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Our understanding of leadership has undergone a significant shift in the early part of the 21st century. An emerging perspective, dubbed Eco-Leadership, suggests leadership is a collective process involving both leaders and followers co-creating leadership. Because our beliefs and attitudes toward leadership affect how we lead, it becomes crucial to better understand the views youth have towards leadership, as they develop into our future leaders, to improve curricula and instruction. In this study, no relationship was found between youth attitudes and beliefs towards systemic and hierarchical thinking with respect to their preferred problem-solving style. These findings indicate youth may adaptively or innovatively associate leadership equally through systemic and hierarchical thinking. Further, neither being more adaptive nor more innovative implies one to be better at leading.

Principles of Peer Leadership is an undergraduate course developed through the collaboration of leadership educators with colleagues from residence life and fraternity/sorority life to provide instruction to undergraduate students serving in peer leadership positions across campus. The course comprises online and recitation components to connect leadership concepts to the students’ peer leadership practice. This application brief is intended to a) provide an overview of the course along with relevant scholarship used in its design, b) detail the course format and its various components for developing leadership skills, and c) offer educator reflections about how the course has worked well, and areas for improvement. Among the recommendations for future practice is a clear message of collaboration with university stakeholders and continuous assessment.

The purpose of this study was to examine if team composition based on adaption-innovation (A-I) problem-solving styles is related to the teamwork quality and team effectiveness (TE) of student project teams participating in a [state-gifted program (SGP)].

A correlational design was conducted with a sample of 72 (SGP) participants, consisting of 15 project teams (n = 15), which formed three groups: (1) the homogeneous adaptive group, which consists of five homogeneous adaptive teams (n = 5); (2) the homogeneous innovative group, which consists of five homogeneous innovative teams (n = 5), and (3) the heterogeneous group (i.e. a mix of innovative and adaptive individuals), which consists of five heterogeneous teams (n = 5).

A one-way ANOVA and post-hoc test revealed that team composition based on problem-solving styles is related to teamwork quality and TE. Regarding TE, both homogeneous groups (i.e. all adaptive or all innovative individuals) were more effective than the heterogeneous group. However, regarding teamwork quality, only the adaptive group had significantly higher teamwork quality than the heterogeneous group.

We recommend that leadership educators utilize Kirton’s adaption-innovation inventory (KAI) as a tool for building effective student project teams. KAI can be used by leadership educators in two major ways: to assign students to groups (as done in the current study) or for team building, where team members share their KAI scores to better understand their problem-solving preferences.

The findings add to the literature by specifying the type of homogeneous groups (i.e. homogeneous adaptive), which may offer an advantage over heterogeneous groups regarding teamwork quality.

Jobs: Better jobs. New jobs. Virtual jobs. Any jobs. How do people create them, get them, keep them, or do them? Sometimes it seems as if there really is no rest for the weary, let alone anyone else. We often hear, “It's better than digging ditches.” But what do ditch diggers say? We asked other workers what came to mind when they thought of “jobs,” and here's what they had to say:

Be it about blending intangibles to deliver to market needs or directed at fulfilling aspirations pushing at technological frontiers, inter-firm collaborations across industry boundaries are much in vogue. This paper aims to classify some collaborations as “odd couple collaborations”. These are fuelled more by aspirations of the partner firms, and not as much by market pull. The study provides key distinguishing characteristics for these and an understanding of what makes them tick.

The paper draws on secondary sources in the public domain to understand the motives and performance of several inter-firm collaborations. Odd couple collaborations are examined and some essential performance enablers are highlighted.

A typology that distinguishes odd couple collaborations from other inter-firm collaborations is drawn out. Analysing the performance of such collaborations, and a need for partners to work on the visibility and appeal of such collaborations, is discussed. Stringent market evaluation of the offering and careful creative blending of intangibles are also highlighted as key enablers.

The paper contributes to a vast body of research on inter-sector or distant collaborations by isolating and examining a niche that is fast becoming pronounced. The analysis of odd couple collaborations provides cues for effective strategies for superior value from such collaborations. As organisations constantly seek to extend their innovative potential, these insights may prove useful for both practice and research.