Business and Organizational Leadership

Paul's Discipleship strategy was very intense.  That is why it was also so effective. Actually I am pretty sure that if Paul read the title of my blog it would seem so foreign to him to call this a 'strategy' because it was so personal to him.

a Thorough  Exegesis of the word Evangelion. How can we understand the message of the Gospel, and how can we take the timeless message of the Eternal Gospel and apply, and contextualize it today. This paper gives us the framework of what the Gospel is and is not, so that we can have a framework for contextualization.

a Thorough  Exegesis of the word Evangelion. How can we understand the message of the Gospel, and how can we take the timeless message of the Eternal Gospel and apply, and contextualize it today. This paper gives us the framework of what the Gospel is and is not, so that we can have a framework for contextualization.

A brief inquiry into the Biblical and historical markers of Revival. What is revival and what it is not. This paper seeks to give us guidance in the new landscape of Biblical Christianity in which revival is a constant claim from almost everyone in the Evangelical Christian camp.

The development of effective leadership succession planning in faith-based nonprofit organizations in Georgia was examined. Leadership succession planning is a process of training, developing, and preparing someone in an organization (for-profit and nonprofit) to replace a leader who leaves or a leader who plans to go shortly. The research was guided by three questions using the qualitative phenomenology research method to examine the achievements in faith-based nonprofits with leadership succession planning, challenges where leadership succession planning was absent, and the effects of leadership succession planning during the
transition of key leaders. First, an extensive literature review was conducted on organizational leadership, faith-based, nonprofits, for-profits, transition and succession planning, historical perspectives, and talent development. Furthermore, in-depth interviews were conducted with Csuite executives—leaders with the title of a chief in three faith-based nonprofits: a denomination ministerial association, social welfare and homeless services, and a youth-serving communitybased corporation. Also, the differences between succession planning and transition planning
were carefully examined—succession planning occurred before a leader exit, and transition planning began after the departure of a leader. Finally discussed, are the roles of leaders in faith-based nonprofit organizations, knowledge transfer, selection process, talent replacement, succession planning, and suggestions were made for future research.

Keywords: denomination, design, knowledge, leadership, management, nonprofit,
participants, phenomenology, qualitative, replacement, succession, transfer, transition

The author explores the practical effects of transformational leadership on organizational behavior, development, and succession planning. First, the study considers the advantages of the leadership succession planning model in organizations with transformational leaders who assist employees in making an effective behavior turnaround to succeed on the job. The study discusses the development and advancement of corporate leadership with information on the dimensions of transformational leadership, how the fundamentals influence organizational behavior and development, and shared leadership factors, including idealized influence, inspirational motivation, individualized consideration, and intellectual stimulation. This paper further investigates the characteristics of transformational leadership upon the literature on the leader's morals, focus, motive, mission, development, influence, traits, and the weaknesses and strengths of transformational leaders. In addition, the study reflects on the relevant definitions of terms in leadership and the relationship between leadership styles of a transformational, transactional, servant, and steward leadership. Finally, examples of two organizations with the transformational leadership style were explored, General Motors and Southwest Airlines.

An essential factor in a good and healthy work environment is trust. Authentic leadership in effective organizations operates with credibility and trustworthiness. Organizational trust is more than confidence between the followers and leaders or between managers and employees but includes stakeholders and the community. Authentic leadership is the core of an effective organization. Authentic leadership builds trust by emphasizing the shared responsibility of demonstrating honesty, integrity, and high ethical standards in developing leader-follower relationships. Authenticity implies that one performs or acts after one's authentic self, communicating consistently with inner thoughts and feelings (Harter, 2002). Luthans and Avolio (2003) recognize that authentic leaders are transparent about their intentions and strive to maintain a seamless link among espoused values, behaviors, and actions. However, keeping such consistency is crucial because employees observe what is done and the motivations and beliefs that inspire leaders' actions (O'Reilly & Pfeffer, 2000). Researchers have recognized that people must be consistent with their values and actions to cultivate perceptions of integrity and credibility (Gabarro, 1987; Ouchi, 1981), while inconsistency leads to lowered intentions to trust (McGregor, 1967).