Toward a Pedagogy of Self

2009 ◽  
Vol 111 (12) ◽  
pp. 2732-2759
Author(s):  
Craig E. Richards
Keyword(s):  
Leadership Development ◽  
Social Intelligence ◽  
Intervention Program ◽  
Research Question ◽  
Development Program ◽  
Self Awareness ◽  
Teachers College ◽  
Innovative Leadership ◽  
Core Skill ◽  
Journal Entries

Background/Context The literature on emotional and social intelligence, based on the theoretical constructs of several authors, identifies self-awareness as a core skill for leadership development. However, there is very little research or theory on how one might develop a pedagogy of self-awareness for leaders. Purpose/Objective/Research Question/Focus of Study This study describes an innovative leadership development program in self-awareness in the Summer Principals Academy at Teachers College. It describes both the theoretical and practical pedagogy of self-awareness training. What follows is a description of that pedagogy and some preliminary research results based on the journals and feedback of 45 students who completed the program in 2006. Intervention/Program/Practice The intervention consisted of daily 45-minute sessions of training in sensory awareness. The primary modes of training focused on breath, body sensations, listening, and visualizations. The training occurred as part of a five-day-per-week, six-week intensive leadership development master's degree program over two summers. Research Design Participants recorded their thoughts and feelings in semistructured journal entries immediately following the training sessions. At the end of each week, they reviewed their journal notes and wrote a weekly reflection on their experiences with the practice. In addition to the weekly reflections, they wrote three-week, six-week, and summative reflections on their experiences with the practice. These qualitative data were entered into NVivo software, coded, and analyzed for themes. Findings/Results The themes that emerged from the data led to the development of cognitive maps for practitioners that provide heuristics and developmental guides for practice, as well as refinements of the training protocols.

School Leadership Development in Western Australia: An Impact Study

1995 ◽  
Vol 5 (3) ◽  
pp. 248-271 ◽  
Author(s):  
Helen Wildy ◽  
John Wallace
Keyword(s):  
Leadership Development ◽  
School Leadership ◽  
State Government ◽  
Western Australia ◽  
Development Program ◽  
Design Feature ◽  
Impact Study ◽  
Government Schools ◽  
Innovative Leadership ◽  
The People

This paper reports an impact study of the Western Australian School Leadership Program, an innovative leadership development program for principals, deputy principals and heads of department of elementary and secondary government schools in the state of Western Australia. Approximately half of the people in promotional positions in state government schools had participated in the program at the time of the study. Perceptions of the nature and extent of change in leader practice as a result of involvement in the program were sought from all program participants using a questionnaire and a series of case studies. A design feature of the study was that participants were asked to select a colleague with whom they worked closely to give their perceptions of the nature and extent of change. It was found that the program was perceived to have an impact on leader behavior in schools. This effect was enhanced when a number of leaders from the same school participated in the program.

A Leadership Development Intervention Program: A Case Study With Two Elite Teams

2012 ◽  
Vol 26 (4) ◽  
pp. 604-623 ◽  
Author(s):  
Mike Voight
Keyword(s):  
Leadership Development ◽  
Intervention Program ◽  
Program Effectiveness ◽  
Development Program ◽  
Development Intervention ◽  
Semistructured Interviews ◽  
Sport Teams ◽  
Collegiate Level ◽  
Team Captains ◽  
Leadership Instruction

Most of the leadership training that team captains receive at the collegiate level consists of either receiving a list of books or articles about leadership or a list of responsibilities that they must do with little or no guidance or instruction. Still others will focus on this reading and/or responsibilities with active discussion in the off-season, yet when it matters the most, during the competitive season, time spent on leadership instruction and follow-ups becomes an afterthought at best. Due to the supposed benefits of improved leadership for sport teams, a leadership development intervention program was developed and applied to two NCAA Division I teams who were successful enough to make it to the NCAA National Championships in their sport. Program effectiveness was determined by the teams meeting not only their seasonal goals but exceeding the primary objectives of the leadership development program set by the leadership consultant and coaching staffs, in addition to the favorable feedback provided by the team to the captains during/after the season, and semistructured interviews of the captains postseason.

scholarly journals Adolescent leadership development through participation in a robotics design challenge experience

2018 ◽  
Author(s):  
◽  
David Allan Doering
Keyword(s):  
Leadership Development ◽  
Research Question ◽  
Development Program ◽  
Leadership Traits ◽  
University Of Missouri ◽  
Adolescent Leadership ◽  
Design Challenge ◽  
And Behaviors ◽  
Adult Mentors ◽  
Robotics Design

This research study explored the adolescent leadership development experiences within teams participating in the Robotics Design Challenge sponsored by the University of Missouri Engineering Department. Since the design challenge was not a leadership development program, this research explored whether or not leadership development occurred. The first research question was whether leadership development experiences emerged. The second question took a constructivist and situational view of how the adolescents experience leadership development. The third research question examined roles of the adult mentors that fostered leadership development. The final question explored the adult-mentors' descriptions of the resulting leadership development experiences. Two sites, seven teams, and twenty-eight adolescents, ages 10 through 12, were observed during team meetings and participated in focus groups. The environment included authentic opportunity, mentor access, amount of challenge, variety of tasks, and quality and acceptance of feedback. The adolescents exhibited leadership traits and behaviors such as confidence, knowledge, teamwork, and problem solving. The adultmentors provided valuable structure and feedback. The adults reflected on the level of difficulty as being important to developing leadership and described several adolescents who exhibited leadership traits and behaviors. The robotics design challenge provided an environment in which adolescents could develop leadership skills. Providing similar opportunities to additional adolescents and incorporating leadership evelopment into those activities could be beneficial to the overall development of the adolescents.

The Effectiveness of a Leadership Development Program on Self-awareness in Practice

2014 ◽  
Vol 44 (3) ◽  
pp. 170-174 ◽  
Author(s):  
Joan M. Vitello-Cicciu ◽  
Barbara Weatherford ◽  
Donna Gemme ◽  
Bonnell Glass ◽  
Paulette Seymour-Route
Keyword(s):  
Leadership Development ◽  
Development Program ◽  
Self Awareness ◽  
Leadership Development Program

The Lived Experiences of Authentic Leaders

2017 ◽  
pp. 287-309
Author(s):  
Sandra J. Aguirre
Keyword(s):  
Leadership Development ◽  
Authentic Leadership ◽  
Research Question ◽  
Global Scale ◽  
Self Awareness ◽  
Complex Environments ◽  
Emerging Leadership ◽  
Challenges And Opportunities ◽  
Virtuous Cycle ◽  
Authentic Leadership Development

Globalization presents an array of challenges and opportunities for today's leaders. Recurring corporate and government malfeasance on a global scale as well as the morally complex environments of organizations are imposing more significant demands on organizational actors. Authentic leadership is an emerging leadership category that is gaining much interest due to the demand for more authentic leaders. Authentic leaders attain greater performance from their followers and this is considered a leadership multiplier that produces a virtuous cycle of performance and learning for leaders, followers, and organizations. This chapter discusses a completed study that addresses the following research question: How do experiences inform authentic leadership development across the 4 dimensions of the authentic leadership multidimensional construct of self-awareness, balanced processing, relational transparency, and internalized moral/ethical perspectives?

Combining interventions: an innovative leadership development program

2019 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Magdalena Maria Holtzhausen ◽  
Petro Botha
Keyword(s):  
Social Capital ◽  
Leadership Development ◽  
School Principals ◽  
Development Program ◽  
Business Leaders ◽  
Content Type ◽  
Development Interventions ◽  
Innovative Leadership ◽  
Leadership Development Program ◽  
Human And Social Capital

Purpose The purpose of this paper is to present an innovative leadership development program, which forms part of a corporate social responsibility (CSR) outreach. The program aims to develop the leadership of school principals in under-resourced communities in South Africa, while simultaneously developing the business partners paired with these principals. Through creatively combining various leadership development interventions, the human and social capital of the school principals and collaborating leaders are expanded to prepare them for an uncertain, volatile environment. This paper focuses on the learning experiences of the business partners. The program exposes business leaders to scenarios that develop unique leadership skills. Design/methodology/approach An empirical study was conducted with a purposive sample of 73 business leaders who completed the 12-month leadership development program. A qualitative approach was followed, consisting of an online survey that predominantly required a narrative description of leaders’ perceptions and experiences. The qualitative feedback was thematically analyzed. Findings The findings indicated that the use of combined leadership development interventions is important in adequately preparing leaders for the challenges of a changing and unpredictable environment. Research limitations/implications The findings of the research are limited by the small sample of 73 business leaders from a population of 294. Inferential statistics could not be conducted and responses to the survey cannot be regarded as representative of the total population. Possible bias may exist through utilizing a purposive sampling technique; however, this was counteracted through rigorous research, cross-checking and quality assurance initiatives. Practical implications The presented program innovatively combines the benefits of a CSR program with shared value in human and social capital. Business leaders are exposed to various leadership development interventions. This approach effectively prepares business leaders to deal with multifaceted contextual issues within a diverse, complex and volatile environment. The present paper shows that through successfully cultivating better leadership development initiatives and adopting appropriate and pertinent development programs, human and social capital available for economic progress are appropriately managed and channeled. Furthermore, resource exchange is enhanced through establishing strong interpersonal relations. This collaboration acts as a forerunner to business success. Hence, through adopting such intervention programs and teaching their processes and procedures, the development and implementation of positive public policy can be assisted. Social implications The value of the current research on public attitude is that its results imply and create the belief and acceptance that uncertainty and disparity can be alleviated through developing strong interpersonal relations that improve the exchange of resources through the collaboration of public and business stakeholders. Originality/value This paper introduces an innovative leadership development program, which, as part of a CSR initiative, aims to improve the leadership of school principals in under-resourced schools, while simultaneously developing the business leaders involved in the initiative. This is done through partnering a school principal with a business leader in a formal participatory leadership development program. Research shows that the unique combinations of leadership development interventions cultivate school principals and business leaders who are emotionally and culturally intelligent, resilient and well prepared to push willingly beyond and across boundaries in unfamiliar environments.

Leaders at East Thames are given room to grow

2014 ◽  
Vol 30 (10) ◽  
pp. 26-28
Keyword(s):  
Leadership Development ◽  
Housing Association ◽  
Development Program ◽  
Senior Managers ◽  
Content Type ◽  
Innovative Leadership ◽  
Association Group ◽  
Pertinent Information ◽  
Leadership Development Program ◽  
Practical Implications

Purpose – This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach – This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings – It examines an innovative leadership development program at East Thames, an English housing association group. It also explains how 40 senior managers were presented with, and learned lessons about, ideas on leadership. East Thames believes that the initiative has contributed to a real change in organizational culture, one that embraces both customer-oriented and commercial imperatives. Practical implications – The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value – The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

ANALISIS IMPLEMENTASI PROYEK PERUBAHAN JANGKA MENENGAH ALUMNI PELATIHAN KEMEMIMPINAN TINGKAT IV TAHUN 2017

2020 ◽  
Vol 15 (2) ◽  
Author(s):  
Embung Megasari
Keyword(s):  
Leadership Development ◽  
Work Teams ◽  
Development Program ◽  
Medium Term ◽  
Internal Factors ◽  
Interview Technique ◽  
Term Change ◽  
Development Change ◽  
Change Projects ◽  
Leadership Development Program

This study aims to explore the factors of the implementation of Midterm-term Change Project proposed by alumni of Leadership Development Program (Diklatpim) Level held in 2017 in the Riau Province. Data was collected using interview technique and review of related documents. The informants included three parties namely the alumni as the owner of the change project, the alumni superior as the mentor and organizer of the Training. The results showed, from the perspective of implementation, there were internal factors (low willingness, seriousness and motivation, as well as alumni communication with limited work teams) and external (unavailability of IT staff, lack of support for infrastructure and budget facilities, inequality of perception between participants and stakeholders to supporting data, as well as the lack of direct attention of superiors as mentors) which is the cause of the suboptimal implementation of medium-term change projects. This research contributes to efforts to improve the implementation of medium- term change projects through an understanding of the factors that cause the low level of implementation of the project term change in 2017 Riau Province Diklatpim IV alumni.Keywords: leadership development, change project, training evaluation, Riau.

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