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Book part
Publication date: 1 August 2023

Sarah Margaret Odell

All gender identity is socialized, but anything gendered feminine is marginalized. In the United States, we live in a patriarchal culture that is bounded by binary gender…

Abstract

All gender identity is socialized, but anything gendered feminine is marginalized. In the United States, we live in a patriarchal culture that is bounded by binary gender identity. Up to this point, work on gender and education leadership has remained within the bounds of patriarchy, and thus been confined to binary, hierarchical gender definitions. This study pushes past prior work to advance a more complex and messy understanding of how identity impacts aspiring leaders in their careers. Using Carol Gilligan and Snider (2018) Listening Guide Method, this study of 18 aspiring school leaders of different gender identities, sexual identities, and races focuses on how gender identity and gender performance impact school leaders' career trajectories. A key finding of this study is that women, regardless of race or sexual identity, have difficulty finding mentors while men, regardless of race or sexual identity, are tapped by schools leaders and offered mentoring opportunities. This chapter posits a new framework for mentoring that will lead to more liberatory pipeline structures.

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Leadership in Turbulent Times
Type: Book
ISBN: 978-1-80382-198-6

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Book part
Publication date: 2 October 2019

Suzanne Ross

In this chapter Suzanne Ross draws on her experience previously as a talent manager and now as a leadership consultant, Executive Coach and Senior Lecturer in Executive Education…

Abstract

In this chapter Suzanne Ross draws on her experience previously as a talent manager and now as a leadership consultant, Executive Coach and Senior Lecturer in Executive Education, and applies her research on leadership derailment to talent management. As organizations continue to invest in leadership development, research suggests up to 50 per cent of leaders derail or fail in their role. The derailment literature is, to-date, disconnected from TM although central to the definition of leadership derailment is that derailed leaders were previously successful and had potential. The chapter explores the concept of derailment, how it is defined, its scale and scope and some of the causes of derailment including a lack of organizational support during leadership transitions. The notion of the ‘accidental manager’ is used to provide an example of where literature on TM and derailment converge as a key derailer characteristic is having an overly functional orientation. This maps to the accidental manager concept and to the challenges that TM practitioners face in developing career pathways for expert/specialists beyond managerial roles. Suzanne argues that talent identification should take more account of derailment characteristics and suggests there may be gender differences in how these are perceived and in the consequences that arise when they are present. The chapter contributes to a greater understanding of how the concept of derailment can be integrated within talent management research and practice.

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Managing Talent: A Critical Appreciation
Type: Book
ISBN: 978-1-83909-094-3

Book part
Publication date: 13 May 2022

Shilpa Kabra Maheshwari

In a world of continuous volatility, complexity and uncertainty, the need for enhanced leadership has gained significant attention. Leadership development efforts continue to…

Abstract

In a world of continuous volatility, complexity and uncertainty, the need for enhanced leadership has gained significant attention. Leadership development efforts continue to scale up but fail to produce the desired leaders. This calls for fundamental changes in the way leadership development happens.

Knowing this very well, it is ironic that organisations remain limited in their ability to develop leadership talent. Leadership models may be inadequate to prepare our leaders for the future. Effective leadership development frameworks need to take a contextual view and evolve sustainable and competitively integrated solutions to today’s leadership challenges.

This chapter explores the changing paradigms related to leadership development and highlights how contextual enablers will help practitioners better select and develop leaders.

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Developing Leaders for Real: Proven Approaches That Deliver Impact
Type: Book
ISBN: 978-1-80071-365-9

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Global and Culturally Diverse Leaders and Leadership
Type: Book
ISBN: 978-1-78743-495-0

Book part
Publication date: 22 November 2017

Bryan K. Hotchkins

This chapter explores how participating in campus leadership at HBCUs positively affects African American college student experiences. A review of existing research about the…

Abstract

This chapter explores how participating in campus leadership at HBCUs positively affects African American college student experiences. A review of existing research about the benefits of leadership involvement for African American students is followed by a discussion of student leadership at HBCUs. Next, motivations for being involved as leaders are discussed and described. The chapter concludes with recommendations for bolstering student motivations and involvement outcomes, as well as ways to increase African American student leadership at HBCUs. Specifically, this chapter is informed by empirical data gathered during in-depth focus groups with 13 African American student leaders (7 males, 6 women) who occupied leadership roles at their HBCU institutions. Two emergent themes are discussed: (1) playing the game, which spoke to the development of their leadership competencies; and (2) getting something out of it, which focused on building the leadership capital afforded to them as a result of their leadership. Recommendations for bolstering motivations and involvement outcomes for Black leader collegians are described in detail at the end of the chapter to provide insight about best practices of support for this student demographic.

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Black Colleges Across the Diaspora: Global Perspectives on Race and Stratification in Postsecondary Education
Type: Book
ISBN: 978-1-78635-522-5

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Book part
Publication date: 18 April 2012

Dave Ulrich and Norm Smallwood

There is little doubt that both leaders and leadership matters. Individual leaders shape strategy, execute decision, manage talent, develop future talent, and act with personal…

Abstract

There is little doubt that both leaders and leadership matters. Individual leaders shape strategy, execute decision, manage talent, develop future talent, and act with personal proficiency. Being a successful leader requires knowing what is expected and doing it. But, organizational leadership matters more. Leadership occurs when the organization builds a cadre of future leaders who have the capacity to shape an organization's culture and create patterns of success. In this chapter, we answer the question “what is leadership” by focusing on an outside/in view of leadership that draws on business values more than psychological principles. We identify four key principles and questions that shape the definition of effective leadership.1.Clarify why leadership matters: What are the outcomes of good leadership?2.Nail the basics: What must every leader know, do, and be?3.Create leadership brand: How do we develop leadership (not just leaders) from the outside/in?4.Ensure leadership sustainability: How do leaders make long-term change really happen?

By mastering these four principles, leaders can build leadership that lasts over time.

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Advances in Global Leadership
Type: Book
ISBN: 978-1-78052-002-5

Book part
Publication date: 7 September 2011

Edith Wen-Chu Chen and Shirley Hune

Analyzing national statistical 2007 data from the U.S. Department of Education, this chapter examines the current status and trends concerning Asian American Pacific Islander…

Abstract

Analyzing national statistical 2007 data from the U.S. Department of Education, this chapter examines the current status and trends concerning Asian American Pacific Islander (AAPI) women in higher education by looking at their presence at key levels of the higher education pipeline. It considers their representation as doctoral degree holders, assistant professors, tenured professors, and college/university presidents. The findings demonstrate that AAPI women are underrepresented as faculty in contrast to the large and growing numbers of AAPI women students who make up the talent pool to the professoriate. Moreover, despite the in-roads AAPI women have made as faculty members, race and gender disparities still persist and grow as the rank increases. AAPI female faculty representation stalls very early on in the pipeline, namely, in being hired and at tenure, and continues to shrink as the pipeline advances. AAPI male and white female faculty may also face barriers to the top, but Asian American women faculty may experience them sooner. Consequently, the numbers of AAPI women full professors are small and as campus presidents they are miniscule. However, for white men, their representation increases as the pipeline advances.

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Women of Color in Higher Education: Changing Directions and New Perspectives
Type: Book
ISBN: 978-1-78052-182-4

Book part
Publication date: 10 April 2003

Elaine B Sloan, Joy F Hazucha and Paul T Van Katwyk

Senior line managers and their HR business partners need to make sure they have the right leadership talent, at the right time, in the right place. Our aim in this chapter is to…

Abstract

Senior line managers and their HR business partners need to make sure they have the right leadership talent, at the right time, in the right place. Our aim in this chapter is to weave together some of the best conceptual models and most useful research findings we have found to create a guiding framework for managing global leadership talent strategically. The guiding framework addresses three primary phases of global talent planning and development: clarifying the globalization strategy, defining global leadership roles and requirements, and designing the talent management system.

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Advances in Global Leadership
Type: Book
ISBN: 978-0-76230-866-8

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Platforms Everywhere: Transforming Organizations by Integrating Ecosystems in Business Design
Type: Book
ISBN: 978-1-80117-795-5

Book part
Publication date: 4 April 2013

Leslie T. Fenwick and Chike Akua

African American male teachers are the nation’s most academically credentialed and professionally experienced teachers. Though less than 2 percent of the nation’s teachers are…

Abstract

African American male teachers are the nation’s most academically credentialed and professionally experienced teachers. Though less than 2 percent of the nation’s teachers are African American males, these teachers are more likely than their White male and female peers to hold a master’s or doctorate degree. Additionally, African American male teachers who become principals assume the position with more years of experience as a PK-12 classroom teacher than their White peers. And, those who leave the principalship to become superintendents have more years of experience as a PK-12 principal than similarly situated White peers. Why, then, are African American males underrepresented in critical school district policy and leadership posts such as the principalship and superintendency while lesser credentialed and experienced White males hold these posts in percentages that exceed their representation in the teacher workforce? This chapter reviews data about African American male teachers and the school leadership pipeline and proposes a series of policy recommendations to increase representation of African American males in the PK-12 teacher and school leadership workforces.

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Black Male Teachers
Type: Book
ISBN: 978-1-78190-622-4

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