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Gerontological Leadership: A Guide to Effective Leadership Practices

Gerontological Leadership: A Guide to Effective Leadership Practices

Jennifer M. Nelson | 2024

Abstract

The accelerated process of population aging on a worldwide scale requires competent leaders in gerontology to effectively tackle the distinctive difficulties and potential advantages that arise from this change in demographics. The book “Gerontological Leadership: A Guide to Effective Leadership Practices” provides a comprehensive exploration of the complexities associated with assuming leadership roles within the domain of gerontology. The book emphasizes the convergence of gerontological expertise with leadership principles, stating that this unification is crucial for implementing influential projects. This statement underscores the significance of comprehending the mental, physical, and social intricacies associated with the aging process, with the aim of customizing leadership methods. The use of evidence-based approaches, derived from a range of multidisciplinary research, highlights the various ways leadership in gerontology distinguishes itself from other sectors. This differentiation underscores the need to cultivate empathy, patience, and a comprehensive understanding of the life-course trajectory.

Leadership in gerontology requires a deep understanding of various leadership styles and their applicability to this field’s unique challenges and opportunities. Transformational leadership inspires innovation and aligns goals with broader purposes. Transactional leadership focuses on reciprocal interactions, using incentives for performance. Servant leadership prioritizes the needs of team members and fosters development. Each style has unique applications; transformational excels in change management, transactional in efficiency, and servant in creating compassionate environments.

Additionally, the book explains the importance of cultivating intergenerational cooperation and advocating for legislation that promotes inclusivity across different age groups. This resource provides a comprehensive approach to empowering both present and prospective leaders in the field of gerontology. Integrating theoretical concepts and practical suggestions prepares individuals with the essential skills and perspectives to effectively initiate transformative change. The ultimate goal is to enhance older people’s overall quality of life.

Exploring the Dynamics and Role of Entrepreneurial Leadership in Driving Organizational Start-Up, Growth, and Development in a Volatile, Uncertain, Complex, Ambiguous Organizational Environment: A Curriculum

Exploring the Dynamics and Role of Entrepreneurial Leadership in Driving Organizational Start-Up, Growth, and Development in a Volatile, Uncertain, Complex, Ambiguous Organizational Environment: A Curriculum

Olajide Ojolo | 2024

Abstract

This write-up is designed to provide users with a comprehensive understanding of the dynamics and role of entrepreneurial leadership in driving organizational start-up, growth, and development in a volatile, uncertain, complex, and ambiguous (VUCA) organizational environment. The meaning of entrepreneurial leadership, organizational dynamics, decision-making process, and organizational change is explored. The organizational requirements for a start-up in finance, marketing, and accounting aim at best and optimal practices that guarantee growth and development. There is an exploration of entrepreneurial leaders’ key challenges and opportunities in a VUCA environment, and it will provide users with the skills and knowledge necessary to develop and implement effective leadership strategies.

The aim of effective succession planning will be dealt with to ascertain continuity. In this light, entrepreneurial leadership is a critical factor among the factors of production that drive organizational start-ups, growth, and development. Entrepreneurial leaders are characterized as efficient and effective by innovating, taking risks, stimulating team interest, and adapting to changing circumstances promptly and appropriately. The secret of success is hidden in the ability to predict the future appropriately. They inspire and motivate the team to share their vision, and unabashedly, they successfully navigate volatile, uncertain, complex, and ambiguous organizational environments.

The research shows that entrepreneurial leadership’s quality positively correlates with startup success. Startups with strong entrepreneurial leadership were more likely to secure funding and achieve growth, as entrepreneurial leadership is associated with increased innovation and competitive advantage. Entrepreneurial leaders differ from business managers’ perceptions of organizational formalization as managers follow protocol. In contrast, entrepreneur leaders disrupt processes and procedures by taking risks and thinking outside the box. Venture Capital Investors bet on a startup’s founder, founding team, or entrepreneurial leaders, not necessarily on a business plan. Often, a charismatic founder’s personality is a big part of what persuades Venture Capital Investors to become financial backers, especially in the earliest stages when little exists in the form of an economic track record. However, entrepreneurial leadership also has numerous undeniable challenges. Entrepreneurial leadership’s egocentrism can sometimes lead to reckless decision-making and overemphasizing growth at all costs, with profit and profitability considered before liquidity. Nothing destroys a startup faster than a lack of liquidity. In performing organizations that are industry leaders, entrepreneurial leadership pays adequate attention to workforce remuneration and welfare, enhancing performance and productivity.

Failure of leadership to focus on the well-being of employees kills morale and brews discord and disloyalty. The middle ground whereby the challenges are overcome is to cultivate a culture of trust, empowerment, and accountability within the organization from the start. According to research, the goal is achievable through creating a shared vision, encouraging open-door policy through effective communication, and providing opportunities for development and growth across the board. Every entrepreneurial leader who aims at continuity has a succession plan in place. The degree to which succession planning is considered, the greater the prospect of success of the organization beyond the primary founder.

Consulting with an Ethical Foundation in Scripture (Ethical Anchoring)

Consulting with an Ethical Foundation in Scripture (Ethical Anchoring)

Thomas O’Rourke | 2024

Abstract

Ethical Anchoring (EA) is the focus of this work becauseof the writer’s learned experience as a Leadership Consultant, which provided him with an informed view that Ethics without a Biblical anchoringis simply a malleablepremise for a wide array of metaphysical theories with the curseof “relativism” undermining the structural integrity of itssocial, political and legal underpinnings. The project’s bedrock document is the EA Whitepaper (EAW), and it provides real-world examples of ethical failures attributable to the absence of EA.

Accordingly, this body of work embarks on a journey to explore the concept of EA as a trust bulwark in leadership consulting, defined as the steadfast commitment to ethical principles that serve as a guiding light in the face of situational uncertainty and complexity, with the added layer of trust in the autonomy, delegated decision making and confidentiality that are inherent fiduciary components of a leadership consulting relationship. The EAW sections present the need and the basis for EA in all aspects of leadership and posit that the particular benefits of EA to leadership consulting cannot be overstated.

Section one of the EAW provides the basis for linking ethics with trust and reinforces this with Scriptural support and the inerrancy of the “One Truth” emanating from Jesus Christ’s divinity. Section two carries the Scriptural and divinity foundation into the discipleship realm, focusing on the ethical development fostered by the early church and its contemporary sustainers, philosophers, and those who resisted the secular elements of the enlightenment to keep the ethical basis rooted in Christian morality. Section three focuses on the imperative of EA in Leadership Consulting, given the high level of access to confidential information and the close interaction with client executives. Section four examines the challenges ofrapid technological and societal changes, emphasizing the impact of artificial intelligence (AI) and social media. In this section, a compelling case for EA, as a moderator and controller of AI, is discussed at length, as AI will come in generative, predictive, and cognitive modes. Lastly, section four closes with the obligation on Christian Leaders to be in the vanguard of EA and to take on the role of lifelong advocates and agents.

EA builds trust and credibility. Clients rely on leadership consultants to provide honest, reliable, and unbiased advice rendered with an unquestioned commitment to the client’s best interests.

When leadership consultants demonstrate EA, clients are more likely to trust their recommendations and embrace their expertise. This workshop reinforces that EA fosters long-term client relationships by consistently demonstrating adherence to Biblically rooted ethical principles, allowing consultants to establish enduring partnerships based on mutual respect and integrity. Research also finds that long-term perspectives on tradition and planning engender higher ethical values, and EA complements this dynamic. The results also support the role of a strong work ethic in fostering tradition and planning and conservatism’s positive association with planning.

EA is critical to leadership consulting because one breach of trust can tarnish a consultant’s reputation and damage their credibility, notwithstanding all of the past accomplishments.

In contrast, the steadfast demonstration of EA enhances a consultant’s reputation despite setbacks and some failures. Simply stated, a properly constructed and maintained trust environment supersedes a track record of performance, as the latter can be rendered with actions that are not ethical, as the examples of ethical failures presented in Section One—Examples of Ethical lapses Across Organizations—will detail. An organization that deliberately enhances interpersonal trust to become a significant phenomenon differs from a similar organization without explicit trust enhancement policies.

The presence of EA provides relational signaling that conveys trust consistently, giving off signals that indicate integrity and suitability to the vast array of potential trustors in the Leadership Consulting sector.It is central to this project to convey that leadership actions have profound consequences for all inside and outside of the organization, in addition to external stakeholders and the public. Leadership Consultants, in particular, must focus more on ethical guidance and embrace its highest standards, as they hold significant influence over their clients’ strategy and plans that embed an obligation to advise these clients on how to build their successful enterprises on a solid ethical foundation and to help them achieve sustainable economic, societal, and environmental prosperity.

In addition, leadership consultants have access to the most sensitive proprietary and personnel data, which must afford the highest levels of confidentiality and privacy protection. These trusted entities must operate under an ethical foundation that precludes the distortion of the truth behind facts but must be oriented toward explaining the truth and promoting transparency.

Ethics rooted in EA results in integrity intertwined with the concept of responsible Leadership Consulting. Ethics Officers must also be Integrity Officers, enforcing compliance with all applicable rules, norms, and standards of conduct. They must also raise awareness of the meaning of ethics in consultants’ daily work, demonstrating a commitment to their client’s ethical ways to achieve mutual goals that incorporate elements such as trust, which is the foundation of the consultant-client relationship. Ethical behavior is crucial for building and maintaining unwavering trust with clients. When leadership consultants act with integrity and honesty, their professional reputation is enhanced and distinguished in a competitive market. Clients are more likely to follow recommendations and have long-term relationships with trusted consultants.

Ethical Leadership Consultants prioritize their client’s best interests over short-term gain or pecuniary and personal interests, and this workshop was designed to convey these inerrant, unassailable, and enduring values that provide the foundation for EA.

Removing the Mask: Barriers Black Women Face in Leadership

Removing the Mask: Barriers Black Women Face in Leadership

LaTaunja V. Johnson | 2024

Abstract

How do the intersecting factors of double marginalization experienced by Black women, along with the complexities of intersectionality, impede their capacity to lead and serve in leadership roles effectively? Over the centuries, black women have achieved significant progress in ascending the leadership hierarchy and breaking through the metaphorical “Glass Ceiling.” While the strides of black women in leadership warrant celebration, the revelry is tempered by the unveiling of the mounting challenges confronting black women in leadership roles. There are evident variations of stereotypes for black women leaders, ranging from being unfairly labeled as embodying the traits of an “angry black woman” to confronting challenges across diverse leadership facets. These obstacles involve navigating stereotypes portraying them as excessively assertive, overly vocal, emotionally charged, and aggressive, all while facing an unjust onslaught of gender bias and racism. Their dual marginalization status, along with the complexities of intersectionality, coupled with encountering and dealing with stereotypes, microaggressions, and other forms of discrimination, severely impedes their capacity to lead with effectiveness and confidence.

Keywords: double marginalization, intersectionality, Black women leaders, leadership challenges, glass ceiling, stereotypes, angry Black woman, assertiveness stereotype, gender bias, racism in leadership, microaggressions, discrimination, strong Black woman

The Leadership of African American Women Clergy Bishops

The Leadership of African American Women Clergy Bishops

Linda S. Kirkland | 2024

Abstract

Scant research has been conducted on the leadership of African American Women Clergy Bishops. As such, in the first of its kind, this manuscript elicited the responses of fourteen current African American Women Clergy Bishops, from different denominations, regarding their views on various topics related to specific aspects of leadership in general; and to those which are specifically applicable to their personal leadership. Conducted in the Fall of 2023, participants responded to a total of 59 questions/statements via an on-line survey of which 39 questions/statements have been analyzed for this manuscript. Survey participants responded to questions/statements related to leadership, Christian leadership, strategic church leadership, gender and leadership, the African American Church and gender leadership, and egalitarianism and the African American Church.

This manuscript includes the voices and insights of these 14 phenomenal women Bishops, as African American women have always played an historic and significant role in the development [of] and on-going survival of the Black Church. Their roles within the Black church have varied and oftentimes have been challenged because of patriarchal and misogynistic views. Women ministry leaders include those called to the ministry and denied access to pastoral positions, as well as to higher levels of authority within its various denominational structures.

This manuscript focuses on the advancement of African American women clergy, who having progressed through various lower-level roles of leadership, have achieved the highest level of leadership, in some African American as well as in some largely white denominations…that of BISHOP. Although there has been some progress in the appointing and/or the election of African American Women Clergy as Bishops, there is still much work to be done to ensure that women are afforded opportunities to advance to the upper echelons of denominational polity. Two significant findings from the survey include: (1) African American Women Clergy Bishops believe that they must work harder and be better prepared than their male counterparts in order to assume higher positions of leadership, (2) The Black Church, while protesting racism within the larger society, and preaching liberation and equality from racism and classism, has not done a good job at promoting these same principles as it pertains to women in top leadership positions (including the elimination of sexism) within its own venerable halls and leadership ranks.

For future consideration, the question remains: “Can the African American Church serve as an egalitarian beacon of hope for future women clergy who aspire to higher leadership positions…Can more room be made at the “top?”

Keywords: African American Women Clergy Bishops, Black/African American Church, gender and leadership, Christian egalitarianism, Christian leadership

The Technology Executive Workbook: Exceptional Leadership

The Technology Executive Workbook: Exceptional Leadership

Irene Lewis-Bland | 2024

Abstract

A dynamic and complicated phenomenon that needs to be better understood is the fact that African Americans continue to be underrepresented in senior roles inside corporations that are responsible for technology. Fortune 500 businesses enhance their equity policies as they understand African Americans’ challenges in corporate midlevel positions. Utilizing intersectionality theory and applied critical leadership theory as the conceptual framework, this workbook was created to document the experiences of African Americans in their journey toward promotions and the preservation of corporate leadership positions in Fortune 500 companies in the United States. The review is applicable in any senior leadership environment as well. This study primarily concentrated on senior executives and middle-level leaders in Fortune 500 corporations actively pursuing and striving to achieve and sustain promotions to senior leadership positions. To learn more about African Americans’ shared and individual experiences, the study used semi-structured researched material, human resource development (HRD) periodicals, professional organizations, professionals in the discipline and documentation, and discussions with men and women in technology. According to the findings of the study, African American senior leaders and midlevel executives suffer discrimination, as well as challenges in professionally managing their careers and finding solutions to problems. The findings suggest the importance of promoting inclusive work environments led by individuals who challenge harmful preconceptions and employ strategies in their leadership approach. Recent findings provide strategies for promoting positive societal change, as corporate executives increasingly exhibit socially conscious leadership towards African Americans who aspire to attain and maintain leadership positions in corporate America. The workbook is an enabling document to help C-suite leaders with initiatives to address and solve the issue of African American leaders’ existing and future representation in America. It addresses questions on identity work and holding environments in the information technology industry and other businesses using social and philosophical language and concepts. There is an opportunity for good social change when current corporate executives demonstrate socially aware leadership to African Americans aiming to attain and sustain technical leadership roles in corporate America.

Trauma-Informed Leadership: A New Leadership Approach for Today

Trauma-Informed Leadership: A New Leadership Approach for Today’s Leaders and the Modern Workforce

Rebekah Lloyd | 2024

Abstract

Trauma-Informed Leadership: A New Leadership Approach for Today’s Leaders and the Modern Workforce responds to the growing recognition of trauma’s pervasive impact on individuals, teams, and organizational dynamics. This research presents trauma-informed leadership as an innovative framework designed to address the mental and emotional well-being of employees, fostering resilience and enhancing productivity in diverse work environments. It investigates how traditional leadership approaches often overlook trauma’s effect on performance and explores the unique competencies required to support trauma-affected individuals within professional settings.

Through empirical research and practical application, this study identifies four core attributes essential to trauma-informed leadership—authenticity, emotional intelligence, relational capacity, and resilience—and delineates the corresponding behaviors that leaders must cultivate to create trauma-informed workplaces. These behaviors include understanding trauma, regulating distress, empowering others, and practicing emotional healing, each essential for creating an environment where employees feel safe, valued, and supported.

This research establishes a comprehensive approach for modern leaders, offering practical tools and strategies for implementing trauma-informed practices to address challenges such as workplace burnout, turnover, and the psychological demands of a post-COVID-19 workforce. By promoting a model of leadership that centers on empathy, trust, and adaptability, Trauma-Informed Leadership aims to equip leaders with the skills necessary to foster supportive environments, drive organizational growth, and enhance employee well-being.

Keywords: Trauma-Informed Leadership, Resilience, Emotional Intelligence, Workforce Well-being, Empathy

Ethical Leadership Implications of Leveraging Generative AI: From Startups to the White House

Ethical Leadership Implications of Leveraging Generative AI: From Startups to the White House

Rufaro Mandizvidza | 2024

Abstract

Organizational leaders are using generative artificial intelligence (AI) to develop innovative business models, overcoming traditional barriers like resources and technical skills. This democratization, guided by Christian ethical standards, allows leaders to prioritize integrity, fairness, and respect for stakeholders in strategic planning. Organizations can build trust with customers by aligning with the Christian values of stewardship, honesty, and accountability (Engstrom, 1979).

The Doctor of Strategic Leadership (DSL) project will encompass a book manuscript using composite case studies and industry leader interviews for research data collection. The book is entitled, Ethical Leadership Implications of Leveraging Generative AI: From Startups to the White House. The purpose of this book manuscript is to serve leaders primarily making decisions on the use case and implementation of AI in organizations. The goal is to bring awareness of the ethical implications of AI from small, large, and even federal organizations while emphasizing the practicality of Christian principles and values that would produce a more significant influence than merely profit-driven or political motives.

The project aligns with the DSL and School of Business & Leadership of ethical leadership based on Biblical values that influence leaders’ and followers’ decisions in all organizational sizes. The project will also help leaders ask the right questions in weighing moral obligations for people-first vs profit driven AI use case decisions. The proposed Project Committee Chair is Dr. Bruce Winston, whom I have enjoyed learning from in the DSL entrepreneurship concentration courses.

Entrepreneurial leaders are at the forefront of integrating generative AI into business strategy (Grashof & Kopka, 2022) and have an opportunity to uphold Christian ethical standards. Together, we can serve as a counterculture model for how technology and ethics can work hand in hand to create value for all stakeholders.

Keywords: Ethical Leadership, Generative Artificial Intelligence, Leadership Decisions, Christian Stewardship

References

Engstrom,T. (1979).The making of a Christian leader. Zondervan Publishing House.

Grashof,N., & Kopka,A. (2022). Artificial intelligence and radical innovation: An opportunity for all companies?Small Business Economics,61(2), 771-797.https://doi.org/10.1007/s11187-022-00698-3

Emerging Leaders: Foundations For Success

Emerging Leaders: Foundations For Success

Peggy McBee | 2024

Abstract

The world is an ever-changing arena where individuals seek to find their niche and footing that will prove successful in their lives. Significant changes have occurred over the last few decades, causing a faster shift in what works, what drives success, and examples to follow than current generations have seen in the past. The allure of gig work, frequent lateral moves, artificial intelligence, automation, and online training are a few of the factors that have changed the landscape and removed some of the basic approaches to development that young adults previously had access to. This course introduces a systematic approach to learning and development to help young adults build a foundation for success that enables lifelong learning and development combined with an awareness and understanding of what success looks like and how to grow individually within their realm. The course incorporates lessons on individual-based learning, such as attitudes and values through leadership development adult learning theories, and concludes with practical lessons in interview strategies and negotiation techniques. It is the intention that this course provides the foundational learning experiences that foster lifelong learning, success, and the desire to provide mentorship to others along the way.

DEIB Overview

DEIB Overview – Education that Heals

Jalana L. McCasland | 2024

Abstract

Over the past several years, organizations have initiated diversity, equity, inclusion, and belonging (DEIB) programs with varying degrees of success. Facilitating a DEIB program requires creating an environment that is accessible, respectful, and psychologically safe. DEIB Overview – Education that Heals includes five learning modules that provide insight and information regarding definitions and terms, an in-depth review of belonging, microaggressions, social change theory and the leader’s responsibility. These modules also include interviews with female professionals who provide personal insight of how they have been positively or negatively impacted.