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The purpose of this paper is to expand upon scholarship exploring the application of Jungian psychological concepts to leadership development.

This is a conceptual paper in which Jungian shadow is explored as a potential bridge between the simplistic conceptualization of good and bad leadership.

The importance of shadow work to leadership development is explored and activities for shadow work are provided.

Because this paper is not an empirical study, it does not present research information, propositions or hypotheses.

The paper presents a clear and accessible introduction to Jungian psychology and suggests practical exercises for incorporating shadow work into leadership development.

The purpose of this paper is to contribute to the debate initiated by the “historic turn.” This debate has seen several rebuttals of the methodologies and conceptual frameworks advocated by proponents of the “historic turn” including ANTi-History. In contributing to this debate, this paper provides a discussion on some of the ongoing debates within the field. The purpose is to neither condemn nor defend – but to clarify and find points of agreement.

The design implied is an overview of some of the themes in the field – locating key concepts of agreement and key aspects of disagreement.

There is a middle ground between the two schools. One is a continued focus on primary sources, the use of new methodologies, understanding context and some new approaches. We must carefully consider context and text and limit the use of concepts that have real limitations.

This is an overview of the field by someone who was considered a critic of the new history. The purpose is to find middle ground.

Function libraries, and indeed the majority of organisations, especially those operating on a commercial basis or utilising public funds, consist of material and human structures. The leaders of the human structure utilise personnel and materials in the pursuit of certain goals. Brech itemises four main elements in this process of planning and regulating enterprise activities. They comprise:

The purpose of this study is to map the intellectual structure of the field of conflict management and the field of family business to the investigation of conflicts in family firms, with the aim of contributing to the further integration of knowledge between the two fields.

Family conflicts and work–family balance issues also received a lot of attention, yet studies in conflict management still seem to overlook a thorough investigation of conflict in family businesses. Conflict is a major aspect of family businesses, which differs highly from non-family businesses, and offers an important research avenue for conflict management scholars to contribute to the investigation of major characteristics of organisations that constitute a large part of the value created in the world.

The results of a bibliometric analysis and systematic literature review show that studies concerning conflict in family business aggregate around three clusters: organisational conflicts; firm growth and conflicts; and family control, performance and conflicts. An interpretative framework is also developed to interpret how antecedents, conflicts and growth dynamics in family business influence performances. Findings show how family conflicts and work–family balance issues received a lot of attention, yet studies in conflict management still seem to miss a thorough investigation of conflict in family businesses.

This paper contributes to the field of conflict management and family business by providing a systematic analysis of knowledge and family firms. This paper can be a starting point for researchers interested in understanding how conflicts affect family businesses.

This article sets out to examine what is different about top leadership and what is required beyond proven professional competence to be highly effective at this level.

The article is a masterclass – essentially a thematic review and synthesis of some of the most influential ideas on the topic from research and practice over the last two decades.

The main conclusions are that: the top job is different, not just a step up, and has its own unique tasks that top leaders need to keep their focus on; effectiveness at this level requires more than generic professional competencies, it also requires finding an individual leadership voice and sense of higher ambition; and effectiveness at the top also requires the development of contextual awareness and sensitivity to find and rise to the right leadership challenge in the right institution at the right time.

The practical implications flow directly from the findings above.

A PROGRESSIVE increase in the standard of living is now widely accepted as both possible and desirable, even if the notion that it can be doubled within the next 25 years is dismissed as an optimistic flight of Butlerian fancy. The prerequisite is a substantial upsurge in the country's production. This was expressed succinctly by Mr. Victor Feather four years ago when, as Assistant Secretary to the Trades Union Congress, he told the Institute of Directors that ‘what can be done by any Government by way of social improvement depends on what Industry can produce and sell. About half the strikes that take place have nothing to do with hours or wages or conditions, but have a great deal to do with human relations. That field is one in which there must be patience, tolerance, concentration and great endeavour, but the rate of progress can and should be accelerated.’

The purpose of this paper is to examine the cultural learning process (namely, the development, practice and enhancement of cultural intelligence (CQ)) of a successful entrepreneur – Harold Bixby, a Pan American Airways expatriate, as reflected in the memoir of his experiences in China during 1933–1938.

This study adopts a microhistory approach as a methodology for studying history and the past while ultimately requiring evaluations informed by the present. This paper first identifies the literature gap on CQ development and the need to study historical accounts of the past in assessing the CQ development process. This study then outlines the four key foci of microhistory as a heuristic for making sense of on-going and past accounts of selected phenomena.

This paper finds that specific personality traits (namely, openness to experience and self-efficacy), knowledge accumulation through deep cultural immersion (namely, extensive reading/study, visiting/observation and interacting/conversation), critical incident and metacognition all contributed to Bixby’s CQ development, which was a time-consuming process.

The study contributes to debates around cultural learning and historical organization studies by providing a rich, qualitative study of CQ assessment and CQ development through microhistory. This study highlights the importance of cognitive CQ and the function of extensive reading/studying in the process of knowledge accumulation. This paper draws attention to critical incidents as an underexplored way of learning tacit knowledge. Moreover, this study suggests metacognitive CQ can be enhanced through meditative and reflexive teaching and research practices. These findings have significant implications for cross-cultural training programs.