New approach to leadership skills development (developing a model and measure)

2015 ◽  
Vol 34 (7) ◽  
pp. 821-853 ◽  
Author(s):  
Shadi Ebrahimi Mehrabani ◽  
Noor Azmi Mohamad
Keyword(s):  
Leadership Development ◽  
Knowledge Sharing ◽  
Organizational Effectiveness ◽  
Leadership Skills ◽  
Measurement Scale ◽  
Survey Method ◽  
Skills Development ◽  
Moderator Effect ◽  
Content Type ◽  
Study Results

Purpose – The purpose of this paper is to develop a leadership skills development model and measure, based on its effect on organizational effectiveness and moderator effect of knowledge sharing. Design/methodology/approach – Using the survey method, this paper investigates the validation of measures and model of the study. It tests the reliability and constructs validity of a leadership skills development measurement scale, created on the basis of the existing measures of leadership, organizational effectiveness and knowledge sharing. This scale is harmonized with transformational, transactional and servant leadership theories. Findings – A structural model and measure of leadership skills development is proposed. Research limitations/implications – This study is limited by its particular population; therefore, future research need to be done to illustrate whether the current results can be generalized with other samples from different situations and cultures. Originality/value – The paper provides an in depth review of leadership development, as well as developing a theory-based model and a valid and reliable questionnaire, which measures leadership skills development, effectiveness and knowledge sharing. The study results could improve the future empirical leadership development research.

Cross-country findings on tacit knowledge sharing: evidence from the Brazilian and Indonesian IT workers

2019 ◽  
Vol 23 (4) ◽  
pp. 742-762 ◽  
Author(s):  
Renata Borges ◽  
Monica Bernardi ◽  
Renata Petrin
Keyword(s):  
Knowledge Sharing ◽  
Sample Size ◽  
Tacit Knowledge ◽  
Small Sample ◽  
Mediation Effect ◽  
Survey Method ◽  
Content Type ◽  
Tacit Knowledge Sharing ◽  
Cross Country ◽  
It Workers

Purpose The purpose of this paper is to compare the factors that can influence the tacit knowledge sharing (KS) in two different cultures by investigating information technology professionals (IT) in Brazil and Indonesia. Design/methodology/approach A survey method was used and a standard questionnaire was applied. The sample size comprised 115 respondents from Brazil and 86 participants from Indonesia. A partial least squares analysis was used to assess the structural and confirmatory models and test the hypotheses. Findings The results indicate that, in both cultures, IT workers who are committed to the organization are more likely to engage in tacit KS behavior. Similarly, strong social ties play an important role in the willingness to share tacit knowledge. Also, there are major differences between the organizational cultures; for instance, whereas Brazilians seem to be influenced by team-oriented cultures, Indonesians seem to be indifferent. Research limitations/implications Limitations include the small sample size as only two cultures were chosen to assess the differences and the representation of just one professional category (IT). Originality/value This paper provides theoretical contributions as the literature lacks a macro-level analysis on the KS comparison between countries. The results advance the comprehension of tacit KS phenomenon by testing in a cross-country comparison the mediation effect of organizational commitment. To practitioners, this research presents important empirical contributions indicating how organizational culture, social environment, personality traits and employee commitment impact an individual’s willingness to share tacit knowledge with their coworkers.

The role of perceived social media agility in customer engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
David Gligor ◽  
Sıddık Bozkurt
Keyword(s):  
Social Media ◽  
Online Survey ◽  
Positive Impact ◽  
Customer Engagement ◽  
Measurement Scale ◽  
Content Type ◽  
Study Results ◽  
Seeking Behavior ◽  
The Impact

Purpose The concept of agility has been applied to several domains to help firms develop the capability to quickly adjust their operations to cope and thrive in environments characterized by frequent changes. Despite the soaring number of social media users and the benefits associated with agility in other domains, the application of agility in a social media context has yet to be explored. Further, little is known about how agility in a social media context impacts desirable customer-related attributes, such as customer engagement and customer-based brand equity (CBBE). This paper aims to address this gap by adapting the construct to social media (i.e. perceived social media agility) and exploring its impact on customer engagement and CBBE. Design/methodology/approach This paper conducted an online survey with 200 adult subjects. This paper used multivariate regression analyzes to empirically test a scale for perceived social media agility and explore its impact on CBBE and customer engagement, along with the moderating role of customer change-seeking behavior. Findings The study results show that perceived social media agility directly and indirectly (through customer engagement) positively influences CBBE. Also, results show that the positive impact of perceived social media agility on CBBE is further magnified for customers high on change-seeking. However, customer change-seeking does not affect the strength or direction of the impact of perceived social media agility on customer engagement. Originality/value This paper contributes to social media literature by adapting and testing a measurement scale for the construct of perceived social media agility and exploring its role in enhancing customer engagement and CBBE.

Successful family business succession: Utilizing peer groups for critical leadership skills development

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jenell Lynn-Senter Wittmer ◽  
Clinton Oliver Longenecker ◽  
Angie Jones
Keyword(s):  
Leadership Development ◽  
Family Business ◽  
Succession Planning ◽  
Leadership Skills ◽  
Peer Groups ◽  
Family Businesses ◽  
Business Leaders ◽  
Content Type ◽  
Critical Leadership ◽  
Business Succession

Purpose The current study explores the necessary leadership skills required for leadership succession in family businesses as well as best development activities for each skill. The current study provides suggestions for best practices in developing and utilizing peer groups as a leadership development method. Design/methodology/approach A needs assessment was conducted by surveying 150 family-business leaders. Leaders were asked, “What are your most pressing leadership development needs for your organization as you move toward succession? A follow-up question was then asked: “For each of these skills, what method would best help develop this skill for family business leaders?” The responses were content analyzed, placed into themes, and rank ordered. Findings High agreement amongst business leaders was found as eight leadership skills were cited by high percentages of family-business leaders. Leaders overwhelmingly reported peer developmental activities as being the best method for developing these skills. Originality/value Succession planning in family-businesses is critical as many family business fail to make it past the first or second generation. However, little research explores what specific leadership skills are necessary for optimal succession. As well, many leaders in public organizations seek individual methods of development, such as executive coaching, whereas family business leaders seek group activities to learn with/through their peers.

Leadership competencies of first-level military leaders

2020 ◽  
Vol 41 (8) ◽  
pp. 953-970
Author(s):  
Artur Meerits ◽  
Kurmet Kivipõld
Keyword(s):  
Leadership Development ◽  
Three Dimensional ◽  
Leadership Competencies ◽  
Change Leadership ◽  
Military Leaders ◽  
Content Type ◽  
Leadership Behaviour ◽  
Study Results ◽  
Task Change

PurposeThe purpose of this paper is to determine the quality of the leadership competencies of first-level military leaders according to three behavioural dimensions: task, change and relational competencies.Design/methodology/approachThe study was conducted in the Estonian Defence Forces (EDF) among first-level commanders (N = 89), whose leadership competencies were assessed by their subordinates (N = 1,655). The Leader Reward and Punishment Questionnaire was used to assess task competencies, the Transformational Leadership Behaviour Inventory was used to assess change competencies and the Extended Authentic Leadership Measure was used to assess relational competencies. Cluster analyses were conducted to identify the level of leadership competencies in the sample and to determine the commanders' leadership profile.FindingsThe study reveals that in terms of leadership competencies, only two competencies from task, two from change and none from the relational dimension are sufficient. In addition, the results highlight that the relational competencies of leadership are connected to each other, while task and change leadership competencies are not.Practical implicationsThe study results make it possible to work out the main principles for a leadership development programme for first-level commanders. In addition, the developed methodology makes it possible to assess the leadership competencies of individual commanders using the three-dimensional framework.Originality/valueThis paper demonstrates how quality of the leadership competencies and profiles of first-level EDF commanders are determined within three behavioural dimensions: task, change and relational competencies.

Leadership development: an applied comparison of Gibbs’ Reflective Cycle and Scharmer’s Theory U

2015 ◽  
Vol 47 (6) ◽  
pp. 336-342 ◽  
Author(s):  
Christopher Potter
Keyword(s):  
Leadership Development ◽  
Reflective Practice ◽  
Leadership Skills ◽  
Practical Application ◽  
Theory U ◽  
Current Crisis ◽  
Content Type ◽  
Practical Implications ◽  
A Current

Purpose – The purpose of this paper is to examine two contrasting leadership development methodologies, Reflective Practice and Scharmer’s Theory U. Design/methodology/approach – Gibbs’ Reflective Cycle and Scharmer’s Reflecting Deeply exercise were applied to the same leadership incident on separate days. Findings – Reflective Practice provided helpful insights through focusing on one’s thoughts, feelings and motives during the event, as well as the actions of others and the author’s responses to them. The author found that using Scharmer’s Reflecting Deeply exercise enabled a deeper understanding of the incident to emerge, which also provided new and distinct insights. Research limitations/implications – The main limitation was the case study nature of this exercise; these findings are merely the result of one person’s experiences. Practical implications – To develop rounded leadership skills, leaders can benefit from tapping into all of their resources; these two approaches allow different aspects of one’s intelligence to be accessed, which ought to facilitate greater development. Social implications – Many authors cite a current crisis of leadership, not least of all a perceived failure to tackle the environmental challenges we face. By seeking to develop more intelligent and rounded leaders, leadership itself ought to improve which in turn should help society tackle pressing issues. Originality/value – To the author’s knowledge, a direct comparison of the leadership development methodologies used in this paper has not been previously described. This paper provides useful insights into the practical application of Reflective Practice and Scharmer’s Theory U, which will help inform others seeking to develop as leaders.

Development of marketing capabilities scale in banking sector

2014 ◽  
Vol 18 (4) ◽  
pp. 65-85 ◽  
Author(s):  
Hardeep Chahal ◽  
Jagmeet Kaur
Keyword(s):  
Banking Sector ◽  
Three Dimensions ◽  
North India ◽  
Measurement Scale ◽  
Future Research ◽  
Marketing Capabilities ◽  
Senior Managers ◽  
Content Type ◽  
Study Results ◽  
Inside Out

Purpose – The purpose of the study is to develop, measure and empirically validate marketing capabilities (MARKCAPB) scale in banking sector. Design/methodology/approach – Data are collected from a branch manager and three next senior managers of 144 branches of 21 public and 7 private banks operating in Jammu city, North India. Findings – The study finds that marketing capabilities are of multi-dimensional scale, comprising three dimensions – outside-in, inside-out and spanning. Further, the study results demonstrate that all three dimensions are significantly related to marketing capabilities; with outside-in capabilities to be most strongly associated with marketing capabilities development followed by inside-out and spanning dimensions. Research limitations/implications – The study focused on only operational perspective of marketing capabilities to develop a reliable and valid measurement scale. Hence, developing marketing capabilities scale from remaining three perspectives – intellectual capital, marketing mix and competition would prove to be an interesting line of future research. Second, as marketing capabilities scale is developed and tested in banks, that too, in a single city of a country (India), it becomes important to examine whether the same scale can be applied to different sectors and countries. Moreover, future research could be carried on at identifying various antecedents that facilitate the development of marketing capabilities. Originality/value – This is the first study of this type that contributes to the development of multi-dimensional scale of marketing capabilities in banking sector in Indian context. The study provides banks’ managers with the deeper understanding of how to develop and establish marketing capabilities in an organisation. Besides, it also put light on the significant role of outside-in, inside-out and spanning capabilities that facilitate the managers in enhancing financial performance by focusing on varied sub dimensions such as relationship, regularity, communication (outside-in), Web technology and employee bonding (inside-out), advertising, pricing and product/service skills (spanning).

scholarly journals Smooth power: identifying high-level leadership skills promoting organizational adaptability

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Alicia Ohlsson ◽  
Aida Alvinius ◽  
Gerry Larsson
Keyword(s):  
Leadership Development ◽  
Organizational Context ◽  
Leadership Skills ◽  
Hierarchical Organization ◽  
Future Research ◽  
Structured Interviews ◽  
Content Type ◽  
Emergency Situations ◽  
High Level ◽  
Practical Implications

Purpose The purpose of this research is to gain deeper understanding of the leadership skills that are important to enhance adaptability in a hierarchical organization together with the antecedent factors that influence the potential development of these sets of skills. Design/methodology/approach This is a qualitative research design applying grounded theory to investigate the specific skills of military senior officers and their interactions. Semi structured interviews were conducted and analyzed. Military organizations are hierarchical which may act against informal networking. Adaptability is however essential especially in emergency situations. Findings The organizational smooth power consisted of structural smoothness, emotional smoothness and relational smoothness. Four distinct superior categories emerged from the data: the professional background of the leader, professional name-branding, contextual appraisal and organizational smooth power. Research limitations/implications The authors advise that while it can be hypothesized that other organizational context may show similar behaviors, this would have to be tested by further research. Further research would be required to explore the generalizability of these finding to other parts of the world and to contexts other than the military. The authors do not claim to have captured all the relevant factors and the model developed by this research should be regarded as preliminary. Practical implications This research has practical implications for the recruitment and retention of personnel for senior military posts. It also has implications for leadership development initiatives and increasing both awareness of and skills in smooth power. Originality/value Previous research had not identified the specific skills needed to achieve the organizational adaptability necessary to meet the changing demands of the environment. While previous research has indicated that building networks and relationships are important it has not specified the skill set necessary for leaders to do so effectively. Thus, this research has originality and value and it also opens ways forward in future research.

Development and validation of counterproductive work behaviour instrument

2019 ◽  
Vol 28 (3) ◽  
pp. 745-763
Author(s):  
Khahan Na-Nan ◽  
Peerapong Pukkeeree ◽  
Ekkasit Sanamthong ◽  
Natthaya Wongsuwan ◽  
Auemporn Dhienhirun
Keyword(s):  
Factor Analysis ◽  
Convergent Validity ◽  
Three Dimensions ◽  
Measurement Scale ◽  
Future Research ◽  
Content Type ◽  
Study Results ◽  
Confirmatory Factor ◽  
Counterproductive Work Behaviour ◽  
Development And Validation

Purpose Counterproductive work behaviour (CWB) is a type of behaviour of an individual that works against an organisation or employer, and he/she is usually discretionary (i.e. individuals make conscious choices as to whether they want to commit aberrant work behaviour). To deal with CWB in different contexts, organisations need to both understand and continually measure their employees in terms of behaviour and work. This study aims to develop an instrument to measure CWB for small and medium-sized enterprises in Thailand. Design/methodology/approach The study was conducted in three stages to develop a measurement scale for CWB. First, 27 questions were developed as a questionnaire based on concepts and theories of CWB and then verified using exploratory factor analysis with three CWB dimensions, namely “poor behaviour”, “misuse of organisational resources” and “inappropriate communication”. The questionnaire surveyed a total of 386 individuals working in SMEs. Finally, confirmatory factor analysis (CFA) and convergent validity were examined following the three CWB dimensions. Findings Three dimensions were developed to measure CWB, including aspects of poor behaviour, misuse of organisational resources and inappropriate communication. Practical implications The CWB questionnaire has practical use for assessing employee behaviour and can assist organisations and practitioners to better understand the CWB of employees. This know-how will help practitioners to assess employee behaviour and can be used to manage or develop this into good behaviour as valued members of the organisation. Originality/value The validity of the CWB questionnaire questions will facilitate the future research on the boundaries with CWB assessments spanning different SMEs contexts. Empirical study results validated that CWB measurement offered new perspectives to explore vital employee behavioural deviation that are necessary for the inspection employee behavioural deviation. This instrumental support will also help researchers to effectively understand CWB and explore its potential in future studies.

Business coaching for Tunisian entrepreneurs: features and success factors

2020 ◽  
Vol 69 (6/7) ◽  
pp. 417-426 ◽  
Author(s):  
Kaies Ben-Ahmed
Keyword(s):  
Knowledge Sharing ◽  
Small Businesses ◽  
Success Factors ◽  
Bivariate Analysis ◽  
Content Type ◽  
Creation Process ◽  
Business Creation ◽  
Study Results ◽  
The Relationship ◽  
Business Coach

Purpose Little is known about the relationship between an entrepreneur and his business coach, as very few studies have examined this question, in Tunisia or internationally. The purpose of this paper is to develop a better understanding of the relationship that Tunisian entrepreneur has with his business coach, through the study of factors, which are decisive in the success of this relationship, especially trust, communication and commitment. Design/methodology/approach This study used a questionnaire to gather information about entrepreneurs who created their small businesses between 2015 and 2018. First, factor analysis was conducted on several variables to extract the underlying dimensions. Then, a bivariate analysis was performed to identify and analyse which factors are responsible for the success of the relationship between the entrepreneur and his business coach. Findings The findings of the study showed that the factors identified as being critical to the success of the relationship between Tunisian entrepreneur and his business coach, include know-how, the give-and-take strategy, meeting needs of the entrepreneur, sharing knowledge and the involvement of the coach in the project during the business creation process. However, limited trust, comprehensive listening and mutuality of relationships were not statistically significant. Research limitations/implications Whilst study results are partially consistent with the literature, it is surprising that some factors as comprehensive listening, knowledge sharing and relationship mutuality do not really consolidate the entrepreneur's relationship with his coach. By harnessing this result, it is desirable that a more in-depth examination of success factors be carried out to allow more accurate inference to be drawn from the survey. Practical implications Whilst study results are partially consistent with findings from the literature, it is surprising that some factors, as comprehensive listening, knowledge sharing and relationship mutuality does not significantly contribute to the success of the relationship between Tunisian entrepreneur and his business coach. Taking this into account, it would be desirable that a more in-depth examination of success factors be carried out to allow more accurate inference to be drawn from the survey. Originality/value The paper contributes by analysing critical success factors of the relationship between an entrepreneur and his business coach in a less well-researched area since very few studies have examined this question, in Tunisia or internationally. Conceptually, it offers a better understanding of how the entrepreneur and his coach behave during the business creation process.

Preparing anesthesiology residents to lead: a leadership seminar

2019 ◽  
Vol 33 (1) ◽  
pp. 101-111
Author(s):  
Danielle Cobb ◽  
Timothy W. Martin ◽  
Terrie Vasilopoulos ◽  
Erik W. Black ◽  
Chris R. Giordano
Keyword(s):  
Health Care ◽  
Leadership Development ◽  
Leadership Training ◽  
Health Care Professionals ◽  
Leadership Skills ◽  
Development Program ◽  
Control Group ◽  
Clinical Leadership ◽  
Content Type ◽  
Leadership Development Program

Purpose The purpose of this paper is to discuss a unique leadership curriculum developed at the University of Florida and its impact on the leadership skills and values of the anesthesiology residents since its conception. The authors instituted a voluntary anesthesiology residency leadership development program at their institution to fill a perceived gap in leadership training. Mounting evidence reveals that strong clinical leadership skills improve outcomes for patients and health-care institutions. Additionally, this growing body of literature indicates that optimal outcomes result from effective team behaviors and skills, which are directed through the requisite clinical leadership. Unfortunately, adding leadership training into the existing medical education curriculum is a formidable challenge regardless of the level of learner. Design/methodology/approach To evaluate learners, the authors used the Aspiring leaders in Healthcare-Empowering individuals, Achieving excellence, Developing talents instrument, which is a validated and reliable assessment of leadership competency in health-care professionals. In 2017, the authors surveyed the past five graduating classes from the department (classes of 2012-2016), using the two graduating classes before the program’s implementation as a historical control group. Findings The survey was sent to 96 people, of whom 70 responded (73 per cent). Those participants who usually or always participated in the program responded with higher leadership-readiness skills scores than those who occasionally, rarely or never participated in the program. Notably, those who had participated in another leadership development course at any time had higher skills scores than those who had never participated. Originality/value The study’s data provide evidence that residents who either, often or always participated in the leadership development program perceived themselves to be better equipped to become effective health-care leaders as opposed to residents who never, rarely or occasionally participated.

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