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Deliberately Developmental Leadership In Organizational Settings, Glenn Allen Nixon

Electronic Theses and Dissertations

The purpose of this qualitative study was to investigate leadership development strategies in organizations in North Texas needed to create prepared, competent leaders who can become and help create deliberately developmental leaders. Open-ended and semistructured interviews were used to collect data, with questions centered on effective leadership development strategies for creating competent leaders and effective leadership strategies for creating deliberately developmental leaders. The idea was to understand if organization’s leadership focused on the need for leadership development, if organizational members were being identified for leadership, and if systems exist to address future organizational leadership needs. Three types of organizations were …

The Lived Experience Of Personnel Adversely Impacted By Toxic Leadership: A Phenomenological Study, Jeremy B. Piasecki

Doctoral Dissertations and Projects

The purpose of this qualitative phenomenological study was to understand the lived experience of personnel adversely impacted by toxic leadership. This topic is important to study because the harassment, bullying, and narcissistic behavior exhibited by toxic leaders and negative environments have severe adverse implications for personnel, such as reduced accomplishments, mental health, lack of trust, and overall wellbeing. In order to further understand the phenomenon, the following research questions guided the study: (a) What is the lived experience of personnel adversely impacted by toxic leadership? (b) How were the personnel impacted by the change in the culture and environment? (c) …

Lessons Learned: Kieran J. Fallon, Matthew A. Lieber

Journal of Financial Crises

Presently the senior deputy general counsel for regulation and government affairs at PNC Fi-nancial Services Group, Kieran Fallon completed a 16-year tenure in the legal division of the Board of Governors of the Federal Reserve System in 2011. As associate general counsel dur-ing the Global Financial Crisis (GFC), he helped design the Federal Reserve’s Commercial Pa-per Funding Facility, restructure American International Group (AIG), and implement the Dodd-Frank Act. Relatedly, Fallon also served as general counsel for the Financial Stability Oversight Board from 2008 to 2011. This Lessons Learned is based on an interview conducted with Fallon on August 13, 2020.

Evaluating Utah's Rural Online Initiative: Empowering Organizational Leaders Through Remote Work, Paul A. Hill, Amanda D. Ali, Lendel K. Narine, Andrea T. Schmutz, Tyson M. Riskas, Debra M. Spielmaker

The Journal of Extension

Compared to urban counties, Utah's rural counties experienced high levels of unemployment. Informed by a statewide needs assessment, Utah State University Extension developed a remote work leadership course to equip business leaders with knowledge and skills to create remote jobs as a solution to rural unemployment. This descriptive evaluation study collected data from course participants (N = 62). Findings showed short-term outcomes were achieved; participants experienced increases in knowledge and skills and had more positive intentions toward creating remote jobs and hiring employees from rural counties. Extension professionals can design and evaluate their programs using the framework in this study.

The Soft Stuff Doesn’T Have To Be Hard: Foundation Investments In Grantee Workers Are Necessary, Valuable, And Measurable, Rusty Stahl

The Foundation Review

There is an urgent need for funder investments in the ability of grantee nonprofit organizations to support their staff. Such investments, when done well, can yield significant value for individuals, organizations, and fields of work or movements. Furthermore, the value of these investments can be evaluated and communicated.

This article explores the reasons for and implications of the inadequate response by funders, offers a path forward for designing investments in grantee staff, and documents how funders can capture and communicate the value of these “talent investments.”

Powerful myths serve as barriers to widespread funder investment in grantee staff, and the …

Teamwork That Affects Outcomes: A Method To Enhance Team Ownership, Brian Carlson, Richelle Graham, Brad Stinson, Jordan Larocca

Patient Experience Journal

Healthcare is the ultimate team sport, and this case study explores how to build teamwork across teams. The ability for nursing, environmental services and food and nutrition services to work collaboratively to benefit patients is paramount to a patients experience and outcomes. The case study describes how the work was done to build teams and then improved outcomes in both patient and employee experiences. The learnings are applicable to any team setting not just those described in this case study.

Experience Framework

This article is associated with the Staff & Provider Engagement lens of The Beryl Institute Experience Framework ( …

Marching Forward: A Qualitative Examination Of Adapting Enlisted Veteran Leadership Skills In The Corporate Environment, Casey W. Jensen

Dissertations

planning, resource utilization, and conforming to corporate policies all required adaptation. Veterans primarily adapt their leadership skills through internal and external networking, mentors, coaches, managing and resetting expectations, and understanding light and dark ambiguity. The theoretical contributions of this research are in paternalistic leadership and veteran enlisted research. The practical implications assist veterans in understanding how to adapt and strategies to adapt their skills. In addition, managers and peers may use this research to understand veterans' challenges better when leaving military service. Next, talent acquisition professionals can use this research to better identify military veteran candidates for specific roles and …

Transformational Leadership, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is transformational leadership? Transformational leadership refers to leadership behaviors that transcend the basic employment contract and help motivate followers to achieve beyond expectations (Antonakis et al., 2003; Bass, 1999). Transformational leaders seek to “uplift the morale, motivation, and morals of their followers” (Bass, 1999, p. 9). Through the four facets of transformational leadership (idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration), transformational leaders help followers create meaning, selfactualize, feel part of a collective, find greater self-worth, and achieve great things (Bass, 1999). The dimensions of transformational leadership are further detailed below. ► Idealized influence: This dimension of transformational …

Subtle Leadership: When Referent Power Is Subtly Powerful, Luz E. Quiñones-González

The Journal of Values-Based Leadership

The following research presents the construct of “subtle leadership” in a conceptual discussion as a new way of perceiving and studying leaders of the twenty-first century. Its core objective points toward the conceptualization of “subtle leadership,” sharing a basic definition to provoke discussion and emerging theoretical framework in order to better understand the current organizational reality. Some leadership styles such as servant leadership, shared leadership, and authentic leadership are discussed to compare and contrast them with “subtle leadership,” emphasizing that leadership is viewed as a process and not only as styles or personal traits. Subtle leadership is primarily based on …

The Conditions Of Total Quality Management (Tqm) Using The Principal Component Analysis (Pca) (An Algerian Case Study), Moulay Amina, Cafe Mimoun, Sawar Youssef

Journal of the Arab American University مجلة الجامعة العربية الامريكية للبحوث

Total Quality Management (TQM) is a relatively recent concept which constitutes an important parameter in any company’s competitivity. Today, quality concerns every Algerian company since it must rival big companies in terms of the economic liberation policy. For effective application, TQM requires the availability of a certain number of conditions and leadership qualities. Therefore, the purpose of this study was to determine these conditions and qualities. For this purpose and according to their organizational levels, the studied companies were classified into three groups using the Principal Component Analysis (PCA): quality control, quality assurance, and TQM to identify the criteria governing …

Clarifying And Measuring Inclusive Leadership, Kelly Mason Hamilton

Dissertations and Theses

Many organizations view diversity as a strategic business priority that provides important benefits such as increased creativity and innovation. Research indicates, however, that the potential benefits of diversity cannot be realized without employees feeling a sense of inclusion, which involves feeling like one belongs and can be themselves at work. Although scholars acknowledge the important role managers play in fostering inclusion, there remains limited research on specific behaviors they can enact to foster inclusion perceptions in their work groups. Additionally, there is a lack of agreement in the literature about the scope of "inclusive leadership." Historically, scholars viewed inclusive leadership …

Raytheon Technologies Corporation: An Analysis Of Leadership, Ethics, And Social Responsibility, Jarett Monterio

Journal of Global Awareness

The purpose of this analysis is to examine Raytheon Technologies Corporation (RTC) in the context of its leadership structure, ethical issues and practices, stakeholder relationships, and position within the social responsibility realm. Undertaking an analysis of an aerospace and defense company such as RTC is perhaps timelier than ever. We live in a world of increasing global competition and confrontation. Simultaneously, we are experiencing unprecedented technological development. Combined, this has created a situation where the boundaries of conventional warfare have been redrawn. The questions of what appropriate offensive and defensive tactics are and how governments, and increasingly private sector companies, …

Becoming A More Empathetic Leader And Person, Rachel Shellstrom

Undergraduate Honors Theses

When defining empathy, the most common definition is “stepping into someone else’s shoes.” Along with this definition, many also share that it is important to have empathy and be an empathetic person. Yet, when thinking about its importance and this definition, a few questions arise: can we actually step into someone else’s shoes? Can we truly understand what someone else is feeling and experiencing if we are not them or do not hold the same identities that they do? Through a deeper exploration of existing empathy building certificate programs and empathy research, this thesis project explores these exact questions and …

Character Traits Strategic Leaders Need, Tami Davis Biddle

The US Army War College Quarterly: Parameters

Strategic leaders must possess a range of skills to work successfully in complex environments. To use those skills to best effect, they rely on character traits that enhance the likelihood of their effectiveness as leaders and maximize their success when working in teams. Certain elements of character facilitate work in demanding settings that rely heavily on communication, integration, and cooperation. Programs designed to educate senior leaders must help future national security professionals identify these traits and then practice and hone them. Highlighting individuals with challenging roles in World War II, this essay analyzes the qualities of character that enabled them …

Are All High-Potentials Successful Leaders? Exploring The Underlying Effect Of Impostor Syndrome And Evaluative Concerns On The Relationship Between Hipo Designation And Leadership Self-Efficacy., Anjishnu Chakrabarti, Lisa M. Finkelstein

Honors Capstones

The rising prevalence of high-potential (HiPo) employee programs in organizations has led academicians to begin to research this newly developing area under the realm of industrial/organizational psychology. High-potential programs are intended to find employees with the maximum potential to succeed in strategic leadership roles within the organization and provide those individuals with specialized training and related developmental opportunities. The term “HiPo” refers to such employees who are designated as having higher potential than the average. This study aimed to explore the relationship that exists between employees being designated as HiPo and their self-perception of being successful leaders (measured as leadership …

Factors Determining Attraction Of Neurodivergent Applicants To Organizations, Barri Levitt

Senior Honors Papers / Undergraduate Theses

Neurodivergence is used to describe a broad range of neurodevelopmental differences that result in a distinct set of challenges for individuals in interacting with the world around them. Within Diversity, Equity and Inclusion campaigns, neurodiversity is the term used to describe the composition of a space to include neurodivergent and neurotypical individuals. The unique perspectives that come from workplace neurodiversity are a valuable tool, yet companies are routinely missing out on the addition of neurodivergent individuals because of current hiring practices. This study was developed using the theoretical bases of person-organization fit, which emphasizes value congruence between organizations and employees, …

The Organizational Leadership Framework, John Robert Sparks

Doctoral Dissertations and Projects

The field of leadership has evolved quite drastically over the years. Douglas McGregor showed us the evolution from a Theory X style belief that employees are unmotivated and dislike their work to his Theory Y style belief that employees are motivated and receive a sense of enjoyment from their work. Abraham Maslow expanded on this work with his Theory Z belief that optimal employee performance would prevail with the proper leadership approach. For years now, leadership has focused on various approaches or styles that produce the best performance resulting from the relationship between the leader and their follower. Organizations, research, …

Not Your Typical Administrator, Shaunda French-Collins, James F. Koehn, Wendy Waugh

Academic Chairpersons Conference Proceedings

Presenters will examine the trend of “wearing many hats” in higher education leadership. For example, being both a department chair and faculty member. In addition, the notion of successfully managing up, the importance of understanding each role you have, and understanding your situational role and the communication we use will be discussed. Lastly, participants will engage in case study scenarios challenging participants to consider various administrative situations and identifying reasonable approaches based on which “hat” you are wearing.

Pa/Pnh 390: Leadership Dynamics Oer Curation, Chealsye Bowley

Curated OER Collections

This OER curation is an annotated bibliography of prospective OER for the GVSU course PA/PNH 390: Leadership Dynamics, assembled by request from the instructor.

When "First, Do No Harm" Fails: A Restorative Justice Approach To Workgroup Harms In Healthcare, Pedro L. Flores

Dissertations

In healthcare, workgroup mistreatment is a pervasive problem that begins during medical education (medical and nursing school) and becomes embedded in the “hidden curriculum of professionalism,” which dissuades and even punishes learners for talking about abuse they witness. Furthermore, the mistreatment of healthcare providers (HCPs) pervades all disciplines in the healthcare delivery chain due to a combination of cultural factors, systemic pressures, dysfunctional hierarchies, and leadership’s tolerance of intimidating and disruptive behaviors. Not surprisingly, 18% of U.S. HCPs have left the medical field since the start of the COVID-19 pandemic, and burnout, stress, anxiety, and increased workloads have been identified …

Lessons Learned: Steven Rattner, Mary Anne Chute Lynch

Journal of Financial Crises

Steven Rattner, an investment banker and private equity professional, joined the Obama administration as counselor to the Secretary of the Treasury and head of the Obama administration’s Task Force on the Auto Industry, which was charged with providing aid to Chrysler and General Motors, and later to other entities, to avoid their disorderly failure and the loss of a million or more jobs. The Auto Task Force worked intensely throughout 2009 to swiftly negotiate with the corporate leadership, unions, investors, and other stakeholders of the two manufacturers to design an orderly restructuring that would put the companies on a path …

Lessons Learned: Harry Wilson, Mary Anne Chute Lynch

Journal of Financial Crises

Harry Wilson was one of four senior advisers to the US Department of the Treasury during the Obama administration and served on the President’s Task Force on the Auto Industry, which was established in 2009 and charged with providing aid to General Motors and Chrysler, and later to other entities, to avoid their disorderly failure and the loss of a million or more jobs. The Auto Task Force worked intensively throughout 2009 to swiftly negotiate with the corporate leadership, unions, investors, and other stakeholders of the two manufacturers to design an orderly restructuring that would put the companies on a …

Lessons Learned: Sadiq Malik, Mary Anne Chute Lynch

Journal of Financial Crises

Sadiq Malik was a member of the Obama administration’s Task Force on the Auto Industry, which was established in 2009 and charged with providing aid to Chrysler and General Motors, and later to other entities, to avoid their disorderly failure and the loss of a million or more jobs. The Auto Task Force worked intensively throughout 2009 to swiftly negotiate with the corporate leadership, unions, investors, and other stakeholders of the two manufacturers, to design an orderly restructuring that would put the companies on a path to stability. Malik, working for the Auto Task Force, helped take General Motors through …

Lessons Learned: Matthew Feldman, Mary Anne Chute Lynch

Journal of Financial Crises

Matthew Feldman was the chief legal advisor to the Department of the Treasury on the Obama administration’s Task Force on the Auto Industry, which was established in 2009 and charged with providing aid to Chrysler and General Motors (GM), and later other entities, to avoid their disorderly failure and the loss of a million or more jobs. The Auto Task Force worked intensively throughout 2009 to swiftly negotiate with corporate leadership, unions, investors, and other stakeholders of the two manufacturers to design an orderly restructuring that would put the companies on a path to stability. Treasury Secretary Timothy Geithner recognized …

Lessons Learned: Mara Mcneill, Mary Anne Chute Lynch

Journal of Financial Crises

Mara McNeill was senior counsel to the US Department of the Treasury on the Obama administration’s Automotive Investment Financing Program (AIFP) during the Global Financial Crisis (GFC) of 2007–09. As senior counsel, McNeill was responsible for the department’s $80 billon financing of General Motors, Chrysler, Ally Financial, and Chrysler Financial. She worked with the Auto Team Task Force, the Troubled Assets Relief Program (TARP) legal team, and the Department of Treasury. The bipartisan AIFP team was charged with overseeing the government’s efforts to assist the companies toward a “new lease on life,” while exercising strong financial principles to protect the …

Lessons Learned: Ron Bloom, Mary Anne Chute Lynch

Journal of Financial Crises

Ron Bloom served as senior adviser to Secretary of the Treasury Timothy Geithner on President Barack Obama’s Task Force on the Automotive Industry and as assistant to the president for manufacturing policy (2009–2011). As senior adviser on the Auto Task Force team, Bloom helped lead the restructuring of General Motors and Chrysler LLC. Subsequently, he advised the Obama administration with policy development and strategic planning to revitalize the manufacturing sector. Bloom brought to Treasury his unique experience working with organized labor (including the United Steelworkers Union, United Auto Workers, the Teamsters, the Air Line Pilots Association), and in the investment …

Comparative Book Review: “Leading Through A Pandemic” And “Work Smart Now”, Ghenwa Mahmoud Al Hakim

Arab Economic and Business Journal

This article provides comparative review of two books “Leading Through a Pandemic: The Inside Story of Humanity, Innovation, and Lessons Learned During the COVID-19 Crisis” and “WORK SMART NOW How to jump start productivity, empower employees and achieve more” written by professional authors in the field of leadership and successful management practices. These books were chosen for being highly effective in contributing added value knowledge to the literature of leadership practices, whether in the context of crises or normal conditions. The review was commenced with description of the chapters of the books and clarifying its infringements to the readers …

Latest Research On Leadership

Journal of Nonprofit Innovation

No abstract provided.

Full Issue - Leadership

Journal of Nonprofit Innovation

“Leadership is all about changing the order of things. Machiavelli said, ‘There is nothing so difficult or so dangerous as to undertake to change the order of things.’ And that is true. It is difficult, and it is sometimes dangerous, because people resist and people are afraid. And that is why only leaders can drive change.”

“Management is the production of acceptable results within known constraints and conditions; very important. But management is not leadership.” https://ecorner.stanford.edu/videos/the-difference-between-management-and-leadership/,

Taken From Carly Fiorina, Former CEO, HP, Speech from Stanford eCorner

Developing Strategic Lieutenants In The Canadian Army, James R. Mckay, H. Christian Breede, Ali Dizboni, Pierre Jolicoeur

The US Army War College Quarterly: Parameters

This Canadian contribution to Parameters’ Strategic Lieutenant series shows how domestic context creates the conditions for professional military education reform to a greater extent than the global strategic context. The article assesses the junior officer education delivered by Canada’s military colleges and analyzes interviews with key stakeholders responsible for the formulation and implementation of reform at the military colleges.