Leading after the boom: developing future leaders from a future leader’s perspective

2018 ◽  
Vol 37 (1) ◽  
pp. 2-5 ◽  
Author(s):  
Katie Lynn Akers
Keyword(s):  
Leadership Development ◽  
Real Life ◽  
Future Generation ◽  
Leadership Traits ◽  
Leadership Roles ◽  
Content Type ◽  
Open Discussion ◽  
Future Leaders ◽  
Successful Leaders ◽  
New Generation

Purpose This paper aims for an open discussion of new traits which are important to the success of future leaders. By understanding what is important to the new generations coming into leadership roles and how that differs from previous generations, a new set of leadership traits can be developed to help future leaders find success. The purpose of this paper is to challenge the current practices of leadership traits that are being developed and defined for making successful leaders. Design/methodology/approach This paper was designed to raise questions regarding what traits are being developed in current leaders to make them successful and provide two suggestions for new traits to be developed in future leaders. The bulk of the research was from books that analyzed leadership characteristics and the generational needs of the previous and current generations. The information was accompanied with personal experience working as and with the new generation of potential leaders. Findings This paper initiates the need for a discussion on why it is important to start discussing the development of the future generation of leaders. It suggests that the traits of curiosity and belief will be beneficial to the success and fulfillment of future leaders. Research limitations/implications Because of the newness of this concept in regards to curiosity and belief being leadership traits, the research comes from theories and a real life, relevant understanding of leadership development. Therefore, it is encouraged to continue to build upon the thoughts and ideas presented in the paper. Practical implications This paper includes implications that there is a need for leadership development and that through the development of future leader traits, based on what they want from the workforce, will help to make them successful and sustainable future leaders. Originality/value This paper fulfills a need to understand what areas future leaders will need to be developed to create a new generation of effective and successful leaders.

Assistant principal leadership development: a narrative capture study

2014 ◽  
Vol 52 (2) ◽  
pp. 173-192 ◽  
Author(s):  
Lisa Petrides ◽  
Cynthia Jimes ◽  
Anastasia Karaglani
Keyword(s):  
Leadership Development ◽  
School Leadership ◽  
Principal Leadership ◽  
Assistant Principals ◽  
Teaching And Learning ◽  
Assistant Principal ◽  
Leadership Roles ◽  
Content Type ◽  
Leadership Challenges ◽  
Teacher Professional

Purpose – The purpose of this paper is to contribute to the knowledge base on the ways in which assistant principals view their roles, and on the potential challenges involved in a distributed leadership model. Design/methodology/approach – The study employed a narrative capture method, in which assistant principals from two large urban school districts were asked to relate and self-interpret two leadership stories through a web-based narrative capture form. A total of 90 stories were collected from 45 assistant principals. Participants rated their stories based on a set of leadership indicators (including method of decision making and type of teacher interaction present in the story, among others); the results were analyzed statistically. Findings – Overall, participants tended to view their roles in terms of instructionally focussed leadership. However, leadership challenges emerged in several areas of leadership practice, including operational management and teacher professional development (PD). Demographic factors were found to influence leadership perceptions and practices. Research limitations/implications – This study begins to fill the empirical gap on assistant principal leadership roles, practices, and perceptions. Further research, using other methods (e.g. observation), is needed to collect evidence of in situ leadership practices of assistant principals, and how those practices impact and relate to school objectives for teaching and learning. Practical implications – The study sheds light on the leadership development needs of assistant principals and on the importance of ongoing, tailored PD, based on factors including where leaders are in their careers and how they envision their roles. Originality/value – This paper contributes to nascent scholarship regarding assistant principal school leadership.

Leadership in physiotherapy: experiences of leaders of physiotherapy professional organisations

BMJ Leader ◽  
2019 ◽  
Vol 3 (4) ◽  
pp. 115-122
Author(s):  
Emer McGowan ◽  
Emma Stokes
Keyword(s):  
Leadership Development ◽  
Thematic Analysis ◽  
Leadership Roles ◽  
Semistructured Interviews ◽  
The World ◽  
Future Leaders ◽  
Professional Leadership ◽  
The Many ◽  
Purposive Sample ◽  
Inductive Thematic Analysis

BackgroundThe changing demands of healthcare and ongoing advances in practice and technology require corresponding change and development of the physiotherapy profession. Physiotherapy professional organisations perform many important functions in ensuring the ongoing growth and success of the profession. The leaders of these organisations therefore have key roles in progressing the physiotherapy profession in their country. To date, however, there has been very little written about these physiotherapy leaders and their work for the profession.PurposeTo explore the professional leadership journeys of international physiotherapy leaders and their experiences of leading physiotherapy professional organisations.MethodsSemistructured interviews were conducted with a purposive sample of 16 physiotherapy leaders from a range of physiotherapy professional organisations from around the world. The interviews were analysed using inductive thematic analysis.ResultsThree main themes were found in the analysis of the data: ‘Leadership roles, behaviours and challenges’, ‘Perceptions of the profession of physiotherapy’ and ‘Leadership development’.ConclusionsThe physiotherapy leaders describe interesting and varied roles that can also be challenging and demanding. They recognise the many challenges facing the physiotherapy profession internationally and the need for physiotherapists to more effectively advocate for the profession and demonstrate leadership. Leadership development opportunities and mentoring may be potential strategies to enable the development of future leaders of the physiotherapy profession.

scholarly journals Self-determining medical leadership needs of occupational health physicians

2017 ◽  
Vol 30 (4) ◽  
pp. 394-410 ◽  
Author(s):  
Prosenjit Giri ◽  
Jill Aylott ◽  
Karen Kilner
Keyword(s):  
Health Care ◽  
Leadership Development ◽  
Leadership Roles ◽  
Leadership Qualities ◽  
Leadership Academy ◽  
Self Assessment ◽  
Leadership And Management ◽  
Content Type ◽  
Management Experience ◽  
Medical Leadership

Purpose The purpose of this study was to explore which factors motivate doctors to engage in leadership roles and to frame an inquiry of self-assessment within Self-Determination Theory (SDT) to identify the extent to which a group of occupational health physicians (OHPs) was able to self-determine their leadership needs, using a National Health Service (NHS) England competency approach promoted by the NHS England Leadership Academy as a self-assessment leadership diagnostic. Medical leadership is seen as crucial to the transformation of health-care services, yet leadership programmes are often designed with a top-down and centrally commissioned “one-size-fits-all” approach. In the UK, the Smith Review (2015) concluded that more decentralised and locally designed leadership development programmes were needed to meet the health-care challenges of the future. However, there is an absence of empirical research to inform the design of effective strategies that will engage and motivate doctors to take up leadership roles, while at the same time, health-care organisations continue to develop formal leadership roles as a way to secure medical leadership engagement. The problem is further compounded by a lack of validated leadership qualities assessment instruments which support researching this problem. Design/Methodology/approach The analysis draws on a sample of about 25 per cent of the total population size of the Faculty of Occupational Medicine (n = 1,000). The questionnaire used was the Leadership Qualities Framework tool as a form of online self-assessment (NHS Leadership Academy, 2012). The data were analysed using descriptive statistics and simple inferential methods. Findings OHPs are open about reporting their leadership strengths and leadership development needs and recognise leadership learning as an ongoing development need regardless of their level of personal competence. This study found that the single most important factor to affect a doctor’s confidence in leadership is their experience in a management role. In multivariate regression, management experience accounted for the usefulness of leadership training, suggesting that doctors learn best through applied “leadership learning” as opposed to theory-driven programmes. Drawing on SDT (Deci and Ryan, 1985; 2000; Ryan and Deci, 2000), this article provides a theoretical framework that helps to understand those doctors who are likely to engage in leadership and management activities in the organisation. More choice and self-determination of medical leadership programmes are likely to result in more relevant leadership learning that builds on doctors’ previous experience in this area. Research limitations/implications While this study benefitted from a large sample size, it was limited to the use of purely quantitative methods. Future studies would benefit from the application of a mixed methodology to combine quantitative data with one-to-one interviews or a focus group. Practical implications This study suggests that doctors are able to determine their own learning needs reliably and that they are more likely to increase their confidence in leadership and management if they are exposed to leadership and management experience. Originality/value This is the first large-scale study of this kind with a large sample within a single medical specialty. The study is considered as insider research, as the first author is an OHP with knowledge of how to engage OHPs in this work.

Deloitte University develops the leaders of the future

2014 ◽  
Vol 22 (3) ◽  
pp. 4-6 ◽  
Keyword(s):  
Leadership Development ◽  
Middle East ◽  
Design Methodology ◽  
Social Implications ◽  
Content Type ◽  
Wide Range ◽  
The Future ◽  
Future Leaders ◽  
Global Company ◽  
Practical Implications

Purpose – The purpose of this study is to observes how global financial consultancy Deloitte is training its future leaders. Design/methodology/approach – The background to the various programs, the form they take and the results they are achieving have been explained. Findings – This study describes the functioning of Deloitte University in Texas, USA, and explains that a similar institution recently opened in Belgium for prospective Deloitte managers from Europe, the Middle East and Africa. In addition, it reveals how coaching works at Deloitte and details a number of programs aimed at increasing the chances of women and people from ethnic and other minorities to reach the top jobs. Practical implications – The fact that competition for talent in the coming years will be challenging has been emphasized and that Deloitte University helps the organization to attract and retain talent by distinguishing the company from its competitors. Social implications – This study reveals that Deloitte is keen to develop leaders of the future from a wide range of backgrounds. Originality/value – A range of leadership development initiatives at a key global company has been detailed.

Competing values leadership: quadrant roles and personality traits

2008 ◽  
Vol 29 (2) ◽  
pp. 127-143 ◽  
Author(s):  
Alan Belasen ◽  
Nancy Frank
Keyword(s):  
Leadership Development ◽  
Personality Traits ◽  
Latent Variables ◽  
Spatial Arrangement ◽  
Competing Values Framework ◽  
Leadership Roles ◽  
Competing Values ◽  
Content Type ◽  
Stimulus Response ◽  
Managerial Choice

PurposeThe purpose of this paper is to validate the number and order of leadership roles and identify the personality traits which trigger the choice of leadership roles.Design/methodology/approachA survey addressing classification and measurement questions in each of the competing values framework (CVF) quadrants was administered to a sample of managerial leaders across organizations. Multidimensional scaling representing the underlying CVF dimensions in a spatial arrangement was conducted with input derived from LISREL, which was also used to test the degree‐of‐fit between the CVF roles and quadrants as well as to examine the relationships between personality traits and leadership roles.FindingsThe results produced a remarkable synthesis of two separate fields of study within a single competing quadrants grid confirming the causal paths from traits to the compressed CVF latent variables.Research limitations/implicationsThis study raises important questions about the causal effects of personality traits and situational contingencies on the choice of leadership roles.Practical implicationsThe new awareness of precursors to CVF roles calls for significantly shifting the focus of leadership training and education efforts. Leadership development strategies designed to improve current managerial strengths must also target specific weaknesses and their psychological underpinnings.Originality/valueThe paper demonstrates the efficacy of the CVF and at the same time draws more robust conclusions about how traits affect the choice of leadership roles, how they influence the extent of managerial effectiveness and to what extent managerial choice of roles is conscious or just a stimulus response.

Stereotyping and women's roles in leadership positions

2014 ◽  
Vol 46 (6) ◽  
pp. 332-337 ◽  
Author(s):  
Cortney Baker
Keyword(s):  
Literature Review ◽  
Leadership Skills ◽  
Women In Leadership ◽  
Leadership Traits ◽  
Leadership Roles ◽  
Leadership Positions ◽  
Leadership Performance ◽  
Content Type ◽  
Current Trends ◽  
And Gender

Purpose – The purpose of this paper is to provide a literature review of current trends with regard to women in leadership positions. Women are increasingly reported as having excellent leadership skills. In fact, women, more than men, are praised for having traits and styles that are associated with effective leadership performance. Design/methodology/approach – The design of this paper was a literature review of current research on gender differences in men and women in top leadership roles. Findings – Despite the evidence that women are capable of being top performers, women are still not attaining top-level leadership positions in comparison to their male peers. This paper will consider some of the reasons that women have difficulty in climbing the corporate ladder as well as discuss stereotyping and gender as it relates to leadership traits. Social implications – As a result of this paper, employers are encouraged to hire and promote women into their corporations top leadership positions. Originality/value – This paper further contributes to the discussion of women in leadership and the disparity that continues in having women employed in the upper echelons of corporations. The value of this paper is to provide employers further evidence that women comprise skillsets that necessary for company advancement.

scholarly journals Leadership-in-teams, ready, willing and able: perspectives of international accounting students

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Heinrich Oosthuizen ◽  
Paul De Lange ◽  
Trevor Wilmshurst ◽  
Nicola Beatson
Keyword(s):  
Higher Education ◽  
Leadership Development ◽  
Work Experience ◽  
Student Leadership ◽  
Accounting Students ◽  
International Accounting ◽  
Leadership Roles ◽  
Business Simulation ◽  
Content Type ◽  
Academic Teams

Purpose The purpose of this study is to explore the reasons why international accounting students in higher education in Australia do not accept leadership roles in academic teams, considering the importance employers attach to leadership and teamwork graduate attributes. Design/methodology/approach Adopting the Keating et al. (2014) ready, willing and able (RWA) leadership framework, this qualitative study uses a narrative textual approach to analyse the data from responses to open-ended questions recorded in interviews with a sample of Master of Professional Accounting (MPA) students (N = 12) undertaking leadership-in-team roles in a management and cost Accounting unit (N = 110) within an Australian higher education accounting program. Findings The results of this study suggest that a lack of past work experience disadvantages accounting students in being ‘ready’ to adopt leadership roles in teams. Self-interested behaviour results in students not being ‘willing’ to adopt leadership roles. Students perceive business simulation and work-integrated learning activities to hold the potential to improve their ‘ability’ to lead. Practical implications The study offers a conceptual schema for student leadership development, suggesting that accounting curricula in higher education should include the assessment of scaffolded leadership development activities. Mentorship roles in academic teams should also be explored. Originality/value To the authors’ knowledge, this is the first application of the RWA framework to explore accounting students’ predisposition to accepting leadership roles in teams. Informed by the student narrative, the authors offer a future focused RWA schema as a practical guide for educators to embed leadership development in the accounting curriculum.

Intent vs. action: talented employees and leadership development

2015 ◽  
Vol 44 (2) ◽  
pp. 200-216 ◽  
Author(s):  
Violetta Khoreva ◽  
Vlad Vaiman
Keyword(s):  
Leadership Development ◽  
Social Exchange ◽  
Multinational Enterprises ◽  
Longitudinal Research ◽  
Real Life ◽  
Willingness To Participate ◽  
Perceived Effectiveness ◽  
Cross Sectional ◽  
Content Type ◽  
Actual Participation

Purpose – The purpose of this paper is to investigate the responses of employees, who are identified as talents by their multinational enterprises, in regards to leadership development activities. By applying social exchange and expectancy theories, the authors examine the association between talent identification, perceived effectiveness of leadership development activities, willingness to participate in those activities and actual participation in them. Design/methodology/approach – The data were collected through a web-based questionnaire entitled “Leadership2020 Talent Survey”. Eight multinational enterprises joined the survey and delivered a sample based on the target group definition. Findings – The analysis shows that perceived effectiveness of leadership development activities is positively associated with willingness of employees to undertake those activities. The results also reveal that there is no significant association between the employees’ willingness to participate in leadership development activities and their actual participation in those activities. Research limitations/implications – Given its cross-sectional nature, the authors cannot completely exclude the possibility of common method bias having impact on the results of this study. The authors thus call for longitudinal research to examine the nature of causality within the relationships analyzed in this study. Practical implications – Managers and practitioners should keep in mind that willingness to participate in leadership development activities does not always result in actual participation of employees in those activities. Symbolic representations may be very different from representations in real-life situations. Investigations that rely on the willingness as a proxy for actual behaviour must thus be interpreted with caution. Originality/value – The authors found that employees often fail to act in accordance with their stated eagerness. According to the findings, there is a clear discrepancy between expressed willingness to implement certain behaviour and its actual implementation. This study poses a strong bias in overestimating the likelihood that an employee will engage in a desirable behaviour based on his/her willingness to do so.

scholarly journals The Chief Registrar role in the UK: leadership capacity and development of hybrid leaders

2020 ◽  
Vol 34 (1) ◽  
pp. 1-15 ◽  
Author(s):  
Iain Snelling ◽  
Mark Exworthy ◽  
Shahin Ghezelayagh
Keyword(s):  
Leadership Development ◽  
Personal Development ◽  
Two Dimensions ◽  
Leadership Capacity ◽  
Leadership Roles ◽  
Content Type ◽  
Hybrid Leadership ◽  
The Uk ◽  
High Level ◽  
Medical Leadership

PurposeThe purpose of the study is to evaluate the first cohort of the Royal College of Physicians' (RCP) Chief Registrar programme in 2016/7. Chief Registrars provide medical leadership capacity through leadership development posts.Design/methodology/approachThe study adopted a mixed methods design, comprising a monthly survey of the 21 Chief Registrars in the first cohort, interviews with Chief Registrars, and six cases studies where Chief Registrars and colleagues were interviewed.FindingsChief Registrars enjoyed high levels of practical, professional, and leadership support from their employing organisations, the RCP, and the Faculty of Medical Leadership and Management. They had high degrees of autonomy in their roles. As a result, roles were enacted in different ways, making direct comparative evaluation problematic. In particular, we identified variation on two dimensions: first, the focus on medical leadership generally, or quality improvement more specifically, and second, the focus on personal development or organisational leadership capacity.Research limitations/implicationsThe data are limited and drawn from the first cohort's experience. The Chief Registrar scheme, unlike many other leadership fellowships, maintains a high level of clinical practice (with a minimum 40 per cent leadership work). This suggests a clearer preparation for future hybrid leadership roles.Practical implicationsThis paper may offer some support and guidance for Chief Registrars and those who work with and support them.Originality/valueThis study adds to the literature on leadership development for doctors in hybrid roles, and highlights the distinctiveness of the scheme compared with other schemes.

scholarly journals Darzi Clinical Leadership Fellows: an activity theory perspective

2018 ◽  
Vol 32 (6) ◽  
pp. 793-808 ◽  
Author(s):  
Rebecca Malby ◽  
Kieran Mervyn ◽  
Terry J. Boyle
Keyword(s):  
Leadership Development ◽  
Activity Theory ◽  
Behavioural Change ◽  
Leadership Roles ◽  
Healthcare Outcomes ◽  
Clinical Leadership ◽  
Content Type ◽  
Quality Healthcare ◽  
Care Services ◽  
The Impact

Purpose The purpose of this paper is to review the impact of the clinical leadership programme, in enabling the Darzi fellows to lead change projects in health and care services, and to secure quality healthcare in the NHS beyond the lifetime of the programme. Design/methodology/approach A longitudinal empirical investigation of clinical leaders (n=80) over an eight-year period was framed through an activity theory (AT)-driven research methodology using a mixed-methods approach. Findings AT illuminated how change was sustained in the NHS in London through the Darzi Clinical Leadership Fellowship. By any reasonable measurement, this programme excels, with learning and positive behavioural change sustained after the Fellowship across the NHS. Further recognition is needed of the continuing development needs of fellows as they take on more responsible leadership roles in their careers. Research limitations/implications Darzi fellows are a hard-to-reach group. The sample represents a response rate of 34 per cent. In total, 77 per cent of respondents emanated from cohorts 5 to 8 programmes. Practical implications The investment in a clinical leadership programme focused on systems leadership for quality generates value for the NHS. Social implications Countless interventions flowed through London’s healthcare community and beyond as a result of the Fellowship. This research exposed how Darzi fellows continue to lead innovation for alternative healthcare outcomes. Many proactive fellows employ a suite of learned skills and capabilities to lead systemic change. Originality/value This research is the first known longitudinal clinical leadership development study undertaken. The Darzi programme has created a unique clinical network of mutually supportive, team-centric systems thinkers and doers, with an evidence-based approach to systems change. Many fellows are catalysing sustainable change in the healthcare environment.

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