Skip navigation
Chat Apply Now Request Info Call Now

The Rise of a New Joshua Generation of Leaders in the 21st Century: All Eyes on Generation Z

The Rise of a New Joshua Generation of Leaders in the 21st Century: All Eyes on Generation Z

Patrina Makins | 2022

Abstract

The Rise of a New Joshua Generation of Leaders in the 21st Century: All Eyes on Generation Z manuscript aims to determine if Generation Z are the new leaders of the 21st Century or another “lost generation in history?” The manuscript unpacks five insightful and jaw-dropping chapters that discuss the discourses of this cohort, such as All Eyes on Generation Z, The Lost Generations, The Five Stakeholders Who Failed this generation, Digital Babylon: The Battle for the Souls of Generation Z, and Apologetics for a New Generation.

Data Analysis Approach: The data consists of quantitative, qualitative, and comparative research-based analysis explicitly focusing on the characteristics and behavioral patterns of the Joshua Generation and Generation Z. The investigation is conducted from a historical and Biblical leadership perspective. It underpins past and future data trends that are on the horizon/cone of uncertainties forecasting and determining Gen Z demise through the lens of inadequate leadership for a group of teens and young adults aged 13-25 years old.

Methodology: Scientific Based Research, Documentaries, Interviews, Data Analysis on Generations, Case Studies, Past and Future Trends in the Holy Scriptures, and Scholarly Articles.

Text-Book: Strauss & Howe’s (1991) textbook Generations “The History of America’s Future. 1584 to 2069.” Fritz (1989) Choices to Transformation. Kinnaman, and Matlock (2019) Faith For Exiles 5 Ways For A New Generation To Follow Jesus In Digital Babylon. Grand Rapids: Baker Books. Woodman and Wyn, (2019) Youth and Generation: Rethinking Change and Inequality in the Lives of Young People: Sage, Los Angeles.

Key Terms: Generation, Characteristic, Lost Generations, Generation Z, Joshua Generation, Leadership, Apologetics, Digital Babylon, Atheism, Systemic Racism, Social Disadvantage, and Inequity.

What Works for Executive Coaching?

What Works for Executive Coaching?

Patrick Kambu Mbenza | 2022

Abstract

Executive coaching has become the standard used to address organizational performance and productivity. Executive coaching has gained a significant consideration in senior leaders and executive development. Research show that companies are investing considerable amount of resource in area of coaching to withstand the constant changes in the business environment. Recent research in business indicates that coaching has dramatic effects on performance outcomes and this sort of effect is felt in all areas of coaching. Thus coaching, as has emerged over the last 20 years in the Western world, is a standard process that can help not only the performance of individuals and the productivity of organizations, but also anybody and everybody in facing the issues they have in their private and personal lives (Sale & Moynan, 2018).

A recent survey from the Conference Board of Canada revealed that 72 percent of organizations surveyed use coaching to support leadership development. However, despite its growing popularity in applied settings, this developmental intervention has to date received little attention in empirical research. Few rigorous quantitative empirical studies have been conducted, and most of them have focused on the effectiveness of coaching (Baron, Morin & Morin, 2010). For the purpose of this doctoral project, a study has been conducted through a survey to find out what works for executive coaching. All people who completed the survey hold leadership positions, whether in a business organization or a not-for-profit organization. This project represents a valuable resource for coaches and coachees. Executive and leadership coaches will be better prepared to help their clients most effectively by making value of this project. This project goes through in-depth analyses of what coachees expect from coaches; how they can better support them in achieving their goals. The leaders who completed the survey shared their coaching experience. They shared the strengths and weaknesses they have observed from their coachees and made some suggestions on how coaches could improve their coaching practices. This study has revealed that coaching is a productive relationship and partnership. Coachees observe their coachees more than they imagine. They are detail-oriented and look at all aspects of the coaching sessions: personal connection, competencies, time management, and many more. What ten years ago was seen as an emergency measure to address toxic behavior in leadership has now become a privileged service provided to the high potentials to help them further develop their capabilities and successfully ascend the organizational hierarchy. Executive coaching has also permeated the traditional management education boundaries, with an increasing number of business schools globally incorporating EC practices into their postgraduate and executive education program. A recent survey of executives and business school deans identified a clear need for business schools to do more on leadership development, including the incorporation of individual coaching into their curricula (Athanasopoulou & Dopson, 2015).

Keywords: Executive coaching, coach, coachee, leaders, survey, project, organizational performance, Leadership development, business

Ada

Ada’s Coronation: An Allegory of the Significance of Leadership

Avis McGriff | 2022

Abstract

Leadership is a vital research topic. The significance of leadership has long been valued in many regards. Whether leadership is being examined from the vantage point of how leaders are developed or the emerging examinations of leadership models, leadership as a platform has been a subject of continual consideration. Exploring leadership through an allegorical journey promotes a deeper connection with leadership principles. As the reader is guided into the private spaces of a leader’s thoughts—namely, Queen Ada on the day of her Royal Coronation—the significance of leadership comes alive. Though Queen Ada is only twenty-five years old, she has recently ascended to the throne of the glorious Kingdom at Turnbough. The Coronation Ceremony is held eight months after Queen Ada’s ascension to the throne. She is a young Queen but has the support of her mother, The Queen Mother, to help develop Queen Ada as a good and wise leader. This allegory reveals critical principles associated with leadership development and leadership effectiveness. The major theme of Ada’s Coronation is the significance of leadership. The minor themes deal with aspects such as leadership succession, leadership effectiveness, and leadership development.

As Queen Ada contemplates being crowned at The Coronation Ceremony, she reflectively explores the encounters of influential people and impressionable situations that have shaped her life and leadership ideology. Queen Ada is the heir apparent to the throne of the glorious Kingdom at Turnbough. However, having this birthright has not impeded her from reverently considering what is required to become an exemplar, both as The Queen and as an effective leader. During Queen Ada’s reflective exploration of how she desires to lead and what it means to be an exemplar, she insightfully contemplates how to best impact her people, along with the likely effects of transforming the Kingdom for future global interactions. A primary objective of The Queen is to ensure the people of the Kingdom at Turnbough are secure and well engaged by the Parliament. Thus, Queen Ada must rightly ascertain the best practices in decision making, both in assessing how to best protect the interests of her people, and how to deal with positive and negative challenges to her decisions. This allegory follows Queen Ada’s contemplative journey from the dawning of the momentous day up to her entrance procession into the Royal Westheimer Cathedral to attend The Coronation Ceremony.

The second half of this book includes a vibrant discussion regarding the significance of leadership, answering the call of leadership, and how leadership is developed. Considering the traditional views of leadership, up to today’s extensive research of leadership topics, this conversation on leadership reveals a need for future research of this topic. Why is leadership significant? Since the historical inception of the roles of leaders, the concept of leadership has been recognized as the necessary placement of persons inclined to take charge and guide groups of followers. However, leadership has traditionally operated according to the status quo. Today’s call of leadership promotes using innovation and transformative change to positively influence people and provide for the future sustainability of the organization. When leadership is constantly developed, then effective engaging and collaborations occur, which ultimately enhances the relationships between leaders and followers. Indeed, effective leadership wisely seeks to develop members across the entire organization to identify and promote future leadership. The beneficial outcomes of effective leadership are enumerable. As this discussion of the significance of leadership elucidates, the timeless considerations of becoming effective in leading the organization are necessary for creating an emerging impact in today’s global organizations.

Keywords: Allegory, Effective Leadership, Leadership Succession, Leadership Development, Transformational Leadership

Changing Places: GPS for the Leader in You (Guidance, Perseverance, and Self-Discovery)

Changing Places: GPS for the Leader in You (Guidance, Perseverance, and Self-Discovery)

Annecia McNeil | 2022

Abstract

Leaders come from many sources with different backgrounds. They may be an executive, parent, emerging, organizational, church, global, or school leader. Anyone in a position of influencing or motivating others can be considered a leader. This book begins with the end in mind of why leaders fail, which may happen if you do not make an inward and outward transition. When failure happens, it is not the end; learn from it and make the necessary changes to get back on track. It details the importance of transforming and leading yourself before you begin to lead others. When you learn how your biases, values, and beliefs impact your leadership, you will understand how the experiences of those you lead impact their performance.

This book also provides declaration statements along with actions to fulfill your commitment to leadership. It encourages you to lead greatly. It drives home the foundation for leadership success: self-development and the development of others. The key is to be willing to learn more about yourself and others. It would be best to let others know what principles you stand by, how you will inspire them, and your expectations at the beginning. Your actions and decisions will be remembered so think about how you want to be known as a leader. Commit to lifelong learning so you can lead greatly.

Gender Equity in Engineering and Tech: Are Women Leaders the Solution to the Leaking Pipeline, Innovation, and Profitability?

Gender Equity in Engineering and Tech: Are Women Leaders the Solution to the Leaking Pipeline, Innovation, and Profitability?

Belinda Mutoni | 2022

Abstract

The issue of gender inequity in the male-dominated industry of engineering and technology (E&T) is massive today in contrast to the increase of graduation and recruitment of women engineers. Through interviews, books, industry publications, and journals, this publication will explain the barriers to gender equity in leadership in E&T. From personal experience, personal interviews, and research, I demonstrate the causal loop diagram (CLD) showing where gender equity in E&T leadership is today and the desired future state to develop corporate and public policies, procedures, and programs to mentor and promote into E&T leadership. The paper uses working examples of gender equity in leadership of public and private organizations to solve the gender inequity in E&T leadership. To fully understand how to reduce gender inequity in E&T, I interviewed leaders in E&T, researched other industries, and country policies that have succeeded in increasing Diversity, Equity, and Inclusion (DE&I) to close the gender gap in leadership.

The paper starts with defining gender equity, gender equality, and the gender gap in science, technology, engineering, and math (STEM) then translating the current state of gender equity in leadership. Next, I used interviews with industry leaders, research of other industries, and comparing country policies to identify the barriers to gender equity. I approach solving gender equity in E&T with three playbook steps addressed to executives and policy makers to close the gender gap. I conclude that achieving gender equity in E&T leadership will simultaneously develop the pipeline, innovation, and increase the bottom line for organizations.

The research findings used to create the playbook steps to gender equity in E&T leadership revealed gaps in areas of mentorship, family responsibilities, and leadership support as a continued barrier to gender equity. This paper and the accompanying lessons will provide succinct steps to support women and executives in E&T to support aspiring women leaders to reach their peak potential as they align with the organizational objectives and close the gender gap in leadership. Finally, I detailed the steps to achieve gender equity as a playbook for executives and policy makers to ignite a cultural change in E&T for more gender equity in executive leadership with the goal of increasing innovation and profit gains by tapping into the leadership talents of women.

Keywords: Engineering and Technology (E&T) Leadership, Gender Equity, Gender Disparity, DEI (Diversity Equity & Inclusion), Mentorship

Data Speaks: Business Analytics for the Creative Leader

Data Speaks: Business Analytics for the Creative Leader

Chima Ify Nathan | 2022

Abstract

The purpose of “Data Speaks” is to re-introduce data analytics. Data speaks, and it has a voice that communicates information relevant and critical to the daily decisions in leadership. Creative leaders give data the voice needed to effect change, influence organizational culture, and strategically anticipate the future. The Key Performance Indicators (KPI) generated for any data matrix should provide real-time information on the trajectory of our corporations. The data tells a story about the for-profit and the non-profit corporations; data can reveal and conceal essential facts. Data is not only speaking about the outcome, but it is also speaking to the intangibles like human-resource retention, church growth, employee morale, culture shifts, and other opportunities for improvement. Since data contains individual facts, statistics, and information items, how can we create an organizational culture where everyone is intentional about gathering data? How can data shift corporate culture proactively or during crises and uncertainty? How can we allow data speak to business plans objectively? The book begins with results from a survey from 100 participants who share how they use data and their preference in data presentations. The results of the survey and the implications are found throughout the book. The second chapter is dedicated to the concept of creative leadership and the impact of a multigenerational workforce in an economy with a dire need for innovators. Data needing a voice through business analytics, strategic foresight, and change management is the focus of chapter three. In chapter four, data expresses emotions through organizational culture and how leaders can quantify empirical evidence. Storytime portrays how the leader is responsible for using the data to tell the story, in chapter five and chapter six concludes with the results of data speaking.

Keywords: Leadership, Organizational Culture, Strategic foresight, Design Thinking, Innovation

Leadership Development and Succession Planning: Identifying, Assessing and Developing the Next Generation of Leaders Beyond the Here and Now

Leadership Development and Succession Planning: Identifying, Assessing and Developing the Next Generation of Leaders Beyond the Here and Now

Pamela R. Newton | 2022

Abstract

The Leadership Development and Succession Planning course focuses on organizations’ strategic management concepts and techniques from a non-profit perspective. Topics emphasized include developing a succession plan, setting objectives, and crafting a strategy for the organization’s long-term growth and profitability.

This course is intended to apply theoretical knowledge to various organizational situations from a top-management perspective. The concepts and techniques of Leadership Development and Succession Planning will be presented as a framework for decision making. Organizations will learn the importance of creating and implementing a strong succession planning process, discover how to identify, assess and develop potential leaders, and prepare the next generation for success.

The information represented within the course structure is essential for future leaders as it enables them to minimize the risk of losing the chance of building the organization’s bench strength. In addition, it provides them with the knowledge framework for the fulfillment of the critical leadership position in the organization they are working for, with the talented, competent, and professional leaders of the new generation.

Dare to Dream Leadership Consulting Curriculum

Dare to Dream Leadership Consulting Curriculum – A Systematic Development Program

James E. Owens Sr. | 2022

Abstract

This project is a curriculum based on my many years as a Gospel preacher for well over 30 years, served within the United States Army as a Sr. Non-Commissioned Officer for over 21 years, a father and husband for over 32 years. It is my passion and life’s calling to inspire, educate, and by practical application show the world that their dreams can become a reality!

Dreams are given and inspired by God. The Bible tells us, “And it shall come to pass afterward, that I will pour out my Spirit on all flesh; your sons and your daughters shall prophesy, your old men shall dream dreams, and your young men shall see visions” (Joel 2:28; NIV). God actively speaks to us through our dreams and these dreams have scriptural meaning for our lives in order that we might discern God’s will and walk them out. God spoke to Joseph in a dream (Gen. 37:1-44); Jacob sees angels ascending and descending on a ladder between earth and heaven (Gen. 28:12); an angel tells Joseph the carpenter not to divorce Mary; her child is the Savior (Matt. 1:18-24). God uses our dreams and visions to bring instruction. God not only opens our ears, but also seals instruction through our dreams so that we are notified of our faults, counseled in the wrong direction, and given instruction on the best ways to move forward from the current circumstances that you are into a life filled with purpose and destiny!

In short, the Old Testament Prophet Jeremiah makes all simplistic into one sentence according to Jerimiah 29:11 “For I know the plans I have for you,” declares the Lord, “plans to prosper you and not to harm you, plans to give you hope and a future (NKJV). In closing, it is within this manuscript curriculum that students, professors, businessmen, mothers, fathers, and people from all walks of life, can use what has been developed within these pages to endeavor to accomplish the unthinkable, to achieve the insurmountable, goliath challenges that come in the form of “A God-Given Dream!”

Your Preferences and God

Your Preferences and God’s Purpose for the Church: An Assessment and Strategy for Ministry Alignment

Jeff Gossmann | 2022

Abstract

Due to the lack of an official universal liturgy, many Evangelical churches lack unifying strategic goals and a sense of purpose. Instead, many Evangelical churches base their ministry designs on the preferences of the senior leadership team. That is, the church’s most robust ministries are whatever activities the pastors like the most. Unfortunately, when church leaders base their ministries only on their preferences, they will fall short of the full purposes of God for the Church. This author proposes that God’s purpose for the Church is fourfold: teaching, worship, service, and evangelism. Many church leaders prefer one or two of these purposes to the neglect of the others. This manuscript provides an assessment that determines which preferences take priority in the reader’s church. The Ministry Preference Assessment Instrument is founded on the Ministry Preference Matrix Theory. This theory proposes that all church leaders’ preferences exist on two polarities. Pastors prioritize either intellectual or emotional aspects of ministry. They have either an internal (church) focus or an external (world) focus.

When shaped as an X-Y axis, these two polarities create four quadrants representing four different church profile types: Doctrinal, Experiential, Diaconal, and Missional. Each profile is strong in one of the Fourfold Purposes of the Church and usually weak in the others. This manuscript describes each church profile, explaining each’s go-to strategies and its strengths, weaknesses, opportunities, and threats. The second half of the manuscript thoroughly explains the theological importance of creating a balance between the four purposes of the church, using four wheels on a car as an analogy. The remaining chapters describe the Fourfold Strategy, which will help pastors create the balance between God’s purpose and their preferences for a healthy church. The manuscript provides valuable suggestions on how to use objectives, evaluations, and lead and lag measures to ensure their ministry stays focused on what truly matters. Finally, the manuscript describes what an effective leadership development program should look like and makes suggestions on Transformational Leadership behaviors based on the reader’s church profile. This manuscript will help church leaders waste less effort on fruitless activities and become the Fourfold Purpose Church that God desires them to be.

Quantum Leadership: For the Socially Conscious Leader

Quantum Leadership: For the Socially Conscious Leader

Elizabeth Graves | 2022

Abstract

Much of today’s leadership theory and practice is based upon the “doing” of leadership: setting vision, formulating strategy, and measuring progress. These activities are highly visible. However, one’s influence is also based upon the relatively understudied topic of one’s being, and through one’s being their energetic connection to all that is. Being and energy are two concepts that are invisible to the human eye. But, energy is best observed sub-atomically at the quantum level. Quantum leadership, a relatively newer form of leadership thought is one such practice of leadership that focuses more upon the being, as opposed to the doing of leadership. Based upon quantum physics, its approach is less logical than traditional management philosophies and views all things as interconnected. The course Quantum Leadership: For the Socially Conscious Leader focuses on teaching quantum leadership to socially responsible leaders who want to operate a business for a purpose beyond profit, one that contributes to a sustainable future in which people live healthier, wholly integrated lives. It strives to reorient organizations to be worthy of human beings and human beings to be worthy of organizations. It is for those leaders who know at their core that their being and connection, despite its less popular role within leadership, is just as important as the things that they do.

Keywords: Energetic Leadership, Sustainability, Social Responsibility, Interdependence