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Designing and Establishing the Chosen Enrichment Community Development Corporation (CECDC)

Designing and Establishing the Chosen Enrichment Community Development Corporation (CECDC)

Tamara Morton | 2021

Abstract

Since the 1960s, governments and foundations have invested heavily in non-profit community development corporations (CDCs) out of a conviction that CDCs are uniquely positioned to build the economic and social strength of vulnerable communities. Unlike government agencies and private developers, CDCs are agile and opportunistic in pursuing revitalization. CDCs maintain strong links to their communities by involving residents in their governance and development activities. CDCs have raised living standards for those who occupy CDC-generated homes and apartments or work in businesses supported by CDC economic development investments. A CDC’s goal is to catalyze a chain reaction of neighborhood-wide improvement. This creation of a neighborhood benefit is one litmus test of a CDC’s encompassing strategy.^[1]

This project discusses the underserved population to foster community engagement and collaboration to empower at-risk youth, individuals, families, and seniors. The design and the establishment of the Chosen Enrichment Community Development Corporation (CECDC) is a new response to the Hampton Roads of Virginia community’s explicit need to provide a wrap-around supportive approach to community intervention. The gathering of data and information with assessments and evaluation tools gives a clear direction for troubleshooting and finding resolutions. The following support programs and services of CECDC include:

Develop life skills.
Develop educational and literacy programs.
Provide mentorship, coaching, and counseling.
Provide job readiness skills.
Host community fairs and projects.
GED preparation.
Provide food and clothing assistance.

The purpose of this project outlines the scope of the problem, objectives, provide research and data, relevant literature, implementation of organizational design, and a business plan. The approach consists of establishing goals, strategy, structure, culture, and teams. Writing the business plan consists of naming the organization, finding a location, establishing a mission and vision, programs, and services, identifying target markets and competitors, creating a legal and management structure, and formulating a financial plan. The goals of CECDC are the following:

Educate, train, and develop life skills.
Reduce poverty and decrease crime.
Reduce malnutrition.
Empower at-risk youth, individuals, families, and seniors.

The organizational design of the Chosen Enrichment Community Development Corporation is to provide services with compassion to the marginalized community by embracing diversity, promoting collaboration, and giving support within the community.

Key Terms: organizational design; underserved; vulnerable; wrap-around services; community development

^[1] Glickman, N. J., & Servon, L. J. (2003). By the numbers: Measuring community development corporations’ capacity.Journal of Planning Education and Research,22(3), 240-256.

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Follow on Training for Air Force Officers Focused on the New Airman Leadership Qualities

Follow on Training for Air Force Officers Focused on the New Airman Leadership Qualities

Elizabeth Vaughan Moyer | 2021

Abstract

The Department of the Air Force revamped how to evaluate commissioned officers. In early 2021, the Air Force Chief of Staff, General Charles Brown, established ten Airman Leadership Qualities (ALQs). The ALQs focused on character and competence and were based on four performance areas that coincide with the four Major Graded Areas (MGAs). The author developed an ALQ development program for Air Force officers since no formal training has been established.

The pilot consisted of a comprehensive program for officers to develop their ALQs using various methods, including coaching, mentorship, scenario-based training, case studies, exercises, panels, and test questions. Officers were assigned pre-reading and work and prepped for an interactive seminar focused on leading people. Topics included inclusion and teamwork, emotional intelligence, and communication. All of the tools and resources for the ALQ training were included in an interactive master document, allowing easy replication of the pilot at other Air Force installations.

Ultimately, the pilot program will continue expanding and providing Air Force officers tools to develop and improve performance.

Keywords: Airman Leadership Qualities, Training, Development, Performance Improvement

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Leadership For such a Time as This: A Modern Approach to Global Inclusive Leadership

Leadership For such a Time as This: A Modern Approach to Global Inclusive Leadership

Muteba Mukendi | 2021

Abstract

It goes without saying; we are living in uncharted territory. The COVID-19 pandemic has amplified global public health and socio-economic challenges. However, even before the pandemic, income inequality, access to healthcare, and social justice contributed to a growing number of global challenges. The onus to bring about change ultimately falls on global leaders. With even more pressure to “go global”, leaders require intercultural competencies to grow teams and build solutions to solve the world’s more pressing conundrums.

This book introduces a modern framework called the Global Inclusive Leadership. This approach comprises three integral parts: global intersectionality, morality, and accountability. The central idea shifts the traditional leadership narrative to being the best “for” the world rather than being the best “in” the world. The author contents that global leadership is not leadership from afar; instead, it starts at home and in many ways in local communities. Therefore, the leader must comprehend the global intersections and how to swiftly adopt moral characteristics in the face of global calamity.

The author intertwines his personal experiences from his childhood in various African countries to identify and draw lessons of how innovative leadership approaches can bring about meaningful and transformational changes in organizations and societies. The result is a thorough discourse on how global leadership of the future can be improved by building a globally connected environment where all internal and external stakeholders benefit from the structure and processes.

The global inclusive leadership framework encompasses the need for leaders to handle cultural diversity and successfully manage change while addressing complex business issues. Inclusivity underscores the need for all stakeholders’ full participation, not only the shareholders or key players. This book will give valuable insights to leaders for such a time as this.

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Shaping Culture: A Handbook for Leadership Development in Cameroon

Shaping Culture: A Handbook for Leadership Development in Cameroon

Emeline B. Nde | 2021

Abstract

This book explores Christ’s redemption of culture, the priesthood of every believer, and God’s new mandate in Matthew 28:18-20 to intentionally craft culture through the seven-mountain strategy. It also excavates lessons from the history of the Church and Cameroon. The command of God to humanity in Genesis 1:28 was a mandate to purposefully shape culture. This is a task uniquely adapted for a certain kind of leader – a servant leader. Many within the Christian tradition in Cameroon and Africa, have a distorted view of culture, which allows for the formation of a society formed by those who do not value the redemptive culture of Christ. Thus, this book clarifies the servant leadership dimension as a guide to leaders seeking to bring about a cultural transformation within their societies.

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Data Insecurity and Leader Integrity

Data Insecurity and Leader Integrity

Wilma Neal | 2021

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Leaders and their businesses are struggling to manage information and data securely with integrity. Old technology and poorly trained workers are a few of the contributors. Another is cybercriminals -they are negatively affecting leaders’ management of customer information and data. This manuscript explains the tactics leaders can incorporate to address mishandling customers’ information, data while maintaining their integrity when cybercriminals steal or attack their business systems. Information and data insecurity occur due to vulnerable computer hardware and software technology and a lack of administration information practices becoming weaknesses for hackers. The discussion research involves statistics from the Verizon Data Breach Investigation Report (DBIR) that include the weaknesses and vulnerabilities found in companies.¹ A description of necessary governance requirements that leaders should incorporate in their operations involves policies, regulations, and laws within the cyber industry. Also, the article exams organization access, failures, maintenance techniques, and ethics to manage information and data. Likewise, an assessment of leadership moral character traits, principles, relationship intelligence, and methods to develop adequate educational measurements to build workers that work with consumer data and information securely. The document identifies biblical principles that leaders must exhibit, and workers need to use with their education and training skills to formulate behavior and reinforce standards of integrity that will benefit their organization, increase their work productivity and consumer confidence.

Keywords: leader, integrity, cybercriminals, governance, ethics, data, information, vulnerability, education, technology, character, principles

¹Verizon. Data Breach Investigations Report (DBIR). Verizon, 2020.

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A Christian Leadership Approach: To the Development of Africa

A Christian Leadership Approach: To the Development of Africa

Rekik Truye Netsanet | 2021

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Purpose: Thepaper aims to review the role of Christian leadership throughout Africa and the link connected to sustainable leadership developmental practices. Africa is the wealthiest continent in the world. Yet, it is poorly managed. This paper aims to provide solutions through effective Christian leadership practice.

Design/methodology/approach: In seeking to achieve its purpose, the paper examines Christian Leadership and its effectiveness to cross geographical, tribal, and economic barriers through the Christian leadership approach.

Findings: Findings from the paper affirms a link between effective Christian leadership methods through a transformational leadership approach.

Practical implications: Based on the findings, it is recommended African Christian leaders maintain effective leadership styles. This leads toward successful individuals and Christian leaders, which create sustainable developmental growth throughout the African continent.

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Seafaring of the future in the context of the 4th Industrial Revolution and the advent of autonomous vessels

Seafaring of the future in the context of the 4th Industrial Revolution and the advent of autonomous vessels

Joseph Nyamwange | 2021

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The Fourth Industrial Revolution (4IR), commonly known as shipping 4.0, is considered a disruptive innovation paradigm especially in the maritime industry that is traditionally slow to adopt changes. Technological literacy, infrastructure and social acceptance of increased technological advances, and the role of human resources and referred competencies in the evolving technological era are crucial (De Klerk, 2019). Maritime industry leader (Borromeo, 2020) posits “How we, therefore, formulate our plans and strategies in the period ahead will spell the difference between our being victims of disruption; alternatively, our being responsible stewards who shape and transform our sea and landscapes – creating meaning, purpose, and structure for what we want to be – our better tomorrow.” In response to this call to action, one required competency needing consideration is a Anticipatory management principle to enable Human Resource (HR) departments within the shipping industry to navigate through the rough unknowns ahead.

Shipping 4.0 vision is the widespread utilization of cyber-physical systems (CPS), Internet of Things (IoT), and Internet of Service (IoS) in the shipping domain. These technologies and intelligent equipment and control systems will provide a new shipping industry with its requirement for seafarers who operate the ships, the shipowners, and the onshore marine service providers. The hybrid project was a combination of research and a strategic foresight workshop which entails integrating Anticipatory Management approaches and leadership development theorem in designing the future of marine human capital (seafarers) within Maersk A/s. It resulted in the development of a roadmap to 2050 for talent development and training of our seafarers.

The hybrid intervention was designed to align with Maersk A/s’s aggressive de-carbonization goals coupled with guiding the People Strategy team in identifying the changes in skill and training requirements necessary to shift the organization toward operating with carbon neutral vessels and autonomous seafaring vessels. Through this intervention, we created a model consisting of four alternative futures to help the teams recognize the need to prepare for multiple potential futures. The delivery method was a two-day workshop using the model and guided the teams through the discovery and strategy formation process. The engagement among workshop participants served as a catalyst for the teams to develop a long-range plan to 2050.

References

Ashley, W. C., & Morrison, J. L. (1997). Anticipatory management: Tools for better decision making. Futurist, 31(5), 47-51.

Borromeo G. 2020, Disruptive trends and implications for continuing talent development and acquisition Safety4sea published on 14/01/20. Gerardo A. Borromeo, Vice-Chairman and Chief Executive Officer of Philippine Transmarine Carriers, Inc.

De Klerk, Y. (2019). Scenario planning for an autonomous future: a comparative analysis of national preparedness relating to maritime policy/legislative frameworks, societal readiness and HR development for autonomous vessel operations.

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Five Stones to Turn up Leadership. A Market Place Ministry Resource

Five Stones to Turn up Leadership. A Market Place Ministry Resource

Fred Phelps | 2021

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Five Stones to Turn up Leadership, is a suggested marketplace ministry resource providing a few key components leaders can glean from as it relates to Leadership Development, Leadership Effectiveness and Leadership Empowerment. To execute leadership development there must be an understanding of what leadership is by definition and in practice. While there are many definitions of leadership: leadership is an action, not just a position, or role, it is an ongoing phenomenon that individuals are constantly developing. In the marketplace organizations and their leaders must be aware of their role to continually develop and challenge their leaders to align with the organization’s vision, the power of influence, and leadership effectiveness.

This manuscript includes academic research and qualitative research, using an unstructured interview with leaders in eight different industries, or mountains of influence that shape our culture i.e., faith, family, business, government, media, education, entertainment, healthcare. The total number of hours documented for the interviews were 20+ hours for the purpose of this manuscript.

The foundation of this manuscript is based on a summary of The Leadership Challenges, How to Make Extraordinary Things Happen In Organizations, by James Kouzes and Barry Posner. The Leadership Challenges include five practical influences (Lead the Way, Inspire the Shared Vision, Challenge the Process, enable others to act, encourage others’ hearts. The Leadership Challenges inspired 5 Stones to Turn UP Leadership. The urban term “turn up” let’s go party! A trending culture artist newsletter defines turn up as: “a moment and a call, both a verb and a noun”. Turn up is “both anticipatory and complete”, “To Live and to move”. Turn up can also be defined: it is about, process, posture, and performance. The five stones associated with Turn UP leadership: (1) Know the vision, know your assignment, know your mountain of influence. (2) Be Inspired, one cannot lead without being led, or without be mentored and accountable. (3) Think out the box. Successful leadership is not cookie cutter and must be unique to your call as a leader. (4) Spend time with God. Effective leaders must be like the sheep who knows the voice of the shepherd and willing to obey whatever he commands. (5) Stay aware of future developments: know of what is going on in your respective field or mountain. Know the trends, and what is working and what is not. Spiritually, Godly leaders must know the spiritual obstacles that must be assessed and fought in prayer. The objective of this manuscript is to empower leaders in the secular marketplace to be of Godly influence. The final part of the manuscript is a suggested devotional for leaders to consider when influencing secular markets.

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The Modern Leadership Dilemma: Occupational Evolution

The Modern Leadership Dilemma: Occupational Evolution

Charmaine Madison | 2021

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In the medical profession, all surgical assistants, nurses, and doctors are required to obtain varying credentials to validate their knowledge. This knowledge validation serves as a baseline requirement to enter into the medical profession. Specific certifications are later obtained to indicate experience in specific areas of study or practice environments. Before they can work, each occupation must become licensed; establishing their authority to practice or perform procedures and make life-threatening decisions, associated with their profession. Licensing ensures knowledge and complacency with applicable ethical codes of conduct, federal and state-specific laws. Licensing establishes insurability which minimizes risk for the individual and the organization from potential legal challenges.

Based on trend analysis, leadership in every industry will face an increasing level of accountability and expectation to become conscious capitalism, maintain a competitive market edge, optimize resources, gain efficiencies and retain quality; while also serving and supporting a more diverse workforce^[1]. The role of leadership is exclusive and independent from the industry or individual and is often referred to as a competency or complementary skill. The impact of today’s leaders extends well beyond economics into ethics, employee privacy rights, preservation of the environment, and employee quality of life. Advancements in technology have provided additional ethical and quality concerns as artificial intelligence software and computing devices have begun to perform decision-making functions; eliminating tasks from managers or leaders^[2]. The broad nature of leadership impact increases the risk to the organization and individual if decisions result in an economic or personal loss, injury or damages.

In this discourse, I will explore the urgent need for the professionalization of leadership and the establishment of a universal structure for global leadership development of capabilities. Introduced as a response, the Leadership Maturity Model is presented to address the gap of providing applicable guidance for achieving ethical and effective multi-level leadership within an organization. The Leadership Maturity Model is a proven set of leadership development best practices presented into a framework; designed to aid organizations and leadership coaches in the development of future leaders by providing a multi-level leadership criterion for capabilities. This framework establishes transparent expectations and standards for internal and external stakeholders of the quality and credibility of an organization’s critical decision-makers; promoting accountability and ethical behavior that leads to increased performance and assurance of capabilities needed to navigate the challenges and complexities of today’s diverse workforce and economy.

^[1] (Metcalf, 2018) (StratX)
^[2] (Penn, 2018)

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Into the Deep: The Sacred Call of Leadership

Into the Deep: The Sacred Call of Leadership

William Ray Martinez | 2021

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You are a leader. Whether you’ve worked diligently towards this role or reluctantly stumbled into it. But inside, you don’t always “feel” like a leader. Maybe you compare yourself to others with greater influence and bigger platforms. When you look at yourself, you might feel like you don’t measure up. When you add to this weight of people’s expectations, it’s easy to feel paralyzed. For this reason, too many leaders throw up their hands and walk away. The truth is, leadership is a sacred calling. It is more than just fulfilling the task at hand. You will discover that it unlocks doors of influence that give you a platform to embody the faith we proclaim and make a significant difference in the world.

The book, Into the Deep: The Sacred Call of Leadership, will help leaders discover the sacred calling of leadership so they can lead with confidence.

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