You as a Change Leader

Author(s):  
Thomas Packard

The executive or other member of the organization who is in charge of the change initiative will need to engage in self-assessment to identify the need for personal development of any change leadership competencies and skills and then implement a plan for leader for development. Traits including a high energy level, emotional maturity, personal integrity, self-confidence, and an achievement orientation are valuable assets. Task, relationship, and change behaviors and the use of influence tactics are all essential. A change leader must develop self-awareness, including the understanding of one’s basic philosophies and preferences as well as strengths and areas to develop. Ethics issues are relevant in organizational change leadership. All of these dynamics of change leadership will affect how a change leader will design and implement an organizational change intervention.

Author(s):  
Poppy Nurmayanti

This research aim to test do emotional intellegence consisting of five component that is recognition self awareness, self regulation, motivation, empathy, and social skills have an effect on to storey level understanding of accountancy point of view from gender perspective. This research also aim to know the existence of role self confidence as moderating variable to emotional intellegence influence to storey level understanding of accounting. Besides also this research aim to see the existence of difference emotional intellegence between student owning self confidence of strong with student which is self confidence of weak. Measuring instrument to measure storey level understanding of accountancy is average point of accountancy that is PA1, PA2, AKM1, AKM2, AKL1, AKL2, AU1, AU2, and TA. The data analysis used is simple linear regression, Moderating Regression Analysis (MRA), and independent sample t-test. The results show that recognition self awareness, self regulation, motivation, social skill and empathy do not have an effect on by significance and only empatht  has  role as quasi moderator variable. There is no difference between emotional intellegence woman and man. But, weak self confidence and strong self confidence differ for all of emotional intellegence (recognition self awareness, self regulation, motivation, empathy, and social skills). Many factors which influence storey level understanding of accountancy like mental stress factor, and so on. Result of this research can give contribution to university in order to compiling curricullum and give input to student in order to develop and manage their emotional intellegence and self confidence.


2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Guy Major Ngayo Fotso

Purpose The proliferation of studies on leadership competencies have not yet provided a consistent set to guide the work of researchers and practitioners. This paper aims to generate a clear, literature-based overview of the relevant leadership competencies for the twenty-first century. Design/methodology/approach The paper is an integrative literature review and identifies four strands of literature on leadership, reaching back to traditional works. It reviews each strand to establish which leadership competencies remain relevant for the twenty-first century. Findings This paper shows it is essential to clarify and harmonize terminology used in leadership literature. It identifies 18 groups of leadership competencies required for the twenty-first century. The research reveals that leaders of the twenty-first century must be able to combine a strong concern for people, customer experience, digitalization, financialization and the general good. Research limitations/implications This paper is based on a non-exhaustive list of literature derived from studies published in Western journals, written in English. Future research should include papers beyond the confines of Western academia and entail fieldwork to test the comprehensive framework derived here. Practical implications This paper will help practitioners develop leadership training curricula and transform the leadership culture in their organizations. The competency list can be useful in recruitment and selection processes for leadership positions. Professionals will find it helpful as an index in self-diagnosis and personal development for their career decision choices. Originality/value The paper addresses the growing need for clarity on the required leadership competencies for the twenty-first century.


2017 ◽  
Vol 62 (1) ◽  
pp. 337-350
Author(s):  
Alison McInnes ◽  
Joan M Goss ◽  
Hannah Fisher ◽  
Robyn Brockman

This article offers a critical reflection on an international social work study programme at a Northern European university in 2015. This study develops a shared sense of the expectations and experiences of two academic staff and two students who took part in this social work programme. Interesting findings from this life-changing opportunity were ascertained and included awareness of own motivational learning as well as developing cultural competencies (including language and communication skills), intellectual competencies (including working with others to solve problems), social competencies (including increases in self-confidence and self-awareness) and professional competencies (via increases in professional networks). This supports national data regarding the importance of student mobility including study visits abroad.


1965 ◽  
Vol 65 (3) ◽  
pp. 405-409 ◽  
Author(s):  
D. W. Robinson

1. A feeding trial was carried out using fortyeight Large White pigs, individually fed in a Danish type piggery. Six different diets prepared at two levels of digestible energy and three levels of crude protein were fed to eight replicates consisting of four hogs and four gilts per replicate. A record was maintained of the weekly live-weight gain and food was given at a defined restricted level in relation to the live weight. Carcass quality was assessed by complete dissection into visible lean, fat and bone etc.2. Of the main effects, energy, supply was without significant effect upon growth, food conversion efficiency (FCE) or any carcass characteristics except body length which was increased with a high energy level. The protein level in the diet had a significant effect upon the percentage of carcass lean and the killing-out percentage, the higher levels of protein increasing both these measurements significantly. Gilts were significantly superior to hogs in every carcass measurement although hogs grew significantly faster.


2019 ◽  
Vol 4 (2) ◽  
pp. 215
Author(s):  
Suci Nugrah Amalia ◽  
Abdul Asib ◽  
Sri Marmanto

The principal goal of L2 education is to enhance learners’ willingness to communicate (WTC). Hence, this survey study was undertaken with the purpose of exploring Indonesian EFL learners’ WTC especially in a classroom context or the so-called Instructional WTC (IWTC) in order to know the conditions triggering their willingness and unwillingness to communicate using L2. This survey applied descriptive quantitative method where 100 EFL learners from three State Universities in Indonesia were involved as the respondents. The respondents are the English students of IAIN Curup Bengkulu, Universitas Sebelas Maret (UNS) Surakarta and Universitas Musamus Merauke Papua. Those universities represent three of five major islands in Indonesia. A questionnaire was distributed to the respondents in order to explore their WTC in six IWTC components comprising communicative self-confidence, integrative orientation, situational context of L2 use, topical enticement, learning responsibility, and off-instruction communication. The findings revealed that group size, classroom environment, students’ cohesiveness, familiarity to the topic, degree of topic preparation, classroom seating arrangement, gender, self-awareness, and familiarity with interlocutors were the factors that affected learners’ WTC. Further studies are highly recommended to deeply explore the teaching activities done by teachers by considering the influential factors of learners’ willingness and unwillingness to communicate as an effort to maximize their WTC.


1984 ◽  
Vol 36 (1) ◽  
pp. 80-87
Author(s):  
William Michelsen

On Grundtvig and the Present TimeBy William MichelsenThis is a detailed review of Ejvind Larsen’s book The Living Word (Det levende ord, Copenhagen 1983), which is a series of essays on Grundtvig’s life and writings as seen by one of our contemporary writers. Ejvind Larsen was editor-in-chief of Information, a daily newspaper, while he was writing the book, and at the same time he was rewriting his and Ebbe Kløvedal Reich’s play on Grundtvig from 1973 into The Sweet Morning-Dream of the Heart; the play was performed by a group theatre throughout Denmark in the anniversary year.The play complements the book, among other things in its treatment of Grundtvig’s first marriage. The first 170 pages are a much enlarged revision of the author’s own book on Grundtvig and Marx from 1974, plus a chapter on Shakespeare’s influence, published in Grundtvig Studies 1973 under the title A Natural Philosopher after Grundtvig’s Heart. The last three chapters deal especially with Grundtvig’s relationship to women and are written under the strong influence of Freud and Melanie Klein. Ejvind Larsen maintains that Grundtvig was very close to his mother as long as she lived (until 1822), and in particular after 1810. Emphasis is laid on the poetry collection Little Songs (Kvædlinger, 1815), which has a poetic dedication to her and which supplies the retrospectively arranged poems with strongly self-critical notes from a strict orthodox viewpoint. Larsen actually claims that in 1810 Grundtvig “asked to be beaten into conversion” , or in other words, that his Christian breakthrough in 1810 was a masochistic self-delusion.The reviewer protests against this interpretation. Grundtvig knew he was spiritually sick at heart in the period October 1810 to spring 1811, and he himself says as much in letters and notes. But this illness was the first visible sign of the manic-depressive psychosis which later incapacitated him in 1844 and 1867 and which to a lesser degree left its mark on his psyche. Grundtvig was well aware of this, as is already clear from a letter to Christian Molbech in May 1808. It is also well-known from other writings on him (Provost Fr. Schmidt’s diaries), that his outbursts were no more violent than that in the spring of 1811 he could control them in the presence of others. Noone denies that in his meeting with Clara Bolton in 1831 and in his marriage to Marie Toft Grundtvig came to a far deeper understanding of himself than in the years following 1810. But it is untenable to reduce the recognition of the contradictory elements in Grundtvig’s attitude when his father demanded that he gave up his work in Copenhagen to become his curate, to masochistic self-delusion.Luther could not be obedient to God without being disobedient to his father. Grundtvig could not be obedient to God without at the same time being obedient to his father.The reviewer thus insists that it was a healthy self-awareness that forced Grundtvig to leave Copenhagen on January 5th and apply to the King for the position of curate to his father, even though this self-awareness was also accompanied by a depressive condition. The decisive influence of his mother’s letter six months previously is not denied, but nonetheless this was the beginning of a process of self-awareness in Grundtvig which was to last the rest of his life.The major achievement in Larsen’s book, according to the reviewer, is his treatment of the poem The Gospel of Woman (Kvinde-Evangeliet) (Grundtvig's Song-Work, Vol. I l l p. 399ff), which has sofar remained quite unnoticed. The reviewer calls it “the Gospel of the Present Time” , because it has not been able to be understood until now. The positive influence of the feminine on Grundtvig is emphasized in the book, making it an impressive and very inspiring volume, a worthwhile starting-point for a further study of Grundtvig’s life and work and a debate on the perspectives that are opened up in Grundtvig’s ideas and personal development.


2016 ◽  
Vol 52 (4) ◽  
pp. 373-395 ◽  
Author(s):  
Rebecca A. Stilwell ◽  
William A. Pasmore ◽  
DaHee Shon

While the pace and complexity of change is increasing, the rate of failed change attempts continues to be unacceptably high. Leaders at every level play a central role in change, yet few receive formal training on how to lead change and to date, a validated assessment to provide feedback on their performance has been lacking. The current study is intended to help close this gap. This article describes an effort to develop and validate an instrument to measure change leadership behaviors, the Change Leader Behavior Inventory.


Author(s):  
Thomas Packard

This book presents an evidence-based conceptual framework for planning and implementing organizational change processes specifically focused on human service organizations (HSOs). After a brief discussion of relevant theory and a review of key challenges facing HSOs that create opportunities for organizational change, a detailed conceptual framework outlines an organizational change process. Two chapters are devoted to the essential role of an organization’s executive or other manager as a change leader. Five chapters cover the steps of the change process, beginning with identifying a problem or change opportunity; then defining a change goal; assessing the present state of the organization (the change problem and organizational readiness and capacity to engage in change); and determining an overall change strategy. Twenty-one evidence-based organizational change tactics are presented to guide implementation of the process. Tactics include communicating the urgency for change and the change vision; developing an action system that includes a change sponsor, a change champion, a change leadership team and action teams; providing support to staff; facilitating the development and approval of ideas to achieve the change goal; institutionalizing the changes within organizational systems; and evaluating the change process and outcomes. Four case examples from public and nonprofit HSOs are used to illustrate change tactics. Individual chapters cover change technologies and methods, including action research; team building; conflict management; quality improvement methods; organization redesign; organizational culture change; using consultants; advancing diversity, equity, inclusion, and social justice; capacity building; implementation science methods; specific models, including the ARC model; and staff-initiated organizational change.


Author(s):  
Jan Willer

Strengths may come from ADHD itself or from the experience of living with ADHD. This topic has been neglected by researchers, as most research focuses on the disadvantages of ADHD; therefore, much of this chapter is speculative, based on clinical observation and anecdote. Possible advantages people with ADHD may have include having a high energy level, being extremely passionate about and dedicated to things that interest them, having the ability to power through a large task, being creative and innovative, being valuable team members, having entrepreneurial zeal, having high levels of adaptability and resilience, being nonjudgmental, and being good at using their strengths and resources.


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