Leaders in health-care today are faced with a wide array of complex issues. This chapter describe... more Leaders in health-care today are faced with a wide array of complex issues. This chapter describes an innovative physician leadership development program at the Cleveland Clinic intended to enhance the leadership capacities of individuals and the organization. Propositions regarding the program's impact on organizational innovation, organizational commitment, social capital, and the human element of physician practice are offered for future examination.
Purpose The purpose of this paper is to better understand women’s working relationships and caree... more Purpose The purpose of this paper is to better understand women’s working relationships and career support behaviors, by investigating expectations women have of other women regarding senior women’s roles in (and motivations for) helping junior women succeed, and junior women’s engagement in their own career advancement behaviors. Design/methodology/approach The authors surveyed self- and other-reports of senior women’s engagement in career assistance behaviors on behalf of junior women colleagues, and junior women’s engagement in their own career advancement behaviors. One sample of respondents indicated to what extent they believed senior women did engage in career assistance toward junior women, and to what extent they believed junior women did engage in career advancement. Another sample indicated to what extent they believed senior women should engage in career assistance, and to what extent they believed junior women should engage in their own career advancement. Findings Results suggest a disconnect between the expectations and perceptions junior and senior women have of each other. Junior women expect senior women to engage in career assistance behaviors to a greater degree than they believe senior women are engaging in such behaviors, and junior women think they are doing more to advance their careers than senior women are expecting them to do. The authors examine individual and organizational implications of these unmet expectations and perception mismatches. Originality/value Women-to-women working relationships are under-studied, and typically viewed in either/or terms – good or bad. The findings provide a more nuanced understanding of women’s perceptions and expectations and offer suggestions for how women can influence female career advancement.
Purpose– The purpose of this paper is to determine the particular competencies demonstrated by ef... more Purpose– The purpose of this paper is to determine the particular competencies demonstrated by effective physician leaders. Changing organizational and environmental dynamics present unique challenges to leaders in the field of healthcare. An accelerated emphasis on increasing the quality of health care delivery, containing costs, and restructuring the delivery of health care itself are redefining the very nature of healthcare and the roles of physicians as leaders. Given this context, the authors propose to identify the essential competencies for twenty-first century physician leadership.Design/methodology/approach– In all, 53 critical incident interviews from 28 physicians identified as emerging leaders at the Cleveland Clinic, a top-rated US academic healthcare institution, were examined in two ways: an existing leadership competency model was applied to each critical incident and inductively derived themes were identified through thematic analysis of the incidents.Findings– The predominant distinguishing leadership competencies demonstrated by the physician leaders included: Empathy, Initiative, Emotional Self-Awareness and Organizational Awareness. Communicating deliberately, getting buy-in from colleagues, focussing on the mission of the organization and showing respect for others were also discovered through thematic analysis to be essential practices of these effective physician leaders. Over 90 percent of the critical incident stories dealt with colleague-to-colleague interactions.Research limitations/implications– The research was conducted in one academic healthcare organization, thus limiting the generalizability of the results. Additional research testing these results in a variety of healthcare institutions is warranted.Originality/value– This study identified specific competencies that distinguish effective physician leaders. These leaders actively sought to work with colleagues to obtain their input and consensus in order to enact organizational change and improve health care delivery in their institution. Importantly, their intentions were neither self-focussed nor self-promoting but strongly mission driven. The identification of physician leader competencies will assist incumbent and emerging physician leaders in their ability to be effective leaders, as well as inform the design of training and development programs for physicians.
In this article we assess the extant literature on women’s careers appearing in selected career, ... more In this article we assess the extant literature on women’s careers appearing in selected career, management and psychology journals from 1990 to the present to determine what is currently known about the state of women’s careers at the dawn of the 21st century. Based on this review, we identify four patterns that cumulatively contribute to the current state of the
PurposeThe purpose of this paper is to examine the relationship between emotional intelligence an... more PurposeThe purpose of this paper is to examine the relationship between emotional intelligence and effective board governance.Design/methodology/approachThis study applied a model of emotional intelligence competencies to the practice domains of school boards. A board self‐assessment questionnaire measured board practice domains for the presence or absence of 18 emotional intelligence competencies defined in an emotional competence inventory. Inter‐rater reliabilities were established and confirmed. Current and former school board members in two urban areas rank‐ordered the most critical emotional intelligence competencies for effective board governance and offered explanations for their most highly‐rated competencies.FindingsEmotional intelligence is a critical factor for effective school boards. A set of six core competencies are universal across the six board practice domains: transparency; achievement; initiative; organizational awareness; conflict management; and teamwork and collaboration. Each board practice domain is also characterized by one or two key emotional intelligence competencies.Research limitations/implicationsFirst, one model of school board leadership was used. Future studies should examine additional models of effective board practice for their relationships with emotional intelligence in order to extend the generalizability of these results. Second, there has been some debate regarding the substantive nature of the emotional intelligence construct.Practical implicationsThe six practice domains in the school board effectiveness model are fundamental elements for all boards to develop in order to become more effective governing bodies.Originality/valueThis paper identifies a novel application of emotional intelligence leadership competencies to the work of effective governance boards.
Changing organizational and environmental dynamics present unique challenges to leaders in the fi... more Changing organizational and environmental dynamics present unique challenges to leaders in the field of health care. An accelerated emphasis on increasing the quality of health care delivery, conta...
Women have transformed the world of work and now comprise 40% of workers in the global economy (C... more Women have transformed the world of work and now comprise 40% of workers in the global economy (Carter & Silva, 2010). Accordingly, women’s careers and the impact of women in the workforce continues to be an important research topic.
Journal of Leadership & Organizational Studies, Nov 9, 2021
Leaders around the world have been thrust into leading remotely, using virtual platforms and othe... more Leaders around the world have been thrust into leading remotely, using virtual platforms and other various technologies to communicate and stay engaged with their employees and teams during this current extraordinary global crisis. Previous research supports that leaders share concerns around trust, communication, engagement, and support when leading remotely. Prior research also identifies “people skills” as essential in overcoming these concerns. We propose that emotional intelligence is essential in leading remotely during crisis situations. Thus, the current study explores the relationships between the construct of emotional intelligence and the emotional intelligence composites of self-perception, self-expression, interpersonal relationships, decision-making, and stress management with leader concerns when leading remotely during a time of crisis.
PurposeThe purpose of this paper is to explore three research questions. Are there gender differe... more PurposeThe purpose of this paper is to explore three research questions. Are there gender differences in the demonstration of emotional and social intelligence competencies? What is the relationship between emotional and social intelligence competencies and success, and does gender moderate that relationship? Are there differences between the most successful male and female leaders in their demonstration of these competencies?Design/methodology/approachThis study used a 360‐degree instrument to measure the demonstration of emotional and social intelligence competencies by top‐level executives in one financial services organization. Annual performance and potential assessments measured the participants' success. Regression analyses and tests of mean differences were used to analyze the research questions.FindingsThe results indicated that there were no significant differences between male and female leaders in their demonstration of emotional and social intelligence competencies. The most successful men and women were also more similar than different in their competency demonstration. However, gender did moderate the relationship between the demonstration of these competencies and success. Male leaders were assessed as more successful even when the male and female leaders demonstrated an equivalent level of competencies. Finally, distinctions were found between the most successful males and females and their typical counterparts.Research limitations/implicationsA field sample from one organization limits the generalizability of the results.Practical implicationsImplications for organizations and their leadership are discussed including the importance of a broad range of competencies used in assessments, the awareness of gender stereotypes and gender‐stereotypical behavior, and the acknowledgement of multiple measures of success.Originality/valueThis study highlights the moderating influence of gender between the demonstration of emotional and social intelligence competencies and success. Distinctions in competency demonstration between the most successful top‐level executives and the typical executives contribute to the literature and to leadership development practice.
Leaders in health-care today are faced with a wide array of complex issues. This chapter describe... more Leaders in health-care today are faced with a wide array of complex issues. This chapter describes an innovative physician leadership development program at the Cleveland Clinic intended to enhance the leadership capacities of individuals and the organization. Propositions regarding the program's impact on organizational innovation, organizational commitment, social capital, and the human element of physician practice are offered for future examination.
Purpose The purpose of this paper is to better understand women’s working relationships and caree... more Purpose The purpose of this paper is to better understand women’s working relationships and career support behaviors, by investigating expectations women have of other women regarding senior women’s roles in (and motivations for) helping junior women succeed, and junior women’s engagement in their own career advancement behaviors. Design/methodology/approach The authors surveyed self- and other-reports of senior women’s engagement in career assistance behaviors on behalf of junior women colleagues, and junior women’s engagement in their own career advancement behaviors. One sample of respondents indicated to what extent they believed senior women did engage in career assistance toward junior women, and to what extent they believed junior women did engage in career advancement. Another sample indicated to what extent they believed senior women should engage in career assistance, and to what extent they believed junior women should engage in their own career advancement. Findings Results suggest a disconnect between the expectations and perceptions junior and senior women have of each other. Junior women expect senior women to engage in career assistance behaviors to a greater degree than they believe senior women are engaging in such behaviors, and junior women think they are doing more to advance their careers than senior women are expecting them to do. The authors examine individual and organizational implications of these unmet expectations and perception mismatches. Originality/value Women-to-women working relationships are under-studied, and typically viewed in either/or terms – good or bad. The findings provide a more nuanced understanding of women’s perceptions and expectations and offer suggestions for how women can influence female career advancement.
Purpose– The purpose of this paper is to determine the particular competencies demonstrated by ef... more Purpose– The purpose of this paper is to determine the particular competencies demonstrated by effective physician leaders. Changing organizational and environmental dynamics present unique challenges to leaders in the field of healthcare. An accelerated emphasis on increasing the quality of health care delivery, containing costs, and restructuring the delivery of health care itself are redefining the very nature of healthcare and the roles of physicians as leaders. Given this context, the authors propose to identify the essential competencies for twenty-first century physician leadership.Design/methodology/approach– In all, 53 critical incident interviews from 28 physicians identified as emerging leaders at the Cleveland Clinic, a top-rated US academic healthcare institution, were examined in two ways: an existing leadership competency model was applied to each critical incident and inductively derived themes were identified through thematic analysis of the incidents.Findings– The predominant distinguishing leadership competencies demonstrated by the physician leaders included: Empathy, Initiative, Emotional Self-Awareness and Organizational Awareness. Communicating deliberately, getting buy-in from colleagues, focussing on the mission of the organization and showing respect for others were also discovered through thematic analysis to be essential practices of these effective physician leaders. Over 90 percent of the critical incident stories dealt with colleague-to-colleague interactions.Research limitations/implications– The research was conducted in one academic healthcare organization, thus limiting the generalizability of the results. Additional research testing these results in a variety of healthcare institutions is warranted.Originality/value– This study identified specific competencies that distinguish effective physician leaders. These leaders actively sought to work with colleagues to obtain their input and consensus in order to enact organizational change and improve health care delivery in their institution. Importantly, their intentions were neither self-focussed nor self-promoting but strongly mission driven. The identification of physician leader competencies will assist incumbent and emerging physician leaders in their ability to be effective leaders, as well as inform the design of training and development programs for physicians.
In this article we assess the extant literature on women’s careers appearing in selected career, ... more In this article we assess the extant literature on women’s careers appearing in selected career, management and psychology journals from 1990 to the present to determine what is currently known about the state of women’s careers at the dawn of the 21st century. Based on this review, we identify four patterns that cumulatively contribute to the current state of the
PurposeThe purpose of this paper is to examine the relationship between emotional intelligence an... more PurposeThe purpose of this paper is to examine the relationship between emotional intelligence and effective board governance.Design/methodology/approachThis study applied a model of emotional intelligence competencies to the practice domains of school boards. A board self‐assessment questionnaire measured board practice domains for the presence or absence of 18 emotional intelligence competencies defined in an emotional competence inventory. Inter‐rater reliabilities were established and confirmed. Current and former school board members in two urban areas rank‐ordered the most critical emotional intelligence competencies for effective board governance and offered explanations for their most highly‐rated competencies.FindingsEmotional intelligence is a critical factor for effective school boards. A set of six core competencies are universal across the six board practice domains: transparency; achievement; initiative; organizational awareness; conflict management; and teamwork and collaboration. Each board practice domain is also characterized by one or two key emotional intelligence competencies.Research limitations/implicationsFirst, one model of school board leadership was used. Future studies should examine additional models of effective board practice for their relationships with emotional intelligence in order to extend the generalizability of these results. Second, there has been some debate regarding the substantive nature of the emotional intelligence construct.Practical implicationsThe six practice domains in the school board effectiveness model are fundamental elements for all boards to develop in order to become more effective governing bodies.Originality/valueThis paper identifies a novel application of emotional intelligence leadership competencies to the work of effective governance boards.
Changing organizational and environmental dynamics present unique challenges to leaders in the fi... more Changing organizational and environmental dynamics present unique challenges to leaders in the field of health care. An accelerated emphasis on increasing the quality of health care delivery, conta...
Women have transformed the world of work and now comprise 40% of workers in the global economy (C... more Women have transformed the world of work and now comprise 40% of workers in the global economy (Carter & Silva, 2010). Accordingly, women’s careers and the impact of women in the workforce continues to be an important research topic.
Journal of Leadership & Organizational Studies, Nov 9, 2021
Leaders around the world have been thrust into leading remotely, using virtual platforms and othe... more Leaders around the world have been thrust into leading remotely, using virtual platforms and other various technologies to communicate and stay engaged with their employees and teams during this current extraordinary global crisis. Previous research supports that leaders share concerns around trust, communication, engagement, and support when leading remotely. Prior research also identifies “people skills” as essential in overcoming these concerns. We propose that emotional intelligence is essential in leading remotely during crisis situations. Thus, the current study explores the relationships between the construct of emotional intelligence and the emotional intelligence composites of self-perception, self-expression, interpersonal relationships, decision-making, and stress management with leader concerns when leading remotely during a time of crisis.
PurposeThe purpose of this paper is to explore three research questions. Are there gender differe... more PurposeThe purpose of this paper is to explore three research questions. Are there gender differences in the demonstration of emotional and social intelligence competencies? What is the relationship between emotional and social intelligence competencies and success, and does gender moderate that relationship? Are there differences between the most successful male and female leaders in their demonstration of these competencies?Design/methodology/approachThis study used a 360‐degree instrument to measure the demonstration of emotional and social intelligence competencies by top‐level executives in one financial services organization. Annual performance and potential assessments measured the participants' success. Regression analyses and tests of mean differences were used to analyze the research questions.FindingsThe results indicated that there were no significant differences between male and female leaders in their demonstration of emotional and social intelligence competencies. The most successful men and women were also more similar than different in their competency demonstration. However, gender did moderate the relationship between the demonstration of these competencies and success. Male leaders were assessed as more successful even when the male and female leaders demonstrated an equivalent level of competencies. Finally, distinctions were found between the most successful males and females and their typical counterparts.Research limitations/implicationsA field sample from one organization limits the generalizability of the results.Practical implicationsImplications for organizations and their leadership are discussed including the importance of a broad range of competencies used in assessments, the awareness of gender stereotypes and gender‐stereotypical behavior, and the acknowledgement of multiple measures of success.Originality/valueThis study highlights the moderating influence of gender between the demonstration of emotional and social intelligence competencies and success. Distinctions in competency demonstration between the most successful top‐level executives and the typical executives contribute to the literature and to leadership development practice.
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