John Knights, Danielle Grant and Greg Young
It is becoming more generally accepted that there is a need to develop a new kind of leader to meet the needs of our 21st century VUCA world. The bookcases are full of volumes…
Abstract
Purpose
It is becoming more generally accepted that there is a need to develop a new kind of leader to meet the needs of our 21st century VUCA world. The bookcases are full of volumes that describe “what” great leaders should do, but “how” to develop such leaders is usually limited to a macro or systemic solution rather than focusing on granular behavioural change of the individual. This paper describes the qualities and characteristics of Transpersonal Leaders, then focuses on developing these leaders through a new coaching process and finally explains how experienced coaches can be trained to coach these leaders.
Design/methodology/approach
Our research over the last 20 years of working with leaders individually and in teams has focused on this issue. We have been developing “21st century ready” leaders, referred to as Transpersonal Leaders, for over 10 years in teams, but only recently have we been developing such leaders through a new coaching process. We have also developed a methodology that codifies the development of Transpersonal Leaders which, in turn, allows us to replicate the programme by training other professionals, potentially in large numbers.
Findings
Graduates of the Transpersonal Coach Training Programme say that it has been a transformational personal experience, enabling them to take their leader clients to a new level. Leaders who have been coached say the programme has equipped them to learn a practical approach to becoming an authentic, ethical, caring and more effective leader.
Originality/value
This is a unique approach to coaching leaders but based on proven learning principles.
Details
Keywords
This lesson plan can be used with elementary students to discuss the different aspects of entrepreneurship. It uses a trade book, Lunch Money, to launch a lesson about different…
Abstract
This lesson plan can be used with elementary students to discuss the different aspects of entrepreneurship. It uses a trade book, Lunch Money, to launch a lesson about different aspects of designing and maintaining a business and business relationships.
John L. Ward and Carol Adler Zsolnay
A married couple who have a successful industrial B2B business evaluate whether or not to sell the business to two of their offspring, who are both entrepreneurial MBA graduates…
Abstract
A married couple who have a successful industrial B2B business evaluate whether or not to sell the business to two of their offspring, who are both entrepreneurial MBA graduates. Complicating factors include the fact that the sale price and structure need to finance the couple's retirement and give fair inheritance treatment to the remaining siblings. In addition, the father has had some health issues and the business is doing well, so there is a lot of forward momentum to sell to the next generation
Evaluate whether or not, and how, to keep a business founded and run by entrepreneurs as a family business into the sibling generation. Explore “escalation of commitment” and how it influences decisions to keep the business in the family or not.
Details
![Kellogg School of Management](/insight/static/img/kellogg-school-of-management-logo.png)
Keywords
Adela J. McMurray, Azharul Karim and Greg Fisher
The aims of this paper are: to investigate the perceptions held by police (insiders) and community member (outsiders) of the recruitment and retention of culturally and…
Abstract
Purpose
The aims of this paper are: to investigate the perceptions held by police (insiders) and community member (outsiders) of the recruitment and retention of culturally and linguistically diverse employees of Victoria Police; and, to develop a model that can assist in future recruitment and retention policy development.
Design/methodology/approach
Structured focus group interviews were conducted based on an instrument deduced from existing literature. Police and community members were interviewed separate cohorts. The discussions were thematically coded to themes and sub‐themes.
Findings
Specific differences were identified in perceptions of the importance of recruiting culturally and linguistically diverse groups, barriers to recruitment, recruitment methods, and retention methods.
Research limitations/implications
Based on these perceptions, a proposed a model addresses the importance of cultural diversity in policing and barriers to recruitment and retention of culturally and linguistically diverse employees. Further research is necessary to assess the broader applicability of this model.
Practical implications
The proposed model may be used as the basis for future recruitment and retention activities, and human resource management policy development.
Originality/value
This is the first study in the Australian context of recruitment and retention of culturally and linguistically diverse police that addresses both community and police perspectives. Aligning the demographic profile of the police service with that of the community is beneficial to effective policing.
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Feiyang Guan, Wang Tienan, Qianqian Fan and Linlin Liu
This study aims to explore the effect of competitive aggressiveness on firm performance and the moderating effect of firm 2019s ego-network structures in the international…
Abstract
Purpose
This study aims to explore the effect of competitive aggressiveness on firm performance and the moderating effect of firm 2019s ego-network structures in the international coopetition network.
Design/methodology/approach
From the perspective of strong cooperation of the global automobile industry in recent years, this study uses the global automobile firms in Factiva database as samples to test hypotheses using the least squares dummy variable (LSDV) model.
Findings
This study finds that there is different relationship between the number and variety of competitive actions and firm performance. In addition, ego-network structures have different coefficients for the number and variety of competitive actions.
Originality/value
The conclusions provide theoretical support and policy suggestions for firms to develop effective competitive strategies according to ego-network structures in the international coopetition network.
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Keywords
Sarah Soppitt, Rebecca Oswald and Samantha Walker
The paper aims to consider whether social enterprise, who are growing in number and seemingly a politically popular alternative to mainstream employment are a potential conduit…
Abstract
Purpose
The paper aims to consider whether social enterprise, who are growing in number and seemingly a politically popular alternative to mainstream employment are a potential conduit for social change. Discussions relating to the value of (stable) employment in reducing and preventing (re)offending are not new. For many ex-offenders, a multitude of barriers stand between them and access to the labour market. As a potential conduit for social change, social enterprises are a growing and seemingly politically popular alternative to mainstream employment.
Design/methodology/approach
Focusing on the qualitative lived experiences of young people (aged between 16 and 18) with criminal convictions enrolled in one such enterprise, this paper examines the extent to which work-integrated social enterprise can assist in overcoming existing barriers to the labour market.
Findings
The paper highlights the value of social enterprise(s) in addressing the complex needs and precarities of criminalised youths, promoting social inclusion and assisting with progression into future employment. The paper also discusses the limitations of social enterprise(s) in overcoming external structural barriers to meaningful employment for those with an offending history and the implications for young people who aspire to more than precariat work.
Originality/value
Justice-orientated social enterprises are allowing young people with criminal records the opportunity to build social capita and access precarious work, previously unattainable for many. By focusing on the concept of “precarity”, this paper builds upon existing research on the collateral consequences of criminal convictions offering insights into the various challenges facing criminalised youths attempting to build a positive pro-social work identity within contemporary labour markets