular work place to enhance culturally competent care. The results showed nurse-leader-managers used both transformational and transactional leadership attributes but in different combinations across the two hospital types.

Developing as an academic leader in a university of technology in ...

African Journals Online (AJOL)

Developing as an academic leader in a university of technology in South Africa: Dealing with enabling and constraining teaching and learning environments. ... advancement, equity and transformation, Higher Education, narrative inquiry, ...

Leaders of Universities' Association Criticize World Bank's View on Developing Countries.

Science.gov (United States)

Morna, Colleen Lowe

1987-01-01

World Bank recommendations calling on developing countries to shift some of their higher-education funds to elementary and secondary education have prompted opposition from leaders of the International Association of Universities. (MLW)

Strategic Planning and Doctor Of Nursing Practice Education: Developing Today's and Tomorrow's Leaders.

Science.gov (United States)

Falk, Nancy L; Garrison, Kenneth F; Brown, Mary-Michael; Pintz, Christine; Bocchino, Joseph

2015-01-01

Strategic planning and thinking skills are essential for today's nurse leaders. Doctor of nursing practice (DNP) programs provide an opportunity for developing effective nurse strategists. A well-designed strategy course can stimulate intellectual growth at all levels of Bloom's Taxonomy. Discussion forums in online education provide new opportunities for rich interaction among peers en route to development of well-informed strategic plans. An interprofessional perspective adds a rich and vital aspect to doctoral nursing education and it serves to inform strategic plan development. A roadmap for teaching strategic planning to current and future nursing leaders will guide the integration of essential content into DNP programs.

Leader Development in Nuclear, Biological, and Chemical Defense: Trained and Ready

National Research Council Canada - National Science Library

Van

2001-01-01

.... Careful and deliberate preparation and emphasis on leader development now will obviate the devastating role of WMD in the future and ensure that the Army is nuclear, biological, and chemical (NBC) trained and ready...

Responding to Strategic and Organizational Uncertainty: Developing Army Leaders after Iraq and Afghanistan

Science.gov (United States)

2013-04-01

leader development not only reinforces bad habits, but also allows leaders to progress to their next rank lacking some of the training, experience...the rapid proliferation of smartphones and expansion of social media as a means to communicate with an even greater range of communications...A 2008 U.S. Army study revealed 30% of deployed Soldiers suffered from difficulty sleeping (58% of Soldiers with head injuries reported sleep

The effect of coronae on leader initiation and development under thunderstorm conditions and in long air gaps

International Nuclear Information System (INIS)

Aleksandrov, N.L.; Bazelyan, E.M.; Carpenter Jr, R.B.; Drabkin, M.M.; Raizer, Yu P.

2001-01-01

The initiation and development of a leader is theoretically studied by considering an electrode which is embedded in a cloud of space charge injected by a corona discharge. The focus is on the initiation of upward lightning from a stationary grounded object in a thundercloud electric field. The main results are also applicable to the leader process in long laboratory air gaps at direct voltage. Simple physical models of non-stationary coronae developing in free space near a solitary stressed sphere and of a leader propagating in the space charge cloud of coronae are suggested. It is shown that the electric field redistribution due to the space charge released by the long corona discharge near the top of a high object hinders the initiation and development of an upward leader from the object in a thundercloud electric field. The conditions for the formation of corona streamers that are required to initiate a leader are derived. The criteria are obtained for a leader to be initiated and propagate in the space charge cloud. A hypothesis is proposed that the streamers are never initiated near the top of a high object under thunderstorm conditions if at ground level there is only a slowly-varying electric field of the thundercloud. The streamers may be induced by the fast-rising electric field of distant downward leaders or intracloud discharges. (author)

Gooseprints : a model to develop seniors as empowering leaders

OpenAIRE

Cusack, Sandra A.; Thompson, Wendy

1998-01-01

Canada Geese are never stuck for leaders, because every goose shares the leadership. Every goose is a volunteer-every volunteer is a leader. Flying in V-formation is aerodynamically efficient-every individual- goose/volunteer gets more lift when all are working together. The purpose of this blueprint is to help you promote goose leadership by giving volunteers the lift they need to get them off the ground and flying high. Every volunteer is a potential leader, and when they get the lift that'...

The Development Needs of Newly Appointed Senior School Leaders in the Western Cape South Africa: A Case Study

Directory of Open Access Journals (Sweden)

Nelius Jansen van Vuuren

2017-12-01

Full Text Available The essential role that senior school leaders play in school leadership teams to ensure effective strategic leadership in schools has been the subject of intense discussion for many years. Crucial to this debate is the establishment of professional learning and leadership approaches for newly appointed senior school leaders. Recommendations for policy and practice highlight the importance of appropriate, multifaceted, developmental support initiatives for newly appointed school leaders. In many countries, including South Africa, a teaching qualification and, in most cases, extensive teaching experience is the only requirement for being appointed as a senior school leader in a school. This tends to suggest that no further professional development is required for newly appointed school leaders, the problem addressed in this paper. This paper reports on the main findings of the perceived development needs of newly appointed senior school leaders in the Western Cape, South Africa, and suggests that school leaders occupy a unique and specialist role in education, which requires relevant and specific preparation to support effective leadership. The respondents of this study report a lack of contextualised training and support before and after their appointment in their new roles creating unique development needs. This paper, therefore, employs a mixed-method approach to gather data to understand the perceived needs of twenty newly appointed senior school leaders in the Western Cape, South Africa.

Developing Leaders: The Role of Competencies in Rural Community Colleges

Science.gov (United States)

Eddy, Pamela L.

2013-01-01

Pending retirements underscore the need to develop community college campus leaders. Rural community colleges will be particularly hard-hit by changes in leadership as they represent the majority of 2-year colleges and face unique challenges given their location. To help address the anticipated leadership transition, the American Association of…

Nurse leaders' perceptions of an approaching organizational change.

Science.gov (United States)

Salmela, Susanne; Eriksson, Katie; Fagerström, Lisbeth

2013-05-01

The aim of the study was to achieve more profound understanding of nurse leaders' perceptions of an approaching organizational change. We used a three-dimensional hermeneutical method of interpretation to analyze text from 17 interviews. The results suggest that nurse leaders were positive toward and actively engaged in continual change to their units, even though they perceived themselves as mere spectators of the change process. The nurse leaders believed that change might benefit patients and patient care, yet their adaptation lacked deeper engagement. The approaching merger affected the nurse leaders' identities on a deeply personal level. They experienced uneasiness and anxiety with regard to being nurse leaders, the future of nursing care, and their mandate as patient advocates. Nurse leaders are in a critical position to influence the success of organizational change, but the organizations covered in this study were not incorporating their knowledge and experiences into the change.

Understanding health policy leaders' training needs.

Directory of Open Access Journals (Sweden)

Carey Roth Bayer

Full Text Available We assessed the training needs of health policy leaders and practitioners across career stages; identified areas of core content for health policy training programs; and, identified training modalities for health policy leaders.We convened a focus group of health policy leaders at varying career stages to inform the development of the Health Policy Leaders' Training Needs Assessment tool. We piloted and distributed the tool electronically. We used descriptive statistics and thematic coding for analysis.Seventy participants varying in age and stage of career completed the tool. "Cost implications of health policies" ranked highest for personal knowledge development and "intersection of policy and politics" ranked highest for health policy leaders in general. "Effective communication skills" ranked as the highest skill element and "integrity" as the highest attribute element. Format for training varied based on age and career stage.This study highlighted the training needs of health policy leaders personally as well as their perceptions of the needs for training health policy leaders in general. The findings are applicable for current health policy leadership training programs as well as those in development.

Professional Development in a Reform Context: Understanding the Design and Enactment of Learning Experiences Created by Teacher Leaders for Science Educators

Science.gov (United States)

Shafer, Laura

Teacher in-service learning about education reforms like NGSS often begin with professional development (PD) as a foundational component (Supovitz & Turner, 2000). Teacher Leaders, who are early implementers of education reform, are positioned to play a contributing role to the design of PD. As early implementers of reforms, Teacher Leaders are responsible for interpreting the purposes of reform, enacting reforms with fidelity to meet those intended goals, and are positioned to share their expertise with others. However, Teacher Leader knowledge is rarely accessed as a resource for the design of professional development programs. This study is unique in that I analyze the knowledge Teacher Leaders, who are positioned as developers of PD, bring to the design of PD around science education reform. I use the extended interconnected model of professional growth (Clarke & Hollingsworth, 2002; Coenders & Terlouw, 2015) to analyze the knowledge pathways Teacher Leaders' access as PD developers. I found that Teacher Leaders accessed knowledge pathways that cycled through their personal domain, domain of practice and domain of consequence. Additionally the findings indicated when Teacher Leaders did not have access to these knowledge domains they were unwilling to continue with PD design. These findings point to how Teacher Leaders prioritize their classroom experience to ground PD design and use their perceptions of student learning outcomes as an indicator of the success of the reform. Because professional development (PD) is viewed as an important resource for influencing teachers' knowledge and beliefs around the implementation of education reform efforts (Garet, et al., 2001; Suppovitz & Turner, 2000), I offer that Teacher Leaders, who are early implementers of reform measures, can contribute to the professional development system. The second part of this dissertation documents the instantiation of the knowledge of Teacher Leaders, who are positioned as designers and

A Critical Analysis of Attribute Development Programs for Army Leaders

Science.gov (United States)

2016-06-10

implement a holistic approach to developing attributes within its members. These domains are human performance, psychological performance, spiritual ...A CRITICAL ANALYSIS OF ATTRIBUTE DEVELOPMENT PROGRAMS FOR ARMY LEADERS A thesis presented to the Faculty of the U.S. Army...RETURN YOUR FORM TO THE ABOVE ADDRESS. 1. REPORT DATE (DD-MM-YYYY) 10-06-2016 2. REPORT TYPE Master’s Thesis 3. DATES COVERED (From - To) AUG 2015

Sustaining leaders of cancer support groups: the role, needs, and difficulties of leaders.

Science.gov (United States)

Butow, Phyllis; Ussher, Jane; Kirsten, Laura; Hobbs, Kim; Smith, Katharine; Wain, Gerald; Sandoval, Mirjana; Stenlake, Annie

2005-01-01

Cancer support groups are an important source of support for cancer patients, yet little is known about the characteristics of, and barriers to, effective leadership, and the training needs of both professionally trained and untrained leaders. This study explored the views of 179 leaders of 184 cancer support groups in NSW, Australia, regarding these issues. Four hundred and sixteen members of 50 groups selected from the larger cohort completed questionnaires eliciting the importance of group processes, including leader qualities, and satisfaction with group leadership. Finally, members of nine groups participated in focus groups regarding effective group processes. The importance of the leader(s) was emphasized in all stages of the research. Fifty-nine percent of group leaders were currently experiencing a difficulty, primarily related to infrastructure or group process. Three characteristics of effective leaders were identified: educational qualities, facilitation skills, and personal qualities. There is clearly a need to develop and evaluate effective interventions to maintain leaders in these roles, if the proven benefits for cancer patients are to be protected.

The United States Air Force Aims to be Fueled by Innovation, but is it Developing Leaders Who Can Hit That Target?

Science.gov (United States)

2014-06-13

Followership requires Airmen to align priorities and actions toward chain of command guidance and to exercise flexibility and adapt quickly to alternating role... actions (Schein 2010, 367). Conversely, leaders having a more optimistic view of human nature, one that believes that people are generally self-motivated... Actions taken by leaders to increase employee confidence in their abilities (self-efficacy) may in fact motivate creativity (Mumford, Robledo, and

Who helps the leaders? Difficulties experienced by cancer support group leaders.

Science.gov (United States)

Kirsten, Laura; Butow, Phyllis; Price, Melanie; Hobbs, Kim; Sunquist, Kendra

2006-07-01

Cancer support groups are an important source of support for cancer patients, yet little is known about the challenges and training needs of both professionally trained and untrained leaders. The aim of this study was to discover the difficulties experienced and training desired by cancer support group leaders. Twenty-seven leaders of 34 cancer support groups participated in focus groups or individual interviews. Groups were purposively selected as representative of 173 support groups identified in New South Wales which were for adults with cancer and/or their adult carers and were not therapeutic or education-only groups. Difficulties identified included dealing with people's different communication styles and needs; dealing with recurrence, metastases and death; practical issues, including resources, setting the programme and funding security; maintaining personal balance and preventing burn out; establishing group credibility; dealing with group cycles; and leading groups in rural areas. Leaders also identified benefits and rewards from group leadership such as contributing to others' well-being, self-development and insight into others' lives. Non-professionally trained leaders experienced more difficulties, particularly in dealing with group process and practical issues. Difficulties identified were related both to working with a cancer population specifically and to working with groups in general. While some issues were common to both health professionals and non-health professionals, non-health professionals reported greater supportive needs. Clear guidelines, targeted training and development of better methods of support to reduce the stress and burn out experienced by group leaders are needed.

Bossing or serving?: How leaders execute effectively.

Science.gov (United States)

Kerfoot, Karlene

2008-04-01

Many new leaders believe that the way to get things done is to be autocratic and directive. Successful leadership is a negotiated process with the employees that must be mutually satisfying for the evolution into a high-performing unit or organization. Well-intentioned leaders often overlook the very simple truth of learning to help people move forward in their work and to treat people as decent human beings.

Bossing or serving? How leaders execute effectively.

Science.gov (United States)

Kerfoot, Karlene

2007-01-01

Many new leaders believe that the way to get things done is to be autocratic and directive. Successful leadership is a negotiated process with the employees that must be mutually satisfying for the evolution into a high-performing unit or organization. Well-intentioned leaders often overlook the very simple truth of learning to help people move forward in their work and to treat people as decent human beings.

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.

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…

Why the world needs moral leaders

DEFF Research Database (Denmark)

Mehlsen, Camilla

2009-01-01

The educational system plays a huge role in developing the moral leaders of tomorrow. The Quarterly takes a closer look at diversity in South Africa's schools, at the young generation in China, and at the making of moral leaders with both a global and local mindset.......The educational system plays a huge role in developing the moral leaders of tomorrow. The Quarterly takes a closer look at diversity in South Africa's schools, at the young generation in China, and at the making of moral leaders with both a global and local mindset....

CONSIDERATIONS CONCERNING THE EVOLUTION OF THE LOCAL DEVELOPMENT STRATEGY OF SOME LEADER TERRITORIES IN ARAD COUNTY

Directory of Open Access Journals (Sweden)

Radu Lucian Blaga

2014-12-01

Full Text Available Romanian National Rural Development Programme (NRDP 2007-2013 is the document, which applies EU Common Agricultural Policy in Romania as EU member state. LEADER, as part of EU Common Agricultural Policy was developed like territory planning policies focused on the rural area of intervention. It proved more effective and productive, being decided and implemented at local level by the local actors, using clear and transparent procedures for the evaluation of strategic objectives and plans, having the support of local governments and technical assistance necessary to transmit best practices. The European Agricultural Fund for Rural Development (EAFRD finances investments in LEADER axis, using intervention areas (priority 1, priority 2 and priority 3 and related measures to NRDP. These measures can be found in a variable degree at the level of the Local Development Strategy (LDS elaborated by The Local Action Groups (LAGs, LEADER territory concerned. Based on these issues, the paper seeks to present some practical considerations of the assessment of the LAG‟s activities in the implementation of strategy, scientifically linked to the portfolio analysis activities (intervention areas and measures that compound the Local Development Strategy of some LEADER entities of the Arad County. The evaluation used outcome indicators for implementation of the Strategy.

Kansas nurse leader residency programme: advancing leader knowledge and skills.

Science.gov (United States)

Shen, Qiuhua; Peltzer, Jill; Teel, Cynthia; Pierce, Janet

2018-03-01

To evaluate the effectiveness of the Kansas Nurse Leader Residency (KNLR) programme in improving nurses' leadership knowledge and skills and its acceptability, feasibility and fidelity. The Future of Nursing Report (Institute of Medicine, 2011) calls for nurses to lead change and advance health. The 6-month KNLR programme was developed by the Kansas Action Coalition to support nurses' leadership development. Nurses (n = 36) from four nursing specialties (acute care, long-term care, public health and school health) participated in the programme. The adapted Leader Knowledge and Skill Inventory was used to assess leadership knowledge and skills. Programme acceptability, feasibility and implementation fidelity also were evaluated. The programme completion rate was 67.7% (n = 24). Programme completers had significantly improved self-assessed and mentor-assessed leadership knowledge and skills (p leaders are critical for successful transition into management positions. © 2017 John Wiley & Sons Ltd.

Assessing Leader Development: Lessons from a Historical Review of MBA Outcomes

Science.gov (United States)

Passarelli, Angela M.; Boyatzis, Richard E.; Wei, Hongguo

2018-01-01

Graduate management education seeks to enhance the likelihood that graduates will be effective leaders, managers, or professionals. This requires programs that are designed to enable students to develop the related competencies, and increasing regulatory pressures require programs to document evidence of success. However, both the design of…

Contemporary Student Activism Context as a Vehicle for Leader Identity Development

Science.gov (United States)

Ivester, Stephen B.

2013-01-01

Contemporary college student activism efforts are growing. Little research has been conducted on student activism and leadership development. As student affairs educators consider leadership an important part of an undergraduate education it is important to consider how the context of activism actually influences student leader identity…

Authenticating the Leader

DEFF Research Database (Denmark)

Johnsen, Christian Garmann

As authentic leadership, with its dictum of being true to the self, has become increasingly influential among practitioners and mainstream leadership scholars, critical writers have drawn attention to the negative consequences of this development. Yet, few scholars have investigated the problem...... of authentication within discourse of authentic leadership. If authentic leadership is to make any sense, it is necessary to be able to distinguish the authentic from the inauthentic leader – in other words, it is necessary to authenticate the leader. This paper uses Gilles Deleuze’s reading of Plato as the point...... of departure for discussing the problem of authentication – separating the authentic leader form the inauthentic one – in the leadership guru Bill George’s model of authentic leadership. By doing so, the paper offers a way of conceptualizing the problem of authenticating leaders, as well as challenging...

Leaders Growing Leaders: Designing a Tier-Based Leadership Program for Surgeons.

Science.gov (United States)

Torbeck, Laura; Rozycki, Grace; Dunnington, Gary

2018-02-07

Leadership has emerged as a crucial component of professional development for physicians in academic medicine. Most leadership skills can be learned and therefore best practices of delivering leadership development are in high demand. For practicing surgeons, specific strategies to teach leadership have been lacking. The purpose of this paper is to describe the structure of a tier-based leadership development program called Leaders Growing Leaders, to identify the major curricular components to each tier including measures and outcomes, and to share lessons learned for those who may want to begin a similar leadership development program. Copyright © 2018 Association of Program Directors in Surgery. Published by Elsevier Inc. All rights reserved.

Health care leader competencies and the relevance of emotional intelligence.

Science.gov (United States)

Weiszbrod, Twila

2015-01-01

As health care leader competencies continue to be refined and emphasized in health care administration educational programs, the "soft skills" of emotional intelligence have often been implied, but not included explicitly. The purpose of this study was to better understand what relationship, if any, could be identified between health care leader competencies and emotional intelligence. A quantitative correlational method of study was used, utilizing self-assessments and 360-degree assessments of both constructs. There were 43 valid participants in the study, representing the various types of health care delivery systems. Correlational analysis suggested there was a positive relationship; for each unit of increase in emotional intelligence, there was a 0.6 increase in overall health care leadership competence. This study did not suggest causation, but instead suggested that including the study and development of emotional intelligence in health care administration programs could have a positive impact on the degree of leader competence in graduates. Some curricula suggestions were provided, and further study was recommended.

Developing Science and Mathematics Teacher Leaders through a Math, Science & Technology Initiative

Science.gov (United States)

Green, André M.; Kent, Andrea M.

2016-01-01

This study explores the effects of a professional development teacher leadership training program on the pedagogical and content development of math and science teacher leaders at the elementary level. The study is qualitative in nature, and the authors collected data using the online survey instrument Survey Monkey. The major implications of the…

[Identification of community leaders].

Science.gov (United States)

Chevalier, S; Dedobbeleer, N; Tremblay, M

1995-01-01

Although many methods of measuring leadership have been developed in sociological studies, there are few articles on the feasibility of these methods. The goal of this study was to verify the feasibility of the "modified positional-reputational approach" developed by Nix. The study was conducted in a small community located north of Montreal. Nix's questionnaire was translated, adapted and administered to 49 key informants. Two hundred and fourteen leaders were selected. Three types of leaders were identified: the legitimizers, the effectors and the activists. Through a sociometric analysis, we established links between the different leaders and we described the power structure of the community. Despite a few shortcomings, Nix's approach was found extremely useful.

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.

No leadership without being a leader

International Nuclear Information System (INIS)

Wolfe, B.

1985-01-01

If the United States wants to help shape the future of a possibly vital energy option, and if it wants to continue to pursue its nonproliferation objectives through commercial nuclear power, it can only do this through a strong domestic nuclear power base and technological leadership. To strengthen nuclear power in the United States requires that long-term institutional arrangements be developed so that legitimate government responsibilities for public safety and international security can be carried out within a framework supportive of nuclear power. To become a technological leader once again requires the willingness to invest in technological advances not now economic. The author proposes revival of the Atoms for Peace program, the regaining of nuclear leadership and through it, the progress, the adventure, and the influence of the past

What role can nurse leaders play in reducing the incidence of pressure sores?

Science.gov (United States)

Wurster, Joan

2007-01-01

Pressure sores have plagued the nursing profession for many years as a major health care problem in terms of a patient's suffering and financial cost. Pressure sores are increasingly common in hospitalized patients in the United States with a 63% increase from 1993 to 2003. The nurse leader is accountable for the occurrence of pressure sores, a nurse-sensitive indicator, by a scorecard which is benchmarked against other facilities. The nurse leader must take a systematic approach in the prevention of pressure sores, with the strategy being consistent and motivating to the staff in order to improve patient outcome. The chief nursing officer, the unit manager, and the bedside nurse must all collaborate to prevent tissue injury in patients at risk for developing pressure sores and to promote wound healing in patients with existing breakdown.

Leader self-definition and leader self-serving behavior

NARCIS (Netherlands)

Rus, Diana; van Knippenberg, Daan; Wisse, Barbara

The present research investigated the relationship between leader self-definition processes and leader self-serving behaviors. We hypothesized that self-definition as a leader interacts with social reference information (descriptive and injunctive) in predicting leader self-serving actions Six

The Mindful Coach Seven Roles for Facilitating Leader Development

CERN Document Server

Silsbee, Doug

2010-01-01

Written for executive coaches, teachers, and other development professionals, the book explores the  seven roles or "Voices" that coaches assume while working with a client. The "Voices" are: Master, Partner, Investigator, Reflector, Teacher, Guide and Contractor. Silsbee illuminates the dynamic relationship between these roles, and integrates them in an intelligent roadmap for any coaching conversation. This book offers a helpful resource for internal and external executive coaches as well as leader coaches, consultants, trainers, teachers, and facilitators.

Workshops for the development of evidence-based practice among nursing leaders: a pilot study

Directory of Open Access Journals (Sweden)

Fernanda Carolina Camargo

2017-12-01

Full Text Available The objective of this study was to analyze the effectiveness of motivational workshops to implement Evidence Based Practice (EBP among nursing leaders. This was a pilot, virtually experimental, before and after type study, conducted in a public teaching hospital. Researchers applied the Evidence-Based Practice Questionnaire and The Barriers to Research Utilization Scale and analyzed differences of means via Student’s t-test for paired samples or Wilcoxon’s test for non-parametric data. Although they had positive attitudes towards EBP, the workshops were not effective in broadening skills (initial mean=109.8; final mean=107, p=0.58. However, they significantly reduced the perception of barriers (initial mean=73.2; final mean=66.6, p<0.10, the main ones being related to the lack of authority to propose changes, and work overload. Researchers observed that the intervention was effective for motivational purposes. Conducting new research to assess the inclusion of this practice in units headed by nursing leaders is encouraged.

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 ...

Transforming Junior Leader Development: Developing the Next Generation of Pentathletes

National Research Council Canada - National Science Library

Haynes, Kenneth G

2007-01-01

.... The convergence of Full Spectrum Operations, Network Centric Warfare, and Krulak's "Three Block War" have facilitated an urgent need for junior leaders that are more capable, adaptive, and mature...

What about the leader? Crossover of emotional exhaustion and work engagement from followers to leaders.

Science.gov (United States)

Wirtz, Nina; Rigotti, Thomas; Otto, Kathleen; Loeb, Carina

2017-01-01

Although a growing body of research links leadership behavior to follower health, comparatively little is known about the health effects of being in the lead. This longitudinal study of 315 team members and 67 leaders examined the crossover of emotional exhaustion and work engagement from followers to leaders. Leader emotional self-efficacy was tested as a moderator in the crossover process. Multiple regression analyses revealed that followers' work engagement was positively related to leaders' work engagement eight months later, controlling for followers' tenure with the leader, leader gender, autonomy, workload, and work engagement at Time 1. Leaders' emotional self-efficacy did not moderate the crossover of work engagement. Followers' emotional exhaustion was not directly related to leaders' emotional exhaustion over time. We did find a significant interaction effect for follower emotional exhaustion and leader emotional self-efficacy. This study is the first to show that crossover of emotional exhaustion and work engagement can unfold over time from team members to leaders. Main theoretical implications lie in the finding that-in line with job demands-resources theory-followers' psychological states can pose a demand or resource for leaders, and influence their well-being. For practitioners, our results offer valuable insights regarding the design of organizational health interventions as well as leadership development measures. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Succession Planning for Nursing Leaders in a College of Nursing

Science.gov (United States)

Tucker, Cheryl A.

2017-01-01

The Institute of Medicine (2011) challenged nursing to ensure the nursing workforce includes a sufficient number of academic nurse leaders, nurse educators, and doctorally prepared nurses for the future healthcare needs of the people of the United States. National data reveals a fragile supply of academic nurse educators and leaders. This tenuous…

Profile of an excellent nurse manager: identifying and developing health care team leaders.

Science.gov (United States)

Kallas, Kathryn D

2014-01-01

The purpose of this research was to identify the profile of an excellent nurse manager who can lead effective health care teams. Leadership attributes and competencies that characterize an excellent nurse manager and tools to identify them are lacking in the literature but are required to efficiently and effectively address the growing shortage of registered nurses (RNs) in health care team leadership roles and the critical linkage of these roles to patient outcomes. A profile of an excellent nurse manager was developed on the basis of the responses of nurse managers across the United States who had been identified as excellent or competent by chief nurse executive assessment or/and the Nurse Manager Ability, Leadership, and Support of Nurses staff survey to the Kouzes and Posner Leadership Practices Inventory: Self Instrument. Statistically significant distinctions exist between nurse managers who are excellent and those who are competent as assessed by the Five Practices of Exemplary Leadership, which together comprise the profile of an excellent nurse manager. The Kouzes and Posner Leadership Practices Inventory: Self Instrument can be used to identify, recruit, and develop RNs in the nurse manager role as excellent leaders of effective health care teams.

A Strategy to Support Educational Leaders in Developing Countries to Manage Contextual Challenges

Science.gov (United States)

Wolhuter, Charl; van der Walt, Hannes; Steyn, Hennie

2016-01-01

The central theoretical argument of this paper is that educational leadership and organisational development and change in educational institutions in developing countries will not be effective unless school leaders are aware of the challenges posed by contextual factors that might have an impact on their professional activities. The article…

Servant Leader Development at Southeastern University

Science.gov (United States)

Rohm, Fredric W., Jr.

2013-01-01

Servant leadership as envisioned by Robert Greenleaf (1970) is a philosophy whereby leaders put the interests and growth of the follower ahead of themselves. Though the concept has been around since antiquity, scholars and practitioners in organizations began to embrace and expand the idea since the early 1990s. There are currently 20 models of…

The Impact of Transformational Leadership on Leader-Follower Work Value Congruence

Directory of Open Access Journals (Sweden)

David Bosch

2013-09-01

Full Text Available This study builds on the theory that transformational leadership impacts perceptions of leader-follower value congruence. The study examines intrinsic, altruistic, and social work values in a sample of 150 workers in the United States. The hypotheses tested that different levels of transformational leadership, as perceived by followers, are positively related to follower perceptions of leader-follower intrinsic, altruistic, and social work value congruence. Utilizing hierarchical multiple regression, the findings indicate that  levels of perceived transformational leadership are positively related to higher levels of perceived leader-follower intrinsic, altruistic, and social work value congruency. This study used four different measurement tools to test these hypotheses and controlled for task-oriented behaviors, tenure with supervisor as well as race, gender, and age similarity with supervisor. The findings suggest that organizations involved in a restructuring or reorganization due to either internal or external circumstances should emphasize developing leaders’ transformational leadership behaviors in order to capture benefits related to value congruency.

Women Religious Leaders and Stress.

Science.gov (United States)

Rayburn, Carole A.; And Others

This study examined stress, strain, and coping mechanisms in women religious leaders. Subjects were nuns (N=51), Reform women rabbis (N=45), Episcopal women priests (N=32), United Methodist clergywomen (N=45) and Presbyterian clergywomen (N=45), matched for age and years on the job and pulpit assignments. All subjects were given the Osipow and…

Volunteers: A Challenge For Extension Workers: Developing Volunteer Leaders From Disadvantaged Families.

Science.gov (United States)

Partin, Minerva O.; And Others

A series of guidelines for use by Extension agents, as they involve socially and economically disadvantaged youth and adults in volunteer leadership roles in rural and urban Extension programs, is presented. Section headings are: Know Your Audience, Establish Rapport, Levels of Leadership, Leader Development, Leadership Roles, Volunteer…

The double-edged sword of leader charisma: Understanding the curvilinear relationship between charismatic personality and leader effectiveness.

Science.gov (United States)

Vergauwe, Jasmine; Wille, Bart; Hofmans, Joeri; Kaiser, Robert B; De Fruyt, Filip

2018-01-01

This study advanced knowledge on charisma by (a) introducing a new personality-based model to conceptualize and assess charisma and by (b) investigating curvilinear relationships between charismatic personality and leader effectiveness. Moreover, we delved deeper into this curvilinear association by (c) examining moderation by the leader's level of adjustment and by (d) testing a process model through which the effects of charismatic personality on effectiveness are explained with a consideration of specific leader behaviors. Study 1 validated HDS charisma (Hogan Development Survey) as a useful trait-based measure of charisma. In Study 2 a sample of leaders (N = 306) were assessed in the context of a 360-degree development center. In line with the too-much-of-a-good-thing effect, an inverted U-shaped relationship between charismatic personality and observer-rated leader effectiveness was found, indicating that moderate levels are better than low or high levels of charisma. Study 3 (N = 287) replicated this curvilinear relationship and further illustrated the moderating role of leader adjustment, in such a way that the inflection point after which the effects of charisma turn negative occurs at higher levels of charisma when adjustment is high. Nonlinear mediation modeling further confirmed that strategic and operational leader behaviors fully mediate the curvilinear relationship. Leaders low on charisma are less effective because they lack strategic behavior; highly charismatic leaders are less effective because they lack operational behavior. In sum, this work provides insight into the dispositional nature of charisma and uncovers the processes through which and conditions under which leader charisma translates into (in)effectiveness. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Competitive Pricing by a Price Leader

OpenAIRE

Abhik Roy; Dominique M. Hanssens; Jagmohan S. Raju

1994-01-01

We examine the problem of pricing in a market where one brand acts as a price leader. We develop a procedure to estimate a leader's price rule, which is optimal given a sales target objective, and allows for the inclusion of demand forecasts. We illustrate our estimation procedure by calibrating this optimal price rule for both the leader and the follower using data on past sales and prices from the mid-size sedan segment of the U.S. automobile market. Our results suggest that a leader-follow...

Preparing nurse leaders for 2020.

Science.gov (United States)

Huston, Carol

2008-11-01

This article highlights eight leadership competencies likely to be an essential part of the nurse leader's repertoire in 2020. Planning for the future is difficult, even when environments are relatively static. When environments are dynamic, the challenges multiply exponentially. Unfortunately, few environments have been more unpredictable in the 21st century than health care. The healthcare system is in chaos, as is much of the business world. It is critical then that contemporary nursing and healthcare leaders identify skill sets that will be needed by nurse leaders in 2020 and begin now to create the educational models and management development programs necessary to assure these skills are present. Essential nurse leader competencies for 2020 include: (i) A global perspective or mindset regarding healthcare and professional nursing issues. (ii) Technology skills which facilitate mobility and portability of relationships, interactions, and operational processes. (iii) Expert decision-making skills rooted in empirical science. (iv) The ability to create organization cultures that permeate quality healthcare and patient/worker safety. (v) Understanding and appropriately intervening in political processes. (vi) Highly developed collaborative and team building skills. (vii) The ability to balance authenticity and performance expectations. (viii) Being able to envision and proactively adapt to a healthcare system characterized by rapid change and chaos. Nursing education programmes and healthcare organizations must be begin now to prepare nurses to be effective leaders in 2020. This will require the formal education and training that are a part of most management development programmes as well as a development of appropriate attitudes through social learning. Proactive succession planning will also be key to having nurse leaders who can respond effectively to the new challenges and opportunities that will be presented to them in 2020.

Becoming a nurse faculty leader: facing challenges through reflecting, persevering and relating in new ways.

Science.gov (United States)

Horton-Deutsch, Sara; Young, Patricia K; Nelson, Kristine A

2010-05-01

The aim of the present study was to explore the experience of becoming a nurse faculty leader. In a recent interpretation of 23 interviews conducted with nurse faculty leaders from across the United States about their experiences of becoming a leader three themes were identified: being thrust into leadership, taking risks and facing challenges. This interpretive phenomenological study further explicates three aspects of how nurse educators faced challenges in becoming and serving as a leader. Facing challenges meant reflecting, persevering through difficulties and learning to relate to others in new ways. Exemplars of participant experiences are provided for concreteness, to assist readers in determining how findings resonate with their own experience and how they can actualize this resonance in their own leadership practice. In the present study, reflecting, persevering through difficulties and learning to relate with others in a new way was how leaders faced challenges. Leadership development opportunities that facilitate self-exploration, caring and thoughtful interactions with others and values clarification serve as the foundation for becoming a nurse faculty leader who is, in turn, able to build leadership capacity in other individuals and organizations.

Vision-based coaching: Optimizing resources for leader development

Directory of Open Access Journals (Sweden)

Angela M. Passarelli

2015-04-01

Full Text Available Leaders develop in the direction of their dreams, not in the direction of their deficits. Yet many coaching interactions intended to promote a leader’s development fail to leverage the developmental benefits of the individual’s personal vision. Drawing on Intentional Change Theory, this article postulates that coaching interactions that emphasize a leader’s personal vision (future aspirations and core identity evoke a psychophysiological state characterized by positive emotions, cognitive openness, and optimal neurobiological functioning for complex goal pursuit. Vision-based coaching, via this psychophysiological state, generates a host of relational and motivational resources critical to the developmental process. These resources include: formation of a positive coaching relationship, expansion of the leader’s identity, increased vitality, activation of learning goals, and a promotion-orientation. Organizational outcomes as well as limitations to vision-based coaching are discussed.

Vision-based coaching: optimizing resources for leader development

Science.gov (United States)

Passarelli, Angela M.

2015-01-01

Leaders develop in the direction of their dreams, not in the direction of their deficits. Yet many coaching interactions intended to promote a leader’s development fail to leverage the benefits of the individual’s personal vision. Drawing on intentional change theory, this article postulates that coaching interactions that emphasize a leader’s personal vision (future aspirations and core identity) evoke a psychophysiological state characterized by positive emotions, cognitive openness, and optimal neurobiological functioning for complex goal pursuit. Vision-based coaching, via this psychophysiological state, generates a host of relational and motivational resources critical to the developmental process. These resources include: formation of a positive coaching relationship, expansion of the leader’s identity, increased vitality, activation of learning goals, and a promotion–orientation. Organizational outcomes as well as limitations to vision-based coaching are discussed. PMID:25926803

Leader reliance on subordinates across nations that differ in development and climate

NARCIS (Netherlands)

Van de Vliert, E; Smith, P B

How, where, and why do leaders follow the people they lead? An 84-nation analysis of survey responses from 19,525 managers shows that their reliance on subordinates depends on the level of wealth and development, and the harshness of cold or hot climates. In support of the thermal demands-resources

Use of Motivational Interviewing by Nurse Leaders: Coaching for Performance, Professional Development, and Career Goal Setting.

Science.gov (United States)

Niesen, Cynthia R; Kraft, Sarah J; Meiers, Sonja J

Motivational interviewing (MI) is a mentoring style used in various health care settings to guide patients toward health promotion and disease management. The aims of this project were (1) to identify evidence supporting the application of MI strategies and principles by nurse leaders to promote healthful leadership development among direct-report staff and (2) to report outcomes of an educational pilot project regarding MI use for new nurse leaders. Correlations between MI and the American Organization of Nurse Executives nurse executive competencies are reviewed and summarized. These competencies shape the roles, responsibilities, and skills required for nurse executives to function proficiently and successfully within health care organizations. Survey responses were gathered from new nurse supervisors and nurse managers following the MI educational session for nurse leaders. The results show acceptability for MI use in professional development of direct-report staff and in other aspects of nursing leadership roles.

Assessing managerial information needs: Modification and evaluation of the Hospital Shift Leaders' Information Needs Questionnaire.

Science.gov (United States)

Peltonen, Laura-Maria; Lundgrén-Laine, Heljä; Siirala, Eriikka; Löyttyniemi, Eliisa; Aantaa, Riku; Salanterä, Sanna

2018-03-01

The aims were (1) to evaluate the modified version of the Intensive Care Unit Information Need Questionnaire for the broader hospital setting, and (2) to describe the differences in respondents' managerial activities and information needs according to the position held by the respondent and the type of hospital unit. Information systems do not support managerial decision-making sufficiently and information needed in the day-to-day operations management in hospital units is unknown. An existing questionnaire was modified and evaluated. Shift leaders, that is, the nurses and physicians responsible for the day-to-day operations management in hospital units were reached using purposive sampling (n = 258). The questionnaire ascertained the importance of information. Cronbach's α ranged from .85-.96 for the subscales. Item - total correlations showed good explanatory power. Managerial activities and information needs differed between respondents in different positions, although all shared about one-third of important information needs. The response rate was 26% (n = 67). The validity and reliability of the questionnaire were good. Attention should be paid to the positions of shift leaders when developing information systems. The questionnaire can be used to determine important information when developing information systems to support day-to-day operations management in hospitals. © 2018 John Wiley & Sons Ltd.

Future Leaders: The Way Forward?

Science.gov (United States)

Earley, Peter; Weindling, Dick; Bubb, Sara; Glenn, Meli

2009-01-01

The recruitment and retention of senior school leaders is high on the UK Government's agenda with much attention currently being given to succession planning. Future Leaders and other fast track leadership development programmes are, in part, a response to this "crisis" brought about by demographic change--many headteachers are due to…

One member, two leaders: extending leader-member exchange theory to a dual leadership context.

Science.gov (United States)

Vidyarthi, Prajya R; Erdogan, Berrin; Anand, Smriti; Liden, Robert C; Chaudhry, Anjali

2014-05-01

In this study, we develop and test a model that extends leader-member exchange (LMX) theory to a dual leadership context. Drawing upon relative deprivation theory, we assert that when employees work for 2 leaders, each relationship exists within the context of the other relationship. Thus, the level of alignment or misalignment between the 2 relationships has implications for employees' job satisfaction and voluntary turnover. Employing polynomial regression on time-lagged data gathered from 159 information technology consultants nested in 26 client projects, we found that employee outcomes are affected by the quality of the relationship with both agency and client leaders, such that the degree of alignment between the 2 LMXs explained variance in outcomes beyond that explained by both LMXs. Results also revealed that a lack of alignment in the 2 LMXs led to asymmetric effects on outcomes, such that the relationship with agency leader mattered more than the relationship with one's client leader. Finally, frequency of communication with the agency leader determined the degree to which agency LMX affected job satisfaction in the low client LMX condition. (c) 2014 APA, all rights reserved.

Comparative Analysis of U.S. and Danish Army Leader Development Strategies

Science.gov (United States)

2012-06-08

Individualism (vs. Collectivism). (74) Is the society’s emphasis on the group ( collectivist ) or on the individual ( individualist ). Low characteristics...and tools to draw lessons learned for the Danish Armed Forces and the Danish Army in particular. Subsequently, the thesis applies a cultural ... cultural applicability test to assess whether the identified lessons learned from the U.S. Army Leader Development Strategy are applicable in a Danish

XSC plasma control: Tool development for the session leader

International Nuclear Information System (INIS)

Ambrosino, G.; Albanese, R.; Ariola, M.; Cenedese, A.; Crisanti, F.; Tommasi, G. De; Mattei, M.; Piccolo, F.; Pironti, A.; Sartori, F.; Villone, F.

2005-01-01

A new model-based shape controller (XSC, i.e., eXtreme Shape Controller) able to operate with high elongation and triangularity plasmas has been designed and implemented at JET in 2003. The use of the XSC needs a number of steps, which at present are not automated and therefore imply the involvement of several experts. To help the session leader in preparing an experiment, a number of software tools are needed. The paper describes the SW tools that are currently in the developing phase, and describes the new framework for the preparation of a JET experiment

A multilevel investigation on nursing turnover intention: the cross-level role of leader-member exchange.

Science.gov (United States)

Portoghese, Igor; Galletta, Maura; Battistelli, Adalgisa; Leiter, Michael P

2015-09-01

To analyse nursing turnover intention from the unit by using multilevel approach, examining at the individual level, the relationships between job characteristics, job satisfaction and turnover intention, and at the group level the role of leader-member exchange. Research on nursing turnover has given little attention to the effects of multilevel factors. Aggregated data of 935 nurses nested within 74 teams of four Italian hospitals were collected in 2009 via a self-administered questionnaire. Hierarchical linear modelling showed that job satisfaction mediated the relationship between job characteristics and intention to leave at the individual level. At the unit level, leader-member exchange was directly linked to intention to leave. Furthermore, cross-level interaction revealed that leader-member exchange moderated the relationship between job characteristics and job satisfaction. This study supported previous research in single-level turnover studies concerning the key role of job satisfaction, providing evidence that job characteristics are important in creating motivating and satisfying jobs. At the unit-level, leader-member exchange offers an approach to understand the role of unit-specific conditions created by leaders on nurses' workplace wellbeing. This study showed that it is important for nursing managers to recognise the relevance of implementing management practices that foster healthy workplaces centred on high-quality nurse-supervisor relationships. © 2014 John Wiley & Sons Ltd.

Mastering the leader role : how individuals in leader roles increase leader role efficacy and trust in subordinates, (re)construct leader identities, and attempt to craft leader roles that fit

OpenAIRE

Gjerde, Susann

2018-01-01

People have a psychological need to master their environment and the roles they enact (Ashforth, 2001). Individuals who take on leader roles are no exception. However, as the leader role is filled with complex, demanding, conflicting and ambiguous role expectations (Conger & Fishel, 2007; Denis, Langley, & Pineault, 2000; Levin, 2010) mastering the leader role may be particularly challenging. This thesis addresses three complementary approaches to mastering the leader role and deals with each...

Internationalization in schools - perspectives of school leaders

DEFF Research Database (Denmark)

Egekvist, Ulla Egidiussen; Lyngdorf, Niels Erik; Du, Xiangyun

2017-01-01

This paper explores how internationalization ideas in primary and lower secondary schools can be developed through the acquisition of international experience abroad by leaders. The study was inspired by existing literature on internationalization and leadership, and theories of experiential...... learning and reflection. Empirically, qualitative material was derived from a study of nineteen Danish school leaders participating in an eight-day delegation visit to China. This study shows that international experience for leaders can be used to develop ideas for internationalization at the school level...

On the Transition from Initial Leader to Stepped Leader in Negative Cloud-to-ground Lightning

Science.gov (United States)

Stolzenburg, M.; Marshall, T. C.; Karunarathne, S.; Orville, R. E.

2017-12-01

High-speed video and electric field change (E-change) data are used to describe the first 5 ms of a natural negative cloud-to-ground (CG) flash. These observations reveal differences in appearance of both the video luminosity and the E-change pulses before the leader transitions to propagating as a negative stepped leader (SL). During the initial breakdown (IB) stage, the initial leader advances intermittently forward in jumps of 78-175 m, at intervals of 100-280 μs, and in separate bursts that are bright for a few 20-μs video frames. The IB pulses accompanying these luminosity bursts have long duration, large amplitude, and a characteristic bipolar shape in nearby E-change observations. In the time between IB pulses, the initial leader is very dim or not visible during the earliest 1-2 ms of the IB stage. Over the next few milliseconds, the leader propagation transitions to an early SL phase, in which the leader tips advance 20-59 m forward at more regular intervals of 40-80 μs during relatively dim and brief steps. In the E-change data, the accompanying SL pulses have very short duration, small amplitude, and are typically unipolar. These data indicate that when the entire initial leader length behind the lower end begins to remain illuminated between bursts, the propagation mode changes from IB bursts to SL steps, and the IB stage ends. Additional differences in initial leader character are evident during the return stroke, as its luminosity speed decreases sharply upon reaching the topmost initial leader section of the channel, and that section of channel does not saturate the video intensity. Results of these analyses support a prior hypothesis that the early initial leader development occurs in the absence of a continuously hot channel, and consequently, the initial leader propagation is unlike the self-propagating advance of the later stepped leader.

Evaluation of and Feedback for Academic Medicine Leaders: Developing and Implementing the Memorial Method.

Science.gov (United States)

Rourke, James; Bornstein, Stephen; Vardy, Cathy; Speed, David; White, Tyrone; Corbett, Paula

2017-11-01

Giving and receiving honest and helpful feedback for leadership development is a common challenge in all types of organizations but particularly in academic medicine. At Memorial University of Newfoundland, in 2014, a consensus emerged to develop a new method for evaluating the leadership performance of the discipline chairs, dean, and vice dean, and to provide these leaders with the evaluation results to help them improve their performance. The leaders responsible for developing and implementing this method (called the Memorial Method) decided to use a survey to obtain faculty members' perceptions about their leader's performance. Beginning in October 2014, a portion of several regular meetings of the discipline chairs with the dean and vice dean was used to develop the survey, by first discussing the broad dimensions of leadership performance, then discussing these dimensions in more detail and drafting specific questions. The resulting survey included 44 quantitative questions addressing eight leadership dimensions. In March-April 2015, the survey was administered electronically to full-time faculty members on a confidential basis. The results were compiled and reported to each discipline chair and to the dean and vice dean. In total, 144/249 faculty responded to the survey (response rate: 58%). For the various dimensions, individual chairs' mean scores ranged from 2.82 to 4.70, and overall mean scores ranged from 3.57 to 4.24. Psychometric properties of the survey suggested it was both reliable and valid. The survey will be repeated, this time with part-time as well as full-time faculty included.

SOCIO-ECONOMIC DEVELOPMENT PROSPECTS OF RURAL AREAS IN THE CONTEXT OF APPLICATION OF LEADER PROGRAM IN ROMANIA

Directory of Open Access Journals (Sweden)

Adrian TUREK RAHOVEANU

2013-12-01

Full Text Available Rural development policy is an important component of the Common Agricultural Policy. LEADER is an innovative approach to rural development policy in the European Union to improve the quality of life in rural areas. LEADER is a very effective way to support "smart" and to increase "sustainable" and "inclusive" rural areas, encouraging rural territories to explore new ways to become competitive, to capitalize at maximum their assets and overcome difficulties encountered, encouraging the socio-economic factors to collaborate in order to produce quality goods and services in their local area

Inside-Outside: Finding Future Community College Leaders

Science.gov (United States)

Strom, Stephen L.; Sanchez, Alex A.; Downey-Schilling, JoAnna

2011-01-01

Over the next decade, as the community college's current generation of leaders and administrators begin retiring in large numbers, important steps must be taken to identify and develop future leaders for the institution. A variety of internal opportunities (e.g., internships, leadership development programs, graduate school programs) provide…

Trust in direct leaders and top leaders: A trickle-up model.

Science.gov (United States)

Fulmer, C Ashley; Ostroff, Cheri

2017-04-01

Low levels of employee trust in top leaders pose challenges to organizations with respect to retention, performance, and profits. This research examines how trust in top leaders can be fostered through the relationships individuals have with their direct leaders. We propose a trickle-up model whereby trust in direct leaders exerts an upward influence on trust in top leaders. Drawing on the group value model, we predict that direct leaders' procedural justice serves as the key mechanism in facilitating the trickle-up process. Further, this process should be particularly strong for employees high on vertical collectivism, and the trickled-up trust in top leaders should exert a stronger impact on employees' overall performance in the organization than trust in direct leaders. Multiphase and multisource data from 336 individuals support these hypotheses. The findings advance our understanding of trust and leadership by highlighting that trust in leaders at different levels does not form independently and that trust in leaders trickles up across hierarchical levels. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Developing Emerging Leaders: The Bush School and the Legacy of the 41st President

Science.gov (United States)

2015-09-01

it orients their attention and action, and it engages their talents.”15 Here, individual learning styles will matter. In- dividuals should tailor...developing resonant leadership styles while mini- mizing toxic leadership. Included is organizational theorist Boyatzis’s notion of self-directed learning ...leader development (as- sessment for development, coaching, tactile learning , and module-based training) are no longer sufficient. Instead

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…

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…

Supporting the Development of Science Teacher Leaders--Where Do We Begin?

Science.gov (United States)

Hanuscin, Deborah L.; Rebello, Carina M.; Sinha, Somnath

2012-01-01

Teacher leadership has been recognized as a necessary ingredient to support educational reform efforts. Leaders provide the needed expertise to ensure reforms are successful in promoting student learning. The overarching goal of the "Leadership in Freshman Physics" program is to support a cadre of teachers-leaders who will become advocates for…

Leader-Member Exchange Theory in Higher and Distance Education

Science.gov (United States)

Power, Robert Leo

2013-01-01

Unlike many other prominent leadership theories, leader-member exchange (LMX) theory does not focus on the specific characteristics of an effective organizational leader. Rather, LMX focuses on the nature and quality of the relationships between a leader and his or her individual subordinates. The ideal is for a leader to develop as many…

The impact of servant leadership dimensions on leader-member exchange among health care professionals.

Science.gov (United States)

Hanse, Jan Johansson; Harlin, Ulrika; Jarebrant, Caroline; Ulin, Kerstin; Winkel, Jörgen

2016-03-01

The aim of the current study was to investigate the impact of servant leadership dimensions on leader-member exchange (LMX) among health-care professionals. Leadership support and the quality of the dyadic relationship between the leader and the employee are essential regarding the work environment and turnover intentions in health care. A questionnaire-based cross-sectional study was undertaken at four hospital units in Sweden. The study sample included 240 employees. Significant bivariate correlations were found between all servant leadership dimensions and LMX. The strongest correlations were found between 'humility' and LMX (r = 0.69, P servant leadership dimensions were strongly related to LMX. The results identify specific servant leadership dimensions that are likely to be useful for developing a stronger exchange relationship between the leader (e.g. nursing manager) and individual subordinates in health care. © 2015 John Wiley & Sons Ltd.

Conceptualizing clinical nurse leader practice: an interpretive synthesis.

Science.gov (United States)

Bender, Miriam

2016-01-01

The Institute of Medicine's Future of Nursing report identifies the clinical nurse leader as an innovative new role for meeting higher health-care quality standards. However, specific clinical nurse leader practices influencing documented quality outcomes remain unclear. Lack of practice clarity limits the ability to articulate, implement and measure clinical nurse leader-specific practice and quality outcomes. Interpretive synthesis design and grounded theory analysis were used to develop a theoretical understanding of clinical nurse leader practice that can facilitate systematic and replicable implementation across health-care settings. The core phenomenon of clinical nurse leader practice is continuous clinical leadership, which involves four fundamental activities: facilitating effective ongoing communication; strengthening intra and interprofessional relationships; building and sustaining teams; and supporting staff engagement. Clinical nurse leaders continuously communicate and develop relationships within and across professions to promote and sustain information exchange, engagement, teamwork and effective care processes at the microsystem level. Clinical nurse leader-integrated care delivery systems highlight the benefits of nurse-led models of care for transforming health-care quality. Managers can use this study's findings to frame an implementation strategy that addresses theoretical domains of clinical nurse leader practice to help ensure practice success. © 2015 John Wiley & Sons Ltd.

Educators as Serving Leaders in the Classroom and on Campus

Science.gov (United States)

Bowman, Richard

2014-01-01

Counterintuitively, the more one develops as a leader, the less of a leader one becomes. What do great leaders do? Great leaders are ambitious first and foremost for the cause, the mission, the work--not themselves. Educators as "serving leaders" sense that every action they take, together with every decision that they make, either…

Supporting REU Leaders and Effective Workforce Development in the Geosciences

Science.gov (United States)

Sloan, V.; Haacker, R.

2014-12-01

Research shows that research science experiences for undergraduates are key to the engagement of students in science, and teach critical thinking and communication, as well as the professional development skills. Nonetheless, undergraduate research programs are time and resource intensive, and program managers work in relative isolation from each other. The benefits of developing an REU community include sharing strategies and policies, developing collaborative efforts, and providing support to each other. This paper will provide an update on efforts to further develop the Geoscience REU network, including running a national workshop, an email listserv, workshops, and the creation of online resources for REU leaders. The goal is to strengthen the connections between REU community members, support the sharing of best practices in a changing REU landscape, and to make progress in formalizing tools for REU site managers.

THE ROLE OF THE UNITED STATES OF AMERICA IN THE POST-COLD WAR WORLD: A GLOBAL LEADER OR HEGEMON?

Directory of Open Access Journals (Sweden)

Katarina Jonev

2016-09-01

Full Text Available The authors of this paper deal with the role of the USA in the post-Cold War world and their position from the standpoint of relevant indicators and theoretical considerations. This work also refers to path that the United States took from isolationism to the world domination and considers justification of the position of the USA in the period after the Cold War from the point of hegemonic stability theories, while at the end indicates the diversity of understanding of contemporary thinkers regarding the position of the United States as the hegemon or rather “just” a global leader. This paper does not prejudge the final definition of the position of the USA in international relations, but aims to launch discussions on the necessity and justification of the existence of such vision on a global scale.

Ethical leader behavior and leader effectiveness: the role of prototypicality and trust

OpenAIRE

Kalshoven, K.; den Hartog, D.N.

2009-01-01

The study examines factors that mediate the impact of ethical leader behavior on leader effectiveness. Little is known about how ethical leadership impacts leader effectiveness. We hypothesized that prototypicality and trust sequentially mediate the relationship between ethical leader behavior and perceived leader effectiveness. The group prototype forms an ideal representation of the group’s identity, prescribing appropriate attitudes and behaviors. Ethical leaders are role models and thus a...

Confronting Rapid Change: Exploring the Practices of Educational Leaders in a Rural Boomtown

Science.gov (United States)

McHenry-Sorber, Erin; Provinzano, Kathleen

2017-01-01

Hydraulic fracturing has altered the face of rural communities across the United States, creating new demands for educational leaders. This in-depth qualitative study explores how rural educational leaders in a heavily drilled community experience and respond to these challenges with a focus on increased local student transiency, homelessness, and…

Investigating and profiling the leadership behaviours of Jordanian nursing leaders.

Science.gov (United States)

Mrayyan, Majd; Khasawneh, Israa

Leadership' is a social process in which a member or members of a group influence the interpretation of events, choice of goals/outcomes, organization of work activities, motivation, abilities, power relations, and shared orientations. This study identifies leadership behaviours of Jordanian nursing leaders. A descriptive comparative design was used to collect data from four governmental and three private hospitals. Data were collected during April 2005. The total number of recruited nursing leaders was 140 with a 70% response rate. T-tests and chi-squares were performed to compare the phenomenon of interest. The mean reported leadership behaviours were slightly higher in private hospitals than those in governmental hospitals. However, more than half of the time, leaders in both types of hospitals used supportive leadership behaviours. There were significant differences between governmental and private hospitals in most demographics of the sample. Based on types of hospitals and gender, differences in leadership behaviours were advantageous for nursing leaders in private hospitals, while differences based on units and wards were advantageous for nursing leaders in governmental hospitals. In general, Jordanian nursing leaders used supportive leadership behaviours. Differences in leadership behaviours have implications for nursing practice, research, and education.

Social class, leaders and leadership: a critical review and suggestions for development.

Science.gov (United States)

Martin, Sean R; Innis, Benjamin D; Ward, Ray G

2017-12-01

The consideration of social class in leadership research presents many exciting directions for research. In this review, we describe and summarize how social class research has been applied to the study of leaders and the leadership process, noting that while evidence suggests those from higher social classes are more likely to occupy formal leader roles in organizations, there is little evidence suggesting that they are more effective in these roles than those from lower social classes. We conclude with a discussion of important, unanswered theoretical questions about how social class relates to the process of leadership-most notably, whether those from different classes internalize different beliefs and expectations about how people in leader and follower roles should act, and how matches or mismatches in those beliefs and expectations shape leader-follower interactions and outcomes. Copyright © 2017 Elsevier Ltd. All rights reserved.

Leader narcissism and follower outcomes: The counterbalancing effect of leader humility.

Science.gov (United States)

Owens, Bradley P; Wallace, Angela S; Walker, Angela S; Waldman, David A

2015-07-01

[Correction Notice: An Erratum for this article was reported in Vol 100(4) of Journal of Applied Psychology (see record 2015-29666-001). The last name of the second author was misspelled in the Online First version of the article. All versions of this article have been corrected.] In response to recent calls to theorize and examine how multiple leader characteristics may work together in their effects, the current research examines how leader narcissism and humility interact to predict perceived leader effectiveness and follower (i.e., direct-report) job engagement and performance. Although an examination of leaders who are narcissistic yet humble may seem oxymoronic and even paradoxical, researchers have suggested that seemingly contradictory personal attributes may exist simultaneously and may actually work together to produce positive outcomes. Results from survey data from followers and leaders working for a large health insurance organization showed that the interaction of leader narcissism and leader humility is associated with perceptions of leader effectiveness, follower job engagement, and subjective and objective follower job performance. Together, these results suggest that narcissistic leaders can have positive effects on followers when their narcissism is tempered by humility. (c) 2015 APA, all rights reserved).

Military, University, and Police Agency Command and Staff Colleges in the United States

Science.gov (United States)

Martin, Richard H.

2017-01-01

This article discusses three models of command and staff colleges (CSC). Five university models, five United States Military models, and one police agency model are discussed. The 11 CSCs provide leadership development in various training and education programs all leading to the increased capabilities of leaders and potential leaders for public…

Leadership Development through Mentoring in Higher Education: A Collaborative Autoethnography of Leaders of Color

Science.gov (United States)

Chang, Heewon; Longman, Karen A.; Franco, Marla A.

2014-01-01

In this collaborative autoethnography, we explored how 14 academic and administrative leaders of color working in faith-based higher education have experienced personal and professional mentoring, and how mentoring experiences have influenced their leadership development. All participants identified a wide array of developmental relationships that…

Future Leaders Institute: Rising Leaders and the AACC Competencies

Science.gov (United States)

Wallin, Desna L.

2012-01-01

The overall mission of the American Association of Community Colleges (AACC) is "Building a Nation of Learners by Advancing America's Community Colleges." A significant component of this mission statement involves the development of leadership. The AACC believes that leadership can be learned and is committed to supporting and growing leaders. In…

Leaders of the profession and 'professional' leaders

DEFF Research Database (Denmark)

Bøje, Jakob Ditlev; Frederiksen, Lars Frode

of the professional complex according to a Parsonian perspective) and a more distinct leader identity associated with business, management, and accountancy. We will attempt to go beyond some of the manifest expectations of school leaders, including expectations of their training programmes, and show how being...

"Can One Put Faith and Work in the Same Sentence?" Faith Development and Vocation of a Female Leader in the Engineering Profession.

Science.gov (United States)

Mayer, Claude-Hélène; Viviers, Rian

2018-06-01

Faith has been pointed out as a possible resource in strengthening individuals' health and well-being at work. The aim of this article is to gain in-depth knowledge of the faith development and vocation of a selected female leader in a male-dominated work context. The article contributes to research on faith development in women leaders, based on Fowler's faith development theory. This is a single case study grounded in a qualitative research design. In-depth qualitative data were gathered through observation and interviews over 18 months. Findings showed the development of faith across a women leader's life span and highlight that faith and vocation are important resources that provide strength, meaningfulness and a vision.

Leader competencies in virtual organization

OpenAIRE

Bulinska-Stangrecka, Helena

2018-01-01

This paper discusses the competence required in the leadership of virtual organization. The specics of virtual organization presents a challenge to traditional managerial styles. In order to achieve success in virtual environment, a leader must develop specic abilities. This analysis examines the uniqueness of the virtual organization, including team work and management. The last part presents ndings and summaries regarding e€ective e-leadership requirement. A virtual leader ma...

Modeling the stepping mechanism in negative lightning leaders

Science.gov (United States)

Iudin, Dmitry; Syssoev, Artem; Davydenko, Stanislav; Rakov, Vladimir

2017-04-01

It is well-known that the negative leaders develop in a step manner using a mechanism of the so-called space leaders in contrary to positive ones, which propagate continuously. Despite this fact has been known for about a hundred years till now no one had developed any plausible model explaining this asymmetry. In this study we suggest a model of the stepped development of the negative lightning leader which for the first time allows carrying out the numerical simulation of its evolution. The model is based on the probability approach and description of temporal evolution of the discharge channels. One of the key features of our model is accounting for the presence of so called space streamers/leaders which play a fundamental role in the formation of negative leader's steps. Their appearance becomes possible due to the accounting of potential influence of the space charge injected into the discharge gap by the streamer corona. The model takes into account an asymmetry of properties of negative and positive streamers which is based on well-known from numerous laboratory measurements fact that positive streamers need about twice weaker electric field to appear and propagate as compared to negative ones. An extinction of the conducting channel as a possible way of its evolution is also taken into account. This allows us to describe the leader channel's sheath formation. To verify the morphology and characteristics of the model discharge, we use the results of the high-speed video observations of natural negative stepped leaders. We can conclude that the key properties of the model and natural negative leaders are very similar.

Leaders in Education Program: The Singapore Model for Developing Effective Principal-Ship Capability

Science.gov (United States)

Jayapragas, Prashant

2016-01-01

In this era of constant change, principals need to be able to handle high levels of complexity in its governance and policy implementation. Planning ahead is not sufficient; being able to interpret and plan the future into strategic responses is a huge focus in educational development today. The Leaders in Education Program (LEP) is a 6-month…

Leader Affect and Leadership Effectiveness: How leader affective displays influence follower outcomes

OpenAIRE

Visser, Victoria

2013-01-01

textabstractThe aim of this dissertation is to uncover the relationship between leader affective displays and leadership effectiveness. Five empirical studies were conducted to test the influence of several leader affective displays on different follower outcomes that indicate leadership effectiveness. The results showed that leader happy displays enhance followers’ creative performance, whereas leader sad displays enhance followers’ analytical performance. In addition, a leader displaying ha...

Managers and leaders: are they different?

Science.gov (United States)

Zaleznik, Abraham

2004-01-01

The traditional view of management, back in 1977 when Abraham Zaleznik wrote this article, centered on organizational structure and processes. Managerial development at the time focused exclusively on building competence, control, and the appropriate balance of power. That view, Zaleznik argued, omitted the essential leadership elements of inspiration, vision, and human passion which drive corporate success. The difference between managers and leaders, he wrote, lies in the conceptions they hold, deep in their psyches, of chaos and order. Managers embrace process, seek stability and control, and instinctively try to resolve problems quickly--sometimes before they fully understand a problems significance. Leaders, in contrast, tolerate chaos and lack of structure and are willing to delay closure to understand the issues more fully. In this way, Zaleznik argued, business leaders have much more in common with artists, scientists, and other creative thinkers than they do with managers. Organizations need both managers and leaders to succeed, but developing both requires a reduced focus on logic and strategic exercises in favor of an environment where creativity and imagination are permitted to flourish.

Ethical leader behavior and leader effectiveness: the role of prototypicality and trust

NARCIS (Netherlands)

Kalshoven, K.; den Hartog, D.N.

2009-01-01

The study examines factors that mediate the impact of ethical leader behavior on leader effectiveness. Little is known about how ethical leadership impacts leader effectiveness. We hypothesized that prototypicality and trust sequentially mediate the relationship between ethical leader behavior and

Developing Senior Leaders’ Family and Social Strength in the Operational Army

Science.gov (United States)

2013-04-01

April 2007): 87. 19 Joe Doty & Jeff Fenlason, “ Narcissism and Toxic Leaders,” Military Review Online, (January-February 2013): 55-60. 20...Generations at Work (New York, NY: Amacom, 2010). 40Justin Menkes, “ Narcissism : The Difference Between High Achievers and Leaders,” Harvard Business

The wise leader.

Science.gov (United States)

Nonaka, Ikujiro; Takeuchi, Hirotaka

2011-05-01

In an era of increasing discontinuity, wise leadership has nearly vanished. Many leaders find it difficult to reinvent their corporations rapidly enough to cope with new technologies, demographic shifts, and consumption trends. They can't develop truly global organizations that operate effortlessly across borders. And they find it tough to ensure that their people adhere to values and ethics. The authors assert that leaders must acquire practical wisdom, or what Aristotle called phronesis: experiential knowledge that enables people to make ethically sound judgments. Wise leaders demonstrate six abilities: (i) They make decisions on the basis of what is good for the organization and for society. (2) They quickly grasp the essence of a situation and fathom the nature and meaning of people, things, and events. (3) They provide contexts in which executives and employees can interact to create new meaning. (4) They employ metaphors and stories to convert their experience into tacit knowledge that others can use. (5) They exert political power to bring people together and spur them to act. (6) They use apprenticeship and mentoring to cultivate practical wisdom in orders.

Interdisciplinary preceptor teams to improve the clinical nurse leader student experience.

Science.gov (United States)

Moore, Penny; Schmidt, Debra; Howington, Lynnette

2014-01-01

The Clinical Nurse Leader (CNL) role was introduced by the American Association of Colleges of Nursing (AACN) in 2003 (AACN, 2003). There are now over 2,500 certified CNLs in the United States. Still some areas of the country have no CNLs in practice; this was true of north central Texas until May 2010 when Texas Christian University (TCU) had its first graduating class. Lack of CNLs to serve as preceptors for the practicum courses in the CNL program was one concern, although AACN does offer options when CNLs are not available. TCU's CNL teaching team developed the interdisciplinary preceptor team (IPT) model to strengthen the practicum component of CNL education at TCU. One advantage of the IPT model is the match it provides with several CNL competencies: lateral integration of care via interdisciplinary teams, member and leader of health care teams, skillful communication within teams, and implementation of an interdisciplinary approach to safe, quality, patient care. Components of the IPT model are discussed with specific information about preceptor selection, team development, and examples of feedback from preceptors and students. © 2014.

Resilient Intent:Confronting Six Cultural Barriers Inhibiting Development Of Rapidly Adaptive Leaders

Science.gov (United States)

2015-04-01

star generals pride themselves in being “action officers” on behalf of important initiatives that add significant benefit or effectiveness. Leaders...supervisors have of employees who show up to work early. He posited that guilt is another factor. It’s likely unacceptable for most leaders to come to the

Beyond Words: Leader Self-Awareness and Interpersonal Skills

National Research Council Canada - National Science Library

Montgomery III, William H

2007-01-01

Being self aware and using interpersonal skills will be significant to leader success given the 2006 release of the Army's new mandate to create, develop, and nurture a different kind of Army leader...

The good leader.

Science.gov (United States)

Bottles, K

2001-01-01

What are the traits of successful leaders and can they be applied to those of us in health care? Leaders must deal with conflict to get a group of people to move in the same direction. Successful leaders learn to have difficult conversations that increase understanding and morale and creatively deal with the inevitable interpersonal conflicts present in every organization made up of people. Another useful trait for a leader during uncertain and chaotic times is the ability to see things as they really are, rather than as we wish or believe them to be. Successful leaders are also usually optimists who level with their co-workers.

Narcissistic leaders: An asset or a liability? Leader visibility, follower responses, and group-level absenteeism.

Science.gov (United States)

Nevicka, Barbara; Van Vianen, Annelies E M; De Hoogh, Annebel H B; Voorn, Bart C M

2018-03-19

Although narcissists often emerge as leaders, research has thus far shown inconsistent results on the relationship between leader narcissism and effectiveness in the eyes of followers. Here we draw on leader distance theory (Shamir, 1995) and implicit leader theory (Lord & Maher, 1991) to propose that followers' assessment of a narcissistic leader and followers' overall job attitudes depend on the leader's visibility to the followers. The more opportunities followers have to observe narcissistic leaders the more they will experience these leaders' toxic behavior (e.g., exploitativeness) and the less they will perceive the leader as effective. To test our hypotheses we collected multisource, longitudinal data from 175 retail stores and obtained subjective (followers' perceptions of leader effectiveness and their overall job attitudes) as well as objective (leaders' organizational experience at time of hire, employee absenteeism trends) indices of leader functionality. Results showed that narcissistic leaders had less organizational experience at the time they were hired. Moreover, when followers had fewer opportunities to observe their leader, leader narcissism was positively related to perceived leadership effectiveness and job attitudes. However, when followers had more opportunity to observe their leader, the positive relationship disappeared. Finally, leader narcissism was neither positively nor negatively associated with absenteeism, whereas absenteeism declined over time under non-narcissistic leaders. These findings advance our knowledge of how followers respond to narcissistic leaders and how these leaders function in organizational settings where they have legitimate positions of power. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Learn to Lead: Mapping Workplace Learning of School Leaders

Science.gov (United States)

Hulsbos, Frank Arnoud; Evers, Arnoud Theodoor; Kessels, Joseph Willem Marie

2016-01-01

In recent years policy makers' interest in the professional development of school leaders has grown considerably. Although we know some aspect of formal educational programs for school leaders, little is known about school leaders' incidental and non-formal learning in the workplace. This study aims to grasp what workplace learning activities…

HIRING TRANSFORMATIONAL LEADERS IN EDUCATION: LESSONS LEARNED FROM STRUCTURED EMPLOYMENT INTERVIEWS

Directory of Open Access Journals (Sweden)

Denver Jade Fowler

2016-09-01

Full Text Available In the educational setting, hiring transformational leaders is essential to a schools’ success or failure. In this study, we examine Confucianism and country influence on structured employment interviews from both Western (United States and Eastern cultures (Taiwan. Eastern cultures have certain values not prevalent in Western cultures that may reduce the use of transformational leadership questions in job interviews. Eastern cultures have higher levels of uncertainty avoidance, collectivism, and power distance. We examined questions asked in actual job interviews in Taiwan and the United States (N = 178. Additionally, we examined the three dimensions of interview structure including evaluation standardization, question sophistication, and questioning consistency. We found that the number of questions about transformational leadership were less common in Taiwan, with its lower selection ratios, and when question sophistication and consistency were higher. In the United States, we found that the number of questions about transformational leadership increased with selection ratio, question sophistication, and question consistency, but not in Taiwan. The results of this study have important implications to all workplace settings around the globe where it may be argued that it is advantageous to hire transformational leaders to improve any organization. However, the results of this study may have particular importance to the educational setting, in both China and the United States, and globally, where the need to attract and hire transformational leaders can be vital to a schools’ success (or failure.

Establishing the Next Generation at Work : Leader Generativity as a Moderator of the Relationships Between Leader Age, Leader-Member Exchange, and Leadership Success

NARCIS (Netherlands)

Zacher, Hannes; Rosing, Kathrin; Henning, Thomas; Frese, Michael

In this study, the authors investigated leader generativity as a moderator of the relationships between leader age, leader-member exchange, and three criteria of leadership success (follower perceptions of leader effectiveness, follower satisfaction with leader, and follower extra effort). Data came

Developing Democratic and Transformational School Leaders: Graduates' Perceptions of the Impact of Their Preparation Program

Science.gov (United States)

Stevenson, Robert B.; Doolittle, Gini

2003-01-01

As administrative preparation programs ground strategies for developing new genres of school leaders in transformational and democratic communities, of particular interest are the instructional and programmatic strategies that contribute to successful program outcomes. Constructed over time, this article highlights the specific contribution of…

Elementary Mathematics Leaders

Science.gov (United States)

Fennell, Francis; Kobett, Beth McCord; Wray, Jonathan A.

2013-01-01

Elementary school mathematics leaders often come to the realization that their position, however titled and determined, although dedicated to addressing needs in math teaching and learning, also entails and directly involves leadership. Elementary school math specialists/instructional leaders (referenced here as elementary mathematics leaders, or…

Are We Appropriately Developing Leaders to Fight and Lead in the Future Full Spectrum of Conflict?

National Research Council Canada - National Science Library

Pricone, Bob

2002-01-01

The thesis of this SRP is to examine whether we are appropriately training and developing our junior leaders to serve and lead in the future full spectrum environment and organizations, both Interim and Objective...

Multi-Echelon Distributed Army Leaders' Information Support Training (Medalist): Prototype Development and Recommendations for Future Research

National Research Council Canada - National Science Library

Graves, Christopher

2004-01-01

As the U.S. Army approaches the Future Force time frame, challenges include developing leaders who are proficient in the conduct of dispersed operations and delivering effective training when and where training needs arise...

Do inclusive leaders help to reduce turnover in diverse groups? The moderating role of leader-member exchange in the diversity to turnover relationship.

Science.gov (United States)

Nishii, Lisa H; Mayer, David M

2009-11-01

This research examines leader-member exchange (LMX) at the group level as a moderator of the relationships between demographic (i.e., race, age, gender) and tenure diversity and group turnover. Drawing primarily from LMX, social categorization, and expectation states theories, we hypothesized that through the pattern of LMX relationships that they develop with followers, group managers influence inclusion and status differentials within groups such that the positive relationship between diversity and group turnover will be weaker when the group mean on LMX is high or when group differentiation on LMX is low. Results from a sample of supermarket departments (N = 348) yielded general support for the study hypotheses. We also found evidence for a 3-way interaction involving demographic diversity, LMX mean, and LMX differentiation such that the interaction between demographic diversity and LMX differentiation was only significant when LMX mean was high. These findings highlight the important role that leaders play in influencing the relationship between diversity and turnover through the patterns of inclusion that they create in their units.

Creative leaders create 'unsung heroes':leader creativity and subordinate organizational citizenship behavior

Institute of Scientific and Technical Information of China (English)

Xiao Deng; Zhishuang Guan

2017-01-01

As leader creativity is found to be effective at promoting outcomes for organizations,more and more organizations select creative individuals as leaders.However,the influence of leader creativity has not received enough attention.Thus,this research seeks to focus on the potential influences of leader creativity in organizations.Based on social cognitive theory,we explore the relationship between leader creativity and subordinate organizational citizenship behavior (OCB).We find that leader creativity is positively related to subordinate OCB,and perceived team creative efficacy mediates the relationship.Moreover,creative self-efficacy moderates the relationships between perceived team creative efficacy and subordinate OCB.We then discuss implications and limitations,and suggest directions for future research.

Automated analysis of lightning leader speed, local flash rates and electric charge structure in thunderstorms

Science.gov (United States)

Van Der Velde, O. A.; Montanya, J.; López, J. A.

2017-12-01

A Lightning Mapping Array (LMA) maps radio pulses emitted by lightning leaders, displaying lightning flash development in the cloud in three dimensions. Since the last 10 years about a dozen of these advanced systems have become operational in the United States and in Europe, often with the purpose of severe weather monitoring or lightning research. We introduce new methods for the analysis of complex three-dimensional lightning data produced by LMAs and illustrate them by cases of a mid-latitude severe weather producing thunderstorm and a tropical thunderstorm in Colombia. The method is based on the characteristics of bidrectional leader development as observed in LMA data (van der Velde and Montanyà, 2013, JGR-Atmospheres), where mapped positive leaders were found to propagate at characteristic speeds around 2 · 104 m s-1, while negative leaders typically propagate at speeds around 105 m s-1. Here, we determine leader speed for every 1.5 x 1.5 x 0.75 km grid box in 3 ms time steps, using two time intervals (e.g., 9 ms and 27 ms) and circles (4.5 km and 2.5 km wide) in which a robust Theil-Sen fitting of the slope is performed for fast and slow leaders. The two are then merged such that important speed characteristics are optimally maintained in negative and positive leaders, and labeled with positive or negative polarity according to the resulting velocity. The method also counts how often leaders from a lightning flash initiate or pass through each grid box. This "local flash rate" may be used in severe thunderstorm or NOx production studies and shall be more meaningful than LMA source density which is biased by the detection efficiency. Additionally, in each grid box the median x, y and z components of the leader propagation vectors of all flashes result in a 3D vector grid which can be compared to vectors in numerical models of leader propagation in response to cloud charge structure. Finally, the charge region altitudes, thickness and rates are summarized

Hydrogen Learning for Local Leaders – H2L3

Energy Technology Data Exchange (ETDEWEB)

Serfass, Patrick [Technology Transition Corporation, Washington, DC (United States)

2017-03-30

The Hydrogen Learning for Local Leaders program, H2L3, elevates the knowledge about hydrogen by local government officials across the United States. The program reaches local leaders directly through “Hydrogen 101” workshops and webinar sessions; the creation and dissemination of a unique report on the hydrogen and fuel cell market in the US, covering 57 different sectors; and support of the Hydrogen Student Design Contest, a competition for interdisciplinary teams of university students to design hydrogen and fuel cell systems based on technology that’s currently commercially available.

Africa Center for Strategic Studies Senior Leader Seminar. Academic Summary

National Research Council Canada - National Science Library

1999-01-01

From October 31 to November 12, 1999, 115 civilian and military officials from Africa, Europe, and the United States participated in the inaugural Senior Leader Seminar of the Africa Center for Strategic Studies (ACSS) in Dakar, Senegal...

The Emotional Intelligence of Leaders as Antecedent to Leader-Member Exchanges: A Field Study

Science.gov (United States)

Barbuto, John E., Jr.; Bugenhagen, Marilyn J.

2009-01-01

Eighty elected leaders and 388 followers were sampled to test the relationships between leaders' emotional intelligence and the quality of leader-member exchange. Results of the field study found a significant relationship between leaders' emotional intelligence (total) and leader-member exchange quality. Specific subscales of emotional…

Characteristics of lightning leader propagation and ground attachment

Science.gov (United States)

Jiang, Rubin; Qie, Xiushu; Wang, Zhichao; Zhang, Hongbo; Lu, Gaopeng; Sun, Zhuling; Liu, Mingyuan; Li, Xun

2015-12-01

The grounding process and the associated leader behavior were analyzed by using high-speed video record and time-correlated electric field change for 37 natural negative cloud-to-ground flashes. Weak luminous grounded channel was recognized below the downward leader tip in the frame preceding the return stroke, which is inferred as upward connecting leader considering the physical process of lightning attachment, though not directly confirmed by sequential frames. For stepped leader-first return strokes, the upward connecting leaders tend to be induced by those downward leader branches with brighter luminosity and lower channel tip above ground, and they may accomplish the attachment with great possibility. The upward connecting leaders for 2 out of 61 leader-subsequent stroke sequences were captured in the frame prior to the return stroke, exhibiting relatively long channel lengths of 340 m and 105 m, respectively. The inducing downward subsequent leaders were of the chaotic type characterized by irregular electric field pulse train with duration of 0.2-0.3 ms. The transient drop of the high potential difference between stepped leader system and ground when the attachment occurred would macroscopically terminate the propagation of those ungrounded branches while would not effectively prevent the development of the existing space stem systems in the low-conductivity streamer zone apart from the leader tip. When the ungrounded branches are of poor connection with the main stroke channel, their further propagation toward ground would be feasible. These two factors may contribute to the occurrence of multiple grounding within the same leader-return stroke sequence.

Administering the Global Trap: The Role of Educational Leaders.

Science.gov (United States)

Bates, Richard

2002-01-01

Discusses the role of educational leaders in a global society. Explains the globalization of technology, finance, production, and culture. Other topics include the withering away of the state, rebalancing states and markets, development as freedom, and the development as freedom for educational leaders. (Contains 32 references.) (PKP)

How School Leaders Prioritize and Allocate Resources to Improve Teacher Quality through Teacher Professional Development: A Multiple Case Study in Suburban North Carolina

Science.gov (United States)

Tyson, Deonte Rashawn

2017-01-01

This multiple case study examined the methods by which school leaders determined and planned teacher professional development, as well as what teachers perceived as their professional development needs and how they believe school leaders take those needs into account. The study took place at two suburban elementary schools (1 traditional public, 1…

Internationalization in schools - perspectives of school leaders

DEFF Research Database (Denmark)

Egekvist, Ulla Egidiussen; Lyngdorf, Niels Erik; Du, Xiangyun

2017-01-01

This paper explores how internationalization ideas in primary and lower secondary schools can be developed through the acquisition of international experience abroad by leaders. The study was inspired by existing literature on internationalization and leadership, and theories of experiential...... through reflections of lived experiences, participation in meaningful activities, and active engagement in interaction with international and local colleagues. However, the realization of ideas depends on various elements, including leadership, teacher engagement, policy support, and financial support....... learning and reflection. Empirically, qualitative material was derived from a study of nineteen Danish school leaders participating in an eight-day delegation visit to China. This study shows that international experience for leaders can be used to develop ideas for internationalization at the school level...

Travel opinion leaders and seekers

DEFF Research Database (Denmark)

Yoo, Kyung-Hyan; Gretzel, Ulrike; Zach, Florian

2011-01-01

While opinion leadership has been recognized as important in tourism, there has been very little empirical research investigating the phenomenon. Given new developments in social media technologies, it is especially important to understand whether travel opinion leadership and seeking are drivers...... of specific social media perceptions and behaviours. Based on an online survey of US online travellers, this paper seeks to identify travel opinion leaders and seekers and their characteristics. Further, the research conducted investigated linkages between travel opinion leadership/seeking and travel social...... media use. The findings suggest that travel opinion leadership and seeking are distinct but connected. Both opinion leaders and seekers are technology savvy, young, educated, involved in travel planning and engaged in social media use for travel. What distinguishes opinion leaders is their greater...

Authenticating the Leader

DEFF Research Database (Denmark)

Garmann Johnsen, Christian

2018-01-01

In the wake of a series of corporate scandals, there has been a growing call for authentic leadership in order to ensure ethical conduct in contemporary organizations. Authentic leadership, however, depends upon the ability to draw a distinction between the authentic and inauthentic leader......’s inverted Platonism, the paper challenges the practice by which authentic leaders are distinguished from inauthentic leaders. In conclusion, the paper suggests that an adequate concept of authentic leadership should consider how ethics can occur when the authentic leader is able to critically reflect his...

Growing Nurse Leaders: Their Perspectives on Nursing Leadership and Today’s Practice Environment

Science.gov (United States)

Dyess, Susan M; Sherman, Rose O; Pratt, Beth A; Chiang-Hanisko, Lenny

2016-01-14

With the growing complexity of healthcare practice environments and pending nurse leader retirements, the development of future nurse leaders is increasingly important. This article reports on focus group research conducted with Generation Y nurses prior to their initiating coursework in a Master’s Degree program designed to support development of future nurse leaders. Forty-four emerging nurse leaders across three program cohorts participated in this qualitative study conducted to capture perspectives about nursing leaders and leadership. Conventional content analysis was used to analyze and code the data into categories. We discuss the three major categories identified, including: idealistic expectations of leaders, leading in a challenging practice environment, and cautious but optimistic outlook about their own leadership and future, and study limitations. The conclusion offers implications for future nurse leader development. The findings provide important insight into the viewpoints of nurses today about leaders and leadership.

Lessons Learnt of Thai Women Environmental Leaders

Directory of Open Access Journals (Sweden)

Sittipong Dilokwanich

2015-07-01

Full Text Available During the past few decades, Thai women have learned how to extent their roles from a care taker of children and a household to natural resources and environmental protection and management in local and inter-regional communities. Due to the application of National Economic and Social Development Plans, rapid resource exploitation has brought in natural resource and environmental degradation all over the country threatening communal security. For this reason, there have been a number of emerging environmental leaders who want to correct directions of national development, especially Thai woman environmental leaders who are taking a successful role of environmental guardian in their communities. This research attempts to explore why they took leadership role in environment, how they work so successful as an environmental guardian, and what their next move is. During early 2013 till mid-2014, there are 28 Thai woman leaders who received the award of Thai Environmental Conservation Mother from the Faculty of Environment and Resource Studies, Mahidol University between 2004 and 2012. They were in-depth interviewed and collected data were preceded by content analysis. Their lessons learnt show that most leaders saved their communities' environment and natural resources from the intervention of new development activities. Most of them had their parents as a good role model in environmental management who provide knowledge of morals and environmental ethics as a good basic of leadership while some shared their husband's responsibility in the same matter. Significantly, teamwork is their working style with the assistance of public participation to hold teamwork and collaboration of the community. Almost all leaders had systematic working with talents of patience, gentleness and sensitivity. The working network also broadens their new information and knowledge between practitioners. In the same time, more than half of the leaders can prepare their

Nurse leader resilience: career defining moments.

Science.gov (United States)

Cline, Susan

2015-01-01

Resilience is an essential component of effective nursing leadership. It is defined as the ability to survive and thrive in the face of adversity. Resilience can be developed and internalized as a measure to improve retention and reduce burnout. Nurse leaders at all levels should develop these competencies to survive and thrive in an increasingly complex health care environment. Building positive relationships, maintaining positivity, developing emotional insight, creating work-life balance, and reflecting on successes and challenges are effective strategies for resilience building. Nurse leaders have a professional obligation to develop resilience in themselves, the teams they supervise, and the organization as a whole. Additional benefits include reduced turnover, reduced cost, and improved quality outcomes through organizational mindfulness.

Mechanism for propagation of the step leader of streak lightning

International Nuclear Information System (INIS)

Golubev, A.I.; Zolotovskil, V.I.; Ivanovskil, A.V.

1992-01-01

A hypothetical scheme for the development of the step leader of streak lightning is discussed. The mathematical problem of modeling the propagation of the leader in this scheme is stated. The main parameters of the leader are estimated: the length and propagation velocity of the step, the average propagation velocity, etc. This is compared with data from observations in nature. The propagation of the leader is simulated numerically. Results of the calculation are presented for two 'flashes' of the step leader. 25 refs., 6 figs

The development of knowledge management programs, impatient units at home; El desarrrollo de programas de gestion del conocimiento. Las unidades de hospitalizacion a domicilio

Energy Technology Data Exchange (ETDEWEB)

Cepeda Carrion, G.; Cegarra Navarro, J. G.; Salmador Sanchez, M. P.; Martinez Caro, E.

2010-07-01

This paper analyses the knowledge management practices in the Hospital-in-the-Home Units (HHU) of three Spanish hospitals when they deliver hospital services to patients in their own homes. As a result, a model that presents the key factors to promote a more efficient knowledge transfer in HHU is developed. These factors are: (1) technology infrastructures; (2) people who take part and carry out the processes; (3) system that supports and rewards knowledge sharing and (4) the unit leader. (Author) 25 refs.

In praise of the incomplete leader.

Science.gov (United States)

Ancona, Deborah; Malone, Thomas W; Orlikowski, Wanda J; Senge, Peter M

2007-02-01

Today's top executives are expected to do everything right, from coming up with solutions to unfathomably complex problems to having the charisma and prescience to rally stakeholders around a perfect vision of the future. But no one leader can be all things to all people. It's time to end the myth of the complete leader, say the authors. Those at the top must come to understand their weaknesses as well as their strengths. Only by embracing the ways in which they are incomplete can leaders fill in the gaps in their knowledge with others' skills. The incomplete leader has the confidence and humility to recognize unique talents and perspectives throughout the organization--and to let those qualities shine. The authors' work studying leadership over the past six years has led them to develop a framework of distributed leadership. Within that model, leadership consists of four capabilities: sensemaking, relating, "visioning," and inventing. Sensemaking involves understanding and mapping the context in which a company and its people operate. A leader skilled in this area can quickly identify the complexities of a given situation and explain them to others. The second capability, relating, means being able to build trusting relationships with others through inquiring (listening with intention), advocating (explaining one's own point of view), and connecting (establishing a network of allies who can help a leader accomplish his or her goals). Visioning, the third capability, means coming up with a compelling image of the future. It is a collaborative process that articulates what the members of an organization want to create. Finally, inventing involves developing new ways to bring that vision to life. Rarely will a single person be skilled in all four areas. That's why it's critical that leaders find others who can offset their limitations and complement their strengths. Those who don't will not only bear the burden of leadership alone but will find themselves at the helm

The Role of Special Education Training in the Development of Socially Just Leaders: Building an Equity Consciousness in Educational Leadership Programs

Science.gov (United States)

Pazey, Barbara L.; Cole, Heather A.

2013-01-01

Over the past two decades, colleges of education along with a number of national organizations and specialized professional associations have sought to improve educational administration programs through the incorporation of a broad policy framework designed to develop socially just leaders. Central to the growth of these new leaders is a…

Uniformed Diplomacy: Reviewing the Army Leader Development Strategy in Light of the Regional Alignment of Forces Construct

Science.gov (United States)

2014-06-13

unified action, this research focuses on the social, political, and psychological dynamics involved with key leader, cross-cultural, and civil-military...Going forward, the QDDR seeks to develop entrepreneurship so that DOS and USAID personnel can “find creative ways to continue to develop new

The impact of previous leaders on the evaluation of new leaders: an alternative to prototype matching.

Science.gov (United States)

Ritter, Barbara A; Lord, Robert G

2007-11-01

In 2 studies, this research demonstrated the existence of leader transference, a cognitive process whereby mental representations of previous leaders are activated and used for evaluation when new, similar leaders are encountered. The 1st study demonstrated that exposure to a new leader who was similar to a past leader led to erroneous generalization of leader characteristics and associated underlying attributions. The 2nd study showed that expectations of just treatment and abuse were also subject to transfer from old to new, similar leaders, although positive and negative affective responses were not. Results suggested that individuals exposed to a leader who was not reminiscent of an old leader were more likely to use a general leader prototype to form leader expectations, whereas individuals exposed to a leader who was similar to an old leader activated a significant other mental representation for use in making judgments. These results have implications for individual- and relational-level processes as characterized by implicit leadership theory and leader-member exchange theory as well as macro theories of leader succession and organizational culture change. (c) 2007 APA

The experiences of leaders of self-management courses in Queensland: exploring Health Professional and Peer Leaders' perceptions of working together.

Science.gov (United States)

Catalano, Tara; Kendall, Elizabeth; Vandenberg, Avanka; Hunter, Beth

2009-03-01

This paper describes the experiences of volunteers who have been trained to deliver the Stanford Chronic Disease Self-Management Program course. In Queensland, Australia, Leaders usually work in pairs (a Health Professional Leader (HPL) and a Peer Leader (PL)). Qualitative data were collected to explore volunteers' experiences as Leaders and their opinions about working together to deliver self-management courses. The data were collected from September 2005 to December 2005. In-depth, semistructured telephone interviews were conducted with a purposive sample of 34 Leaders (17 PL, 17 HPLs). Thematic analysis revealed two core themes that described Leaders' perceptions and experiences of working relationships between HPLs and PLs: (i) The Value of Working Together and (2) Relationship Tensions. Both HPLs and PLs believed that working together represented 'the best of both worlds' and that the combination of peers and health professionals enhanced the sustainability of the approach. However, a number of tensions were revealed that undermined the development and sustainability of these working relationships. From HPLs' perspective, the benefits of working with volunteer PLs did not always justify the 'burden'. Finding the 'right person' for the PL role was difficult and a higher value was often placed on the contribution of professionals. The tensions that were most prominent for PLs were grounded in the disparity between their status and that of HPLs, their lack of ownership over courses coupled with lack of a strong voice in the co-Leader relationship, and the absence of connection and engagement among Leaders. Working relationships between HPLs and PLs have potential to deliver positive outcomes for people with chronic disease, but the current study has highlighted the necessity of developing a culture of mutual respect and a system that values both forms of knowledge and expertise (i.e. experiential and professional).

Becoming an Effective Peer Assisted Learning (PAL) Leader

Science.gov (United States)

West, Harry; Jenkins, Rhiannon; Hill, Jennifer

2017-01-01

This Directions paper, written by two former Peer Assisted Learning (PAL) Leaders, (West and Jenkins) and a PAL Tutor (Hill), will support any geographer considering a PAL role. It reflects their experiences of participating in a PAL scheme at the University of the West of England (UWE), Bristol, United Kingdom, and research conducted with…

A tale of two systems lean and agile software development for business leaders

CERN Document Server

Levine, Michael K

2009-01-01

A Tale of Two Systems takes us on an intriguing and very realistic journey through the development of two systems - one a spectacular success, and the other an equally spectacular failure. It exposes in detail why one system succeeds and the other fails. In the epilogue, Levine summarizes the lessons leaders should take away from this wonderful tale. This chapter alone is worth the price of the book; following the story brings a deep appreciation of its wisdom.--Mary Poppendieck, author of Implementing Lean Software Development: From Concept to Cash

Changes in commitment to change among leaders in home help services.

Science.gov (United States)

Westerberg, Kristina; Tafvelin, Susanne

2015-07-06

The purpose of the this study was to explore the development of commitment to change among leaders in the home help services during organizational change and to study this development in relation to workload and stress. During organizational change initiatives, commitment to change among leaders is important to ensure the implementation of the change. However, little is known of development of commitment of change over time. The study used a qualitative design with semi-structured interviews with ten leaders by the time an organizational change initiative was launched and follow-up one year later. Thematic content analysis was used to analyze the interviews. Commitment to change is not static, but seems to develop over time and during organizational change. At the first interview, leaders had a varied pattern reflecting different dimensions of commitment to change. One year later, the differences between leaders' commitment to change was less obvious. Differences in commitment to change had no apparent relationship with workload or stress. The data were collected from one organization, and the number of participants were small which could affect the results on workload and stress in relation to commitment to change. It is important to support leaders during organizational change initiatives to maintain their commitment. One way to accomplish this is to use management team meetings to monitor how leaders perceive their situation. Qualitative, longitudinal and leader studies on commitment to change are all unusual, and taken together, this study shows new aspects of commitment.

Assessing and developing critical-thinking skills in the intensive care unit.

Science.gov (United States)

Swinny, Betsy

2010-01-01

A lot of resources are spent on the development of new staff in the intensive care unit (ICU). These resources are necessary because the environment in the ICU is complex and the patients are critically ill. Nurses need an advanced knowledge base, the ability to accurately define and change priorities rapidly, good communication and teamwork skills, and the ability to work in a stressful environment in order to succeed and give their patients quality care. Critical thinking helps the nurse to navigate the complex and stressful environment of the ICU. Critical thinking includes more than just nursing knowledge. It includes the ability to think through complex, multifaceted problems to anticipate needs, recognize potential and actual complications, and to expertly communicate with the team. A nurse who is able to think critically will give better patient care. Various strategies can be used to develop critical thinking in ICU nurses. Nurse leaders are encouraged to support the development of critical-thinking skills in less experienced staff with the goal of improving the nurse's ability to work in the ICU and improving patient outcomes.

Development and preliminary validation of the Scleroderma Support Group Leader Self-efficacy Scale

NARCIS (Netherlands)

Pal, N.E.; Gumuchian, S.T.; Delisle, V.C.; Pé pin, M.; Malcarne, V.L.; Carrier, M.E.; Kwakkenbos, C.M.C.; Pelá ez, S.; El-Baalbaki, G.; Thombs, B.D.

2018-01-01

Support groups are an important resource for people living with systemic sclerosis (SSc; scleroderma). Peer support group leaders play an important role in the success and sustainability of SSc support groups, but face challenges that include a lack of formal training. An SSc support group leader

Not even the past: The joint influence of former leader and new leader during leader succession in the midst of organizational change.

Science.gov (United States)

Zhao, Helen H; Seibert, Scott E; Taylor, M Susan; Lee, Cynthia; Lam, Wing

2016-12-01

Leader succession often occurs during organizational change processes, but the implications of leader succession, in terms of reactions to the change, rarely have been investigated. Employee attitudes and behaviors during organizational change may be influenced jointly by a former leader who recently has transitioned out of the team and the new leader who recently has transitioned into it. We predict an interaction between former and new leaders' transformational leadership on employees' behavioral resistance to and support for change. On the basis of contrast effect theory, a highly transformational former leader constrains the potential effectiveness of the new leader, but a former leader low in transformational leadership enhances this potential effectiveness. We also propose conditional indirect effects transmitted through commitment to the changing organization. Our research was conducted in a large Chinese hospitality organization that was implementing radical organizational change, during which virtually all aspects of processes and products are changed. We collected a 2-wave multisource data from employees who had recently experienced a leader succession and their newly assigned leaders. On the basis of a final sample of 203 employees from 22 teams, we found empirical support for the proposed interaction effects. The conditional indirect effects were also consistent with our expectations, but the effect on behavioral resistance to change was stronger than the effect on behavioral support for change. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Cultivating a culture of research in nursing through a journal club for leaders

DEFF Research Database (Denmark)

Kjerholt, Mette; Hølge-Hazelton, Bibi

2018-01-01

AIM: To describe whether an action learning-inspired journal club for nurse leaders can develop the leaders' self-perceived competences to support a research culture in clinical nursing practice. BACKGROUND: Development of clinical research capacity and nurse leaders with the requisite competences...... competences to support nursing research culture in their departments. They stated that the action learning approach and the competences of the facilitator were key factors in this outcome. CONCLUSIONS: An action learning-inspired journal club for nurse leaders can be useful and meaningful to nurse leaders...... are key factors in evidence-based health care practice. This study describes how nurse leaders at a large regional hospital took part in a journal club for nurse leaders, with a view to developing their competences to support a nursing research culture in their departments. METHODS: A pilot study using...

The Clinician as Leader: Why, How, and When.

Science.gov (United States)

Stoller, James K

2017-11-01

Clinicians are inveterate leaders. We lead patients through the difficult maze of illness, families through the travails of ill loved ones, and physicians-in-training through the gauntlet of learning medicine. Yet, in the context of a range of leadership styles that effective leaders must be able to deploy situationally, physician leaders have traditionally defaulted to a "command and control" style that fosters the concept of physicians as "Viking warriors" or "heroic lone healers." The perverse effects of "command and control" are that this style conspires against collaboration and tends to be perpetuated as aspiring leaders emulate their predecessors. Because healthcare faces challenges of cost, access, and quality and is in the throes of change, the current landscape requires effective leadership. Though still relatively uncommon among healthcare organizations, frontrunner organizations are offering leadership development programs. The design of such programs requires clarity about requisite leadership competencies and about how and when to best to deliver such curricula. As one example, the American Thoracic Society has launched its Emerging Leaders Program (ELP), which is currently offering a leadership development curriculum to 18 selected emerging leaders. The ATS ELP curriculum focuses on awareness of self and system and incorporates highly participatory sessions on emotional intelligence, teambuilding, change management, situational leadership, appreciative inquiry, process and quality improvement, strategic planning, and organizational culture. Short-term deliverables are the development and presentation of business plans for innovations proposed by the group. Hoped for longer-term outcomes include an enhanced leadership pipeline for global respiratory health.

Leader-Member Exchange Theory in Higher and Distance Education

Directory of Open Access Journals (Sweden)

Robert Leo Power

2013-09-01

Full Text Available Unlike many other prominent leadership theories, leader-member exchange (LMX theory does not focus on the specific characteristics of an effective organizational leader. Rather, LMX focuses on the nature and quality of the relationships between a leader and his or her individual subordinates. The ideal is for a leader to develop as many high-quality relationships as possible. This will lead to increases in subordinates’ sense of job satisfaction and organizational citizenship, as well as to increased productivity and attainment of organizational goals. LMX has been criticized for its potential to alienate some subordinates, failing to account for the effects of group dynamics and social identity, and failing to provide specific advice on how leaders can develop high-quality relationships. However, LMX has been heralded as an important leadership theory in higher and distance educational contexts because of its emphasis on promoting autonomy and citizenship, as well as its ability to complement and mediate transformational leadership styles. Recent authors have attempted to provide specific advice for leaders who want to learn how to build and capitalize on the high-quality relationships described by LMX theory.

Leader trust and employee voice : The moderating role of empowering leader behaviors

NARCIS (Netherlands)

Gao, L.; Janssen, O.; Shi, K.

This paper explored how employees' trust in their leader interacted with empowering leader behaviors in promoting employee voice. Using data collected from 314 employees in the telecommunication industry in China, we found that the relationship between leader trust and employee voice became more

Lesbian, gay, bisexual, and transgender (LGBT) issues in dental school environments: dental student leaders' perceptions.

Science.gov (United States)

Anderson, Joan I; Patterson, April N; Temple, Henry J; Inglehart, Marita Rohr

2009-01-01

The objectives of the study reported in this article were to assess dental student leaders' perceptions of educational efforts concerning lesbian, gay, bisexual, and transgender (LGBT) topics and the cultural climate concerning LGBT issues in dental schools in the United States and Canada. In addition, the perceptions of student leaders who self-identified as belonging to the LGBT community and of students with a heterosexual orientation were compared. Data were collected from 113 dental student leaders from twenty-seven dental schools in the United States and three in Canada. Fifty student leaders were females, and sixty-two were males. Only 13.3 percent of the respondents agreed that their dental education prepared them well to treat patients from LGBT backgrounds. The more the student leaders believed that their university has an honest interest in diversity, the better they felt prepared by their dental school program to treat patients from LGBT backgrounds (r=.327; pschools' administrations create a positive environment for students with LGBT orientations, the more they agreed that persons can feel comfortable regardless of their sexual orientation (r=.585; pschool administrators play an important role in ensuring that future care providers are well prepared to treat patients from LGBT backgrounds and that staff, faculty, students, and patients from these backgrounds are not discriminated against.

Renewable energies in the United States: support policies and tendencies for research and development

International Nuclear Information System (INIS)

2009-11-01

Illustrated by figures, graphs and tables of data, nine articles give overviews of the present evolutions and tendencies for research and development in the energy sector in the United States of America. After a first article commenting the possible evolution of the energy model in this country, the authors are commenting the priority given to innovation for clean energies, the evolution of patents claimed by US companies, the smart-grid-based energy strategy, the evolution of the wind energy sector, the technological evolutions and decreasing prices of the solar energy, the large investments required for a large scale development of geothermal energy, the voluntary policy and the ambitious objectives in the field of bio-energies and bio-fuels, and California as a leader in the field of renewable energies

Factors supporting dentist leaders' retention in leadership.

Science.gov (United States)

Tuononen, T; Lammintakanen, J; Suominen, A L

2017-12-01

The aim was to study factors associated with staying in a dentist leadership position. We used an electronic questionnaire to gather data from 156 current or former Finnish dentist leaders in 2014. Principal component analysis categorized statements regarding time usage and opportunities in managerial work into five main components. Associations between these main component scores and the tendency to stay as a leader were analyzed with logistic regression. Out of the five main components, two were significantly associated with staying as a leader: 'career intentions', which represented intent to continue or to leave the leadership position; and 'work time control opportunities', which represented how leaders could control their own work time. Other factors that supported staying were leadership education, more work time available for leadership work, and lower age. The main component 'work pressure' decreased, although not significantly, the odds of continuing; it included lack of leadership work time, and pressure from superiors or subordinates. Leaders have important roles in health care, ensuring everyday operations as well as developing their organizations to meet future challenges. Knowledge of these supporting factors will enable dentist leaders and their organizations to improve working conditions in order to recruit and retain motivated and competent persons. In addition, well-designed education is important to inspire and encourage future leaders. Copyright© 2017 Dennis Barber Ltd.

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.

Coaching interprofessional health care improvement teams: the coachee, the coach and the leader perspectives.

Science.gov (United States)

Godfrey, Marjorie M; Andersson-Gare, Boel; Nelson, Eugene C; Nilsson, Mats; Ahlstrom, Gerd

2014-05-01

To investigate health care improvement team coaching activities from the perspectives of coachees, coaches and unit leaders in two national improvement collaboratives. Despite numerous methods to improve health care, inconsistencies in success have been attributed to factors that include unengaged staff, absence of supportive improvement resources and organisational inertia. Mixed methods sequential exploratory study design, including quantitative and qualitative data from interprofessional improvement teams who received team coaching. The coachees (n = 382), coaches (n = 9) and leaders (n = 30) completed three different data collection tools identifying coaching actions perceived to support improvement activities. Coachees, coaches and unit leaders in both collaboratives reported generally positive perceptions about team coaching. Four categories of coaching actions were perceived to support improvement work: context, relationships, helping and technical support. All participants agreed that regardless of who the coach is, emphasis should include the four categories of team coaching actions. Leaders should reflect on their efforts to support improvement teams and consider the four categories of team coaching actions. A structured team coaching model that offers needed encouragement to keep the team energized, seems to support health care improvement. © 2013 John Wiley & Sons Ltd.

What mental health teams want in their leaders.

Science.gov (United States)

Corrigan, P W; Garman, A N; Lam, C; Leary, M

1998-11-01

The authors present the findings of the first phase of a 3-year study developing a skills training curriculum for mental health team leaders. A factor model empirically generated from clinical team members was compared to Bass' (1990) Multifactor Model of Leadership. Members of mental health teams generated individual responses to questions about effective leaders. Results from this survey were subsequently administered to a sample of mental health team members. Analysis of these data yielded six factors: Autocratic Leadership, Clear Roles and Goals, Reluctant Leadership, Vision, Diversity Issues, and Supervision. Additional analyses suggest Bass' Multifactor Model offers a useful paradigm for developing a curriculum specific to the needs of mental health team leaders.

Teambuilding: A Strategic Leader Imperative

National Research Council Canada - National Science Library

Putko, Christopher J

2006-01-01

.... An Army Training and Leader Development Panel (ATLDP) - 2001 cited team building components in need of improvement to include command climate empowerment of subordinates, mentorship, counseling, accountability, and feedback...

The clinical nurse leader in the perioperative setting: a preceptor experience.

Science.gov (United States)

Wesolowski, Michael S; Casey, Gwendolyn L; Berry, Shirley J; Gannon, Jane

2014-07-01

The U.S. Veterans Administration (VA) has implemented the clinical nurse leader (CNL) role nationwide. Nursing leaders at the Malcolm Randall VA Medical Center in Gainesville, Florida, implemented the development of the CNL role in the perioperative setting during the summer of 2012. The perioperative department developed the position in partnership with the University of Florida College of Nursing, Gainesville, Florida. The team developed a description of the roles and experiences of the preceptors, the clinical nurse leader resident, and the University of Florida faculty member. The clinical nurse leader resident's successes and the positive outcomes, such as improved patient outcomes, experienced by the perioperative department demonstrated the importance of the CNL role. Published by Elsevier Inc.

Maximizing Team Performance: The Critical Role of the Nurse Leader.

Science.gov (United States)

Manges, Kirstin; Scott-Cawiezell, Jill; Ward, Marcia M

2017-01-01

Facilitating team development is challenging, yet critical for ongoing improvement across healthcare settings. The purpose of this exemplary case study is to examine the role of nurse leaders in facilitating the development of a high-performing Change Team in implementing a patient safety initiative (TeamSTEPPs) using the Tuckman Model of Group Development as a guiding framework. The case study is the synthesis of 2.5 years of critical access hospital key informant interviews (n = 50). Critical juncture points related to team development and key nurse leader actions are analyzed, suggesting that nurse leaders are essential to maximize clinical teams' performance. © 2016 Wiley Periodicals, Inc.

Inpatient Dialysis Unit Project Development: Redesigning Acute Hemodialysis Care.

Science.gov (United States)

Day, Jennifer

2017-01-01

Executive leaders of an acute care hospital performed a market and financial analysis, and created a business plan to establish an inpatient hemodialysis unit operated by the hospital to provide safe, high-quality, evidence-based care to the population of individuals experiencing end stage renal disease (ESRD) within the community. The business plan included a SWOT (Strengths - Weaknesses - Opportunities - Threats) analysis to assess advantages of the hospital providing inpatient hemodialysis services versus outsourcing the services with a contracted agency. The results of the project were a newly constructed tandem hemodialysis room and an operational plan with clearly defined key performance indicators, process improvement initiatives, and financial goals. This article provides an overview of essential components of a business plan to guide the establishment of an inpatient hemodialysis unit. Copyright© by the American Nephrology Nurses Association.

Leader self-sacrifice and leadership effectiveness: The moderating role of leader prototypicality

NARCIS (Netherlands)

van Knippenberg, B.M.; van Knippenberg, D.

2005-01-01

Self-sacrificing behavior of the leader and the extent to which the leader is representative of the group (i.e., group prototypical) are proposed to interact to influence leadership effectiveness. The authors expected self-sacrificing leaders to be considered more effective and to be able to push

Cultivating a culture of research in nursing through a journal club for leaders: A pilot study.

Science.gov (United States)

Kjerholt, Mette; Hølge-Hazelton, Bibi

2018-01-01

To describe whether an action learning-inspired journal club for nurse leaders can develop the leaders' self-perceived competences to support a research culture in clinical nursing practice. Development of clinical research capacity and nurse leaders with the requisite competences are key factors in evidence-based health care practice. This study describes how nurse leaders at a large regional hospital took part in a journal club for nurse leaders, with a view to developing their competences to support a nursing research culture in their departments. A pilot study using a multimethod approach to evaluate the journal club for nurse leaders. Four nurse leaders participated in the journal club for nurse leaders. Content analysis on the data was performed. Data revealed that participation in journal club for nurse leaders gave the leaders a feeling of increased competences to support nursing research culture in their departments. They stated that the action learning approach and the competences of the facilitator were key factors in this outcome. An action learning-inspired journal club for nurse leaders can be useful and meaningful to nurse leaders in developing leadership competences. As an approach in journal club for nurse leaders, action learning can develop nurse leaders' competence to support a research culture, and thus ensure evidence-based nursing is practised. © 2017 John Wiley & Sons Ltd.

If Civilian Leaders Overrule Military Leaders and Direct Them to Eliminate a Division, What Type of Division Should be Cut: Army Heavy or Marine?

National Research Council Canada - National Science Library

Mohr, Jerry

1997-01-01

This paper addresses the developing political forces and budgetary issues that may lead civilian leaders to overrule the objections of senior military leaders and direct them to eliminate a division...

Career development and personal success profile of students - followers and students - potential future leaders: The case of RIT Croatia

Directory of Open Access Journals (Sweden)

Jasminka Samardžija

2017-01-01

Full Text Available This study examines the differences among students in terms of self-reported leadership characteristics. It was conducted among all three programs and four generations of undergraduates at RIT Croatia. The goal of this study is to determine the differences among students who report being more and less leadership prone (Potential Future Leaders and Followers, respectively with regard to demographic characteristics, reported self reliance socialization pattern, college level and program choice, career focus attainment and development, and reported attitudes regarding the importance of specific personality traits in leadership, the importance of specific career development factors and success indicators. Research showed that generation and college program are not related to student reported leadership proneness, suggesting that college education’s impact on leadership traits is not significant. Only one socio-demographic factor considered was significantly different between clusters; namely, the respondents who had moved once were significantly more represented in the Potential Future Leaders cluster, suggesting that study-abroad programs might play a role in leadership development. In terms of ranking career development factors, success indicators, the importance of emotional stability and openness to experience as a specific leadership trait, Potential Future Leaders reported higher scores in comparison with Followers cluster, potentially resulting from their forwardlooking, goal-oriented attitude.

To Pay or Not to Pay: The Influence of Compensation as an External Reward on Learning Outcomes of Peer Leaders

Science.gov (United States)

Young, Dallin George; Keup, Jennifer R.

2018-01-01

Data on 4,016 peer leaders from 49 four-year institutions across the United States were used for this quantitative study. Structural equation modeling was used to examine the impact of different forms of compensation on the skills development, institution interaction, academic commitment, employability outcomes, and academic performance of peer…

Role of Department Heads in Academic Development: A Leader-Member Exchange and Organizational Resource Perspective

Science.gov (United States)

Horne, Andre Leonard; du Plessis, Yvonne; Nkomo, Stella

2016-01-01

This article examines the role of leadership in the development of academic talent in higher education from a social exchange and organizational support perspective. Drawing from a sample of academic staff at a large South African university, the study investigates the extent to which a quality leader-member exchange relationship versus a formal…

Strategy for Developing the Right Leaders for the Objective Force-An Opportunity to Excel

National Research Council Canada - National Science Library

Swengros, Richard

2002-01-01

Attrition rates are highZ The Army must transform to the Objective ForceZ Senior leaders are out of touch with junior leadersZ Technology is growing by leaps and boundsZ The Army must retain captains...

School Leader Relationships: The Need for Explicit Training on Rapport, Trust, and Communication

Science.gov (United States)

Lasater, Kara

2016-01-01

An important aspect of school leadership is relationship development, but developing meaningful relationships as a school leader is challenging. School leader relationships are challenged by diverse stakeholder groups, varied contexts, and difficult situations. The complex nature of school leader relationships necessitates explicit training for…

Leaders in social networks, the Delicious case.

Science.gov (United States)

Lü, Linyuan; Zhang, Yi-Cheng; Yeung, Chi Ho; Zhou, Tao

2011-01-01

Finding pertinent information is not limited to search engines. Online communities can amplify the influence of a small number of power users for the benefit of all other users. Users' information foraging in depth and breadth can be greatly enhanced by choosing suitable leaders. For instance in delicious.com, users subscribe to leaders' collection which lead to a deeper and wider reach not achievable with search engines. To consolidate such collective search, it is essential to utilize the leadership topology and identify influential users. Google's PageRank, as a successful search algorithm in the World Wide Web, turns out to be less effective in networks of people. We thus devise an adaptive and parameter-free algorithm, the LeaderRank, to quantify user influence. We show that LeaderRank outperforms PageRank in terms of ranking effectiveness, as well as robustness against manipulations and noisy data. These results suggest that leaders who are aware of their clout may reinforce the development of social networks, and thus the power of collective search.

Leaders in social networks, the Delicious case.

Directory of Open Access Journals (Sweden)

Linyuan Lü

Full Text Available Finding pertinent information is not limited to search engines. Online communities can amplify the influence of a small number of power users for the benefit of all other users. Users' information foraging in depth and breadth can be greatly enhanced by choosing suitable leaders. For instance in delicious.com, users subscribe to leaders' collection which lead to a deeper and wider reach not achievable with search engines. To consolidate such collective search, it is essential to utilize the leadership topology and identify influential users. Google's PageRank, as a successful search algorithm in the World Wide Web, turns out to be less effective in networks of people. We thus devise an adaptive and parameter-free algorithm, the LeaderRank, to quantify user influence. We show that LeaderRank outperforms PageRank in terms of ranking effectiveness, as well as robustness against manipulations and noisy data. These results suggest that leaders who are aware of their clout may reinforce the development of social networks, and thus the power of collective search.

Leader as visionary. Leadership education model.

Science.gov (United States)

Aroian, Jane

2002-01-01

Developing nurse leaders for today and tomorrow is a priority considering the powerful relationship between leadership strength and the influence of the nursing profession in the future of health care. This article addresses leadership theories and research as they relate to visionary leadership. Education for visionary leadership is also addressed including the competencies and skill sets for effective visionary leaders. Visioning is a powerful force for change in shaping organizations and building teams for the future.

SPECIFIC SUBJECTS OF LICENSE ACADEMIC PROGRAM - AN IMPORTANT STAGE OF PROFESSIONAL DEVELOPMENT OF FUTURE MILITARY LEADERS AT NATIONAL MILITARY UNIVERSITY, BULGARIA

Directory of Open Access Journals (Sweden)

Elitsa Stoyanova PETROVA

2016-09-01

Full Text Available On the basis of an approved request by the Head of National Military University it is conducting research on motivation in military formations of the example of Vasil Levski National Military University in Veliko Tarnovo, Bulgaria. Subject of the study is motivation for training and military activities of the cadets and the objects of the study are students in professional military direction in "Organization and management of military units at the tactical level," Land forces faculty at the National Military University of Bulgaria. The article presents results of the study at second item - "Do you agree that the study of specialized topics is an important stage of your professional development of future military leader?". The interviewees were cadets who graduated through the following academic years - 2013/2014, 2014/2015, 2015/2016.

Navigating the Complexities of Undergraduate Medical Curriculum Change: Change Leaders' Perspectives.

Science.gov (United States)

Velthuis, Floor; Varpio, Lara; Helmich, Esther; Dekker, Hanke; Jaarsma, A Debbie C

2018-02-06

Changing an undergraduate medical curriculum is a recurring, high-stakes undertaking at medical schools. This study aimed to explore how people leading major curriculum changes conceived of the process of enacting change and the strategies they relied on to succeed in their efforts. The first author individually interviewed nine leaders who were leading or had led the most recent undergraduate curriculum change in one of the eight medical schools in the Netherlands. Interviews were between December 2015 and April 2016, using a semi-structured interview format. Data analysis occurred concurrently with data collection, with themes being constructed inductively from the data. Leaders conceived of curriculum change as a dynamic, complex process. They described three major challenges they had to deal with while navigating this process: the large number of stakeholders championing a multitude of perspectives, dealing with resistance, and steering the change process. Additionally, strategies for addressing these challenges were described. The authors identified an underlying principle informing the work of these leaders: being and remaining aware of emerging situations, and carefully constructing strategies for ensuring the intended outcomes were reached and contributed to the progress of the change process. This empirical, descriptive study enriches the understanding of how institutional leaders navigate the complexities of major medical curriculum changes. The insights serve as a foundation for training and coaching future change leaders. To broaden the understanding of curriculum change processes, future studies could investigate the processes through alternative stakeholder perspectives.Written work prepared by employees of the Federal Government as part of their official duties is, under the U.S. Copyright Act, a "work of the United States Government" for which copyright protection under Title 17 of the United States Code is not available. As such, copyright does not

Evaluation of a clinical leadership programme for nurse leaders.

Science.gov (United States)

Martin, Jacqueline S; McCormack, Brendan; Fitzsimons, Donna; Spirig, Rebecca

2012-01-01

This is an evaluation study of the impact of the adapted RCN Clinical Leadership Programme on the development of leadership competencies of nurse leaders in Switzerland. Transformational leadership competencies are essential for delivering high-quality care within health-care organizations. However, many countries have identified a lack of leadership skills in nurse leaders. Consequently, the development of leadership competencies is a major objective for health-care centres. This article describes the quantitative results of a mixed methods study. A one-group pre-test-post-test quasi-experimental design was used. A convenience sample of 14 ward leaders were assessed three times using the Leadership Practices Inventory (LPI). Descriptive and inferential data analysis techniques were employed. In total 420 observer-assessment questionnaires and 42 self-assessment questionnaires were distributed. Our main finding was that nurse leaders following the programme, demonstrated significant improvement in two subscales of the LPI -'inspiring a shared vision' and 'challenging the process'. This study showed improvement in two leadership practices of nurse leaders following a programme that has been adapted to Swiss health care. Findings concur with others studies that suggest that investments in educational programs to facilitate leadership skills in nurse leaders are justified. © 2011 Blackwell Publishing Ltd.

Razvoj komunikacijskih in vodstvenih kompetenc pri vodjih tehnične stroke = The Development of Communication and Leading Competences among the Leaders of Technical Expertise

Directory of Open Access Journals (Sweden)

Mojca Jermanis

2012-01-01

Full Text Available A leader holds an important role in the communication process.His/her way of passing information and of communication continuouslyinfluences the employees as it streams their behaviour and buildsmutual trust. The purpose of this article is to show the development ofcommunication and leading competences for mid-level leaders. Furthermore,the article defines specific competences and their importancefor the efficient management of staff. 152 mid-level leaders workingfor an automotive company – a worldwide automotive supplier –were involved in the research. They completed the education programmefor mid-level leaders. Descriptive statistical techniques and factoranalysis were used for data processing.

Teaching Leaders to Lead Themselves: An Emerging Leader Exercise

Science.gov (United States)

Chavez, Carolyn I.; Gomez, Claudia; Valenzuela, Marcus; Perera, Yasanthi B.

2017-01-01

This article describes an exercise that allows students to experience and understand the importance of perception in leader emergence. Based on implicit leadership theories, this exercise asks students to provide one another with anonymous feedback about what extent they exhibit various trait-based leader behaviors. This exercise, which can be…

[Self-perception of health care team leaders in Andalusia. A quantitative and qualitative study].

Science.gov (United States)

García-Romera, I; Danet, A; March-Cerdà, J C

To determine the perception and self-assessment on leadership among health care team leaders in Andalusia. Design: Exploratory descriptive study using quantitative and qualitative methodology, developed between 2013 and 2015, using a questionnaire and semi-structured interviews. Andalusia. All health managers from the Primary Care Management Units and Health Management Areas of the Departments of Paediatrics, Emergency and Internal Medicine, for the quantitative study. A purposive sample of 24 health managers was used for the qualitative study. Descriptive statistical study and bivariate analysis of comparison of means. Content analysis of the semi-structured interviews: Codification, category tree, and triangulation of results. The best self-assessment dimension relates to support, and the worst to considering oneself as a 'good leader'. The definition of a 'good leader' includes: Honesty, trust, and attitudes of good communication, closeness, appreciation, and reinforcement of the health team members. Different leadership styles were perceived. Main difficulties for leadership are related to the economic crisis and the management of personal conflicts. Health managers describe an adaptive leadership style, based on personal and professional support, and using communication as the main cohesive element for the team project. More studies on leaders' perspectives are important, in order to better understand their experiences, needs and expectations. Copyright © 2016 SECA. Publicado por Elsevier España, S.L.U. All rights reserved.

Novice to transformational leader – a personal critical reflection

Directory of Open Access Journals (Sweden)

Kenneth Adedeji Adetokunbo Adegoke

2017-05-01

Full Text Available Background: This is a critical reflection in relation to the nine months I spent on the Clinical Leadership Programme organised by a large NHS acute trust in England, underpinned by practice development methodology. The programme aimed to support 23 consultant clinicians from different medical specialties in their leadership development. Aims: To develop insights into my personal development as a transformational leader from exploring the concepts and tools introduced in the programme in relation to my role as a clinical lead for anaesthetics services across the trust. Conclusions: From my reflection, I now have a clear understanding of what leadership is, how it relates to management and that a good leader is often a good manager too. In addition, I have concluded that investing time in developing self-awareness in terms of my leadership behaviours has clarified my leadership role and also how to be a transformational leader in everyday practice. Additionally, using the headings person-centred care, safe care, effective care and effective workplace culture, I have been able to reflect and review some of my achievements as follows: Person-centred care: I visited the home of a patient with learning difficulties to enable them to access the hospital from the community Safe care: I have enabled a reduction in the number of ‘never’ events by promoting the stop before you block (SB4UB programme in my anaesthesia department Effective care: I facilitated the enrolment of major elective surgical patients into the Enhanced Recovery Programme Effective workplace culture: I have zero tolerance to incidences of bullying and harassment Implications for practice: •\tGood leaders have the skills to develop with their teams shared priorities and purposes that guide everyday actions •\tGood leaders and good managers are needed to enable teams of people to work together •\tSuccessful leaders sometimes make changes that may be unpopular �

Leader charisma and affective team climate: the moderating role of the leader's influence and interaction.

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Hernández Baeza, Ana; Araya Lao, Cristina; García Meneses, Juliana; González Romá, Vicente

2009-11-01

In this study, we evaluate the role of leader charisma in fostering positive affective team climate and preventing negative affective climate. The analysis of a longitudinal database of 137 bank branches by means of hierarchical moderated regression shows that leader charisma has a stronger effect on team optimism than on team tension. In addition, the leader's influence and the frequency of leader-team interaction moderate the relationship between charisma and affective climate. However, whereas the leader's influence enhances the relationship between leader charisma and positive affective climate, the frequency of interaction has counterproductive effects.

Outdoor Orientation Leaders: The Effects of Peer Leadership

Science.gov (United States)

Starbuck, J. David; Bell, Brent J.

2017-01-01

In this study, we investigated how student (peer) leaders of college outdoor orientation programs understand the effects of their leadership experience on personal growth and development. We collected data through in-depth interviews of 36 first-time student leaders at four colleges. Findings indicate that the majority of students at all four…

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.

Online Leader Training Course: Nebraska Equine Extension Leader Certification

Science.gov (United States)

Cottle, Lena; D'Angelo, Nicole

2015-01-01

The Nebraska Equine Advancement Level Leader Certification Program is an online learning tool that clarifies principles of the Nebraska 4-H Equine Advancement Programs. Through an online Moodle course through eXtension.org, 4-H leaders and Extension educators are able to fulfill the certification requirement from any location before allowing youth…

Leader power and leader self-serving behavior : The role of effective leadership beliefs and performance information

NARCIS (Netherlands)

Rus, Diana; van Knippenberg, Daan; Wisse, Barbara

2010-01-01

In this research we investigated the role played by leader power in determining leader self-serving behavior. Based on an integration of insights from research on the determinants of leader behavior and the power-approach theory, we hypothesized that with higher leader power leader self-serving

The Cambia Sojourns Scholars Leadership Program: Conversations with Emerging Leaders in Palliative Care.

Science.gov (United States)

Cruz-Oliver, Dulce M; Bernacki, Rachelle; Cooper, Zara; Grudzen, Corita; Izumi, Seiko; Lafond, Deborah; Lam, Daniel; LeBlanc, Thomas W; Tjia, Jennifer; Walter, Jennifer

2017-08-01

There is a pressing workforce shortage and leadership scarcity in palliative care to adequately meet the demands of individuals with serious illness and their families. To address this gap, the Cambia Health Foundation launched its Sojourns Scholars Leadership Program in 2014, an initiative designed to identify, cultivate, and advance the next generation of palliative care leaders. This report intends to summarize the second cohort of Sojourns Scholars' projects and their reflection on their leadership needs. This report summarizes the second cohort of sojourns scholars' project and their reflection on leadership needs. After providing a written reflection on their own projects, the second cohort participated in a group interview (fireside chat) to elicit their perspectives on barriers and facilitators in providing palliative care, issues facing leadership in palliative care in the United States, and lessons from personal and professional growth as leaders in palliative care. They analyzed the transcript of the group interview using qualitative content analysis methodology. Three themes emerged from descriptions of the scholars' project experience: challenges in palliative care practice, leadership strategies in palliative care, and three lessons learned to be a leader were identified. Challenges included perceptions of palliative care, payment and policy, and workforce development. Educating and collaborating with other clinicians and influencing policy change are important strategies used to advance palliative care. Time management, leading team effort, and inspiring others are important skills that promote effectiveness as a leader. Emerging leaders have a unique view of conceptualizing contemporary palliative care and shaping the future. Providing comprehensive, coordinated care that is high quality, patient and family centered, and readily available depends on strong leadership in palliative care. The Cambia Scholars Program represents a unique opportunity.

Leaders as Corporate Responsibility Spokesperson: How Leaders Explain Liabilites Via Corporate Web Sites?

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Burcu Öksüz

2014-12-01

Full Text Available The aim of this paper is to reveal the corporate social responsibility (CSR understandings of corporations from the leaders’ perspective and discuss how leaders define and explain CSR practices their organizations executed as spokesperson via social media channels of their organizations.  In this context, a content analysis aiming to display the ideas of Turkey’s top 250 corporations’ leaders (CEO, chairman of the board, general manager designated by Istanbul Chamber of Industry in 2013. The leader messages about different dimensions of CSR and CSR practices that are partaking in corporate web sites were examined. According to the results of the analysis, it is found that the leaders act as responsible leaders, and also the spokesperson of their corporations. In addition it is found out that responsible leaders included multiplexed information on different dimensions and various practices of CSR in their social media messages.

Vision-Based Leader Vehicle Trajectory Tracking for Multiple Agricultural Vehicles.

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Zhang, Linhuan; Ahamed, Tofael; Zhang, Yan; Gao, Pengbo; Takigawa, Tomohiro

2016-04-22

The aim of this study was to design a navigation system composed of a human-controlled leader vehicle and a follower vehicle. The follower vehicle automatically tracks the leader vehicle. With such a system, a human driver can control two vehicles efficiently in agricultural operations. The tracking system was developed for the leader and the follower vehicle, and control of the follower was performed using a camera vision system. A stable and accurate monocular vision-based sensing system was designed, consisting of a camera and rectangular markers. Noise in the data acquisition was reduced by using the least-squares method. A feedback control algorithm was used to allow the follower vehicle to track the trajectory of the leader vehicle. A proportional-integral-derivative (PID) controller was introduced to maintain the required distance between the leader and the follower vehicle. Field experiments were conducted to evaluate the sensing and tracking performances of the leader-follower system while the leader vehicle was driven at an average speed of 0.3 m/s. In the case of linear trajectory tracking, the RMS errors were 6.5 cm, 8.9 cm and 16.4 cm for straight, turning and zigzag paths, respectively. Again, for parallel trajectory tracking, the root mean square (RMS) errors were found to be 7.1 cm, 14.6 cm and 14.0 cm for straight, turning and zigzag paths, respectively. The navigation performances indicated that the autonomous follower vehicle was able to follow the leader vehicle, and the tracking accuracy was found to be satisfactory. Therefore, the developed leader-follower system can be implemented for the harvesting of grains, using a combine as the leader and an unloader as the autonomous follower vehicle.

Do lightning positive leaders really "step"?

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Petersen, D.

2015-12-01

It has been known for some time that positive leaders exhibit impulsive charge motion and optical emissions as they extend. However, laboratory and field observations have not produced any evidence of a process analogous to the space leader mechanism of negative leader extension. Instead, observations have suggested that the positive leader tip undergoes a continuous to intermittent series of corona streamer bursts, each burst resulting in a small forward extension of the positive leader channel. Traditionally, it has been held that lightning positive leaders extend in a continuous or quasi-continuous fashion. Lately, however, many have become concerned that this position is incongruous with observations of impulsive activity during lightning positive leader extension. It is increasingly suggested that this impulsive activity is evidence that positive leaders also undergo "stepping". There are two issues that must be addressed. The first issue concerns whether or not the physical processes underlying impulsive extension in negative and positive leaders are distinct. We argue that these processes are in fact physically distinct, and offer new high-speed video evidence to support this position. The second issue regards the proper use of the term "step" as an identifier for the impulsive forward extension of a leader. Traditional use of this term has been applied only to negative leaders, due primarily to their stronger impulsive charge motions and photographic evidence of clearly discontinuous forward progression of the luminous channel. Recently, due to the increasing understanding of the distinct "space leader" process of negative leader extension, the term "step" has increasingly come to be associated with the space leader process itself. Should this emerging association, "step" = space leader attachment, be canonized? If not, then it seems reasonable to use the term "step" to describe impulsive positive leader extension. If, however, we do wish to associate the

Environmental Action and Student Environmental Leaders: Exploring the Influence of Environmental Attitudes, Locus of Control, and Sense of Personal Responsibility

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Ernst, Julie; Blood, Nathaniel; Beery, Thomas

2017-01-01

The Student Climate and Conservation Congress (SC3) is a joint educational effort between the United States Fish and Wildlife Service and the Green Schools Alliance that aims to develop the next generation of conservation leaders through fostering action competence in youth. Data from SC3 participants was used to investigate four predictors of…

An Evaluation of Entrepreneurship Orientation within the LEADER+ program in the European Union

Directory of Open Access Journals (Sweden)

Mario Duarte Canever

2012-01-01

Full Text Available This article deals with the currently widely discussed entrepreneurialorientation (EO and investigates the roles this concept actually plays withinthe LEADER+ development program and its implementation in three Europeanterritories. The main question addressed in this analysis is whether or not theLEADER+ envisaged EO as a basic element for rural development. Can we reallyobserve both at the rhetoric and at the implementation levels impacts of the EO onthe LEADER+? To answer this question the official programmatic documents ofthe EU community initiative LEADER+ are analyzed against the background ofthe most important EO concepts and characteristics. Subsequently, a deeper lookin the implementation of LEADER+ in three European territories shows that theEO still has little impact in the actions implemented. Some major contradictoryrhetoric of the LEADER+ is identified regarding EO and its importance to the developmentprogram. As well as some important suggestions for improving futuredevelopment program can be derived from the analysis. These show that, despitethe lack of focus on EO by the LEADER+, the concept has the potential to make asignificant contribution to the successful development of regions.

Moral Guardianship: Building Authentic Transformational Leaders; A Professional Military Educational Approach

Science.gov (United States)

2012-02-15

United States government. ii Biography Lieutenant Colonel Anthony R. Hernandez is a United States Air Force officer enrolled...in adopting this approach. This is where the concept becomes more complex. Alternatively, leaders can also use the second form of Immanuel Kant’s...measures the intent of an action and discounts the end result. Yet, Kant had much more to say with respect to one’s moral actions. A course in virtue

Developing scientist leaders for tumultuous times.

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Woteki, Catherine E

2005-01-01

Leadership is a quality that can be learned. It is a behavior that one practices, and, after lots of practice, it becomes a habit. This is a lesson I learned from my father, who was a career pilot in the US Air Force and instilled this into me and my siblings from a very early age. It is also something I have learned in observing others. I have frequently asked why some people from certain disciplinary backgrounds seem to have an advantage in the leadership area. Think of the backgrounds of our Presidents, for example; so many of them have been attorneys. Members of Congress, as well, also frequently come from that disciplinary background. Key decision makers in government frequently come from economics backgrounds. I have also asked why this is the case. Frequently, the answer seems to be that these disciplines define themselves as being those that create leaders, not that they limit their members' aspirations. Why are so few veterinarians in leadership positions? It seems quite a paradox that they are not. The assets of an education in veterinary medicine are many. The education provides a very broad background in systems biology, medicine, and public health. There are many career paths for veterinarians. Most choose private practice, but, beyond that, career paths exist in industry, particularly the biomedical industry; in trade associations; in government and industry research; and in public health and regulatory positions. There are also many opportunities in academia, certainly in colleges of veterinary medicine but, beyond that, also in human medicine and in the biology disciplines. International opportunities also exist in governmental and non-governmental organizations, such as the Food and Agriculture Organization at the United Nations and the World Health Organization, and in advocacy and lobbying. Veterinarians are also making news these days. The emerging zoonotic diseases that have seized headlines in papers around the world give prominence to

Emotional intelligence in South African women leaders in higher education

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Claude-Hélène Mayer

2017-02-01

Full Text Available Orientation: This study contributes to an in-depth understanding of emotional intelligence (EI in women leaders in Higher Education Institutions (HEIs in South Africa from an inside perspective. Research purpose: The purpose of this study is to explore EI in South African women leaders working in HEIs to identify women leader’s strengths, foci and their possible areas of development. The aim is to get deeper insights in EI in women leaders because EI is associated with effective leadership qualities, creativity and innovation, as well as empathetic communication which is needed in the challenging HEI workplaces. Motivation for the study: Emotional intelligence is an important source for women leaders to increase leadership qualities. This study is motivated by a deep interest to explore aspects of EI in women leaders in this specific professional context. Research design, approach and method: The study uses a qualitative research design and an approach based on Dilthey’s modern hermeneutics of ‘Verstehen’ (understanding. Twenty-three women leaders of the Higher Education Research Service (HERS-SA network were interviewed through semi-structured interviews. One researcher observed behaviour in one HEI to support the interpretation of the data. Data were analysed through content analysis. Main findings: Findings show that women leaders mainly refer to intrapersonal emotional quotient (EQ, followed by interpersonal EQ, adaptability, stress management and, finally, general mood. The most highly rated components of EQ are self-regard, followed by interpersonal relationships, problem solving, empathy, emotional self-awareness, assertiveness, impulse control and social responsibility. Findings also provide ideas on what EQ components can be further developed. Practical/managerial implications: New insights are provided on what components of EI should be developed in women leaders to increase overall EI, on cognitive and behavioural levels

Leaders of Sustainable Development Projects: Resources Used and Lessons Learned in a Context of Environmental Education?

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Pruneau, Diane; Lang, Mathieu; Kerry, Jackie; Fortin, Guillaume; Langis, Joanne; Liboiron, Linda

2014-01-01

In our day, leaders involved in ingenious sustainable development projects plan spaces and implement practices that are beneficial to the environment. These initiatives represent a fertile source of information on the competences linked to environmental design that we should nurture in our students. In view of improving our understanding of the…

Leader-to-leader splicing is required for efficient production and accumulation of polyomavirus late mRNAs.

OpenAIRE

Adami, G R; Marlor, C W; Barrett, N L; Carmichael, G G

1989-01-01

Polyomavirus late mRNA molecules contain multiple, tandem copies of a noncoding 57-base "late leader" exon at their 5' ends. This exon is encoded only once in the genome. Leader multiplicity arises from leader-leader splicing in giant primary transcripts, which are the result of multiple circuits of the viral genome by RNA polymerase II. We have been interested in learning more about the role of the leader exon in late viral gene expression. We recently showed that an abbreviated-leader mutan...

Leadership in adolescent health: developing the next generation of maternal child health leaders through mentorship.

Science.gov (United States)

Blood, Emily A; Trent, Maria; Gordon, Catherine M; Goncalves, Adrianne; Resnick, Michael; Fortenberry, J Dennis; Boyer, Cherrie B; Richardson, Laura; Emans, S Jean

2015-02-01

Leadership development is a core value of Maternal Child Health Bureau training programs. Mentorship, an MCH Leadership Competency, has been shown to positively affect career advancement and research productivity. Improving mentorship opportunities for junior faculty and trainees may increase pursuit of careers in areas such as adolescent health research and facilitate the development of new leaders in the field. Using a framework of Developmental Networks, a group of MCH Leadership Education in Adolescent Health training program faculty developed a pilot mentoring program offered at the Society for Adolescent Health and Medicine Annual Meeting (2011-2013). The program matched ten interdisciplinary adolescent health fellows and junior faculty with senior mentors at other institutions with expertise in the mentee's content area of study in 2011. Participants were surveyed over 2 years. Respondents indicated they were "very satisfied" with their mentor match, and all agreed or strongly agreed that the mentoring process in the session was helpful, and that the mentoring relationships resulted in several ongoing collaborations and expanded their Developmental Networks. These results demonstrate that MCH programs can apply innovative strategies to disseminate the MCH Leadership Competencies to groups beyond MCH-funded training programs through programs at scientific meetings. Such innovations may enhance the structure of mentoring, further the development of new leaders in the field, and expand developmental networks to provide support for MCH professionals transitioning to leadership roles.

Case study of physician leaders in quality and patient safety, and the development of a physician leadership network.

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Hayes, Chris; Yousefi, Vandad; Wallington, Tamara; Ginzburg, Amir

2010-01-01

There is increasing recognition of the need for physician leadership in quality and patient safety, and emerging evidence that physician leadership contributes to improved care. Hospitals are beginning to establish physician leader positions; however, there is little guidance on how to define these roles and the strategies physician leaders can use toward improving care. This case study examines the roles of four physician leaders, describes their contribution to the design and implementation of hospital quality and patient safety agendas and discusses the creation of a physician network to support these activities. The positions were established between July 2006 and April 2009. All are corporate roles with varying reporting and accountability structures. The physician leads are involved in strategic planning, identifying and leading quality and safety initiatives, physician engagement and culture change. All have significantly contributed to the implementation of hospital improvement activities and are seen as influential among their peers as resources and mentors for local project success. Despite their accomplishments, these physician leads have been challenged by ambiguous role descriptions and difficulty identifying effective improvement strategies. As such, an expanding physician network was created with the goal of sharing approaches and tools and creating new strategies. Physician leaders are an important factor in the improvement of safety and quality within hospitals. This case study provides a template for the creation of such positions and highlights the importance of networking as an effective strategy for improving local care and advancing professional development of physician leaders in quality and patient safety.

Unit Manning

National Research Council Canada - National Science Library

McGinniss, Mike

2003-01-01

.... This decision combines two crucial initiatives: first, transforming the Army from an individual soldier replacement system to a unit manning system that enhances cohesion and keeps trained soldiers, leaders, and commanders together longer, thereby...

Orthodox Jewish Thought Leaders' Insights Regarding BRCA Mutations: A Descriptive Study.

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Bressler, Toby; Popp, Beth

2017-04-01

To examine the factors that influence Orthodox Jewish (OJ) thought leaders' perceptions of genetic counseling and testing for BRCA mutations. The specific aims of this study were to describe (1) OJ thought leaders' views on genetic counseling and testing for BRCA mutation status and (2) insights into this high-risk faith-based minority group and their beliefs about counseling and testing for BRCA mutations. In-depth focus groups and demographic questionnaires were used in this descriptive, qualitative study, which was performed in the cancer center of a 750-bed community teaching hospital in Brooklyn, New York. Participants included 17 OJ thought leaders in a large metropolitan area in the northeastern United States. Four themes emerged that describe the key components of the views of OJ thought leaders regarding genetic counseling and testing for BRCA mutation carriers. There was a high level of concern about cancer, recognition that community norms shift, acknowledgment of the role of the rabbi in medical decision making, and concern about the balance between determinism and personal responsibility in utilizing this health care service. The identification of social contributors to the utilization of genetic counseling and testing, as well as identification of solutions to optimize utilization of BRCA testing, supports the philosophic premise or conceptual model that faith-based leaders are crucial to the promotion of culturally sensitive health care delivery. Incorporating faith-based leaders early in health care strategic planning and implementation can translate into communities better utilizing health-related services.

Openness to change: experiential and demographic components of change in in Local Health Department leaders

Directory of Open Access Journals (Sweden)

Emmanuel D Jadhav

2015-09-01

Full Text Available Background: During the 2008-10 economic recession, Kentucky local health department (LHD leaders utilized innovative strategies to maintain their programs. A characteristic of innovative strategy is leader openness to change. Leader demographical research in for-profit organizations has yielded valuable insight into leader openness to change. For LHD leaders the nature of the association between leader demographic and organizational characteristics on leader openness to change is unknown. The objectives of this study are to identify variation in openness to change by leaders’ demographic and organizational characteristics and to characterize the underlying relationships. Material and Methods: The study utilized Spearman rank correlations test to determine relationships between leader openness to change (ACQ and leader and LHD characteristics. To identify differences in the distribution of ACQ scores, Wilcoxon-Mann-Whitney and Kruskal Wallis non-parametric tests were used, and to adjust for potential confounding linear regression analysis was performed.Data: LHD leaders in the Commonwealth of Kentucky were the unit of analysis. Expenditure and revenue data were available from the state health department. National census data was utilized for county level population estimates. A cross-sectional survey was performed of KY LHD leaders’ observable attributes relating to age, gender, race, educational background, leadership experience and openness to change. Results: Leaders had relatively high openness to change scores. Spearman correlations between leader ACQ and departmental 2012-13 revenue and expenditures were statistically significant, as were the differences observed in ACQ by gender and the educational level of the leader. Differences in ACQ score by education level and agency revenue were significant even after adjusting for potential confounders. The analyses imply there are underlying relationships between leader and LHD characteristics

The art and neurobiology of connection: the leader's challenge.

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Kerfoot, Karlene M

2011-01-01

When we feel connected and safe, the cerebral cortex of our brain responds by becoming involved, which leads to peak performance. When we work in a culture of constant fear, the deeper levels of our brain are activated to respond to the fear and our cerebral cortex is disabled. ultures that are negative and focus on people's weaknesses create "learned helplessness" lead to high rates of depression among the workforce, and cannot achieve the results of optimistic workplaces. The profession loses far too many excellent nurses every year because of the inability of managers and leaders to seriously connect with the front line. What we do as leaders creates a physiological reaction and a basis for effective or ineffective work units.

Exploring the use of situation awareness in behaviors and practices of health and safety leaders.

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Willmer, D R

2017-01-01

An understanding of how health and safety management systems (HSMS) reduce worksite injuries, illnesses and fatalities may be gained in studying the behaviors of health and safety leaders. These leaders bear the accountability for identifying, understanding and managing the risks of a mining operation. More importantly, they have to transfer this knowledge of perception, recognition and response to risks in the mining environment to their workers. The leaders' efforts to build and maintain a mining operation's workforce that consistently executes safe work practices may be captured through more than just lagging indicators of health and safety performance. This exploratory study interviewed six leaders in occupations such as site-level safety supervisors, mine superintendents and/or general managers at surface and underground stone, sand and gravel and metal/nonmetal mine sites throughout the United States, with employee populations ranging from 40 to 175. In exploring leaders' perspectives on how they systematically manage health and safety, examples such as approaches to task training, handling near-miss incidents, identifying future leaders and providing workers with feedback offer insights into how leaders translate their knowledge and management of site-level risks to others.

Athletic Training Clinical Instructors as Situational Leaders.

Science.gov (United States)

Meyer, Linda Platt

2002-12-01

OBJECTIVE: To present Situational Leadership as a model that can be implemented by clinical instructors during clinical education. Effective leadership occurs when the leadership style is matched with the observed followers' characteristics. Effective leaders anticipate and assess change and adapt quickly and grow with the change, all while leading followers to do the same. As athletic training students' levels of readiness change, clinical instructors also need to transform their leadership styles and strategies to match the students' ever-changing observed needs in different situations. DATA SOURCES: CINAHL (1982-2002), MEDLINE (1990-2001), SPORT Discus (1949-2002), ERIC (1966-2002), and Internet Web sites were searched. Search terms included leadership, situational leadership, clinical instructors and leadership, teachers as leaders, and clinical education. DATA SYNTHESIS: Situational Leadership is presented as a leadership model to be used by clinical instructors while teaching and supervising athletic training students in the clinical setting. This model can be implemented to improve the clinical-education process. Situational leaders, eg, clinical instructors, must have the flexibility and range of skills to vary their leadership styles to match the challenges that occur while teaching athletic training students. CONCLUSIONS/RECOMMENDATIONS: This leadership style causes the leader to carry a substantial responsibility to lead while giving power away. Communication is one of the most important leadership skills to develop to become an effective leader. It is imperative for the future of the profession that certified athletic trainers continue to develop effective leadership skills to address the changing times in education and expectations of the athletic training profession.

Organising nursing practice into care models that catalyse quality: A clinical nurse leader case study.

Science.gov (United States)

Bender, Miriam; Spiva, LeeAnna; Su, Wei; Hites, Lisle

2018-02-09

To determine the power of a conceptual clinical nurse leader practice model to explain the care model's enactment and trajectory in real world settings. How nursing, organised into specific models of care, functions as an organisational strategy for quality is not well specified. Clinical nurse leader integrated care delivery is one emerging model with growing adoption. A recently validated clinical nurse leader practice model conceptualizes the care model's characteristics and hypothesizes their mechanisms of action. Pattern matching case study design and mixed methods were used to determine how the care model's constructs were operationalized in one regional United States health system that integrated clinical nurse leaders into their care delivery system in 2010. The findings confirmed the empirical presence of all clinical nurse leader practice model constructs and provided a rich description of how the health system operationalized the constructs in practice. The findings support the hypothesized model pathway from Clinical Nurse Leader structuring to Clinical Nurse Leader practice and outcomes. The findings indicate analytic generalizability of the clinical nurse leader practice model. Nursing practice organised to focus on microsystem care processes can catalyse multidisciplinary engagement with, and consistent enactment of, quality practices. The model has great potential for transferability across diverse health systems. © 2018 John Wiley & Sons Ltd.

Developing School Heads as Instructional Leaders in School-Based Assessment: Challenges and Next Steps

Science.gov (United States)

Lingam, Govinda Ishwar; Lingam, Narsamma

2016-01-01

The study explored challenges faced by school leaders in the Pacific nation of Solomon Islands in school-based assessment, and the adequacy of an assessment course to prepare them. A questionnaire including both open and closed-ended questions elicited relevant data from the school leaders. Modelling best practices in school-based assessment was…

Perceptions of Continuing Medical Education, Professional Development, and Organizational Support in the United Arab Emirates

Science.gov (United States)

Younies, Hassan; Berham, Belal; Smith, Pamela C.

2010-01-01

Introduction: This paper investigates the views of health care providers on continuous medical education (CME). To our knowledge, this is one of the first surveys to examine perspectives of CME in the United Arab Emirates (UAE). Methods: A 6-part questionnaire focused on the following areas of CME: the workshop leaders/trainers, the training…

Academic health centers and care of undocumented immigrants in the United States: servant leaders or uncourageous followers?

Science.gov (United States)

Acosta, David A; Aguilar-Gaxiola, Sergio

2014-04-01

Public dialogue and debate about the health care overhaul in the United States is centered on one contentious question: Is there a moral obligation to ensure that all people (including undocumented immigrants) within its borders have access to affordable health care? For academic health centers (AHCs), which often provide safety-net care to the uninsured, this question has moral and social implications. An estimated 11 million undocumented immigrants living in the United States (80% of whom are Latino) are uninsured and currently prohibited from purchasing exchange coverage under the Patient Protection and Affordable Care Act, even at full cost. The authors attempt to dispel the many misconceptions and distorted assumptions surrounding the use of health services by this vulnerable population. The authors also suggest that AHCs need to recalibrate their mission to focus on social accountability as well as the ethical and humanistic practice of medicine for all people, recognizing the significance of inclusion over exclusion in making progress on population health and health care. AHCs play a crucial role, both in educational policy and as a safety-net provider, in reducing health disparities that negatively impact vulnerable populations. Better health for all is possible through better alignment, collaboration, and partnering with other AHCs and safety-net providers. Through servant leadership, AHCs can be the leaders that this change imperative demands.

Remembering the Leaders of China.

Science.gov (United States)

Fu, Mingchen; Xue, Yan; DeSoto, K Andrew; Yuan, Ti-Fei

2016-01-01

In two studies, we examined Chinese students' memory for the names of the leaders of China. In Study 1, subjects were cued with the names of periods from China's history. Subjects listed as many leaders as possible from each period and put them in the correct ordinal position when they could (see Roediger and DeSoto, 2014). Results showed that within each period, a primacy effect and sometimes a recency effect emerged. Moreover, the average recall probability for leaders within a specific period was a function of the ordinal position of the period. In Study 2, we asked another group of subjects to identify the sources through which they were able to recall each leader. We found that most subjects remembered leaders due to class and coursework. We also found a relation between a leader's recall probability and the amount of information available on that leader on the Internet. Our findings further imply that the serial position function captures the form of collective memory.

Positive organisation: The role of leader behaviour in work engagement and retention

Directory of Open Access Journals (Sweden)

Fallen Mendes

2011-05-01

Research purpose: The aim of this study was to investigate if leader empowering behaviour can positively impact on role clarity, psychological empowerment and work engagement, with the final outcome being the retention of talent. Motivation for the study: In the ever changing work environment organisations place great emphasis on their human capital. The positive organisation utilises specific elements to optimise human capital’s potential. It is therefore important to identify the elements contributing to a positive organisation as well as the elements which lead to the retention of talent. Research design, approach and method: A survey research design was used. A convenience sample (n = 179 was taken from a business unit in a chemical organisation. The Leader Empowering Behaviour Questionnaire, Measures of Role Clarity and Ambiguity Questionnaire, Measuring Empowerment Questionnaire, Utrecht Work Engagement Scale and the Intention to Leave Scale were administered. Main findings: Leader empowering behaviour, role clarity and psychological empowerment predicted work engagement. Role clarity interacted with competence to affect employees’ dedication and interacted with the development of employees to affect absorption. Work engagement predicted employees’ intention to leave. Practical/managerial implications: Organisations should foster the elements of a positive organisation if they want to retain their talent. Contribution/value-add: The results of this research contribute to scientific knowledge about the effects of a positive organisation on retention.

What Does Leaders' Character Add to Transformational Leadership?

Science.gov (United States)

Liborius, Patrick

2017-04-03

The influence of leaders' character (e.g., integrity, humility/forgiveness) has rarely been examined in leadership research. The current investigation focused on the impact of integrity and humility/forgiveness on both followers' perceptions of leaders' worthiness of being followed (WBF) and stress. Results from a scenario experiment (n = 347) and a field study (n = 110) indicated that these aspects incrementally predict WBF above and beyond the impact of transformational leadership. Similar results were found concerning followers' stress with the exception of leader integrity in the field study. According to relative importance analyses, integrity and transformational leadership predict WBF equally well. The results have conceivable implications for human resources (personnel selection and development). Future research should examine additional outcome variables that are affected by certain leader characteristics as well as potential negative effects of the examined character aspects.

Senior Service College: A Pillar of Civilian Senior Leader Development

Science.gov (United States)

2011-02-16

other burgeoning global issues mandate the existence of capable senior civilian leaders who can effectively participate within the whole-of-government...experience that provides the opportunity to discuss and debate current global issues with the members of the world’s finest military. Civilians not only

The role of the trauma nurse leader in a pediatric trauma center.

Science.gov (United States)

Wurster, Lee Ann; Coffey, Carla; Haley, Kathy; Covert, Julia

2009-01-01

The trauma nurse leader role was developed by a group of trauma surgeons, hospital administrators, and emergency department and trauma leaders at Nationwide Children's Hospital who recognized the need for the development of a core group of nurses who provided expert trauma care. The intent was to provide an experienced group of nurses who could identify and resolve issues in the trauma room. Through increased education, exposure, mentoring, and professional development, the trauma nurse leader role has become an essential part of the specialized pediatric trauma care provided at Nationwide Children's Hospital.

Frequency and timing of leaders' mediation attempts

OpenAIRE

Demirağ, Elif Gizem; Demirag, Elif Gizem

2015-01-01

How do a state's political regime type and power status influence leader's mediation attempts? This study develops an explanation as a response to this question derived from the democratic peace theory which underlines the role of democratic norms in motivating state leaders to play a third party role in peace processes. Based on this approach, the expectation is that democratic country representatives are more likely to mediate especially in the early stage of their careers. In addition, I a...

RUPS: Research Utilizing Problem Solving. Administrators Version. Leader's Manual.

Science.gov (United States)

Jung, Charles; And Others

This manual is to be used by leaders of RUPS (Research Utilizing Problem Solving) workshops for school or district administrators. The workshop's goal is for administrators to develop problem solving skills by using the RUPS simulation situations in a teamwork setting. Although workshop leaders should be familiar with the RUPS materials and…

VA Pipeline for Future Nurse Leaders: an Exploration of Current Nurse Leadership Development in the Veteran’s Health Administration

Science.gov (United States)

2016-06-10

Democratic Society White House Leadership Development Program (WHLD) Harvard Kennedy School (HKS)–Senior Executive Fellows Program George......Nurse Leaders: An Exploration of Current Nurse Leadership Development in the Veterans Health Administration 5a. CONTRACT NUMBER 5b. GRANT NUMBER

What makes a leader?

Science.gov (United States)

Goleman, D

1999-01-01

Superb leaders have very different ways of directing a team, a division, or a company. Some are subdued and analytical; others are charismatic and go with their gut. And different of situations call for different types of leadership. Most mergers need a sensitive negotiator at the helm whereas many turnarounds require a more forceful kind of authority. Psychologist and noted author Daniel Goleman has found, however, that effective leaders are alike in one crucial way: they all have a high degree of what has come to be known as emotional intelligence. In fact, Goleman's research at nearly 200 large, global companies revealed that emotional intelligence--especially at the highest levels of a company--is the sine qua non for leadership. Without it, a person can have first-class training, an incisive mind, and an endless supply of good ideas, but he still won't make a great leader. The components of emotional intelligence--self-awareness, self-regulation, motivation, empathy, and social skill--can sound unbusinesslike. But exhibiting emotional intelligence at the workplace does not mean simply controlling your anger or getting along with people. Rather it means understanding your own and other people's emotional makeup well enough to move people in the direction of accomplishing your company's goals. In this article, the author discusses each component of emotional intelligence and shows through examples how to recognize it in potential leaders, how and why it leads to measurable business results, and how it can be learned. It takes time and, most of all, commitment. But the benefits that come from having a well-developed emotional intelligence, both for the individual and the organization, make it worth the effort.

What makes a leader?

Science.gov (United States)

Goleman, D

1998-01-01

Superb leaders have very different ways of directing a team, a division, or a company. Some are subdued and analytical; others are charismatic and go with their gut. And different situations call for different types of leadership. Most mergers need a sensitive negotiator at the helm, whereas many turnarounds require a more forceful kind of authority. Psychologist and noted author Daniel Goleman has found, however, that effective leaders are alike in one crucial way: they all have a high degree of what has come to be known as emotional intelligence. In fact, Goleman's research at nearly 200 large, global companies revealed that emotional intelligence--especially at the highest levels of a company--is the sine qua non for leadership. Without it, a person can have first-class training, an incisive mind, and an endless supply of good ideas, but he still won't make a great leader. The components of emotional intelligence--self-awareness, self-regulation, motivation, empathy, and social skill--can sound unbusinesslike. But exhibiting emotional intelligence at the workplace does not mean simply controlling your anger or getting along with people. Rather, it means understanding your own and other people's emotional makeup well enough to move people in the direction of accomplishing your company's goals. In this article, the author discusses each component of emotional intelligence and shows through examples how to recognize it in potential leaders, how and why it leads to measurable business results, and how it can be learned. It takes time and, most of all, commitment. But the benefits that come from having a well-developed emotional intelligence, both for the individual and the organization, make it worth the effort.

Lessons from Leaders.

Science.gov (United States)

Schuh, John H.

2002-01-01

A semistructured interview protocol was used to present perspectives on leadership from five national leaders in student affairs. Several major themes emerged. Issues were discussed about leaderships; how they manage difficulties; what work were they most proud of; and what was their advice for aspiring leaders. Reviews limitations and…

THE LEADER AND THE TEAM IN THE ACTUAL CONTEXT OF INTERNATIONALIZATION

Directory of Open Access Journals (Sweden)

Madlena NEN

2016-07-01

Full Text Available Now, more than ever, society needs leaders. Life groups and society is inconceivable without organization, without leadership, without people with vision. The quality of leaders has always been a matter of prime importance, as leader and has always had a decisive role in both the business world and war, it is a key factor in the decision results. The team has an important role in the evolution and development of the person, constituting the most important means of training, development and social integration. Being a subject frequently discussed in the literature, standing at the intersection of management and psychology of groups, topics in the field is quite small, the present work is intended to be an analysis of what we could call leaders formation in the context of internationalization.

How to be a good academic leader.

Science.gov (United States)

Detsky, Allan S

2011-01-01

Individuals who take on leadership positions in academic health science centers help facilitate the mission of those institutions. However, they are often chosen on the basis of success in the core activities in research, education and patient care rather than on the basis of demonstrated leadership and management skills. Indeed, most academic leaders in the past have "learned on the job." This commentary provides practical advice on how to be an effective leader on the basis of the author's experiences as a Division Head and Chief of Medicine. It covers six themes (vision, managerial style, knowledge, people skills, organizational orientation and personal development) and offers 21 specific suggestions, one for each year of the author's leadership. It is hoped that this experience-derived advice will help future leaders in academic medicine.

Persuasion: A Leader's Edge

National Research Council Canada - National Science Library

McGuire, Mark

2002-01-01

.... Nevertheless, today's leaders should realize the need for persuasion. In one manner or another, leaders depend on persuasive rhetoric to convince, encourage, and energize superiors, peers, and subordinates...

Nurse leader certification preparation: how are confidence levels impacted?

Science.gov (United States)

Junger, Stacey; Trinkle, Nicole; Hall, Norma

2016-09-01

The aim was to examine the effect of a nurse leader certification preparation course on the confidence levels of the participants. Limited literature is available regarding nurse leader development and certifications. Barriers exist related to lack of confidence, high cost, time and lack of access to a preparation course. Nurse leaders (n = 51) completed a pre- and post-survey addressing confidence levels of participants related to the topics addressed in the nurse leader certification preparation course. There were statistically significant increases in confidence levels related to all course content for the participants. At the time of the study, there were 31.4% of participants intending to sit for the certification examination, and 5 of the 51 participants successfully sat for and passed the examination. A nurse leader certification preparation course increases confidence levels of the participants and removes barriers, thereby increasing the number of certifications obtained. The health-care climate is increasingly complex and nurse leaders need the expertise to navigate the ever-changing health-care environment. Certification in a specialty, such as leadership, serves as an indicator of a high level of competence in the field. © 2016 John Wiley & Sons Ltd.

Teacher Leadership Capacity-Building: Developing Democratically Accountable Leaders in Schools

Science.gov (United States)

Mullen, Carol A.; Jones, Rahim J.

2008-01-01

Using a qualitative case study approach, the authors explore social justice implications of inservice principals' practices that affect attitudes and empower teachers. If a primary educational goal of progressive schooling is to create and sustain more democratic schools by enabling the growth of teachers as leaders who are responsible for their…

Rhetorical Approaches to Crisis Communication: The Research, Development, and Validation of an Image Repair Situational Theory for Educational Leaders

Science.gov (United States)

Vogelaar, Robert J.

2005-01-01

In this project a product to aid educational leaders in the process of communicating in crisis situations is presented. The product was created and received a formative evaluation using an educational research and development methodology. Ultimately, an administrative training course that utilized an Image Repair Situational Theory was developed.…

Developing Collaborative Maternal and Child Health Leaders: A Descriptive Study of the National Maternal and Child Health Workforce Development Center.

Science.gov (United States)

Clarke, Alina Nadira; Cilenti, Dorothy

2018-01-01

Purpose An assessment of the National Maternal and Child Health Workforce Development Center (the Center) was conducted to describe (1) effects of the Center's training on the use of collaborative leadership practices by MCH leaders, and (2) perceived barriers to collaboration for MCH leaders. The Center provides services to strengthen MCH professionals' skills in three core areas: Change Management/Adaptive Leadership, Evidence-Based Decision Making, and Systems Integration. Description This descriptive qualitative study compares eight interview responses from a sample of the Center's participants and findings from a document review of the training curriculum against an existing framework of collaborative leadership themes. Assessment Systems thinking tools and related training were highly referenced, and the interviewees often related process-based leadership practices with their applied learning health transformation projects. Perceived barriers to sustaining collaborative work included: (1) a tendency for state agencies to have siloed priorities, (2) difficulty achieving a consensus to move a project forward without individual partners disengaging, (3) strained organizational partnerships when the individual representative leaves that partnering organization, and (4) difficulty in sustaining project-based partnerships past the short term. Conclusion The findings in this study suggest that investments in leadership development training for MCH professionals, such as the Center, can provide opportunities for participants to utilize collaborative leadership practices.

Selecting physician leaders for clinical service lines: critical success factors.

Science.gov (United States)

Epstein, Andrew L; Bard, Marc A

2008-03-01

Clinical service lines and interdisciplinary centers have emerged as important strategic programs within academic health centers (AHCs). Effective physician leadership is significant to their success, but how these leaders are chosen has not been well studied. The authors conducted a study to identify current models for selecting the physician leaders of clinical service lines, determine critical success factors, and learn how the search process affected service line performance. In 2003 and 2004, the authors interviewed clinical and executive personnel involved in 14 programs to establish, or consider establishing, heart or cancer service lines, at 13 AHCs. The responses were coded to identify and analyze trends and themes. The key findings of the survey were (1) the goals and expectations that AHCs set for their service line leaders vary greatly, depending on both the strategic purpose of the service line in the AHC and the service line's stage of development, (2) the matrix organizational structure employed by most AHCs limits the leader's authority over necessary resources, and calls forth a variety of compensating strategies if the service line is to succeed, (3) the AHCs studied used relatively informal processes to identify, evaluate, and select service line leaders, and (4) the leader's job is vitally shaped by the AHC's strategic, structural, and political context, and selection criteria should be determined accordingly. Institutions should be explicit about the strategic purpose and stage of development of their clinical service lines and be clear about their expectations and requirements in hiring service line leaders.

Journey to become a nurse leader mentor: past, present and future influences.

Science.gov (United States)

McCloughen, Andrea; O'Brien, Louise; Jackson, Debra

2014-12-01

Mentorship, often viewed as a central capacity of leadership, is acknowledged as influential in growing nurse leaders. Mentoring relationships are perceived as empowering connections offering a dynamic guided experience to promote growth and development in personal and professional life. A hermeneutic phenomenological approach informed by Heidegger and Gadamer was used to explore understandings and experiences of mentorship for nurse leadership by 13 Australian nurse leaders. We found that learning and transformation associated with becoming a nurse leader mentor was experienced as an enduring evolutionary process. Participants' life journeys provided experiences that developed their understandings and established their personal identity as a leader and mentor. We considered the journey motif in terms of its inextricable connection with lived time and used Heidegger's ecstasies of temporality as a lens to understand how the temporal dimensions of past, present and future influenced and shaped the development of nurse leader mentors. We found that our temporal existence influences interpretation of ourselves and the world. Individuals can benefit from multiple separate mentoring interludes, with different mentors, over a lifetime. For some nurses, becoming a leader and mentor is a lifelong transformative process that grows from diverse experience and influential role modelling rather than formal instruction. © 2013 John Wiley & Sons Ltd.

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....

The Functions of a Servant Leader

Directory of Open Access Journals (Sweden)

Michiel Frederick Coetzer

2017-02-01

Full Text Available Servant leadership has been researched internationally and various types of favourable individual, team, and organisational outcomes have been linked to the construct. Different servant leadership measures have been validated to date and a clear distinction has been made between the theory of servant leadership and other leadership theories. However, it seems that research on the implementation of servant leadership within an organisation is still in need. The main functions of a servant leader are not yet conceptualised in the literature to help researchers or practitioners to implement servant leadership successfully within organisations. After conducting a systematic literature review, the main functions of a servant leader were identified. These functions were clustered into strategic servant leadership and operational servant leadership and supported by servant leadership characteristics and competencies as defined by current literature. The results of this study might help practitioners to develop servant leaders more effectively and assist organisations to cultivate a servant leadership culture within companies. Limitations and future research needs are discussed.

Fostering Trust in Outdoor Leaders: The Role of Personal Attributes

Science.gov (United States)

Shooter, Wynn; Paisley, Karen; Sibthorp, Jim

2012-01-01

This study examined trust development between participants of outdoor education programs and outdoor leaders. Participants were college students enrolled in outdoor education courses. Using a factorial survey design, the technical ability, interpersonal ability, benevolence, integrity, and gender of an outdoor leader was displayed randomly in a…

Leadership behaviors of athletic training leaders compared with leaders in other fields.

Science.gov (United States)

Laurent, Timothy G; Bradney, Debbie A

2007-01-01

Athletic trainers are in positions of leadership. To determine self-reported leadership practices of head athletic trainers (HATCs) and program directors (PDs). Cross-sectional study. Respondents' academic institutions. A total of 238 athletic training leaders completed the Leadership Practices Inventory. Of these, 50.4% (n = 120) were HATCs and 49.6% (n = 118) were PDs; 69.3% (n = 165) were men and 30.7% (n = 73) were women; almost all respondents (97.1%, n = 231) were white. Respondents typically reported having 11 to 15 years of experience as an athletic trainer (n = 57, 23.9%) and being between the ages of 30 and 39 years (n = 109, 45.8%). Categories of leadership behaviors (ie, Model, Inspire, Challenge, Encourage, and Enable) were scored from 1 (almost never) to 10 (almost always). Item scores were summed to compute mean category scores. We analyzed demographic information; used t ratios to compare the data from athletic training leaders (PDs and HATCs) with normative data; compared sex, age, position, ethnicity, and years of experience with leadership practices; and computed mean scores. Athletic training leaders reported using leadership behaviors similar to those of other leaders. The PDs reported using inspiring, challenging, enabling, and encouraging leadership behaviors more often than did the HATCs. No differences were found by ethnicity, age, years of experience, or leadership practices. Athletic training leaders are transformational leaders. Athletic training education program accreditation requirements likely account for the difference in leadership practices between PDs and HATCs.

Ethical competency of nurse leaders: A qualitative study.

Science.gov (United States)

Barkhordari-Sharifabad, Maasoumeh; Ashktorab, Tahereh; Atashzadeh-Shoorideh, Foroozan

2018-02-01

Ethics play an important role in activating the manpower and achieving the organizational goals. The nurse leaders' ethical behavior can promote the care quality by affecting the nurses' performance and bringing up several positive consequences for the organization. The aim of this study was to identify and describe the ethical competency of nurse leaders in cultural domains and the working conditions of the Iranian healthcare setting to arrive at a more comprehensive and specific perspective. This was a qualitative conventional content analysis study conducted with the participation of 14 nurse leaders at various levels. The participants were selected using the purposive sampling method, and the required data were collected using deep interview and also semi-structured interview. A deductive method of content analysis was applied in data analysis. Ethical considerations: This study was conducted in accord with the principles of research ethics and national rules and regulations relating to informed consent and confidentiality. Data analysis resulted in 17 subcategories that were subsequently grouped into three major categories including empathetic interactions, ethical behavior, and exalted manners. Our findings are consistent with previous ones, yet presenting a more complete knowledge about aspects of ethical competency of nurse leaders. The nurse leaders can provide a proper behavioral model for the work environment through the use of new information. The nurse leaders introduced various aspects of ethical competency, so the leaders' ethical competency could be promoted via planning and managing some ethical development programs. More future research is needed regarding the experiences of the subordinates and other related parties.

Team-oriented leadership: the interactive effects of leader group prototypicality, accountability, and team identification.

Science.gov (United States)

Giessner, Steffen R; van Knippenberg, Daan; van Ginkel, Wendy; Sleebos, Ed

2013-07-01

We examined the interactive effects of leader group prototypicality, accountability, and team identification on team-oriented behavior of leaders, thus extending the social identity perspective on leadership to the study of leader behavior. An experimental study (N = 152) supported our hypothesis that leader accountability relates more strongly to team-oriented behavior for group nonprototypical leaders than for group prototypical leaders. A multisource field study with leaders (N = 64) and their followers (N = 209) indicated that this interactive effect is more pronounced for leaders who identify more strongly with their team. We discuss how these findings further develop the social identity analysis of leadership. PsycINFO Database Record (c) 2013 APA, all rights reserved.

Group Leader Development: Effects of Personal Growth and Psychoeducational Groups

Science.gov (United States)

Ohrt, Jonathan H.; Robinson, E. H., III; Hagedorn, W. Bryce

2013-01-01

The purpose of this quasi-experimental study was to compare the effects of personal growth groups and psychoeducational groups on counselor education students' (n = 74) empathy and group leader self-efficacy. Additionally, we compared the degree to which participants in each group valued: (a) cohesion, (b) catharsis, and (c) insight. There were no…

What Is an Innovative Educational Leader?

Science.gov (United States)

Marron, Joseph M.; Cunniff, Dan

2014-01-01

This paper outlined the traits of an innovative educational leader in our changing society. It discussed the difference in a manager and leader, as well as the specific dispositions that differentiate the innovative educational leader from what many consider the average leader. The authors used the acronym "HELPSS" to highlight the…

Leader Affect and Leadership Effectiveness: How leader affective displays influence follower outcomes

NARCIS (Netherlands)

V.A. Visser (Victoria)

2013-01-01

textabstractThe aim of this dissertation is to uncover the relationship between leader affective displays and leadership effectiveness. Five empirical studies were conducted to test the influence of several leader affective displays on different follower outcomes that indicate leadership

Responsible leader behavior in health sectors.

Science.gov (United States)

Longest, Beaufort

2017-02-06

Purpose The purpose of this paper is to expand attention to responsible leader behavior in the world's health sectors by explaining how this concept applies to health sectors, considering why health sector leaders should behave responsibly, reviewing how they can do so, and asserting potential impact through an applied example. Design/methodology/approach This paper is a viewpoint, reflecting conceptualizations rooted in leadership literature which are then specifically applied to health sectors. A definition of responsible leader behavior is affirmed and applied specifically in health sectors. Conceptualizations and viewpoints about practice of responsible leader behavior in health sectors and potential consequences are then discussed and asserted. Findings Leadership failures and debacles found in health, but more so in other sectors, have led leadership researchers to offer insights, many of them empirical, into the challenges of leadership especially by more clearly delineating responsible leader behavior. Practical implications Much of what has been learned in the research about responsible leader behavior offers pathways for health sector leaders to more fully practice responsible leadership. Social implications This paper asserts and provides a supporting example that greater levels of responsible leader behavior in health sectors hold potentially important societal benefits. Originality/value This paper is the first to apply emerging conceptualizations and early empirical findings about responsible leader behavior specifically to leaders in health sectors.

The executive leader in the postcrisis era

Directory of Open Access Journals (Sweden)

Bazarov, Tahir Y.

2013-06-01

Full Text Available This article describes psychological challenges that executive leaders of companies face nowadays. The study of the social context is based on changes that took place with the development of information technologies. The analysis touches upon such phenomena as virtualization, involvement in the external sociocommunicative environment, and the emergence of multiple identity. It is suggested that in order to adapt to changing conditions one should follow the path of self-development—in particular, to develop attention, imagination, and willpower. In connection with the traits generally attributed to executive leaders, the article emphasizes self-adjustment; common sense as an integral part of intuition, emotions, and imagination; and the readiness to make choices in fifty-fifty situations.

Simple Algorithms for Distributed Leader Election in Anonymous Synchronous Rings and Complete Networks Inspired by Neural Development in Fruit Flies.

Science.gov (United States)

Xu, Lei; Jeavons, Peter

2015-11-01

Leader election in anonymous rings and complete networks is a very practical problem in distributed computing. Previous algorithms for this problem are generally designed for a classical message passing model where complex messages are exchanged. However, the need to send and receive complex messages makes such algorithms less practical for some real applications. We present some simple synchronous algorithms for distributed leader election in anonymous rings and complete networks that are inspired by the development of the neural system of the fruit fly. Our leader election algorithms all assume that only one-bit messages are broadcast by nodes in the network and processors are only able to distinguish between silence and the arrival of one or more messages. These restrictions allow implementations to use a simpler message-passing architecture. Even with these harsh restrictions our algorithms are shown to achieve good time and message complexity both analytically and experimentally.

A multidisciplinary approach to team nursing within a low secure service: the team leader role.

Science.gov (United States)

Nagi, Claire; Davies, Jason; Williams, Marie; Roberts, Catherine; Lewis, Roger

2012-01-01

This article critically examines the clinical utility of redesigning a nursing practice model within the Intensive Support and Intervention Service, a new low secure mental health facility in the United Kingdom. Specifically, the "team nursing" approach to care delivery has been adapted to consist of multidisciplinary team leaders as opposed to nursing team leaders. The authors describe the role, properties, and functions of the multidisciplinary team leader approach. The authors provide examples of the benefits and challenges posed to date and the ways in which potential barriers have been overcome. Nursing care leadership can be provided by multidisciplinary staff. An adapted model of team nursing can be implemented in a low secure setting. © 2011 Wiley Periodicals, Inc.

Ethanol synthesis and aerobic respiration in the laboratory by leader segments of Douglas-fir seedlings from winter and spring.

Science.gov (United States)

Joseph, Gladwin; Kelsey, Rick G

2004-05-01

Stem segments from terminal leaders of Douglas-fir, Pseudotsuga menziesii (Mirb.) Franco, seedlings were sampled in mid-December when cambial cells were dormant. The residual, debudded leaders were resampled again in early May when the cambium was metabolically active. May stems had higher constitutive ethanol concentrations than December stems. This was not the result of cambial hypoxia generated by rapid spring respiration rates, because when aerobic respiration was stimulated by incubating the stems in air at 30 degrees C ethanol production was induced in December, but not in May. Rapid respiration rates at 30 degrees C may have depleted O(2) supplies and induced ethanol production in December stems because dormant, thick-walled cambial cells may be less permeable to CO(2) and O(2), compared with metabolically active, thin-walled cambial cells in May. December stem segments incubated in a N(2) atmosphere at 30 degrees C synthesized 1.8 times more ethanol than segments from May, most likely because spring growth had reduced the soluble sugars available for fermentation. CO(2) efflux from May stems (after 5.5 h of incubation at 30 degrees C) was equal to December stems per unit volume, but greater than December stems per unit surface area. N(2)-induced ethanol concentrations were positively related with CO(2) efflux per unit volume, indicating that rapidly respiring leaders can maintain rapid fermentation rates, provided soluble sugars are readily available. N(2)-induced ethanol and CO(2) efflux per unit volume declined with increasing leader diameter in both seasons, whereas there were no relationships between CO(2) efflux per unit surface area and diameter. Cambium physiology and phenology influence the induction of fermentation and concentrations of ethanol produced in terminal leaders of Douglas-fir, and probably other conifers as well. This needs to be considered when comparing fermentation among species, or comparing individuals from different seasons, or

Women Leaders in Oxford House.

Science.gov (United States)

Timpo, Phyllis; Price, Temple; Salina, Doreen; Witek, Caroline; Pommer, Nicole; Jason, Leonard A

2014-01-01

This qualitative study examined women assuming leadership roles in Oxford Houses, which are communal, democratically run recovery settings for substance use disorder. Semi-structured interviews were conducted with 10 women Oxford House leaders who shared their thoughts and experiences on leadership. Several themes emerged from qualitative data analysis, most notably that stepping up and accepting a leadership role in Oxford House had a positive effect on self-esteem, which is vital to women with a history of substance abuse. Barriers to leadership were also identified such as negative interpersonal relationships with other women. A number of methods mentioned to increase the number of women leaders included: developing workshops, providing positive encouragement, and accessing existing female role models. The implications of this study are discussed.

A Handbook for Teacher Leaders.

Science.gov (United States)

Pellicer, Leonard O.; Anderson, Lorin W.

This handbook is written for teachers in leadership roles, including team leaders, lead teachers, department chairpersons, and master teachers. Part 1, "The Nature of School Leadership," is devoted to a description of teacher leaders and how they lead. Results are provided from research on teacher leaders, and persistent obstacles to…

Development and preliminary validation of a leadership competency instrument for existing and emerging allied health professional leaders.

Science.gov (United States)

Ang, Hui-Gek; Koh, Jeremy Meng-Yeow; Lee, Jeffrey; Pua, Yong-Hao

2016-02-19

No instruments, to our knowledge, exist to assess leadership competency in existing and emerging allied health professional (AHP) leaders. This paper describes the development and preliminary exploration of the psychometric properties of a leadership competency instrument for existing and emerging AHP leaders and examines (i) its factor structure, (ii) its convergent validity with the Leadership Practices Inventory (LPI), and (iii) its discriminative validity in AHPs with different grades. During development, we included 25 items in the AHEAD (Aspiring leaders in Healthcare-Empowering individuals, Achieving excellence, Developing talents) instrument. A cross-sectional study was then conducted in 106 high-potential AHPs from Singapore General Hospital (34 men and 72 women) of different professional grades (49 principal-grade AHPs, 41 senior-grade AHPs, and 16 junior-grade AHPs) who completed both AHEAD and LPI instruments. Exploratory factor analysis was used to test the theoretical structure of AHEAD. Spearman correlation analysis was performed to evaluate the convergent validity of AHEAD with LPI. Using proportional odds regression models, we evaluated the association of grades of AHPs with AHEAD and LPI. To assess discriminative validity, the c-statistics - a measure of discrimination - were derived from these ordinal models. As theorized, factor analysis suggested a two-factor solution, where "skills" and "values" formed separate factors. Internal consistency of AHEAD was excellent (α-values > 0.88). Total and component AHEAD and LPI scores correlated moderately (Spearman ρ-values, 0.37 to 0.58). The c-index for discriminating between AHP grades was higher for AHEAD than for the LPI (0.76 vs. 0.65). The factorial structure of AHEAD was generally supported in our study. AHEAD showed convergent validity with the LPI and outperformed the LPI in terms of discriminative validity. These results provide initial evidence for the use of AHEAD to assess leadership

"They Were Really Looking for a Male Leader for the Building": Gender, Identity and Leadership Development in a Principal Preparation Program.

Science.gov (United States)

Burton, Laura J; Weiner, Jennie M

2016-01-01

This study utilized a comparative case study analysis to investigate how gender influenced the experiences of participants in a leadership development program (principal preparation program) designed to lead public K-12 schools identified as requiring turnaround. We closely focused on two participants, a man and a woman, and compared the ways each participant made meaning of his/her experiences as developing leaders in the program. Although both participants conceptualized effective leadership in similar communally-oriented ways, the way they came to construct their identities as leaders varied greatly. These differences were largely influenced by different and, what appeared to be, gendered feedback occurring during the program and when participants entered the job market.

They were really looking for a male leader for the building: Gender, identity and leadership development in a principal preparation program.

Directory of Open Access Journals (Sweden)

Laura J Burton

2016-02-01

Full Text Available This study utilized a comparative case study analysis to investigate how gender influenced the experiences of participants in a leadership development program (principal preparation program designed to lead public K-12 schools identified as requiring turnaround. We closely focused on two participants, a man and a woman, and compared the ways each participant made meaning of his/her experiences as developing leaders in the program. Although both participants conceptualized effective leadership in similar communally-oriented ways, the way they came to construct their identities as leaders varied greatly. These differences were largely influenced by different and, what appeared to be, gendered feedback occurring during the program and when participants entered the job market.

Developing Sustainable Workplaces with Leadership: Feedback about Organizational Working Conditions to Support Leaders in Health-Promoting Behavior

Directory of Open Access Journals (Sweden)

Paul Jiménez

2017-10-01

Full Text Available Organizations should support leaders in promoting their employees’ health in every possible way to achieve a sustainable workplace. A good way to support leaders could include getting feedback about their health-promoting behavior from their employees. The present study introduces an instrument (Health-Promoting Leadership Conditions; HPLC that enables the provision of feedback about the leaders’ efforts to create health-promoting working conditions in seven key aspects: health awareness, workload, control, reward, community, fairness and value-fit. The instrument was used in employee surveys and in an online study, obtaining a sample of 430 participants. The results showed that all seven key aspects of health-promoting leadership can be assigned to a main factor of health-promoting leadership. In addition, the HPLC shows high construct validity with dimensions of stress, resources and burnout (Recovery-Stress- Questionnaire for Work [RESTQ-Work] and Maslach Burnout Inventory General Survey [MBI-GS]. The results indicate that the HPLC can be used as a basis on which to assess health-promoting leadership behavior with a focus on changing working conditions. By getting feedback about their leadership behavior from their employees, leaders can identify their potential and fields for improvement for supporting their employees’ health and developing a sustainable workplace.

6th July 2010 - United Kingdom Science and Technology Facilities Council W. Whitehorn signing the guest book with Head of International relations F. Pauss, visiting the Computing Centre with Information Technology Department Head Deputy D. Foster, the LHC superconducting magnet test hall with Technology Department P. Strubin,the Centre Control Centre with Operation Group Leader M. Lamont and the CLIC/CTF3 facility with Project Leader J.-P. Delahaye.

CERN Multimedia

Teams : M. Brice, JC Gadmer

2010-01-01

6th July 2010 - United Kingdom Science and Technology Facilities Council W. Whitehorn signing the guest book with Head of International relations F. Pauss, visiting the Computing Centre with Information Technology Department Head Deputy D. Foster, the LHC superconducting magnet test hall with Technology Department P. Strubin,the Centre Control Centre with Operation Group Leader M. Lamont and the CLIC/CTF3 facility with Project Leader J.-P. Delahaye.

Leader emergence through interpersonal neural synchronization.

Science.gov (United States)

Jiang, Jing; Chen, Chuansheng; Dai, Bohan; Shi, Guang; Ding, Guosheng; Liu, Li; Lu, Chunming

2015-04-07

The neural mechanism of leader emergence is not well understood. This study investigated (i) whether interpersonal neural synchronization (INS) plays an important role in leader emergence, and (ii) whether INS and leader emergence are associated with the frequency or the quality of communications. Eleven three-member groups were asked to perform a leaderless group discussion (LGD) task, and their brain activities were recorded via functional near infrared spectroscopy (fNIRS)-based hyperscanning. Video recordings of the discussions were coded for leadership and communication. Results showed that the INS for the leader-follower (LF) pairs was higher than that for the follower-follower (FF) pairs in the left temporo-parietal junction (TPJ), an area important for social mentalizing. Although communication frequency was higher for the LF pairs than for the FF pairs, the frequency of leader-initiated and follower-initiated communication did not differ significantly. Moreover, INS for the LF pairs was significantly higher during leader-initiated communication than during follower-initiated communications. In addition, INS for the LF pairs during leader-initiated communication was significantly correlated with the leaders' communication skills and competence, but not their communication frequency. Finally, leadership could be successfully predicted based on INS as well as communication frequency early during the LGD (before half a minute into the task). In sum, this study found that leader emergence was characterized by high-level neural synchronization between the leader and followers and that the quality, rather than the frequency, of communications was associated with synchronization. These results suggest that leaders emerge because they are able to say the right things at the right time.

Remembering the Leaders of China

Directory of Open Access Journals (Sweden)

Mingchen eFu

2016-03-01

Full Text Available In two studies, we examined Chinese students’ memory for the names of the leaders of China. In Study 1, subjects were cued with the names of periods from China’s history. Subjects listed as many leaders as possible from each period and put them in the correct ordinal position when they could (see Roediger & DeSoto, 2014. Results showed that within each period, a primacy effect and sometimes a recency effect emerged. Moreover, the average recall probability for leaders within a specific period was a function of the ordinal position of the period. In Study 2, we asked another group of subjects to identify the sources through which they were able to recall each leader. We found that most subjects remembered leaders thanks to class and coursework. We also found a relation between a leader’s recall probability and the amount of information available on that leader on the Internet. Our findings further imply that the serial position function captures the form of collective memory.

High-performance teams and the physician leader: an overview.

Science.gov (United States)

Majmudar, Aalap; Jain, Anshu K; Chaudry, Joseph; Schwartz, Richard W

2010-01-01

The complexity of health care delivery within the United States continues to escalate in an exponential fashion driven by an explosion of medical technology, an ever-expanding research enterprise, and a growing emphasis on evidence-based practices. The delivery of care occurs on a continuum that spans across multiple disciplines, now requiring complex coordination of care through the use of novel clinical teams. The use of teams permeates the health care industry and has done so for many years, but confusion about the structure and role of teams in many organizations contributes to limited effectiveness and suboptimal outcomes. Teams are an essential component of graduate medical education training programs. The health care industry's relative lack of focus regarding the fundamentals of teamwork theory has contributed to ineffective team leadership at the physician level. As a follow-up to our earlier manuscripts on teamwork, this article clarifies a model of teamwork and discusses its application to high-performance teams in health care organizations. Emphasized in this discussion is the role played by the physician leader in ensuring team effectiveness. By educating health care professionals on the fundamentals of high-performance teamwork, we hope to stimulate the development of future physician leaders who use proven teamwork principles to achieve the goals of trainee education and excellent patient care. Copyright 2010 Association of Program Directors in Surgery. Published by Elsevier Inc. All rights reserved.

What Would They Do? Latino Church Leaders and Domestic Violence

Science.gov (United States)

Behnke, Andrew O.; Ames, Natalie; Hancock, Tina U.

2012-01-01

Understanding what Latino church leaders believe about domestic violence, and what they do when they confront it, is a key step in developing programs to help them engage in domestic violence prevention and intervention activities in their congregations. This article presents the findings from an exploratory study of 28 Latino church leaders. The…

Distributed but Undefined: New Teacher Leader Roles to Change Schools

Science.gov (United States)

Margolis, Jason; Huggins, Kristin Shawn

2012-01-01

This article examines teacher leader role development and definition by looking at one emergent model of distributed leadership: the hybrid teacher leader (HTL). HTLs are teachers whose official schedule includes both teaching K-12 students and leading teachers in some capacity. Participants included six HTLs across four school districts over 2…

Educating U.S. Senior Military Leaders: Case Method Teaching in Action

National Research Council Canada - National Science Library

Murphy, Robert

1998-01-01

.... It is in effect case method learning in action. The United States Army War College is an educational institution that uses this type of learning as it prepares its future senior leaders for the strategic arena. This paper discusses the rational for using adult learning methodology as well as the system applied at the USAWC.

Learning for Development: The Commonwealth of Learning and the Millennium Development Goals

Science.gov (United States)

Commonwealth of Learning, 2011

2011-01-01

World leaders, meeting at the United Nations in 2000, set eight Millennium Development Goals (MDGs) that aim to transform the condition of humankind in the 21st century. These Goals now guide the policies of governments and the priorities of development agencies. These eight goals are: (1) Eradicate extreme poverty and hunger; (2) Achieve…

A mechanism for leader stepping

Science.gov (United States)

Ebert, U.; Carlson, B. E.; Koehn, C.

2013-12-01

The stepping of negative leaders is well observed, but not well understood. A major problem consists of the fact that the streamer corona is typically invisible within a thunderstorm, but determines the evolution of a leader. Motivated by recent observations of streamer and leader formation in the laboratory by T.M.P. Briels, S. Nijdam, P. Kochkin, A.P.J. van Deursen et al., by recent simulations of these processes by J. Teunissen, A. Sun et al., and by our theoretical understanding of the process, we suggest how laboratory phenomena can be extrapolated to lightning leaders to explain the stepping mechanism.

An energy-efficient leader election mechanism for wireless body area networks

OpenAIRE

Zhang , Rongrong; Moungla , Hassine; Mehaoua , Ahmed

2014-01-01

International audience; In Wireless Body Area Networks (WBANs), the energy consumption determines the lifetime of the entire network. As a result, how to conserve the energy to prolong the network lifetime becomes a key problem in WBANs. In this paper, to address the energy conservation problem in WBANs, we develop an Energy-Efficient Leader Election mechanism, called EELE. In EELE, each node competes for the leader following the distributed leader election algorithm in which a utility functi...

A Comparison of Student Leader and Non Leader Attitudes Toward Legalizing Marihuana

Science.gov (United States)

Bittner, John R.; Cash, William B.

1971-01-01

The data tends to imply that campus leaders have attitudes on the issue of marihuana legalization which conform to the norms of a major midwestern university sampling. Drug education programs might include student leaders with local credibility and who may possess attitudes very similar to their peers. (Author/BY)

Jesus the Strategic Leader

National Research Council Canada - National Science Library

Martin, Gregg

2000-01-01

Jesus was a great strategic leader who changed the world in many ways. Close study of what he did and how he did it reveals a pattern of behavior that is extremely useful and relevant to the modern strategic leader...

The evaluation of a clinical development unit leadership preparation program by focus group interviews - part 2: negative aspects.

Science.gov (United States)

Greenwood, Jennifer; Parsons, Myra

2002-10-01

In Western Sydney, Australia, in 1996, the Area Health Service and the University of Western Sydney entered a strategic alliance to develop a nursing research culture in the health services. One of the strategies implemented to achieve this was the establishment of a network of research-receptive environments known as Clinical Development Units (CDUs). In terms of research receptivity, evidence at the time suggested that it could only be developed in units where the leadership style is democratic and participatory. In terms of CDUs, evidence suggested that their successful development depended critically on the effective management of CDU leadership stressors. In light of this, it was agreed to conduct a CDU leadership preparation program in Western Sydney. The program aimed to furnish CDU leaders with the participatory leadership skills required to develop and manage their units. It was expected that the acquisition of such leadership skills would serve to minimize the leadership stessors they could expect to experience. This is the second of two papers which report course evaluation data. The first focused on the more positive evaluation data; this paper focuses on the negative evaluation data and outlines how the current program has been modified in light of these data. In addition, it discusses two themes which emerged during data analysis. These were nurses' apparent mutual lack of trust and their pressing needs to be recognized as valuable and merit-worthy.

Genesis and Evolution of the United States Air Force Academy's Officer Development System

National Research Council Canada - National Science Library

Price, Paul

2004-01-01

...; it is called the Officer Development System (ODS). This initiative was a result of an integrative Tiger Team commissioned by USAFA senior leadership in September 2003 to design and implement a deliberate, overarching leader development system...

Leader-member exchange and follower creativity : the moderating roles of leader and follower expectations for creativity

NARCIS (Netherlands)

Qu, Rujie; Janssen, Onne; Shi, Kan

2017-01-01

We examined leader and follower expectations for creativity as moderators in the relationship between leader-member exchange (LMX) and follower creativity. The results of a survey among 193 leader-follower dyads from two high-tech companies in mainland China show that LMX positively relates to

On angry leaders and agreeable followers. How leaders' emotions and followers' personalities shape motivation and team performance.

Science.gov (United States)

Van Kleef, Gerben A; Homan, Astrid C; Beersma, Bianca; van Knippenberg, Daan

2010-12-01

Do followers perform better when their leader expresses anger or when their leader expresses happiness? We propose that this depends on the follower's level of agreeableness. Anger is associated with hostility and conflict-states that are at odds with agreeable individuals' goals. Happiness facilitates affiliation and positive relations-states that are in line with agreeable individuals' goals. Accordingly, the two studies we conducted showed that agreeableness moderates the effects of a leader's emotional displays. In a scenario study, participants with lower levels of agreeableness responded more favorably to an angry leader, whereas participants with higher levels of agreeableness responded more favorably to a neutral leader. In an experiment involving four-person teams, teams composed of participants with lower average levels of agreeableness performed better when their leader expressed anger, whereas teams composed of participants with higher average levels of agreeableness performed better when their leader expressed happiness. Team performance was mediated by experienced workload, which was highest among agreeable followers with an angry leader. Besides having important practical implications, the findings shed new light on the fundamental question of how emotional expressions regulate social behavior.

Leaders' Personal Wisdom and Leader-Member Exchange Quality : The Role of Individualized Consideration

NARCIS (Netherlands)

Zacher, Hannes; Pearce, Liane K.; Rooney, David; McKenna, Bernard

Business scholars have recently proposed that the virtue of personal wisdom may predict leadership behaviors and the quality of leader-follower relationships. This study investigated relationships among leaders' personal wisdom-defined as the integration of advanced cognitive, reflective, and

Utility leaders must manage change in the workplace

International Nuclear Information System (INIS)

Wolf, R.; Gering, D.

1997-01-01

Like most other industries in the United States, the utility industry is undergoing profound changes. Furthermore, the industry is in a far more precarious position than almost all other businesses. Deregulation, a changing labor pool, competition and years of unbridled growth are some of the extraordinary factors impacting the industry. Perhaps the greatest challenge of all rests with the utility industry's top management. To lead their organizations from government anointed monopolies to rightful market leaders demands major intellectual and physical adjustments. Given this most difficult position, executives must learn to embrace change as a constant business opportunity and develop skills to constructively channel and manage change. The challenge to utilities is deceptively clear - to be competitive in a consumer and service driven environment. Unfortunately, the actions necessary to accomplish this daunting task are not that clear. The authors offer that this transition does not have to be as ominous as it may seem, provided one develops and employs a good plan and the open minds necessary to navigate these tricky waters

Carnegie Units and High School Attendance Policies: An Absence of Thought?!?

Science.gov (United States)

Outhouse, Craig Michael

2012-01-01

This case was developed as part of a doctoral course for educational administration students who were specializing in K-12 educational administration. It could be used in a leadership, special education, or policy course for future school leaders or teachers. Currently, most educational institutions use Carnegie Units to structure how students…

Pragmatic, consensus-based minimum standards and structured interview to guide the selection and development of cancer support group leaders: a protocol paper.

Science.gov (United States)

Pomery, Amanda; Schofield, Penelope; Xhilaga, Miranda; Gough, Karla

2017-06-30

Across the globe, peer support groups have emerged as a community-led approach to accessing support and connecting with others with cancer experiences. Little is known about qualities required to lead a peer support group or how to determine suitability for the role. Organisations providing assistance to cancer support groups and their leaders are currently operating independently, without a standard national framework or published guidelines. This protocol describes the methods that will be used to generate pragmatic consensus-based minimum standards and an accessible structured interview with user manual to guide the selection and development of cancer support group leaders. We will: (A) identify and collate peer-reviewed literature that describes qualities of support group leaders through a systematic review; (B) content analyse eligible documents for information relevant to requisite knowledge, skills and attributes of group leaders generally and specifically to cancer support groups; (C) use an online reactive Delphi method with an interdisciplinary panel of experts to produce a clear, suitable, relevant and appropriate structured interview comprising a set of agreed questions with behaviourally anchored rating scales; (D) produce a user manual to facilitate standard delivery of the structured interview; (E) pilot the structured interview to improve clinical utility; and (F) field test the structured interview to develop a rational scoring model and provide a summary of existing group leader qualities. The study is approved by the Department Human Ethics Advisory Group of The University of Melbourne. The study is based on voluntary participation and informed written consent, with participants able to withdraw at any time. The results will be disseminated at research conferences and peer review journals. Presentations and free access to the developed structured interview and user manual will be available to cancer agencies. © Article author(s) (or their

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…

Measuring actual scope of nursing practice: a new tool for nurse leaders.

Science.gov (United States)

D'Amour, Danielle; Dubois, Carl-Ardy; Déry, Johanne; Clarke, Sean; Tchouaket, Eric; Blais, Régis; Rivard, Michèle

2012-05-01

: This project describes the development and testing of the actual scope of nursing practice questionnaire. : Underutilization of the skill sets of registered nurses (RNs) is a widespread concern. Cost-effective, safe, and efficient care requires support by management to facilitate the implementation of nursing practice at the full scope. : Literature review, expert consultation, and face validity testing were used in item development. The instrument was tested with 285 nurses in 22 medical units in 11 hospitals in Canada. : The 26-item, 6-dimension questionnaire demonstrated validity and reliability. The responses suggest that nurses practice at less than their optimal scope, with key dimensions of professional practice being implemented infrequently. : This instrument can help nurse leaders increase the effective use of RN time in carrying out the full scope of their professional practice.

Exploring coping strategies of business leaders during an economic downturn

Directory of Open Access Journals (Sweden)

Marlise van Zyl

2012-11-01

Full Text Available As a large part of South Africa’s economy is based on the mining industry, this research focused on exploring the coping strategies of business leaders in the mining industry during an economic downturn. Using qualitative research within a constructivist-interpretive paradigm, the researchers sought a deeper understanding of how mining leaders cope during an economic downturn. A purposive sample of seven executive mining leaders of different mining houses was interviewed and data was analysed using Atlas.ti. A conceptual framework for understanding coping strategies at the individual, group and organisational levels for business leaders during an economic downturn was developed and is discussed here. This study contributed to theory and practice by focusing on coping responses to specific situations within a specific context instead of on general coping strategies.

Creating tomorrow's leaders today: the Emerging Nurse Leaders Program of the Texas Nurses Association.

Science.gov (United States)

Sportsman, Susan; Wieck, Lynn; Yoder-Wise, Patricia S; Light, Kathleen M; Jordan, Clair

2010-06-01

The Texas Nurses Association initiated an Emerging Nurse Leaders Program as an approach to engaging new nurses in the leadership of the professional association. This article explains the program's origin, the commitment of the Texas Nurses Association to this process, the implementation of the plan, and the discussions that launched a new way of connecting leaders across generations. Further, it is an approach that any professional organization can use to encourage the involvement of new leaders.

Leader-Follower Approach to Gas-Electricity Expansion Planning Problem

DEFF Research Database (Denmark)

Khaligh, Vahid; Oloomi Buygi, Majid; Anvari-Moghaddam, Amjad

2018-01-01

investment in capacity addition to the generation and transmission levels while considers the limitations on fuel consumption. On the other hand gas operator decides about investment in gas pipelines expansions considering the demanded gas by the electricity network. In this planning model for a joint gas......The main purpose of this paper is to develop a method for sequential gas and electricity networks expansion planning problem. A leader-follower approach performs the expansion planning of the joint gas and electricity networks. Electric system operator under adequacy incentive decides about......-electricity network, supply and demand are matched together while adequacy of fuel for gas consuming units is also guaranteed. To illustrate the effectiveness of the proposed method Khorasan province of Iran is considered as a case study which has a high penetration level of gas-fired power plants (GFPP). Also...

Transformational Learning and Role of Self-Authorship in Developing Women Leaders

Science.gov (United States)

Collay, Michelle; Cooper, Joanne

2008-01-01

Given the challenges of the workplace and the historic exclusion of women and people of color from positional leadership, this dual case study explores women's experiences in two graduate programs designed to support transformational learning of educational leaders. Data included participants' structured reflections on learning about leadership,…

“They Were Really Looking for a Male Leader for the Building”: Gender, Identity and Leadership Development in a Principal Preparation Program

Science.gov (United States)

Burton, Laura J.; Weiner, Jennie M.

2016-01-01

This study utilized a comparative case study analysis to investigate how gender influenced the experiences of participants in a leadership development program (principal preparation program) designed to lead public K-12 schools identified as requiring turnaround. We closely focused on two participants, a man and a woman, and compared the ways each participant made meaning of his/her experiences as developing leaders in the program. Although both participants conceptualized effective leadership in similar communally-oriented ways, the way they came to construct their identities as leaders varied greatly. These differences were largely influenced by different and, what appeared to be, gendered feedback occurring during the program and when participants entered the job market. PMID:26909054

An Exploration of How Programme Leaders in Higher Education Can Be Prepared and Supported to Discharge Their Roles and Responsibilities Effectively

Science.gov (United States)

Cahill, Jo; Bowyer, Jan; Rendell, Catherine; Hammond, Angela; Korek, Sharon

2015-01-01

Background: Within Higher Education in the United Kingdom (UK), programme leaders are under increased pressure to be more productive and are expected to undertake a complex range of demanding activities. However, perceptions of the role through the lens of the programme leader have not been explored sufficiently. Clearly, a university's ability to…

The effect of reduced air density on streamer-to-leader transition and on properties of long positive leader

International Nuclear Information System (INIS)

Bazelyan, E M; Raizer, Yu P; Aleksandrov, N L

2007-01-01

New results of observations of the leader process in a pressure chamber are presented for reduced air pressures. The analysis of these data and observations of the leader discharge in peak regions shows that the length of the leader tip and some other characteristics vary by several times as pressure decreases from 1 to 0.3 atm, whereas, under the conditions considered, the leader velocity remains almost independent of air density, the leader current being the same. These data are used to extract relationships between discharge parameters. It is shown that, at reduced air densities, electric field in a 'young' section of the leader channel exceeds electric field in the streamer zone. Therefore, transition of the leader process to the final-jump phase is not inevitably followed by a breakdown of the gap for reduced pressures, as opposed to the discharge in atmospheric pressure air. The model suggested previously by the authors for the streamer-to- leader transition at atmospheric pressure is amended to take into account hydrodynamic expansion of the channel and used to simulate the process at a relative air density of 0.3. The calculated results are used to interpret the observations of the leader process at reduced air pressures

Latino Educational Leadership across the Pipeline: For Latino Communities and Latina/o Leaders

Science.gov (United States)

Rodríguez, Cristóbal; Martinez, Melissa A.; Valle, Fernando

2016-01-01

Educational leaders have challenges providing rich and equitable education for the Latino community, the fastest growing underserved demographic in the United States. Although the field of educational leadership draws connections to serve diverse populations, this work uses existing research and theory to establish the concept of Latino…

Socioeconomic Development Inequalities among Geographic Units ...

African Journals Online (AJOL)

Socio-economic development inequality among geographic units is a phenomenon common in both the developed and developing countries. Regional inequality may result in dissension among geographic units of the same state due to the imbalance in socio-economic development. This study examines the inequality ...

Analysis and Lessons Learned from an Online, Consultative Dialogue between Community Leaders and Climate Experts

Science.gov (United States)

Sylak-Glassman, E.; Clavin, C.

2016-12-01

Common approaches to climate resilience planning in the United States rely upon participatory planning approaches and dialogues between decision-makers, science translators, and subject matter experts. In an effort to explore alternative approaches support community climate resilience planning, a pilot of a public-private collaboration called the Resilience Dialogues was held in February and March of 2016. The Resilience Dialogues pilot was an online, asynchronous conversation between community leaders and climate experts, designed to help communities begin the process of climate resilience planning. In order to identify lessons learned from the pilot, we analyzed the discourse of the facilitated dialogues, administered surveys and conducted interviews with participants. Our analysis of the pilot suggests that participating community leaders found value in the consultative dialogue with climate experts, despite limited community-originated requests for climate information. Community leaders most often asked for advice regarding adaptation planning, including specific engineering guidance and advice on how to engage community members around the topic of resilience. Community leaders that had access to downscaled climate data asked experts about how to incorporate the data into their existing planning processes. The guidance sought by community leaders during the pilot shows a large range of hurdles that communities face in using climate information to inform their decision-making processes. Having a forum that connects community leaders with relevant experts and other community leaders who have familiarity with both climate impacts and municipal planning processes would likely help communities accelerate their resilience efforts.

Lightning leader models of terrestrial gamma-ray flashes

Science.gov (United States)

Dwyer, J. R.; Liu, N.; Ihaddadene, K. M. A.

2017-12-01

Terrestrial gamma-ray flashes (TGFs) are bright sub-millisecond bursts of gamma rays that originate from thunderstorms. Because lightning leaders near the ground have been observed to emit x-rays, presumably due to runaway electron production in the high-field regions near the leader tips, models of TGFs have been developed by several groups that assume a similar production mechanism of runaway electrons from lightning leaders propagating through thunderclouds. However, it remains unclear exactly how and where these runaway electrons are produced, since lightning propagation at thunderstorm altitudes remains poorly understood. In addition, it is not obvious how to connect the observed behavior of the x-ray production from lightning near the ground with the properties of TGFs. For example, it is not clear how to relate the time structure of the x-ray emission near the ground to that of TGFs, since x-rays from stepped leaders near the ground are usually produced in a series of sub-microsecond bursts, but TGFs are usually observed as much longer pulses without clear substructures, at sub-microsecond timescales or otherwise. In this presentation, spacecraft observations of TGFs, ground-based observations of x-rays from lightning and laboratory sparks, and Monte Carlo and PIC simulations of runaway electron and gamma ray production and propagation will be used to constrain the lightning leader models of TGFs.

New Teachers as Literacy Leaders

Science.gov (United States)

Turner, Jennifer D.; Applegate, Anthony J.; Applegate, Mary DeKonty

2011-01-01

In this article, the authors speak directly to new teachers in order to encourage them to be literacy leaders in their classrooms and schools. They offer the following suggestions in the hope of inspiring these new teachers: (1) Develop your vision of teaching and be true to it; (2) Be creative in using instruction that works; (3) Team with…

Air Force Senior Leaders

Science.gov (United States)

Force TV Radio Week in Photos About Us Air Force Senior Leaders SECAF CSAF CMSAF Biographies Adjunct Professors Senior Mentor Biographies Fact Sheets Commander's Call Topics CCT Archive CSAF Reading List 2017 Media Sites Site Registration Contact Us Search AF.mil: Home > About Us > Air Force Senior Leaders

Ethical leadership: perceptions of instructors and academic leaders ...

African Journals Online (AJOL)

Ethical leadership: perceptions of instructors and academic leaders of western cluster public ... PROMOTING ACCESS TO AFRICAN RESEARCH ... to understand their respective institutions and develop effective communication systems.

Political Leaders after the Cold War. The Case of Slobodan Milošević: Toxic vs. Charismatic Leader

Directory of Open Access Journals (Sweden)

Adriana Popoiu

2012-12-01

Full Text Available The end of the Cold War is often associated with the close of the year 1989, characterizedby the regaining of independence in Eastern Europe countries that were under dictatorships.The endof the Cold War was also connected with the fall of the Berlin Wall or with the disintegration of theSoviet Union in 1991. This paper is aimed to present Slobodan Milošević, analyzed as a toxic but alsoas a charismatic leader. Furthermore, this paper analyses the role of this political leader in Serbia andalso in the Federal Republic of Yugoslavia. The paper presents the concept of “toxic” leader, with thepurpose of identifying characteristics of this type of leaders. In order to perceive the complexity of theconcept, the paper is focused on a multidimensional study that should emphasize the intentions, thebehaviors, the character of a “toxic” leader, the impact and also the consequences of his decisions andactions. Focusing on Slobodan Milošević, this paper also outlines essential aspects which describe“charismatic” leaders and addresses the challenging possibility of the “charismatic” leaders being“toxic” leaders simultaneously.

Size, skills, and suffrage : Motivated distortions in perceived formidability of political leaders

NARCIS (Netherlands)

Knapen, J.E.P.; Blaker, N.; Pollet, T.V.

2017-01-01

Research shows that perception of physical size and status are positively associated. The current study was developed to replicate and extend earlier research on height perceptions of political leaders, indicating that supporters perceive their leaders as taller than non-supporters do, and winners

Rescuing Tomorrow Today: Fixing Training and Development for DHS Leaders

Science.gov (United States)

2016-09-01

their own ideas, qualifications, and contributions and not jump to conclusions based on stereotypes .”23 A poor leader or organization will try and...experienced riots that the media portrayed as race-related. However, the underlying cause was actually senior leadership’s inability to control ship...overall scope, the Navy has shifted its focus to other modes and media for training.132 Command-based training and computer-based training are

Development of diagnostic mammography unit

Energy Technology Data Exchange (ETDEWEB)

Matsubara, M.; Muraki, T.; Kitade, K. (Toshiba Corp., Kawasaki, Kanagawa (Japan))

1981-07-01

The mortality from breast cancer is gradually increasing year after year. Accordingly, it is eagerly desired that X-ray diagnosis information be obtainable with higher accuracy and ease for early detection of the disease. Meeting this demand, development has been made of a 2 x magnification mammography unit (Model MGU-01) capabel of minutely depicting microcalcifications with a size of 150 ..mu..m or thereabout and the peripheral condition of a mammary abscess. The background of the development, the substance of the unit and the examination made of the unit are described here.

Development of diagnostic mammography unit

International Nuclear Information System (INIS)

Matsubara, Mitsuyoshi; Muraki, Takeshi; Kitade, Kooichi

1981-01-01

The mortality from breast cancer is gradually increasing year after year. Accordingly, it is eagerly desired that X-ray diagnosis information be obtainable with higher accuracy and ease for early detection of the disease. Meeting this demand, development has been made of a 2 x magnification mammography unit (Model MGU-01) capabel of minutely depicting microcalcifications with a size of 150 μm or thereabout and the peripheral condition of a mammary abscess. The background of the development, the substance of the unit and the examination made of the unit are described here. (author)

Improved nurse-parent communication in neonatal intensive care unit

DEFF Research Database (Denmark)

Weis, Janne; Zoffmann, Vibeke; Egerod, Ingrid

2014-01-01

of a busy neonatal care unit. Promoting practice uptake was initially underestimated, but nurse guided family-centred care training was improved by increasing the visibility of the study in the unit, demonstrating intervention progress to the nurses and assuring a sense of ownership among nurse leaders...... and adjustment of nurse adherence to guided family-centred care was conducted by monitoring (1) knowledge, (2) delivery, (3) practice uptake and (4) certification. RESULTS: Implementation was improved by the development of a strategic framework and by adjusting the framework according to the real-life context...

Dynamic consistency of leader/fringe models of exhaustible resource markets

International Nuclear Information System (INIS)

Pelot, R.P.

1990-01-01

A dynamic feedback pricing model is developed for a leader/fringe supply market of exhaustible resources. The discrete game optimization model includes marginal costs which may be quadratic functions of cumulative production, a linear demand curve and variable length periods. The multiperiod formulation is based on the nesting of later periods' Kuhn-Tucker conditions into earlier periods' optimizations. This procedure leads to dynamically consistent solutions where the leader's strategy is credible as he has no incentive to alter his original plan at some later stage. A static leader-fringe model may yield multiple local optima. This can result in the leader forcing the fringe to produce at their capacity constraint, which would otherwise be non-binding if it is greater than the fringe's unconstrained optimal production rate. Conditions are developed where the optimal solution occurs at a corner where constraints meet, of which limit pricing is a special case. The 2-period leader/fringe feedback model is compared to the computationally simpler open-loop model. Under certain conditions, the open-loop model yields the same result as the feedback model. A multiperiod feedback model of the world oil market with OPEC as price-leader and the remaining world oil suppliers comprising the fringe is compared with the open-loop solution. The optimal profits and prices are very similar, but large differences in production rates may occur. The exhaustion date predicted by the open-loop model may also differ from the feedback outcome. Some numerical tests result in non-contiguous production periods for a player or limit pricing phases. 85 refs., 60 figs., 30 tabs

Developing as an Academic Leader in a University of Technology in South Africa: Dealing with enabling and constraining teaching and learning environments

Directory of Open Access Journals (Sweden)

'Mabokang Liteboho Monnapula-Mapesela

2017-12-01

Full Text Available While the South African legislation is an enabler for equity, inclusiveness, social justice and the advancement of women for academic leadership roles, institutional cultures and structures are often debilitating. This paper presents the development trajectory of a Black woman as an academic development leader in a South African University of Technology. It examines structural and cultural factors acting as enablers or constraints to leadership development and career advancement for Black women. It analyses dominant structural frames and undertakings of different University stakeholders (agents, which cause stagnation and resistance to morphogenesis and government’s transformation agenda. Using Participatory Narrative Inquiry (PNI, I narrate personal experiences and insights as a participant researcher. I interrogate the experiences, observations and influence of various structural and cultural modalities within Margaret Archer’s (1995 social realist framework of structure, culture and agency. I highlight the implications of these for development of a Black female academic development leader.

Leaders from Nursing's History.

Science.gov (United States)

Fondiller, Shirley H.; And Others

1995-01-01

Looks at the lives and accomplishments of four leaders in professional nursing: (1) Loretta Ford, who championed the cause of nurse practitioners; (2) Mable Staupers, a pioneer in community health and nursing; (3) Janet Geister, a leader in private nursing; and (4) Isabel Stewart, who led the movement to standardize nursing education. (JOW)

What every leader needs to know about followers.

Science.gov (United States)

Kellerman, Barbara

2007-12-01

Countless studies, workshops, and books have focused on leaders--the charismatic ones, the retiring ones, even the crooked ones. Virtually no literature exists about followers, however, and the little that can be found tends to depict subordinates as an amorphous group or explain their behavior in the context of leaders' development. Some works even fail to sufficiently distinguish among varying types of followers--barely registering the fact that those who tag along mindlessly are a breed apart from those who are deeply devoted and consciously, actively involved. These distinctions have critical implications for the way leaders should lead and managers should manage, according to Kellerman, a professor at Harvard's Kennedy School of Government. Additionally, today's followers are influenced by a range of cultural and technological changes that have affected what they want and how they view and communicate with their ostensible leaders. In this article, Kellerman explores the evolving dynamic between leaders and subordinates and offers a typology that managers can use to determine and appreciate how their followers are different from one another. Using the level of engagement with a leader or group as a defining factor, the author segments followers into five types: Isolates are completely detached; they passively support the status quo with their inaction. Bystanders are free riders who are somewhat detached, depending on their self-interests. Participants are engaged enough to invest some of their own time and money to make an impact. Activists are very much engaged, heavily invested in people and process, and eager to demonstrate their support or opposition. And diehards are so engaged they're willing to go down with the ship--or throw the captain overboard.

An audit of employee commitment to enable leaders to manage organisational talent

Directory of Open Access Journals (Sweden)

Ophillia Ledimo

2014-09-01

Full Text Available Leaders in motor manufacturing companies are faced with the challenge of talent attraction, development and retention due to constant changes in manufacturing technology. Yet, these leaders are expected to recruit, train and retain specialist skills due to the highly specialised nature of their manufacturing business processes. Another threat faced by these leaders is the loss of skilled talent to their competitors. These challenges have, therefore, created the need to audit employee commitment in a manufacturing organisation in order to enable leaders to initiate talent management practices. It is against this background that this paper poses the question: What is the nature of organisational commitment of manufacturing employees for leaders to be able to manage talent? This question was addressed through a quantitative study of organisational commitment dimensions. The main objective of this study was to audit the organisational commitment dimensions (as measured by Meyer and Allen’s Organizational Commitment Scale within a manufacturing organisation. The data was collected using a survey on a random sample size of N=371, all of whom were employees of a South African motor manufacturing organisation. The results of this study indicate that there are significant differences between organisational commitment dimensions namely; affective, normative and continuance commitments. These findings provide valuable information to assist leaders to propose talent management interventions vital for organisational talent attraction, development and retention.

Preparing Community College Leaders: The AACC Core Competencies for Effective Leadership & Doctoral Education

Science.gov (United States)

McNair, Delores E.

2010-01-01

Community colleges in the United States face shortages of leaders prepared to assume administrative positions in the 21st century. To respond to this shortage, graduate programs are emerging with a specific emphasis on community college leadership; other graduate programs offer broader curricula focused on educational leadership, policy, or higher…

Developing emotional intelligence in student nurse leaders: a mixed methodology study

Science.gov (United States)

Szeles, Heather M.

2015-01-01

Objective: The purpose of this mixed method, exploratory study was to measure the impact of a peer coaching program on the measured emotional intelligence (EI) of a group of student nurse leaders. Methods Participation in the study was offered to nurses in the Student Ambassador program. Students who consented received instruction on EI and its importance in leadership. Participants then took a preintervention EI test (The Mayer-Salovey-Caruso EI Test, version 2 [MSCEIT]) to obtain a baseline EI ability score. Students then participated in a series of peer coaching sessions across a semester. Participants then completed a postintervention MSCEIT test, and also a qualitative survey. Results: The analysis of the paired sample t-test showed that there was not a statistically significant difference in the total group EI scores from pre to posttest, t (8) = 0.036 >0.05; however, 80% of participants reported perceived changes in EI ability due to the intervention and 90% reported that peer coaching was beneficial to their leadership development. Conclusions: This study contributes to the body of EI literature and research on nursing education and leadership development. PMID:27981099

Developing emotional intelligence in student nurse leaders: a mixed methodology study

Directory of Open Access Journals (Sweden)

Heather M Szeles

2015-01-01

Full Text Available Objective: The purpose of this mixed method, exploratory study was to measure the impact of a peer coaching program on the measured emotional intelligence (EI of a group of student nurse leaders. Methods Participation in the study was offered to nurses in the Student Ambassador program. Students who consented received instruction on EI and its importance in leadership. Participants then took a preintervention EI test (The Mayer-Salovey-Caruso EI Test, version 2 [MSCEIT] to obtain a baseline EI ability score. Students then participated in a series of peer coaching sessions across a semester. Participants then completed a postintervention MSCEIT test, and also a qualitative survey. Results: The analysis of the paired sample t-test showed that there was not a statistically significant difference in the total group EI scores from pre to posttest, t (8 = 0.036 >0.05; however, 80% of participants reported perceived changes in EI ability due to the intervention and 90% reported that peer coaching was beneficial to their leadership development. Conclusions: This study contributes to the body of EI literature and research on nursing education and leadership development.

From laggard to leader: Explaining offshore wind developments in the UK

International Nuclear Information System (INIS)

Kern, Florian; Smith, Adrian; Shaw, Chris; Raven, Rob; Verhees, Bram

2014-01-01

Offshore wind technology has recently undergone rapid deployment in the UK. And yet, up until recently, the UK was considered a laggard in terms of deploying renewable energy. How can this burst of offshore wind activity be explained? An economic analysis would seek signs for newfound competitiveness for offshore wind in energy markets. A policy analysis would highlight renewable energy policy developments and assess their contribution to economic prospects of offshore wind. However, neither perspective sheds sufficient light on the advocacy of the actors involved in the development and deployment of the technology. Without an account of technology politics it is hard to explain continuing policy support despite rising costs. By analysing the actor networks and narratives underpinning policy support for offshore wind, we explain how a fairly effective protective space was constructed through the enroling of key political and economic interests. - Highlights: • UK is world leader in offshore wind deployment. • Article explains boom in deployment by looking at the politics of renewable energy policy. • Offshore wind is supported by a variety of actors with aligned political and economic interests. • Analysis highlights the importance of a system builder

Choosing a public-spirited leader

DEFF Research Database (Denmark)

Markussen, Thomas; Tyran, Jean-robert

2017-01-01

In this experiment, voters select a leader who can either act in the public interest, i.e. make efficient and equitable policy choices, or act in a corrupt way, i.e. use public funds for private gain. Voters can observe candidates⿿ pro-social behavior and their score in a cognitive ability test...... prior to the election, and this fact is known to candidates. Therefore, self-interested candidates have incentives to act in a pro-social manner, i.e. to pretend to be public-spirited leaders. We find that both truly pro-social and egoistic leaders co-exist, but that political selection is ineffective...... in choosing public-spirited leaders. The main reason is that egoistic candidates strategically pretend to be pro-social to increase their chances of winning the election....

VISION- REQUIREMENT FOR A SUCCESSFUL LEADER

Directory of Open Access Journals (Sweden)

Angela - Olimpia Lobonea (Oltean

2014-12-01

Full Text Available These people were called in the past chiefs, rulers. Now they are known as leaders. After management by objectives, strategic planning, project organization, this concept appears as a tool called "fourth generation". It is called VISION. Leadership and vision exist in the actual sense, which has become modern a few decades ago, managing to gather during this time a variety of scientific instruments. The connection between these two domains creates a certain type of leader, the visionary leader. The hypothesis from which we start is that all active leaders have a vision of what needs to be accomplished, and the inability to predict something that could be provided involves loss the capacity of the leader. Without vision, the energy reaches the lowest quotas, production decreases, terms limits are exceeded and human resources begin to dissipate.. The conclusion is that visionary leaders are endowed with multiple attributes (multiple intelligence, even if sometimes the role of intuition and unconscious in building vision at the expense of reason that is based on experience and facts is exaggerated.

Leader Training Conference Report.

Science.gov (United States)

Michigan-Ohio Regional Educational Lab., Inc., Detroit.

The purpose of this conference was to prepare key people in the field of education to function as inservice education leaders in their respective settings. It called for participants to learn what the MOREL inservice education program is and what it hopes to accomplish, to identify the role and functions of the inservice education leader, and to…

Creating and Maintaining Student Diversity: Strategies and Challenges for School Leaders

Science.gov (United States)

Villavicencio, Adriana

2016-01-01

The purpose of this paper was to explore how school leaders can create and maintain student diversity in charter schools. Based on a case study of two racially balanced schools in New York City, this study identifies three strategies that the schools' leaders took to create more student diversity: (1) develop curriculum-centred missions, (2)…

When is a leader considered as a good leader? Perceived impact on teammates’ confidence and social acceptance as key ingredients

OpenAIRE

Fransen, Katrien; Vanbeselaere, Norbert; De Cuyper, Bert; Vande Broek, Gert; Boen, Filip

2018-01-01

Effective leadership is perceived as a key factor for optimal team functioning. The present study aimed to identify the characteristics of athlete leaders with respect to four different leadership roles (i.e., task leader, motivational leader, social leader, and external leader), while recognizing the surrounding team context. Furthermore, we aimed to identify the most decisive characteristics for a player’s perceived leadership quality on each of these leadership roles. An on-line survey was...

The Humble Leader: Association of Discrepancies in Leader and Follower Ratings of Implementation Leadership With Organizational Climate in Mental Health.

Science.gov (United States)

Aarons, Gregory A; Ehrhart, Mark G; Torres, Elisa M; Finn, Natalie K; Beidas, Rinad S

2017-02-01

Discrepancies, or perceptual distance, between leaders' self-ratings and followers' ratings of the leader are common but usually go unrecognized. Research on discrepancies is limited, but there is evidence that discrepancies are associated with organizational context. This study examined the association of leader-follower discrepancies in Implementation Leadership Scale (ILS) ratings of mental health clinic leaders and the association of those discrepancies with organizational climate for involvement and performance feedback. Both involvement and performance feedback are important for evidence-based practice (EBP) implementation in mental health. A total of 593 individuals-supervisors (leaders, N=80) and clinical service providers (followers, N=513)-completed surveys that included ratings of implementation leadership and organizational climate. Polynomial regression and response surface analyses were conducted to examine the associations of discrepancies in leader-follower ILS ratings with organizational involvement climate and performance feedback climate, aspects of climate likely to support EBP implementation. Both involvement climate and performance feedback climate were highest where leaders rated themselves low on the ILS and their followers rated those leaders high on the ILS ("humble leaders"). Teams with "humble leaders" showed more positive organizational climate for involvement and for performance feedback, contextual factors important during EBP implementation and sustainment. Discrepancy in leader and follower ratings of implementation leadership should be a consideration in understanding and improving leadership and organizational climate for mental health services and for EBP implementation and sustainment in mental health and other allied health settings.

Does Leaders' Health (and Work-Related Experiences) Affect their Evaluation of Followers' Stress?

Science.gov (United States)

Giorgi, Gabriele; Mancuso, Serena; Fiz Perez, Francisco Javier; Montani, Francesco; Courcy, Francois; Arcangeli, Giulio

2015-09-01

Stressed workers suffer from severe health problems which appear to have increased. Poor leadership is especially considered a source of stress. Indeed, supervisors might perceive their subordinates to be similar to them as far as stress is concerned and this might more widespread in organizations than previously thought. The present research investigates the relationships between leaders' health, in terms of work-related stress, mental health, and workplace bullying and their evaluation of subordinates' stress. Five regression models were formulated to test our hypothesis. This is a cross-sectional study among 261 Italian leaders, using supervisor self-assessment and leaders' assessments of their subordinates. Leaders' health was related to their evaluation of staff stress. Job demand, lack of job control, and lack of support by colleagues and supervisors evaluated in their subordinates were particularly associated with the leaders' own health. Implications for developing healthy leaders are finally discussed.

Pension-Induced Rigidities in the Labor Market for School Leaders. Working Paper 67

Science.gov (United States)

Koedel, Cory; Grissom, Jason A.; Ni, Shawn; Podgursky, Michael

2012-01-01

Educators in public schools in the United States are typically enrolled in defined-benefit pension plans, which penalize across-plan mobility. We use administrative data from Missouri to examine how the mobility penalties affect the labor market for school leaders, and show that pension borders greatly reduce leadership flows across schools. Our…

Beautiful Teams Inspiring and Cautionary Tales from Veteran Team Leaders

CERN Document Server

Stellman, Andrew

2009-01-01

What's it like to work on a great software development team facing an impossible problem? How do you build an effective team? Beautiful Teams takes you behind the scenes with some of the most interesting teams in software engineering history. You'll learn from veteran team leaders' successes and failures, told through a series of engaging personal stories -- and interviews -- by leading programmers, architects, project managers, and thought leaders.

Succession planning for the future through an academic-practice partnership: a nursing administration master's program for emerging nurse leaders.

Science.gov (United States)

Sherman, Rose; Dyess, Susan; Hannah, Ed; Prestia, Angela

2013-01-01

A global nursing leadership shortage is projected by the end of this decade. There is an urgent need to begin developing emerging nurse leaders now. This article describes the work of an academic-practice partnership collaborative of nurse leaders. The goal of the partnership is to develop and promote an innovative enhanced nursing administration master's program targeted to young emerging nurse leaders, who have not yet moved into formal leadership roles. An action research design is being used in program development and evaluation. Qualities needed by emerging leaders identified through research included a need to be politically astute, competency with business skills required of nurse leaders today, comfort with ambiguity, use of a caring approach, and leadership from a posture of innovation. The current curriculum was revised to include clinical immersion with a nurse leader from the first semester in the program, a change from all online to online/hybrid courses, innovative assignments, and a strong mentorship component. Eighteen young emerging nurse leaders began the program in January 2012. Early outcomes are positive. The emerging nurse leaders may be uniquely positioned, given the right skills sets, to be nurse leaders in the new age.

Implementation of multi-criteria decision making approach for the team leader selection in IT sector

Directory of Open Access Journals (Sweden)

Sandhya

2016-12-01

Full Text Available In the era of technology, the demand of the software development increases at a very high speed, as software has touched the human’s life in all aspects. The better quality software development acquiring minimum development time leads to the team work in which a group of people has been formed that work together in a team for the software development. One of the most signifi-cant issues in effective and efficient teamwork is the team leader selection because the team lead-er is the person in any team that is going to handle all types of managerial activities such as lead-ership, motivation to others, etc. The team leader selection process may be dependent on numer-ous conflicting selection indexes that make it a Multi-Criteria Decision Making (MCDM prob-lem. In the present research, an MCDM approach namely, Euclidean Distance Based Approxi-mation (EDBA which is based on the calculation of the composite distance value for each alter-native from a hypothetical optimal point is presented. The result of this study provides a compre-hensive ranking of team leaders that leads to the right selection of team leader in information technology (IT sector.

Strategic Military Leaders - Leading Tomorrow

National Research Council Canada - National Science Library

Kit, Ng W

2008-01-01

.... Four key leadership competencies stand out. We need strategic leaders who are good at doing the right things and doing things right leaders who have the mental agility to choose the correct goals to achieve, the social intelligence to inspire...

An algorithm of opinion leaders mining based on signed network

Science.gov (United States)

Cao, Linlin; Zheng, Mingchun; Zhang, Yuanyuan; Zhang, Fuming

2018-04-01

With the rapid development of mobile Internet, user gradually become the leader of social media, the abruptly rise of new media has changed the traditional information's dissemination pattern and regularity. There is new era significance of opinion leaders, gatekeepers in the classical theory of mass communication, and it has further expansion and extension to a certain extent. In the existing mining of opinion leaders, it is mainly from the research of network structure and user behavior without considering an important attribute: whether the user has a real impact. In this paper, we take the symbolic network as the research tool, by giving symbol which correspondingly represents support or oppose to the link about point of view relationship between users and combining traditional algorithms of mining with symbolism which can describe the change of view between users, we will get the opinion leader who has real impact on users, then the result is more accurate and effective.

Leader to Leader: Enduring Insights on Leadership from the Drucker Foundation's Award-Winning Journal.

Science.gov (United States)

Hesselbein, Frances, Ed.; Cohen, Paul M., Ed.

Amid unprecedented social, demographic, and economic changes, leaders must enhance performance and deliver desired results. The growing importance of managing the explosion in information requires attention to defining organizational missions and visions. The 37 chapters in this work are divided into 7 parts. Part 1, "On Leaders and…

Believing in "us": exploring leaders' capacity to enhance team confidence and performance by building a sense of shared social identity.

Science.gov (United States)

Fransen, Katrien; Haslam, S Alexander; Steffens, Niklas K; Vanbeselaere, Norbert; De Cuyper, Bert; Boen, Filip

2015-03-01

The present study examined the impact of athlete leaders' perceived confidence on their teammates' confidence and performance. Male basketball players (N = 102) participated in groups of 4. To manipulate leaders' team confidence, the appointed athlete leader of each newly formed basketball team (a confederate) expressed either high or low team confidence. The results revealed an effect of team confidence contagion such that team members had greater team confidence when the leader expressed high (rather than low) confidence in the team's success. Second, the present study sought to explain the mechanisms through which this contagion occurs. In line with the social identity approach to leadership, structural equation modeling demonstrated that this effect was partially mediated by team members' increased team identification. Third, findings indicated that when leaders expressed high team confidence, team members' performance increased during the test, but when leaders expressed low confidence, team members' performance decreased. Athlete leaders thus have the capacity to shape team members' confidence--and hence their performance--in both positive and negative ways. In particular, by showing that they believe in "our team," leaders are able not only to make "us" a psychological reality, but also to transform "us" into an effective operational unit. PsycINFO Database Record (c) 2015 APA, all rights reserved.

The experience of being a shift-leader in a hospital ward.

Science.gov (United States)

Goldblatt, Hadass; Granot, Michal; Admi, Hanna; Drach-Zahavy, Anat

2008-07-01

This paper is a report of a study to explore the experience of being a shift-leader, and how these nurses view the management of their shift. Professional demands on skilled and capable shift-leaders, who competently handle multi-disciplinary staff and patients, as well as operations and information, call for the development of efficient nursing leadership roles. Nevertheless, knowledge of shift-leaders' perspectives concerning their task management and leadership styles is relatively limited. Twenty-eight Registered Nurses working in an Israeli medical centre participated in this qualitative study. Data were gathered through in-depth interviews conducted in two phases between February and October 2005: three focus group interviews (phase 1) followed by seven individual interviews (phase 2). Content analysis revealed two major themes which constitute the essence of being a shift-leader: (1) a burden of responsibility, where the shift-leader moves between positions of maximum control and delegating some responsibility to other nurses; (2) the role's temporal dimension, expressed as a strong desire to reach the end of the shift safely, and taking managerial perspectives beyond the boundaries of the specific shift. The core of the shift-leader's position is an immense sense of responsibility. However, this managerial role is transient and therefore lacks an established authority. A two-dimensional taxonomy of these themes reveals four types of potential and actual coping among shift-leaders, indicating the need to train them in leadership skills and systemic thinking. Interventions to limit the potential stress hazards should be focused simultaneously on shift-leaders themselves and on job restructuring.

Alternative routes to the leader male role in a multi-level society: follower vs. solitary male strategies and outcomes in hamadryas baboons.

Science.gov (United States)

Pines, Mathew; Saunders, Julian; Swedell, Larissa

2011-07-01

The nested one-male units (OMUs) of the hamadryas baboon are part of a complex social system in which "leader" males achieve near exclusive mating access by forcibly herding females into permanent consortships. Within this multi-level social system (troops, bands, clans and OMUs) are two types of prereproductive males--the follower and solitary male--whose different trajectories converge on the leader role. Here we compare OMU formation strategies of followers, who associate with a particular OMU and may have social access to females, with those of solitary males, who move freely within the band and do not associate regularly with OMUs. Data were derived from 42 OMU formations (16 by followers and 26 by solitary males) occurring over 8 years in a hamadryas baboon band at the Filoha site in Ethiopia. "Initial units" (IUs) with sexually immature females (IU strategy) were formed by 44% of followers and 46% of solitary males. The remaining followers took over mature females when their leader was deposed (challenge strategy) or disappeared (opportunistic strategy), or via a seemingly peaceful transfer (inheritance strategy). Solitary males took over mature females from other clans and bands, but mainly from old, injured or vanished leaders within their clan (via both the challenge and opportunistic strategies). Former followers of an OMU were more successful at taking over females from those OMUs than any other category of male. Despite this advantage enjoyed by ex-follower leaders, ex-solitary leaders were equally capable of increasing their OMU size at a comparable rate in their first 2 years as a leader. These results demonstrate the potential for males to employ both multiple roles (follower vs. solitary male) and multiple routes (IU, inheritance, challenge, opportunistic) to acquire females and become a leader male in a mating system characterized by female defense polygyny in a competitive arena. © 2011 Wiley-Liss, Inc.

Recruiting leaders: an analysis of leadership advertisements

NARCIS (Netherlands)

den Hartog, D.N.; Caley, A.; Dewe, P.

2007-01-01

Recruiting the right leaders is an important challenge for organisations. How do organisations find these leaders? This article looks at the recruitment of leaders through advertisements. We address to what extent the 'vocabulary of leadership' originating in influential leadership theories is

A New Generation of Leaders in Africa: What Issues Do They Face?

Directory of Open Access Journals (Sweden)

John O. Igué

2010-03-01

Full Text Available Africa is at a crossroads. It is now at the centre of development concerns that its leaders have been involved in for 50 years. These leaders are striving to find a happy outlet through which the black continent would be able play a role at the forefront of the world stage. A new generation of leaders has to be considered, who are capable of facing up to a number of challenges such as fragmentation of the region, history and knowledge, relaying the foundations of the post-colonial State, promotion of democracy and human rights and the implementation of new conditions for peace and freedom, the gauge of sustainable development. The ways in which these various challenges are tackled are crucial.

The Role of Maranao Traditional Leaders and Local Political Leaders towards Collaboration in Promotion of Peace in Marawi City

Directory of Open Access Journals (Sweden)

Prof. Milhaya Dianalan Langco

2014-02-01

Full Text Available This study determined the role of traditional Maranao leaders and local political leaders towards collaboration in promotion of peace in Marawi City. The study used the descriptive – explanatory research design. Descriptive statistics such as frequency counts and percentage distribution were used in the presentation and analysis of data. Furthermore, this study explored the association among variables. Pearson R tests were conducted to determine if there were associations between the traits and characteristics of Maranao traditional leaders and their role in promotion of peace; association between the administrative capabilities of local political leaders and their role in promotion of peace; both as independent variables, and association between roles of traditional and political leaders and their level of collaboration in promotion of peace, as the dependent variables. Percentage was used to quantitatively describe and analyze the responses given by the respondents while weighted mean was used to determine the average value of the responses in each item of the given questionnaire. Results of the findings revealed that the Sulutan was the highest traditional leader involved in conflict resolution while the Datu was the second most influential traditional leaders involved in the same. Furthermore, these traditional Maranao leaders is still seen by the respondents as honest and dependable, morally upright, tenacious and responsible, able to identify and clarify the needs and desires of groups, as well as that of the community as their priority. Moreover, the local political leaders in Marawi City including those of the Province of Lanao del Sur, are being seen to be important along with the Maranao traditional leaders in terms of conflict resolution and promotion of peace in the aforementioned areas.

Multiple Learning Approaches in the Professional Development of School Leaders -- Theoretical Perspectives and Empirical Findings on Self-assessment and Feedback

Science.gov (United States)

Huber, Stephan Gerhard

2013-01-01

This article investigates the use of multiple learning approaches and different modes and types of learning in the (continuous) professional development (PD) of school leaders, particularly the use of self-assessment and feedback. First, formats and multiple approaches to professional learning are described. Second, a possible approach to…

Managing complex workplace stress in health care organizations: leaders' perceived legitimacy conflicts.

Science.gov (United States)

Dellve, Lotta; Wikström, Ewa

2009-12-01

To conceptualize how health care leaders' strategies to increase their influence in their psychosocial work environment are experienced and handled, and may be supported. The complex nature of the psychosocial work environment with increased stress creates significant challenges for leaders in today's health care organizations. Interviews with health care leaders (n = 39) were analysed in accordance with constructivist grounded theory. Compound identities, loyalty commitments and professional interests shape conditions for leaders' influence. Strategies to achieve legitimacy were either to retain clinical skills and a strong occupational identity or to take a full leadership role. Ethical stress was experienced when organizational procedural or consequential legitimacy norms were in conflict with the leaders' own values. Leadership support through socializing processes and strategic support structures may be complementary or counteractive. Support programmes need to have a clear message related to decision-making processes and should facilitate communication between top management, human resource departments and subordinate leaders. Ethical stress from conflicting legitimacy principles may be moderated by clear policies for decision-making processes, strengthened sound networks and improved communication. Supportive programmes should include: (1) sequential and strategic systems for introducing new leaders and mentoring; (2) reflective dialogue and feedback; (3) team development; and (4) decision-making policies and processes.

Establishing collaborative structures and relationships: Teacher leaders' experiences

Science.gov (United States)

Canizo, Thea Lynne

2002-04-01

The purpose of this study was to explore teacher leaders' experiences as they attempted to establish collaborative structures and relationships resulting in improved science instruction at their schools. Teacher leaders were middle school science facilitators, full-time classroom teachers who acted as liaisons between the science teachers at their schools and a change initiative funded by the National Science Foundation. This was a qualitative study, using interviews to create a case study. The researcher used a three-part interview design developed by Seidman (1991). Six research questions served as a framework for the data analysis. Participants identified the following as factors which contributed to their success: support from the principal, other science teachers, central staff personnel, and the district-wide group of science facilitators; professional development; and the successful completion of a scope and sequence for science instruction. Factors identified as hindering their success were: lack of support or conflict with the principal; resistance to change; time constraints; a district policy which limited meeting time; teacher and administrator turnover; tension between the middle school and junior high school models; and personal doubts. From descriptions of their understanding and exercising of leadership, the researcher concluded that teacher leaders had become empowered. The school culture was seen to have a great effect on teacher leaders. The contrasts between a school with a positive culture and another school in disarray were presented. Structures such as summer institutes and release time during the school day were identified as critical for giving teachers the time needed to establish more collaborative working relationships. Once greater trust and understanding were present, teachers were better able to examine their teaching practices more critically. Participants identified mentoring of new members, a continuing role for science

Gender differences in Assessments of Party Leaders

DEFF Research Database (Denmark)

Kosiara-Pedersen, Karina; Hansen, Kasper Møller

2015-01-01

Is there a relationship between party leader gender and voters' assessments? Yes, according to theses on gender identity and stereotyping. A voter survey during the 2011 Danish general election allows for a comprehensive analysis of a less likely case with four male and four female party leaders...... of gender does not increase with age, actually, the opposite is the case among men since younger male voters have smaller sympathy for female party leaders. Furthermore, there is no support for the expectation that voters with more education or with higher levels of political interest and knowledge are more....... Female party leaders are assessed more positively by female voters than male voters both in regard to general party leader sympathy and assessment of specific characteristics, whereas it is not the case that male party leaders are assessed more positively by male voters than female voters. The impact...

Productive whole-class discussions: A qualitative analysis of peer leader behaviors in general chemistry

Science.gov (United States)

Eckart, Teresa Mcclain

The intention of this research was to describe behaviors and characteristics of General Chemistry I peer leaders using a pedagogical reform method referred to as Peer-led Guided Inquiry (PLGI), and to discuss the ways in which these peer leaders created productive whole-class discussions. This reform technique engaged students to work on guided inquiry activities while working cooperatively in small groups, led by undergraduate peer leaders. These sessions were video recorded and transcribed. The data was evaluated using grounded theory methods of analysis. This study examined the dialog between students and peer leaders, paying specific attention to question types and observed patterns of interactions. The research took shape by examining the kinds of questions asked by peer leaders and the purposes these questions served. In addition to looking at questions, different kinds of behaviors displayed by peer leaders during their small group sessions were also observed. A close examination of peer leader questions and behaviors aided in developing an answer to the overall research question regarding what factors are associated with productive whole-class discussions. Five major categories of peer leader behaviors evolved from the data and provided a means to compare and contrast productive whole-class discussions. While no category single-handedly determined if a discussion was good or bad, there was a tendency for peer leaders who exhibited positive traits in at least three of the following categories to have consistently better whole-class discussions: Procedural Practices, Supervisory Qualities, Questioning Techniques, Feedback/Responses, and Interpersonal Skills. Furthermore, each of the major categories is tied directly to Interpersonal, Communication, and Leadership skills and their interactions with each other. This study also addressed applications that each of these categories has on instructional practices and their need in peer leader training. In addition

Leaders produce leaders and managers produce followers

Science.gov (United States)

Khoshhal, Khalid I.; Guraya, Salman Y.

2016-01-01

Objectives: To elaborate the desired qualities, traits, and styles of physician’s leadership with a deep insight into the recommended measures to inculcate leadership skills in physicians. Methods: The databases of MEDLINE, EMBASE, CINAHL, and the Cochrane Library were searched for the full-text English-language articles published during the period 2000-2015. Further search, including manual search of grey literature, was conducted from the bibliographic list of all included articles. Medical Subject Headings (MeSH) keywords “Leadership” AND “Leadership traits” AND “Leadership styles” AND “Physicians’ leadership” AND “Tomorrow’s doctors” were used for the literature search. This search followed a step-wise approach defined by the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA). The retrieved bibliographic list was analyzed and non-relevant material such as abstracts, conference proceedings, letters to editor, and short communications were excluded. Finally, 21 articles were selected for this review. Results: The literature search showed a number of leadership courses and formal training programs that can transform doctors to physician leaders. Leaders can inculcate confidence by integrating diverse views and listening; supporting skillful conversations through dialogue and helping others assess their influence and expertise. In addition to their clinical competence, physician leaders need to acquire the industry knowledge (clinical processes, health-care trends, budget), problem-solving skills, and emotional intelligence. Conclusion: This review emphasizes the need for embedding formal leadership courses in the medical curricula for fostering tomorrow doctors’ leadership and organizational skills. The in-house and off-campus training programs and workshops should be arranged for grooming the potential candidates for effective leadership. PMID:27652355

ROMANIAN BUSINESS WOMEN: MANAGERS OR LEADERS?

Directory of Open Access Journals (Sweden)

Adriana UNGUREANU

2016-07-01

Full Text Available Leadership is a concept appeared in the second part of the twentieth century which developed later on because of the business necessity as the economic environment has become more and more complex and the classic managerial style was no more efficient. In this complex world of business, women were traditionally involved in business at the administrative level, with small chances to reach top structures in a company. Due to the modern times, they won their rights to prove their management skills and to obtain more important jobs in famous companies. This paper presents the results of a research based on interview method and getting responses from Romanian women involved in business at the middle and top management in multinational companies. The main goal of the study was to identify the main features that define the women as a leader or a manager by finding lateral thinking skills. This research revealed that most of the women interviewed have their features closer to the conventional leader and only few of them have developed strong lateral thinking skills.

Diagnostics of the ability of the management-leader to interact efficiently

Directory of Open Access Journals (Sweden)

Lugova Victoria M.

2013-03-01

Full Text Available The article is devoted to the issue of diagnostics of ability of a manager-leader to interact efficiently. It conducts a theoretical analysis of a list of qualities of an efficient manager and leader. It specifies the qualities that provide the manager’s ability to conduct efficient social interaction. They include organisational qualities and social perception. The article offers methods of their diagnostics, namely: “Psychological assessment of organisational abilities of a person in a group” and “Diagnostics of perceptive and interactive competence”. Approbation of these methods at five enterprises of the Kharkiv region showed that the level of development of organisational qualities and perceptive and interactive competence of managers is average. The article proves that managers of Ukrainian enterprises not yet ready to be also leaders to their personnel. The article offers to develop ability of a manager-leader to interact efficiently through obtaining new information about specific features of manager’s interaction with other people, re-thinking of own self and own behaviour, structuring new forms of behaviour and regulation of inter-personal interaction and securing positive experience under conventional situations of managerial interaction with the help of trainings.

Online Leadership and Learning: How Online Leaders May Learn From Their Working Experience

DEFF Research Database (Denmark)

Kolbæk, Ditte

2018-01-01

Online working environments develop and change continuously, meaning that online leaders and online team members must learn to adapt to change and should utilize emerging possibilities for doing their jobs. The purpose of this chapter is to explore how online leaders learn from experiences develo...

Constrained deterministic leader-follower mean field control

NARCIS (Netherlands)

Möller, L.; Gentile, B.; Parise, F.; Grammatico, S.; Lygeros, J.

2016-01-01

We consider a mean field game among a large population of noncooperative agents divided into two categories: leaders and followers. Each agent is subject to heterogeneous convex constraints and minimizes a quadratic cost function; the cost of each leader is affected by the leaders' aggregate

Pengembangan Model Sosialisasi Jaminan Kesehatan Nasional Melalui Peran Opinion Leader

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Niken Lestarini

2017-06-01

Full Text Available This study aims to develop a model of socialization of the National Health Insurance through the role of Opnion Leader. The development of socialization model of National Health Insurance through the role of Opinion Leader is important because with the inclusion of communication technology in Rural areas has led to the emergence of social distance between opinion leaders (Opinion Leader with the community. Although acknowledged that opinion leaders in Indonesia are still very instrumental in influencing the attitude and behavior of followers in the village. This research is also important to assist the Ponorogo Regency Government in implementing the National Health Insurance (JKN Act organized by Social Security Administering Board (BPJS. This research is a continuation of research of Opnion Leader role which shows that its role is very high in socialization about Naional Health Insurance in the village. This research uses qualitative research paradigm. Data collection techniques used are in-depth interviews, observation and dukumentasi.Teknik Determination Informants using snowball technique, ie without determining the number of informants but based on information provided in accordance with the data required. Then the method of data analysis using Interactive Analysis Model. The results of research and discussion can be concluded that the Government set a target that in 2019 all Indonesian people have registered and have a card of National Health Insurance - Kartu Indonesia Sehat (JKN-KIS. So it has become a necessity for the socialization model that can really touch the people so that the target of the government can be achieved. Because JKN-KIS has become the thing that is needed by the society in carrying out their life to be healthy and prosperous and has been poured in Government regulation, the socialization model used belongs to the Represif socialization model. This socialization runs in one direction from one person to another. The

A systematic review of factors influencing knowledge management and the nurse leaders' role.

Science.gov (United States)

Lunden, Anne; Teräs, Marianne; Kvist, Tarja; Häggman-Laitila, Arja

2017-09-01

To describe factors facilitating or inhibiting the development of registered nurses' competency and nurse leader's role in knowledge management. Nurses' competency directly influences patient safety and the quality and effectiveness of patient care. Challenges of nurse leaders in knowledge management include acquiring, assessing and utilising current knowledge and assessing and enhancing competency. A systematic search was conducted in PubMed, CINAHL, SCOPUS and ERIC databases in April 2015. The search identified 18 relevant research articles published between 2009 and 2015. The quality of the studies was appraised in accordance with study designs. Knowledge management is facilitated by an organisation culture that supports learning, sharing of information and learning together. Leader commitment and competency were factors related to leadership facilitating knowledge management. Nurse leaders need evidence-based interventions to support shared learning and to create infrastructures that facilitate competence development. Future research is especially needed to evaluate connections between knowledge management and patient outcomes. The results of this review can be utilised in enhancing factors to facilitate knowledge management in clinical practice and identifying nurse leaders' role in strengthening nurses' competency. © 2017 John Wiley & Sons Ltd.

When are transgressing leaders punitively judged? An empirical test.

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Shapiro, Debra L; Boss, Alan D; Salas, Silvia; Tangirala, Subrahmaniam; Von Glinow, Mary Ann

2011-03-01

Using Hollander's (1958) idiosyncrasy credit theory of leadership as the theoretical backdrop, we examined when and why organizational leaders escape punitive evaluation for their organizational transgressions. In a sample of 162 full-time employees, we found that leaders who were perceived to be more able and inspirationally motivating were less punitively evaluated by employees for leader transgressions. These effects were mediated by the leaders' LMX (leader-member exchange) with their employees. Moreover, the tendency of leaders with higher LMX to escape punitive evaluations for their transgressions was stronger when those leaders were more valued within the organization. Finally, employees who punitively evaluated their leaders were more likely to have turnover intentions and to psychologically withdraw from their organization. Theoretical and practical implications associated with relatively understudied leader-transgression dynamics are discussed. PsycINFO Database Record (c) 2011 APA, all rights reserved.

Employees' Perceptions of Their Leaders

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Golubović-Stojanović Aleksandra

2016-06-01

Full Text Available This paper presents the research about employees and the leaders who are included in leading the organization, as an important segment of the modern business. The aim of this research is to show the real picture about presence new strategies of leaders in the organizations, as well as the analysis of the perception of employees about their leaders. The research in business organizations conducted on the sample of leaders and employees. The construction of high-quality questionnaire represents the important segment of modern statistical and business researches. The issues in questionnaire construction are very complex and they are in the focus of all statistical and research methodologies. It was conducted on the sample of at least 250 examinees (employees in bigger companies in Serbia. Research results showed that understanding communication satisfaction, with its link to job satisfaction, should provide an ability to better target resources to improve communication satisfaction issues.

Creative benefits from well-connected leaders: leader social network ties as facilitators of employee radical creativity.

Science.gov (United States)

Venkataramani, Vijaya; Richter, Andreas W; Clarke, Ronald

2014-09-01

Employee radical creativity critically depends on substantive informational resources from others across the wider organization. We propose that the social network ties of employees' immediate leaders assume a central role in garnering these resources, thereby fostering their employees' radical creativity both independent of and interactively with employees' own network ties. Drawing on data from 214 employees working in 30 teams of a public technology and environmental services organization, we find that team leaders' betweenness centrality in the idea network within their teams as well as among their peer leaders provides creative benefits beyond employees' own internal and external ties. Further, employees' and leaders' ties within and external to the team interactively predict employee radical creativity. Implications for theory and practice are discussed. PsycINFO Database Record (c) 2014 APA, all rights reserved.

Fired up or burned out? How developmental challenge differentially impacts leader behavior.

Science.gov (United States)

Courtright, Stephen H; Colbert, Amy E; Choi, Daejeong

2014-07-01

Leadership development research has largely drawn on experiential and enactive learning theories to explore the positive effects of developmental challenge on leaders. In contrast, we examined potential positive and negative effects of developmental challenge (i.e., challenging job assignments) on leader behavior through an alternative theoretical lens--transactional stress theory. We predicted, on one hand, that developmental challenge may be associated with higher leader engagement and transformational leadership behavior; however, developmental challenge also has the potential to be associated with higher leader emotional exhaustion and laissez-faire leadership behavior. We further proposed that leadership self-efficacy (LSE) moderates these potential effects of developmental challenge and helps explain why leaders react either positively or negatively to developmental challenge. We tested our hypotheses in a sample of 153 leaders and 631 direct reports at a Fortune 500 company. Findings supported positive relationships among developmental challenge, leader engagement, and transformational leadership. However, we also found support for significant relationships among developmental challenge, emotional exhaustion, and laissez-faire leadership. Additionally, leaders lower in LSE were more likely to encounter the negative effects of developmental challenge by experiencing increased emotional exhaustion and displaying laissez-faire leadership behaviors. Our study contributes to theory and practice by elucidating a "dark side" of developmental challenge, identifying LSE as a moderator of the negative effects of developmental challenge, identifying antecedents of transformational and laissez-faire leadership behaviors, and investigating demands and stress in leadership roles.

The meaning of evidence-based management to Brazilian senior nurse leaders.

Science.gov (United States)

Spiri, Wilza Carla; MacPhee, Maura

2013-09-01

The study objective was to understand the meaning of evidence-based management for senior nurse leaders in accredited, public hospitals in the State of Sao Paulo, Brazil. A phenomenological approach was used to analyze interviews conducted with 10 senior nurse leaders between August 2011 and March 2012. The analytic method was developed by the Brazilian phenomenologist, Martins. Senior nurse leaders described how they critically appraise many sources of evidence when making managerial decisions. They emphasized the importance of working with their teams to locally adapt and evaluate best evidence associated with managerial decision making and organizational innovations. Their statements also demonstrated how they use evidence-based management to support the adoption of evidence-based practices. They did not, however, provide specific strategies for seeking out and obtaining evidence. Notable challenges were traditional cultures and rigid bureaucracies, while major facilitators included accreditation, teamwork, and shared decision making. Evidence-based management necessitates a continuous process of locating, implementing, and evaluating evidence. In this study leaders provided multiple, concrete examples of all these processes except seeking out and locating evidence. They also gave examples of other leadership skills associated with successful adoption of evidence-based practice and management, particularly interdisciplinary teamwork and shared decision making. This study demonstrates senior nurse leaders' awareness and utilization of evidence-based management. The study also suggests what aspects of evidence-based management need further development, such as more active identification of potential, new organizational innovations. © 2013 Sigma Theta Tau International.

An exploration of the role of subordinate affect in leader evaluations.

Science.gov (United States)

Martinko, Mark J; Mackey, Jeremy D; Moss, Sherry E; Harvey, Paul; McAllister, Charn P; Brees, Jeremy R

2018-03-26

Leadership research has been encumbered by a proliferation of constructs and measures, despite little evidence that each is sufficiently conceptually and operationally distinct from the others. We draw from research on subordinates' implicit theories of leader behavior, behaviorally anchored rating scales, and decision making to argue that leader affect (i.e., the degree to which subordinates have positive and negative feelings about their supervisors) underlies the common variance shared by many leadership measures. To explore this possibility, we developed and validated measures of positive and negative leader affect (i.e., the Leader Affect Questionnaires; LAQs). We conducted 10 studies to develop the five-item positive and negative LAQs and to examine their convergent, discriminant, predictive, and criterion-related validity. We conclude that a) the LAQs provide highly reliable and valid tools for assessing subordinates' evaluations of their leaders; b) there is significant overlap between existing leadership measures, and a large proportion of this overlap is a function of the affect captured by the LAQs; c) when the LAQs are used as control variables, in most cases, they reduce the strength of relationships between leadership measures and other variables; d) the LAQs account for significant variance in outcomes beyond that explained by other leadership measures; and e) there is a considerable amount of unexplained variance between leadership measures that the LAQs do not capture. Research suggestions are provided and the implications of our results are discussed. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

The Decision Calculus of Terrorist Leaders

OpenAIRE

J. Tyson Chatagnier; Alex Mintz; Yair Samban

2012-01-01

This article contributes to the literature on terrorist group decision-making by introducing a new procedure, Applied Decision Analysis, in an attempt to understand how leaders of terrorist organizations make decisions. We examine twenty-three decisions taken by leaders of three terrorist organizations: Al-Qaeda, Hamas, and Hizballah. We also demonstrate the use of the Applied Decision Analysis procedure to uncover the "Decision DNA" or “decision code” of leaders of such organizat...

Beyond the classroom: nurse leader preparation and practices.

Science.gov (United States)

O'Connor, Mary

2011-01-01

Formal academic education and experience as a nurse are established preparation for the chief nurse executive (CNE) or upcoming nurse leaders. This article proposes that the nurse leader must build on these fundamentals through self-discipline, lifelong learning, and practice. Three critical ingredients are discussed to guide the nurse leader on a life/career for the CNE and the nurse leader at every level. These include fostering relationships, feeding intellectual curiosity, and engaging in self-care practices. These indispensable ingredients of the successful nurse leader serve as an augmentation to formal education and experience for the nurse aspiring to reach the CNE level and beyond as well as for the current CNE mentoring future leaders.

SUPREME LEADERS OF THE NATION: HISTORY AND CHARACTERISTICS OF PRESIDENTIAL SUPREMACY IN LATIN AMERICA AND THE UNITED STATES

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Agustín E. Ferraro

2015-09-01

Full Text Available El presente artículo estudia la historia y las características del concepto legal de supremacía, que es utilizado en diversas constituciones de América Latina para definir los poderes del presidente y su carácter de líder de la Nación. Aunque un concepto de supremacía se ha utilizado en debates recientes sobre la presidencia de los Estados Unidos, el artículo muestra que los poderes constitucionales de los presidentes en América Latina son muy diferentes a los que corresponden al presidente de los Estados Unidos. Las diferencias se exponen en el artículo, en primer lugar, analizando el lenguaje constitucional, opiniones de juristas y sentencias judiciales. Luego se considera la historia del concepto de supremacía presidencial y, finalmente, se discuten los efectos de la supremacía presidencial sobre la estructura del Estado y sobre la consolidación de instituciones nacionales.Palabras clave: Supremacía, Nación, Estado, Latinoamérica, Presidencia, Estados Unidos y Ley Constitucional._________________________The present paper studies the history and characteristics of the legal concept of supremacy. The concept of supremacy is employed by several constitutions in Latin America to define the powers of the president, and to establish the role of the president as leader of the Nation. Although a concept of supremacy has been used in recent controversies about the presidency of the United States, the paper shows that constitutional powers of presidents in Latin America are very different from the powers assigned to the president by the United States constitution. The differences are described in the paper. First of all, the paper analyses constitutional language, the opinions of legal scholars and judicial precedents. Secondly, the history of the concept of presidential supremacy is considered. Finally, the paper discusses the impact of presidential supremacy on the state structure and on the consolidation of national institutions

Refining and validating a conceptual model of Clinical Nurse Leader integrated care delivery.

Science.gov (United States)

Bender, Miriam; Williams, Marjory; Su, Wei; Hites, Lisle

2017-02-01

To empirically validate a conceptual model of Clinical Nurse Leader integrated care delivery. There is limited evidence of frontline care delivery models that consistently achieve quality patient outcomes. Clinical Nurse Leader integrated care delivery is a promising nursing model with a growing record of success. However, theoretical clarity is necessary to generate causal evidence of effectiveness. Sequential mixed methods. A preliminary Clinical Nurse Leader practice model was refined and survey items developed to correspond with model domains, using focus groups and a Delphi process with a multi-professional expert panel. The survey was administered in 2015 to clinicians and administrators involved in Clinical Nurse Leader initiatives. Confirmatory factor analysis and structural equation modelling were used to validate the measurement and model structure. Final sample n = 518. The model incorporates 13 components organized into five conceptual domains: 'Readiness for Clinical Nurse Leader integrated care delivery'; 'Structuring Clinical Nurse Leader integrated care delivery'; 'Clinical Nurse Leader Practice: Continuous Clinical Leadership'; 'Outcomes of Clinical Nurse Leader integrated care delivery'; and 'Value'. Sample data had good fit with specified model and two-level measurement structure. All hypothesized pathways were significant, with strong coefficients suggesting good fit between theorized and observed path relationships. The validated model articulates an explanatory pathway of Clinical Nurse Leader integrated care delivery, including Clinical Nurse Leader practices that result in improved care dynamics and patient outcomes. The validated model provides a basis for testing in practice to generate evidence that can be deployed across the healthcare spectrum. © 2016 John Wiley & Sons Ltd.

Entry and Transition to Academic Leadership: Experiences of Women Leaders from Turkey and the U.S.

Science.gov (United States)

Hacifazlioglu, Ozge

2010-01-01

Academics who aspire to become academic leaders experience a number of changes as they move into administration. New academic leaders find themselves immersed in a transition that demands personal development and creates new learning settings. The purpose of this study is to examine initial challenges experienced by women academic leaders in the…

When ethical leader behavior breaks bad: How ethical leader behavior can turn abusive via ego depletion and moral licensing.

Science.gov (United States)

Lin, Szu-Han Joanna; Ma, Jingjing; Johnson, Russell E

2016-06-01

The literature to date has predominantly focused on the benefits of ethical leader behaviors for recipients (e.g., employees and teams). Adopting an actor-centric perspective, in this study we examined whether exhibiting ethical leader behaviors may come at some cost to leaders. Drawing from ego depletion and moral licensing theories, we explored the potential challenges of ethical leader behavior for actors. Across 2 studies which employed multiwave designs that tracked behaviors over consecutive days, we found that leaders' displays of ethical behavior were positively associated with increases in abusive behavior the following day. This association was mediated by increases in depletion and moral credits owing to their earlier displays of ethical behavior. These results suggest that attention is needed to balance the benefits of ethical leader behaviors for recipients against the challenges that such behaviors pose for actors, which include feelings of mental fatigue and psychological license and ultimately abusive interpersonal behaviors. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

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.

Frontline Leaders: The Entry Point for Leadership Development in the Manufacturing Industry

Science.gov (United States)

Liu, Lucy; McMurray, Adela J.

2004-01-01

This multi-method case study examined the roles, functions, capabilities, job satisfaction, strengths, weaknesses and skill gaps of frontline team leaders working on the shopfloor in the Australian automobile industry. The study was conducted in a large automobile manufacturing company employing 4,500 employees and rated as one of the top 22…

A Phenomenology of Outdoor Education Leader Experiences

Science.gov (United States)

Field, Stephanie C.; Lauzon, Lara L.; Meldrum, John T.

2016-01-01

Limited qualitative research exists on the experiences of outdoor education leaders. The purpose of this phenomenological study was to explore the job-related experiences of outdoor education leaders within and outside the workplace. Five participants who had experience as outdoor education leaders completed in-depth, one-on-one interviews about…

Identifying Opinion Leaders to Promote Behavior Change

Science.gov (United States)

Valente, Thomas W.; Pumpuang, Patchareeya

2007-01-01

This article reviews 10 techniques used to identify opinion leaders to promote behavior change. Opinion leaders can act as gatekeepers for interventions, help change social norms, and accelerate behavior change. Few studies document the manner in which opinion leaders are identified, recruited, and trained to promote health. The authors categorize…

Challenges confronting female surgical leaders: overcoming the barriers.

Science.gov (United States)

Kass, Rena B; Souba, Wiley W; Thorndyke, Luanne E

2006-05-15

The number of women reaching top ranks in academic surgery is remarkably low. The purpose of this study was to identify: 1) barriers to becoming a female surgical leader; 2) key attributes that enable advancement and success; and 3) current leadership challenges faced as senior leaders. Semi-structured interviews of ten female surgical leaders queried the following dimensions: attributes for success, lessons learned, mistakes, key career steps, the role of mentoring, gender advantages/disadvantages, and challenges. Perseverance (60%) and drive (50%) were identified as critical success factors, as were good communication skills, a passion for scholarship, a stable home life and a positive outlook. Eighty percent identified discrimination or gender prejudice as a major obstacle in their careers. While 90% percent had mentors, 50% acknowledged that they had not been effectively mentored. Career advice included: develop broad career goals (50%); select a conducive environment (30%); find a mentor (60%); take personal responsibility (40%); organize time and achieve balance (40%); network (30%); create a niche (30%); pursue research (30%); publish (50%); speak in public (30%); and enjoy the process (30%). Being in a minority, being highly visible and being collaborative were identified as advantages. Obtaining buy-in and achieving consensus was the greatest leadership challenge reported. Female academic surgeons face challenges to career advancement. While these barriers are real, they can be overcome by resolve, commitment, and developing strong communication skills. These elements should be taken into consideration in designing career development programs for junior female surgical faculty.

Informatics competencies for nurse leaders: protocol for a scoping review.

Science.gov (United States)

Kassam, Iman; Nagle, Lynn; Strudwick, Gillian

2017-12-14

Globally, health information technologies are now being used by nurses in a variety of settings. However, nurse leaders often do not have the necessary strategic and tactical informatics competencies to adequately ensure their effective adoption and use. Although informatics competencies and competency frameworks have been identified and developed, to date there has not been review or consolidation of the work completed in this area. In order to address this gap, a scoping review is being conducted. The objectives of this scoping review are to: (1) identify informatics competencies of relevance to nurse leaders, (2) identify frameworks or theories that have been used to develop informatics competencies for nurse leaders, (3) identify instruments used to assess the informatics competencies of nurse leaders and (4) examine the psychometric properties of identified instruments. Using the Arksey and O'Malley five-step framework, a literature review will be conducted using a scoping review methodology. The search will encompass academic and grey literature and include two primary databases and five secondary databases. Identified studies and documents will be independently screened for eligibility by two reviewers. Data from the studies and documents will be extracted and compiled into a chart. Qualitative data will be subject to a thematic analysis and descriptive statistics applied to the quantitative data. Ethical approval was not required for this study. Results will be used to inform a future study designed to validate an instrument used to evaluate informatics competencies for nurse leaders within a Canadian context. © Article author(s) (or their employer(s) unless otherwise stated in the text of the article) 2017. All rights reserved. No commercial use is permitted unless otherwise expressly granted.

The Evolution of Army Leader Development

Science.gov (United States)

2013-03-01

Human Resources Command, OPMD- MFE -I. 4 U.S. Army General Officer Management Office, Army General Officer Roster (Washington, DC, U.S. Department of the...Human Resources Command, Command Management Branch post board data analysis. 15 Data from the United States Army Human Resources Command, OPMD- MFE -A...May 1, 2008), D-1. 25 19 Data from the United States Army Human Resources Command, OPMD- MFE -A, 01 February, 2013. 20 U.S. Joint Chiefs of

Higher mind-brain development in successful leaders: testing a unified theory of performance.

Science.gov (United States)

Harung, Harald S; Travis, Frederick

2012-05-01

This study explored mind-brain characteristics of successful leaders as reflected in scores on the Brain Integration Scale, Gibbs's Socio-moral Reasoning questionnaire, and an inventory of peak experiences. These variables, which in previous studies distinguished world-class athletes and professional classical musicians from average-performing controls, were recorded in 20 Norwegian top-level managers and in 20 low-level managers-matched for age, gender, education, and type of organization (private or public). Top-level managers were characterized by higher Brain Integration Scale scores, higher levels of moral reasoning, and more frequent peak experiences. These multilevel measures could be useful tools in selection and recruiting of potential managers and in assessing leadership education and development programs. Future longitudinal research could further investigate the relationship between leadership success and these and other multilevel variables.

Stepped-to-dart Leaders in Cloud-to-ground Lightning

Science.gov (United States)

Stolzenburg, M.; Marshall, T. C.; Karunarathne, S.; Karunarathna, N.; Warner, T.; Orville, R. E.

2013-12-01

Using time-correlated high-speed video (50,000 frames per second) and fast electric field change (5 MegaSamples per second) data for lightning flashes in East-central Florida, we describe an apparently rare type of subsequent leader: a stepped leader that finds and follows a previously used channel. The observed 'stepped-to-dart leaders' occur in three natural negative ground flashes. Stepped-to-dart leader connection altitudes are 3.3, 1.6 and 0.7 km above ground in the three cases. Prior to the stepped-to-dart connection, the advancing leaders have properties typical of stepped leaders. After the connection, the behavior changes almost immediately (within 40-60 us) to dart or dart-stepped leader, with larger amplitude E-change pulses and faster average propagation speeds. In this presentation, we will also describe the upward luminosity after the connection in the prior return stroke channel and in the stepped leader path, along with properties of the return strokes and other leaders in the three flashes.

Valuing the Leadership Role of University Unit Coordinators

Science.gov (United States)

Pepper, Coral; Roberts, Susan

2016-01-01

In this paper we describe the experiences of 64 unit coordinators across 15 Australian universities, gathered during 2011/2012 as part of an Office for Learning and Teaching (OLT) project. Our intention was to gain insight into how unit coordinators (academics who coordinate a discrete unit of study) perceive their role as leaders of learning in…

An Intra-Group Perspective on Leader Preferences

DEFF Research Database (Denmark)

Bøggild, Troels; Laustsen, Lasse

2016-01-01

This article argues that followers’ preferences for dominant leadership vary according to two types of exploitation risks from other individuals within the group. Previous work demonstrates that contexts of inter-group war and peace make followers prefer dominant- and non-dominant-looking leaders......, respectively. We add an intra-group perspective to this literature. Four original studies demonstrate that contexts with high risks of free-riding and criminal behavior from other group members (i.e., horizontal exploitation) increase preferences for dominant-looking leaders, whereas contexts with high risks...... of unresponsive, self-interested behavior from leaders themselves (i.e., vertical exploitation) decrease preferences for dominant-looking leaders. Moreover, within this framework of intra-group exploitation risks we show that followers prefer leaders from another vis-à-vis their own ethnic coalition to look less...

May I see your ID, please? An explorative study of the professional identity of undergraduate medical education leaders.

Science.gov (United States)

Sundberg, Kristina; Josephson, Anna; Reeves, Scott; Nordquist, Jonas

2017-02-01

The mission of undergraduate medical education leaders is to strive towards the enhancement of quality of medical education and health care. The aim of this qualitative study is, with the help of critical perspectives, to contribute to the research area of undergraduate medical education leaders and their identity formation; how can the identity of undergraduate medical education leaders be defined and further explored from a power perspective? In this explorative study, 14 educational leaders at a medical programme in Scandinavia were interviewed through semi-structured interviews. The data was analysed through Moustakas' structured, phenomenological analysis approach and then pattern matched with Gee's power-based identity model. Educational leaders identify themselves more as mediators than leaders and do not feel to any larger extent that their professional identity is authorised by the university. These factors potentially create difficulties when trying to communicate with medical teachers, often also with a weaker sense of professional identity, about medical education. The perceptions of the professional identity of undergraduate medical education leaders provide us with important notions on the complexities on executing their important mission to develop medical education: their perceptions of ambiguity towards the process of trying to lead teachers toward educational development and a perceived lack of authorisation of their work from the university level. These are important flaws to observe and correct when improving the context in which undergraduate medical education leaders are trying to develop and improve undergraduate medical programmes. A practical outcome of the results of this study is the facilitation of design of faculty development programmes for educational leaders in undergraduate medial education.

Tartus alustas tegevust LEADER infokeskus

Index Scriptorium Estoniae

2005-01-01

Tartus alustas tegevust LEADER infokeskus, mille eesmärk on informeerida ja nõustada maakondade omavalitsustöötajate, ettevõtjate ning MTÜde esindajaid, kes on huvitatud Eesti riikliku arengukava meetme "Kohaliku initsiatiivi arendamine - LEADER-tüüpi meetme raames toetuse saamisest ning selleks vajalike partnerlusel põhinevate kohalike tegevusgruppide loomisest"

A unit-level perspective on the long-term sustainability of a nursing best practice guidelines program: An embedded multiple case study.

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Fleiszer, Andrea R; Semenic, Sonia E; Ritchie, Judith A; Richer, Marie-Claire; Denis, Jean-Louis

2016-01-01

Best practice guidelines are a tool for narrowing research-to-practice gaps and improving care outcomes. There is some empirical understanding of guideline implementation in nursing settings, yet there has been almost no consideration of the longer-term sustainability of guideline-based practice improvements. Many healthcare innovations are not sustained, underscoring the need for knowledge about how to promote their survival. To understand how a nursing best practice guidelines program was sustained on acute healthcare center nursing units. We undertook a qualitative descriptive case study of an organization-wide nursing best practice guidelines program with four embedded nursing unit subcases. The setting was a large, tertiary/quaternary urban health center in Canada. The nursing department initiated a program to enhance patient safety through the implementation of three guidelines: falls prevention, pressure ulcer prevention, and pain management. We selected four inpatient unit subcases that had differing levels of program sustainability at an average of almost seven years post initial program implementation. Data sources included 39 key informant interviews with nursing leaders/administrators and frontline nurses; site visits; and program-related documents. Data collection and content analysis were guided by a framework for the sustainability of healthcare innovations. Program sustainability was characterized by three elements: benefits, routinization, and development. Seven key factors most accounted for the differences in the level of program sustainability between subcases. These factors were: perceptions of advantages, collaboration, accountability, staffing, linked levels of leadership, attributes of formal unit leadership, and leaders' use of sustainability activities. Some prominent relationships between characteristics and factors explained long-term program sustainability. Of primary importance was the extent to which unit leaders used sustainability

It takes chutzpah: oncology nurse leaders.

Science.gov (United States)

Green, E

1999-01-01

Chutzpah, according to the Oxford Dictionary of Current English (1996) is a slang term from the Yiddish language which means shameless audacity. Chutzpah has been used to identify people with courage who take on situations that others avoid and somehow achieve the impossible. Tim Porter-O'Grady (1997) recently wrote that management is dead, and has been replaced by process leadership. Health care organizations have made shifts from hierarchical structures to process or program models where people have dual/multiple reporting/communication relationship. In this new orientation, management functions of controlling, directing, organizing and disciplining are replaced by process leadership functions of coordinating, facilitating, linking and sustaining (Porter O'Grady, 1997). Herein lies the challenge for oncology nurse leaders: "what lies behind us and what lies before us are tiny matters compared to what lies within us" (Ralph Waldo Emerson). Leadership is not a function of job title. The evidence for this is clear in current practice.... There are no/few positions of nurse leaders. Titles have changed to eliminate the professional discipline, and reflect a non-descript orientation. The new titles are process leaders, program leaders, professional practice leaders. Nurse leaders need new points of reference to take in the challenges of influencing, facilitating and linking. Those points of reference are: principle-centered leadership, integrity and chutzpah. This presentation will focus on examining current thinking, defining key characteristics and attributes, and using scenarios to illustrate the impact of leadership. We, as leaders in oncology nursing, must use chutzpah to make positive change and long-term gains for patient care and the profession of nursing.

The failure-tolerant leader.

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Farson, Richard; Keyes, Ralph

2002-08-01

"The fastest way to succeed," IBM's Thomas Watson, Sr., once said, "is to double your failure rate." In recent years, more and more executives have embraced Watson's point of view, coming to understand what innovators have always known: Failure is a prerequisite to invention. But while companies may grasp the value of making mistakes at the level of corporate practices, they have a harder time accepting the idea at the personal level. People are afraid to fail, and corporate culture reinforces that fear. In this article, psychologist and former Harvard Business School professor Richard Farson and coauthor Ralph Keyes discuss how companies can reduce the fear of miscues. What's crucial is the presence of failure-tolerant leaders--executives who, through their words and actions, help employees overcome their anxieties about making mistakes and, in the process, create a culture of intelligent risk-taking that leads to sustained innovation. Such leaders don't just accept productive failure, they promote it. Drawing from their research in business, politics, sports, and science, the authors identify common practices among failure-tolerant leaders. These leaders break down the social and bureaucratic barriers that separate them from their followers. They engage at a personal level with the people they lead. They avoid giving either praise or criticism, preferring to take a nonjudgmental, analytical posture as they interact with staff. They openly admit their own mistakes rather than trying to cover them up or shifting the blame. And they try to root out the destructive competitiveness built into most organizations. Above all else, failure-tolerant leaders push people to see beyond traditional definitions of success and failure. They know that as long as a person views failure as the opposite of success, rather than its complement, he or she will never be able to take the risks necessary for innovation.

Conflict cultures in organizations: how leaders shape conflict cultures and their organizational-level consequences.

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