scholarly journals Developing leadership skills and resilience in turbulent times

2016 ◽  
Vol 35 (2) ◽  
pp. 154-169 ◽  
Author(s):  
Robert Holmberg ◽  
Magnus Larsson ◽  
Martin Bäckström
Keyword(s):  
Leadership Development ◽  
Self Efficacy ◽  
Development Program ◽  
Mail Survey ◽  
Well Being ◽  
Control Group ◽  
Content Type ◽  
Quasi Experimental ◽  
Health And Well Being ◽  
Outcomes Of Leadership

Purpose – The purpose of this paper is to evaluate a leadership program in a way that captures leadership self-efficacy, political skills (PS) and resilience in the form of indicators of health and well-being that would have relevance for leadership roles in turbulent organizations. Design/methodology/approach – The design was quasi-experimental with pre- and post-measurement with unequal controls. Measurement was made through a mail survey before and after the leadership development program. n=107. Findings – Program participants differed from the control group in the post-measurement in that they reported higher levels on leadership self-efficacy and had better health compared to a year earlier. Research limitations/implications – Concepts like leadership self-efficacy, PS and measures of health and well-being can be used to operationalize and measure broad and contextually relevant outcomes of leadership development. Practical implications – Evaluation of leadership development can benefit from including these more psychologically relevant and generic outcomes. Originality/value – The study illustrates how psychologically based concepts can help to elucidate key outcomes of leadership development that can be critical for meeting the challenges in the turbulent and fluid work situation managers currently meet.

Effect of a leadership intervention on subordinate well-being

2014 ◽  
Vol 33 (3) ◽  
pp. 182-195 ◽  
Author(s):  
Anna-Liisa Elo ◽  
Jenni Ervasti ◽  
Eeva Kuosma ◽  
Pauliina Mattila-Holappa
Keyword(s):  
Leadership Development ◽  
Personal Growth ◽  
Repeated Measures ◽  
Intervention Group ◽  
Well Being ◽  
Control Group ◽  
Practical Training ◽  
Content Type ◽  
Quasi Experimental ◽  
Leadership Intervention

Purpose – Leadership behaviours are shown to contribute to subordinate well-being. The purpose of this paper is to investigate the effect of a 7.5-day personal growth-orientated leadership intervention among line supervisors on subordinate well-being at work in a public sector construction organization. Design/methodology/approach – A quasi-experimental design was applied to investigate the effects on the subordinates’ perceptions of the psychosocial work environment, leadership, and well-being. The intervention group comprised the subordinates (n=49) of the leadership intervention units and the control group comprised the subordinates (n=96) of the non-participating units. Data were collected with pre- and post-measurement surveys and analysed with repeated measures ANCOVA. Findings – The intervention improved the flow of information after adjusting for the subordinates’ level of participation in the organizational stress management programme and background variables. The subordinates’ perception of leadership or of their own well-being did not improve compared to the control group. Research limitations/implications – More detailed and proximal outcome indicators are needed. Several measurements and a process evaluation of the implementation are recommended. Practical implications – Line supervisors need to be informed about the goals and methods of a personal growth intervention in order to encourage them to meet their strengths and limitations. The improvement of blue-collar subordinate well-being through leadership development might benefit from more practical training approaches. Originality/value – The personal growth approach to line supervisors’ development is rare. The effect of the development on subordinate well-being has not been investigated.

scholarly journals Developing Resilience During the COVID-19 Pandemic: Yoga and Mindfulness for the Well-Being of Student Musicians in Spain

2021 ◽  
Vol 12 ◽  
Author(s):  
L. Javier Bartos ◽  
María J. Funes ◽  
Marc Ouellet ◽  
M. Pilar Posadas ◽  
Chris Krägeloh
Keyword(s):  
Online Survey ◽  
Well Being ◽  
Control Group ◽  
Education Student ◽  
Alexander Technique ◽  
Perceived Benefits ◽  
Quasi Experimental ◽  
Meditation Experience ◽  
Health And Well Being ◽  
Yoga Meditation

Here, we report on a quasi-experimental study to explore the applicability and perceived benefits of the CRAFT program, which is based on mindfulness, yoga, positive psychology, and emotional intelligence, to improve higher education student musicians’ health and well-being during the lockdown. A subset of student musicians at a Higher Conservatory of Music in Spain followed the CRAFT program during the academic year 2019/2020, 1 h per week as part of their curriculum. Students enrolled in CRAFT-based elective subjects formed the CRAFT program group (n = 40), while other students represented the control group (n = 53). The onset of the national lockdown elicited by the COVID-19 pandemic occurred halfway through the program, which was subsequently delivered in an online format. We administered an online survey to explore the effect that the exposure to the CRAFT program had in terms of how participants dealt with various health and well-being concerns arising from the COVID-19 lockdown. There was a significantly higher proportion of proactive participants in the CRAFT program group, 92%, than in the control group, 58%, in terms of implementing practices to improve their health and well-being during the lockdown. Additionally, significantly more participants acknowledged perceived benefits from their practices in the CRAFT program group, 78%, than in the control group, 52%. Among proactive participants, yoga/meditation was the most implemented in the CRAFT program group, followed by exercise, and other yoga/meditation practices, whereas in the control group, exercise and Alexander technique-based practices were the most applied. In the CRAFT program group, the highest rate of perceived benefits was from yoga/meditation CRAFT-based practices, 51%, followed by exercise, 32%, and other yoga/meditation practices, 27%, whereas in the control group, benefits were reported by 29% of exercising participants and 16% for those having practiced the Alexander technique. A similar pattern was observed when excluding participants with previous yoga/meditation experience. This study revealed how participants can independently apply learned skills from the CRAFT program in response to a naturally occurring life event of unprecedented global impact, suggesting that previous exposure to mindfulness and yoga is likely to have a beneficial effect on how young adults react towards exceptionally stressful conditions.

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.

Leadership as enabling function for flourishing by design

2016 ◽  
Vol 7 (1) ◽  
pp. 126-144 ◽  
Author(s):  
Rob Elkington ◽  
Antony Upward
Keyword(s):  
Leadership Development ◽  
Organizational Design ◽  
Development Program ◽  
First Century ◽  
Ongoing Research ◽  
Core Motif ◽  
Content Type ◽  
Structural Capital ◽  
Core Elements ◽  
Quasi Experimental

Purpose The purpose of this paper is to alert the reader to the urgent need to address the most pressing challenge and opportunity of the twenty-first century, namely, leadership that enables flourishing for all forever. Design/methodology/approach This conceptual paper suggests a heuristic for the reader and supplies a working model of leadership as enabling function for flourishing that arises from a survey of the literature around leadership development, as well as a brief review of the literature on flourishing. Findings The paper highlights the reality that there are, as yet, only a small number of organizations and leadership that have conceptualized and implemented the notion of flourishing by design and that a great deal more research and implementation needs to occur to prove the validity of the model. Research limitations/implications There is a need to undertake quasi-experimental research in which leadership development praxis incorporates the element of flourishing by design and then action research through which the outcomes can be measured, modified and ongoing improvements iterated into the organizational design. Practical implications This paper suggests a different mindset and skillset for leadership and, by implication, leadership development. The ongoing research into “Seeking Best Methods for Leadership Development”, through the authors’ Round 1 Delphi survey has uncovered the elements of Human Capital, Social Capital, Structural Capital and Self Leadership, as core elements desired by global CEOs as necessary for an effective leadership development program. What the authors did not probe for, and need to probe for, is the element of “Flourishing Capital” or the degree to which the leadership might be developed to serve as an enabling function for flourishing for all forever. Social implications If organizations design flourishing into the raison d‘être of the organization, then organizations will seek and develop leadership that has flourishing as a core motif and focus. If organizational leadership supports and enhances flourishing as a central motif, then a shift will occur from profit only to profit that supports flourishing for all forever. Originality/value The paper highlights the reality that there are, as yet, only a small number of organizations and leadership that have conceptualized and implemented the notion of flourishing by design and that a great deal more research and implementation needs to occur to prove the validity of the model.

Transformational leadership and communication

2019 ◽  
Vol 41 (1) ◽  
pp. 101-117
Author(s):  
Carina Cohrs ◽  
Kai C. Bormann ◽  
Mathias Diebig ◽  
Catrin Millhoff ◽  
Katharina Pachocki ◽  
...  
Keyword(s):  
Transformational Leadership ◽  
Leadership Development ◽  
Communication Skills ◽  
Leadership Behaviors ◽  
Training Session ◽  
Development Program ◽  
Communication Style ◽  
Control Group ◽  
Content Type ◽  
Leadership Development Program

Purpose The purpose of this paper is to develop and evaluate a leadership development program with focus on transformational leadership and communication. It is explored whether these aspects of leadership can be trained in the course of a two-day intervention. Furthermore, it is tested if pre-training differences among leaders have an influence on the effectiveness of participating in the leadership intervention. Design/methodology/approach In the study, 38 leaders took part in the two-day training session. The control group consisted of 59 leaders. Information was collected from participating leaders’ followers (n=356) on pre- and post-training measures of transformational leadership as well as on communication skills (attentive and impression-leaving style). Findings Results show that transformational leadership behaviors improved more after training in the experimental group (EG) than they did in the control group. Also, ratings of the attentive communication style improved more in the EG compared to the control group. Furthermore, participants of the leadership development program benefitted to different degrees from their training. Participants who initially had a medium score showed the best improvement. Originality/value The present study advances the scope of leadership development by also considering the trainability of communication skills. Also, insights on the contingency of training effects are provided.

scholarly journals Developing allied health leaders to enhance person-centred healthcare

2018 ◽  
Vol 32 (7) ◽  
pp. 908-932 ◽  
Author(s):  
Patricia Bradd ◽  
Joanne Travaglia ◽  
Andrew Hayen
Keyword(s):  
Leadership Development ◽  
Allied Health ◽  
Action Learning ◽  
Development Program ◽  
Workplace Culture ◽  
Control Group ◽  
Content Type ◽  
Health Leadership ◽  
Leadership Development Program ◽  
Practice Development

Purpose The purpose of this paper is to present findings from a mixed methods study investigating leadership development of allied health practitioners within a large public healthcare organization in Australia. Design/methodology/approach The South Eastern Sydney Local Health District Allied Health Leadership Development Program was undertaken with an allied health cohort (n=16) between May 2014 and March 2015 and comprised all-day workshops, action learning sets and individual coaching. Using experiential learning, the program tested whether practice development methods and action learning approaches developed the leadership skills of participants compared with a control group (n=17). Descriptive statistics were collected to evaluate participant and program outcomes. Leadership, workplace culture and engagement measures were analyzed as part of the study. Findings The Allied Health Leadership Development Program received high ratings by participants. They reported enhanced skills in leading self and others through mechanisms such as critical reflection and facilitation, and greater confidence managing change and with engaging staff, colleagues and patients in decision making, affecting the quality and safety of healthcare. Statistically significant differences were found with transformational leadership elements, leadership outcomes, and measures of workplace culture and engagement after program completion for intervention group participants, compared with the control group. Research limitations/implications Results provide new empirical evidence about the effectiveness of using practice development for allied health leadership development. Practical implications This low-cost leadership program can be replicated by other organizations. Originality/value Outcomes from an Allied Health Leadership Development Program have not been previously reported in the literature.

Authentic leadership and mindfulness development through action learning

2016 ◽  
Vol 31 (1) ◽  
pp. 296-311 ◽  
Author(s):  
Louis Baron
Keyword(s):  
Leadership Development ◽  
Repeated Measures ◽  
Authentic Leadership ◽  
Action Learning ◽  
Development Program ◽  
Structured Interviews ◽  
Content Type ◽  
Quasi Experimental ◽  
Leadership Development Program ◽  
Learning Principles

Purpose – The purpose of this paper is to evaluate a three-year training program based on action learning principles with regard to its effectiveness in fostering authentic leadership (AL) and mindfulness among the participants. Design/methodology/approach – Data were obtained using a mixed-method design. Quantitative data were collected using a quasi-experimental sequential cohort design with comparison group, in which 143 participants responded to a self-evaluation questionnaire up to six times over a three-year period. Semi-structured interviews were also conducted with 24 managers. Findings – The results indicate that, as participants evolved through the leadership development program, self-reports of AL and mindfulness increased significantly and linearly as determined using repeated measures ANOVA, paired t-tests, and content analysis of interviews. Practical implications – The results suggest that a leadership development program based on action learning principles can foster the development of AL and mindfulness. The core elements of action learning (i.e. working on real problems, gaining new insights in a supportive and confrontational environment of one’s peer) appear to be key to bringing about real changes in the behavior of participating managers and maximizing the chances of generating lasting effects. Originality/value – This is the first longitudinal study to demonstrate that the development of mindfulness and AL – which calls for internalization of attitudes and behaviors – can be fostered by a leadership development program. The question of whether AL can be developed through planned interventions is paramount for advancing theory and research on AL.

scholarly journals Efficacy of Personality Development Program on Self-Efficacy of College Students

2017 ◽  
Vol 4 (2) ◽  
Author(s):  
Dr. Chitra T
Keyword(s):  
College Students ◽  
Training Program ◽  
Self Efficacy ◽  
Personality Development ◽  
Development Program ◽  
Skills Training ◽  
Well Being ◽  
Control Group ◽  
Post Test ◽  
The Impact

Universities and Colleges are nowadays implementing soft skills training program apart from imparting core subject knowledge, to improve the Employability skills of their students. Classroom misfortunes, conflicts with peers, and failures in love can make college a breeding ground for self-esteem issues, which ultimately affects their academic performance and well-being. Self-efficacy has emerged as a highly effective predictor of students’ motivation and learning (Zimmerman, 2008). Personality development is a potential intervention tool which helps an individual to gain confidence and improved self-efficacy. Personality Development is just not outer physical looks, but it also includes grooming one’s inner self to bring about a positive change in one’s life. The present study examined the impact of personality development training program on self-efficacy of 150 male (N=58) and female (N=86) post graduate college students. The study also evaluated the training program, by administering quantitative feedback about the program after the completion of the program. The study used one group Pre-test, Post-test research method. The age group of the sample ranged from 19-23 years and they were all single. They belonged to both Science and Arts stream. The sample was assessed on their self-efficacy by using General Self-Efficacy scale by Schwarzer & Jerusalem (1995). Data were collected at 2 time periods i.e. before the training and a week after completion of training. The personality development program with relevant modules was conducted by trained psychologist over a period of continuous 15 weeks (one 2 hour session/week). 150 students participated in 5 batches for the personality development program. 6 students did not fill the questionnaire properly, hence deleted from the research. The 144 data were statistically analyzed using Percentage analysis, t-test, and qualitative analysis. The results showed that the personality development program improved the self-efficacy among college students. Moreover, the intervention did not have any impact on gender and stream of education of college students. However, the results may only be indicative, as there is no control group in the present study. Overall, the Personality development program was found to be effective in improving self-efficacy of students and was well received by them.

From mentors to leaders: leader development outcomes for mentors

2020 ◽  
Vol 35 (6) ◽  
pp. 497-511 ◽  
Author(s):  
Mostafa Ayoobzadeh ◽  
Kathleen Boies
Keyword(s):  
Leadership Development ◽  
Self Efficacy ◽  
Psychosocial Support ◽  
Leader Development ◽  
Design Data ◽  
Content Type ◽  
Leader Identity ◽  
Program Administrators ◽  
Quasi Experimental ◽  
Development Outcomes

PurposeThe present study examines leader development as one of the potential outcomes for mentors and investigates whether the provision of mentoring contributes to developing mentors' leader identity and leader self-efficacy.Design/methodology/approachRelying on a quasi-experimental design, data were collected at four points in time over eight months from a mentor (n = 46) and an equivalent nonmentor group (n = 25). Participants in the mentor group were volunteer mentors from a doctoral mentoring program that was implemented at a large Canadian university.FindingsParticipants in the mentor group experienced a more positive change in leader identity and leader self-efficacy, compared to the participants in the nonmentor group. Further analysis of the participants in the mentor group suggests that the extent to which mentors provide career and psychosocial support explains the growth rate in the development outcomes.Practical implicationsBy documenting benefits of mentoring for mentors, program administrators may be able to recruit mentors who are more engaged in the process. In addition, they can encourage their members to volunteer as mentors to gain leader development outcomes.Originality/valueThis longitudinal study connects the areas of mentoring and leadership development. While the majority of mentoring studies focus exclusively on mentoring outcomes for protégés, the present study shows that mentoring can benefit mentors as well.

A Pilot Study on the Efficacy of Volunteer Mentorship for Young Adults With Self-Harm Behaviors Using a Quasi-Experimental Design

Crisis ◽  
2016 ◽  
Vol 37 (6) ◽  
pp. 415-426 ◽  
Author(s):  
Yik-Wa Law ◽  
Paul S. F. Yip ◽  
Carmen C. S. Lai ◽  
Chi Leung Kwok ◽  
Paul W. C. Wong ◽  
...  
Keyword(s):  
Experimental Design ◽  
Suicide Ideation ◽  
Intervention Group ◽  
Well Being ◽  
Control Group ◽  
Treatment As Usual ◽  
Prevention Services ◽  
Quasi Experimental ◽  
Self Harm ◽  
Volunteer Support

Abstract. Background: Studies have shown that postdischarge care for self-harm patients is effective in reducing repeated suicidal behaviors. Little is known about whether volunteer support can help reduce self-harm repetition and improve psychosocial well-being. Aim: This study investigated the efficacy of volunteer support in preventing repetition of self-harm. Method: This study used a quasi-experimental design by assigning self-harm patients admitted to the emergency departments to an intervention group with volunteer support and treatment as usual (TAU) for 9 months and to a control group of TAU. Outcome measures include repetition of self-harm, suicidal ideation, hopelessness, and level of depressive and anxiety symptoms. Results: A total of 74 cases were recruited (38 participants; 36 controls). There were no significant differences in age, gender, and clinical condition between the two groups at the baseline. The intervention group showed significant improvements in hopelessness and depressive symptoms. However, the number of cases of suicide ideation and of repetition of self-harm episodes was similar for both groups at the postintervention period. Conclusion: Postdischarge care provided by volunteers showed significant improvement in hopelessness and depression. Volunteers have been commonly involved in suicide prevention services. Further research using rigorous methods is recommended for improving service quality in the long term.

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