“I'm Your Leader Now, but Do You Trust Me?”

Leadership succession is inevitable for most family businesses. To effectively face this challenging transition, next-generation leaders need to have the ability to gain their employees' trust which is typically very challenging due to previous generation' influence on the business. The chapter explores how trust in family leaders can impact succession when a business is passed from one generation to the next. This chapter presents two comparative examples of family business cases operating in the transportation sector in Italy. In the first business, the succession already took place and the next-generation leader is running the firm, while in the other firm, the incumbent generation is still in charge of the company and is not passing the baton. Results show that the incumbent and next-generation leader's perception of their leadership style correspond to non-family employees' perceptions. However, employees' trust in the incumbent is higher than the trust in the successor.

Entrepreneurial Parenting Through Spiritual Capital

This study aligns with the objectives of this volume, presenting cases reflecting social entrepreneurs' lived experiences, seeking understanding, and conveying learning from practitioners and their emergent approaches embedded in contextual realities. Adopting an interpretative approach, this chapter presents First Fruit Group (FFG) as an illustrative case derived from a broader study – highlighting various dimensions of entrepreneurial parenting identified as core elements in the nurturing process at FFG and manifested in the relationship between social entrepreneur and mentee. Evidently fundamental for FFG's growth, it extended strategic vision and raison d'être continuity in leadership succession, motivating new opportunity exploitation and sustaining the group's enterprising expansion.

Use of Charms in Succession Politics of Traditional Luba Leaders of Kasai Central in the Democratic Republic of Congo

The study focusses on the role of indigenous manga (charms) in the politics of succession in traditional leadership among the Luba people in the Democratic Republic of Congo (DRC). The Luba people possess and use various types of indigenous charms for different societal functions. They play a more salient role in how traditional leadership is practiced in the community. It is already established that, traditional leaders perform various functions within the community including providing security, regulating societal activities, administering justice, resolving disputes and so on. The objective was thus to investigate how the various types of fetishes/charms are incorporated and used in succession in traditional leadership. The study used a phenomenological approach, with data collected from various traditional leaders and charm givers, provincial members of parliament in Kasai in DRC. The findings indicate presence and use of various types of indigenous manga in traditional leadership succession. These come both in the form of symbols, rituals such as the enthroning ceremony of a traditional leader, and following the customs, laws and traditions of traditional leadership. Such traditions or customs include the requirements that a traditional leader must protect everyone in the society, ensure there is justice, accountability, good luck, prosperity and good governance in the community.

EXPLORING THE IMPLEMENTATION OF TEACHER LEADERSHIP IN LESOTHO HIGH SCHOOLS

Whilst teacher leadership is an evolving concept with a potential that has yet to be realized, the fostering of teachers’ leadership growth remains a sustainability element in education worldwide. Teacher leadership for sustainability indicates a fresh and extended consideration of leadership emphasising sustainability principles and providing leadership that transforms the school environment while engaging in collaborative efforts to do so. Located in the interpretive paradigm, this qualitative study sought to elicit the views of Heads of department (HoDs) and District Education Managers (DEMs) in Lesotho high schools to explore the views they consider most relevant in developing teacher leadership skills to ensure leadership succession as sustainable practice. The findings reveal that to achieve sustainable teacher leadership, there is a need to withdraw from a top-down hierarchical model of leadership towards more flexible, transformative, and empowering approaches to leadership. Furthermore, in order to maintain sustainable teacher leadership, HoDs and DEMs must be innovative in providing reflective plans for professional development that can sustain teachers throughout their careers and foster learning environments that are healthy for teachers, learners, and the school. The study recommends that school leaders should mobilise the leadership expertise of teachers in their schools in order to create more chances for transformation and capacity building. Sustainable teacher leadership can help bring about great improvements in a school, including extending the scope of leadership beyond what the HoDs and DEMs cannot achieve alone, and building their relationship capacity to become collaborative change agents.

Refleksi Pemimpin Yang Memberdayakan Berdasarkan Keluaran 18:18-24

The focus of leadership is not about position. An important role in leadership is to help those being led to grow in Jesus Christ. This study discusses the Reflections of Empowering Leaders Based on Exodus 18: 18-24. The objective is to identify the role of leaders in the empowering principles studied from Exodus 18: 18-24 regarding the leadership of Moses. One of the reasons for Moses' leadership to be ineffective was that Moses was leading alone. Therefore Jethro, who was Musa's father-in-law as well as a priest in Midian known as a prophet, suggested that Moses develop the principle of empowering capable people to become leaders for the smaller groups under his leadership. The methodology used is literature research using primary sources from books, journals and previous research as a source of study. The primary data is then analyzed and synthesized to become the novelty discussed in this study. So the orientation in empowering leadership is an effort to help the individual being led reach a better stage so that it is more light than Musa's single leadership. The leadership principles discussed include delegating leadership, increasing responsibility, increasing capacity, training independence and being willing to learn and be taught. Thus, this leadership can have a wider influence and create empowered individuals, independent of certain situations or organizations. Today's leadership succession requires to form leaders who excel in the face of competition, innovation, and leadership succession skills that can be manifested in empowering leadership. An empowering leader is a solution to leadership problems in the Indonesian nation, the church and the family as the smallest unit in the organization.

INTRODUÇÃO AO CONCEITO FAMÍLIA EMPRESÁRIA / INTRODUCTION TO THE FAMILY BUSINESS CONCEPT

Quem constitui a família empresária? A resposta a esta questão está por encontrar. Da aceitação da definição de família empresária irá depender a evolução do negócio familiar, a liderança e sucessão da família ou a divisão da herança. Através da revisão de literatura, com recurso aos conceitos de campo, habitus e capital simbólico, apresenta-se uma proposta exploratória de tipologia de família empresária. Esta aponta para um sistema aberto, intergeracional, com um perímetro de geometria variável, com fluxos de entrada e de saída no sistema, seja por causas naturais ou por razões de ordem social. Assim, são geradas combinatórias sempre originais, podendo torná-la potencialmente disfuncional e geradora de conflitos intermembros e/ou intraclãs. Logo, percebe-se a existência de um espaço social específico, relativamente autónomo, com regras de funcionamento, objetivos e interesses específicos. Answering the question "Who constitutes the family business?" is not found yet. According to the acceptance of a definition of family business it will depend the evolution of family business, leadership, succession in the family or the division of inheritance. Through literature review, using concepts as field of investigation, habitus and symbolic capital, an exploratory proposal of typology of business family is presented. This proposal points to an open, intergenerational system with a variable geometry perimeter. This perimeter includes an input and output flows system, either for natural reasons or for social reasons. Thus, we have the generation of original combinations, which can be potentially dysfunctional and generating inter or intra clan conflicts. Hence, we understand the existence of a specific social space, relatively autonomous, with specific rules of operation, objectives and interests. JEL: D02; D21; D23; Z13 <p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0778/a.php" alt="Hit counter" /></p>

Suksesi kepemimpinan pentakostal di era disruptif

The disruptive era is demanding strategic leadership which able to answer the needs of the church grows in the future. Leadership in Pentecostal churches that tend to prepare their family in succession has no guarantee of the needs and success of the next leader in the disruptive era. This research is proposed to examine the most dominant influence factor of leadership succession of Pentecostal churches. This research is using a quantitative approach with a survey method. The result showing that to have a succession planning in prepare new leaders for the church is the most dominant influence factor of leadership succession of Pentecostal churches in a disruptive era. To prepare a new leader through the right and contextual leadership succession is the key to future leadership success. Abstrak Di era disruptif menuntut kepemimpinan yang strategis dan mampu menjawab kebutuhan untuk perkembangan gereja di masa yang akan datang. Kepemimpinan pada gereja-gereja aliran Pentakosta yang cenderung mempersiapkan anggota keluarga dalam regenerasi tidak memberikan jaminan sepenuhnya dapat menjawab kebutuhan dan bagi kesuksesan kepemimpinan selanjutnya pada era disruptif. Penelitian ini mengkaji faktor yang paling dominan mempengaruhi suksesi kepemimpinan gereja-gereja aliran Pentakosta. Penelitian menggunakan pendekatan kuantitatif dengan metode survei. Hasil penelitian menunjukkan bahwa memiliki perencanaan dalam menyiapkan pemimpin baru bagi gereja menjadi faktor yang paling dominan mempengaruhi suksesi kepemimpinan di era disruptif gereja-gereja aliran Pentakosta. Mempersiapkan pemimpin baru melalui perencanaan yang baik dan yang tepat serta kontekstual menjadi kunci sukses kepemimpinan pada masa yang akan datang.