Adolescent leadership development through participation in a robotics design challenge experience

Mapping Intimacies ◽

10.32469/10355/67678 ◽

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.

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Toward a Pedagogy of Self

Teachers College Record ◽

10.1177/016146810911101206 ◽

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.

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Theory and Application of Leadership

Encyclopedia of Human Resources Information Systems ◽

10.4018/978-1-59904-883-3.ch123 ◽

2009 ◽

pp. 836-841

Author(s):

Krista J. Crawford-Mathis

Keyword(s):

Leadership Development ◽

Human Resource ◽

Development Program ◽

Core Competency ◽

Training And Development ◽

Leadership Traits ◽

Effective Leaders ◽

The Future ◽

Organization Leadership ◽

Resource Division

One of the key functions of the human resource division is the training and development of the organizational staff. Technology is forcing change with respect to the tools and skills required to lead organizations. As such, the identification of the competencies required for an effective executive recruitment and development program can impact the future of an organization. Leadership development should be a company’s core competency (Foster, 2006). The correct mix of leadership traits, skills, and abilities can be dictated by the situation in which the leader operates, for example, industrial versus service, traditional versus virtual. The following is a brief description of leadership theory, the competencies of effective leaders, and a look at implications for the future.

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Ikenet: Social network analysis of e-mail traffic in the Eisenhower Leadership Development Program

PsycEXTRA Dataset ◽

10.1037/e551922009-001 ◽

2007 ◽

Cited By ~ 3

Author(s):

Ian McCulloh ◽

Grace Garcia ◽

Kelsey Tardieu ◽

Jennifer MacGibbon ◽

Heather Dye ◽

...

Keyword(s):

Social Network ◽

Leadership Development ◽

Social Network Analysis ◽

Network Analysis ◽

Development Program ◽

Leadership Development Program ◽

E Mail

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

Jurnal Good Governance ◽

10.32834/gg.v15i2.120 ◽

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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