Personal Leadership – Fazit

The Impact of Emotional Intelligence towards Relationship of Personality and Self-Esteem at Workplace

In this chapter, we examine another set of accounts that are consistent with a scientific realist approach. These accounts do not have a neat label. Here, we consider them under the general heading of contextual accounts of political leadership. These accounts are firmly rooted within the interactionist paradigm, whereby leadership is the result of the interaction between the personality of the leader and the context with which the leader is faced. However, as the name of this chapter suggests, these accounts privilege the contextual side of this equation. In this regard, there is a basic difference between these accounts and the political psychology accounts that we considered in the previous chapter. We identify five contextual accounts of political leadership. The first is the most general and captures studies that identify multiple influences shaping the outcome of the leadership process. We then identify three accounts that emphasize different aspects of the political context: one that privileges long-term, contextual regularities; another that emphasizes the role of political institutions and which has two variants; and yet another that emphasizes the personality of political leaders in interaction with the wider leadership environment. The final account places itself explicitly within the scientific realism paradigm, but looks at the discourse of political leaders. Before we examine each account, we outline the basic elements of contextual accounts of political leadership.

Purpose – The aim of this study is to investigate how communication styles of transformational leaders affect the personal leadership of administrative employees. Aim – The paper aims to identify aspects of transformational leader communication that enhance personal leadership among administrative employees in higher education. Methodology – Research data was collected by a survey. The study sample consists of administrative staff from state University operating in Lithuania (N=115). Statistical data analysis, including the chi-square (χ2) test, Student's t-test, ANOVA, Smirnov-Kolmogorov test, Shapiro-Wilk test, and Spearman correlation (r) was conducted using SPSS Statistics 20. Findings – The study findings indicate that communication characteristic of transformational leadership promotes personal leadership, loyalty, job satisfaction, and positively impact organizational climate. Some aspects of transformational leadership differ by demographic factors such as gender, age and position Limitations of the study – The study acknowledges certain limitations, including the subjective nature of survey responses and the focus on a single organization's administrative staff, which may limit the generalizability of the results. Originality/value – This study is among the few exploring the impact of transformational leader communication on administrative employees' personal leadership, particularly within the context of Lithuanian organizations, and by analyzing demographic differences in this regard. It provides new insights into the importance of transformational leadership and its practical benefits in organizations. The research outcomes can assist organizational leaders in understanding how their communication can influence employees' personal leadership qualities. This understanding may lead to practical outcomes such as improved organizational structure, enhanced teamwork, and increased productivity.

Purpose: This short note aims to review all the available literature using the keywords ‘Leader Personality’ in the Scopus database and propose the usage of analytical traits in FIKR (Facet, Insight, Knowledge and Resilience) personality profiling (PP) to identify climate changer leadership with logical rationales. Methodology: Using the Scopus database on 26 April 2024, with the keywords ‘Leader Personality’ in the article title. Bibliometric analyses were performed using VOSviewer to generate a clear graphical representation of bibliometric maps. Findings: A total of 250 papers were reached using the Scopus database search, which had high relevancy. Based on the visualization of the paper network confirming the main research themes, from 1920 to 2024, 20 items with 6 major clusters were found. However, the item with Analytical was not found in all the 6 major clusters. Therefore, all the above literature indicates that the use of analytical trait among leaders is still lacking in the literature. Following that, the usage of analytical traits in FIKR (Facet, Insight, Knowledge and Resilience) personality profiling (PP) to identify the climate changer leadership is proposed, with a hypothetical comparison of leadership between high and low analytical traits. A hypothetical comparison of leadership between high and low analytical traits can be used since a) Overall, a high analytical trait uses data-driven decisions, while low analytical personalities rely on intuition in leadership roles; b) Good communication style where high analytical leaders emphasize clear communication, while low analytical leaders use storytelling and emotional appeals; c) Efficient indecision-making process, where high analytical personalities analyze thoroughly before decisions, while low analytical individuals rely on instinct; d) Positive impact on team dynamics where teams under high analytical leaders focus on data-driven metrics, while teams under low analytical leaders emphasize creativity; e) Approach to challenges, where high analytical leaders break down challenges for systematic problem-solving, while low analytical leaders tackle challenges holistically. Unique contribution to theory, practice and policy: Hence, there is a rationale to propose and to highlight the use of analytical trait in leaders of an organization. Therefore, this has become a novelty in this present paper. Overall, this analytical trait enables leaders to understand the complexity of climate change and its impact on various sectors, such as energy, agriculture, and transportation.

Woodrow Wilson’s political thought on statesmanship and governance reveals a consistent tension between party and personal leadership. I trace three phases of Wilson’s political thought, analyzing this tension under a framework of Edmund Burke’s idea of party government and Henry Bolingbroke’s conception of the “Patriot King.” First, in his early scholarship, Wilson adopted the Burkean notion of unifying the legislative and executive branches to promote effective party government. Second, in his later scholarship and political career, Wilson embraced a view of the president as having the ability to bring about responsible party government through the power of personal leadership—implicitly using Bolingbroke’s means for Burke’s ends. Third, as his presidency came to focus more on foreign affairs, Wilson defended presidential prerogatives for personal leadership akin to a patriot king. This tension influenced Wilson’s presidency and subsequent American political development.

Doctor of Physical Therapy (DPT) programs accept responsibility for the development of clinical skills and professional behaviors in students. Academic and clinical faculty endeavor to teach and mentor at the highest levels. Doctor of Physical Therapy programs that develop leadership intentionally, specifically personal, or self-leadership may be successful in leading positive change within their graduates' relationships, environments, and patient outcomes. Personal leadership means leading from within as an individual and does not require the individual to have a leadership title or role. It includes characteristics such as authenticity, passion, emotional intelligence, trustworthiness, and credibility. This case report will unveil how 1 established residential DPT program integrated personal leadership explicitly as a curricular thread. The 3 pillars are leading self, leading others, and leading systems: organizations and communities. The program used evidence-based processes used to build materials, learning activities, and assessments. The program achieved purposeful integration, including academic/clinical faculty development and progressive student learning experiences. Program assessment through focus groups and curricular surveys shows that students value the curricular content in personal leadership and are meeting the curricular thread behavioral objectives. The personal leadership curricular thread shows promise to promote leadership behaviors in students and graduates.

This paper is an analytical discussion on the integrity of employees from the dimension of human governance through the personality of the leaders in the workplace. Discussions are encircling the conceptual of integrity, human governance and personality; impact; outlooks and challenges. In this new millennium, world is increasingly emphasized the development of human capital as a means of human resources in society, religion, race and nation. In fact, the development of human capital should be in line in the physical and material development of the country that we do not deny, and the rapid development time to time. But certainly we want the world not only has the first class facilities, but most important is the soul of human capital and the first class mentality. In the same tone, all employees in a workplace or organization is an entity of human resources should be an ideal capacity of human capital in terms of human governance in order to produce the quality of work and have the strong value of integrity. Therefore, leaders in the workplace must have a high level of emotional and spiritual intelligence to be able to form positive culture among employees and develop consistency of practice on an on-going basis, so as to become habits that give comfort to all parties in the working environment. The end of this paper will show clearly the need for all leaders to have the good personalities that is based on the strength of affective and mentality from the dimension of human governance to help enhance employee integrity and to enable the workers were able to develop the human capital. Therefore, the integrity among employees can be achieve their optimum level and thus can help achieve the percentage of success in realizing the vision and mission of organization.

Purpose This study aims to examine brand personality and its application to political branding. This study focuses on the brand personality of a political leader from the BJP Party brand (Bharatiya Janta Party). The development of a strong political brand personality is crucial for success at the polls. Little research has been dedicated to this phenomenon particularly beyond Western political and post-election contexts. Design/methodology/approach The scope and development of the study required a qualitative approach. The theoretical frameworks of the study acted as the deductive base of the study. The insights of the respondents were the inductive base of the study. Semi-structured interviews were conducted with external stakeholders [voters]. In addition, semi-structured interviews were also adopted to capture the branding activities used by internal stakeholders [BJP]. Findings The brand personality dimensions such as sincerity; agreeableness, competence, energy, openness, conscientiousness and emotional stability were clearly associated with a political leader. Negative qualities such as dictatorial attitudes and arrogance affected the political leader’s brand personality. Religious partisanship was another strong negative trait affecting the brand personality of the political leader. Originality/value The study has an actionable framework for political brand personality in the post-election context. It offers negative qualities to be avoided in the development of the political brand personality of the leader. It offers insights about the political brand personality of the leader in terms of young digitally savvy voters.

Communication professionals are often associated with the organization’s responses to developments in the environment (reactionist’s approach), but most of the CSR and sustainability initiatives in an organization are due to the active role and personal leadership (proactive and leadership approach) of communication professionals. The pandemic highlighted the importance of the performance of communication professionals: if in the past communication professionals were able to communicate face-to-face through various communication tools and encourage stakeholders to engage in various organizational activities, the changed conditions not only forced to search for new forms of communication building and strengthening relationships with stakeholders in the “new reality” applying a hybrid mode for interactions and communication, but also to review the organization’s activities, strengthen the motivation of individual stakeholders, and encourage them to stay engaged with the organization. In the chapter, the model of one- and two-way communication processes is applied for the analysis of CSR/sustainability communication strategy and the role of communication professionals in proposing and implementing CSR/sustainability activities in organizations, through initiation, motivation, and call to action, especially during crisis or in the situations with high level of uncertainty. The choice of such an approach for analysis of CSR/sustainability activities within the organization, which indicates the respective role of communication professionals in them, allows us to evaluate the activities of communication and sustainability of the organization, highlighting the role and personal and proposed globally initiatives taken by communication professionals as social change agents. The chapter analyzes the role of communication professionals as social change agents in times of crisis to achieve an organization’s CSR/sustainability goals in collaboration with various stakeholders. In the chapter, statements on the role of communication professionals are reinforced with the results of qualitative in-depth interviews with top communication professionals working in corporations nominated for CSR and sustainability awards in Lithuania, supported with the content analysis of activity reports of those corporations for 2019–2020. Communication professionals, driven by the organization’s values, take on the role of social change and CSR/sustainability “ambassadors” in the pursuit of the organization’s corporate strategy, promoting and sharing sustainability ideas and encouraging responsible actions by organizations and external stakeholders. The actions of communication professionals are related to integrating the relevant values into the organization’s activities and communication, promoting CSR/sustainability initiatives, motivating the launching of activities, and engaging actively in the implementation of CSR/sustainability activities. The role of communication professionals in CSR/sustainability can be seen in the context of the organization’s system and culture for initiating and implementing CSR/sustainability activities but is also determined by the communication professional’s personal leadership and individual engagement in initiating sustainability activities, finding CSR/sustainability solutions, and implementing activities involving different stakeholders in the organization to create an added value for the organization and make social impact in the areas of CSR/sustainability chosen by the organization.

Addressing the sustainability of community-based dengue prevention and control needs to require specific assessment tool, there are few studies have examined the dengue community capacity-assessment tools in Thai communities. The objectives of this study were development and testing tool and application of a new tool for defining practice guideline to assess community capacity of sustainable community-based dengue prevention and control. Conducting on Southern Thailand, there were three phases: The first phase was defining meaning and themes of dengue community capacity domains by qualitative method, 10 initial dengue community domains were identified, by means of the three experts reviews with content analysis from literature reviews, in-depth interviews with 60 leaders, and 8 focus group discussions with 60 non–leaders, in 4 sub-districts of the 4 provinces. The second phase was developing items and testing tool phase. It was divided into dengue community capacity for leaders and non-leaders. Content validity was verified by a seven-expert review panel, which arrived at a total Content Validity Index (CVI) of leaders (0.90) and non-leaders (0.91). The items were measured with a 5-point rating scale. During the pilot-testing, the Cronbach alpha reliability coefficient for the leaders was 0.98 and the non-leaders it was 0.97. Items were revised leaders items 182 and non-leaders items 167. The testing tools were administered to 964 leaders and 1,248 non-leaders, throughout 8 sub-districts of the 8 provinces. Construct validity was analyzed by Exploratory Factor Analysis (EFA). Factor loading was 0.5, the Eigenvalue was greater than 2, and all the domains together explained in leaders 57.58% and non-leaders 57.11 % of the variance. Finally, the third phase was the application of using tool used community participatory approach and conducted on a sub-district which a high incidence of dengue. The findings were Dengue Community Capacity-Assessment Tool (DCCAT) of leaders and non-leaders. Assessment tool of leaders was 115 items within 14 domains i.e. 1)critical situation management (9-item), 2)personal leadership (12-item), 3)health care provider capacity (8-item), 4)needs assessment (8-tiem), 5)senses of community (11-item), 6)leader group networking (11-item), 7)communication of dengue information (10-item), 8)community leadership (8-item), 9)religious leader capacity (9-item), 10)leader group and community networking (7-item), 11)resources mobilization (4-item), 12)dengue working group (6-item), 13)community participation (6-item), and 14)continuing activities (6-item). Assessment tool of non-leaders was 11 domains (83-item) i.e. 1)critical situation management (13-item), 2)personal leadership (8-item), 3)religious leader capacity (10-item), 4)community leadership (8-item), 5)health care provider capacity (6-item), 6)senses of community (8-item), 7)communication of dengue information (7-item), 8)continuing activities (6-item), 9)dengue working group (7-item), 10)resources mobilization (5-item), and 11)needs assessment (5-item). The practical guideline of DCCAT consisted of five steps: 1)community preparation, 2)assessment, 3)community consensus, 4)strategies plan and implementation and 5)re-assessment. The Dengue Leader Group (DLG) was a key team which conducted on the application of the tool. Health care workers, researchers, and local administrative organization officers served as a support team. All stakeholders in community should use the new tool based on understanding of the dengue community capacity concept, measurement objectives and outcomes, and context of community. If the communities need develop dengue community capacity building, the designed pre-post intervention assessments or serial assessments are essential.

Leadership which has been well-known and applied in times is actually a manifestation of paradigm of ‘the chairperson leadership’ or ‘person leadership’. Research shows that this paradigm implies several of weaknesses which the organizations themselves are less aware of. This weaknesses have made and will cause many losses, such as crisis in personality, social humanity, economy, culture, and environment. The fundamental weakness –linked to others– is the person centered characteristic which empowers the chairperson to be the last one to judge in decision making. Keywords: chairperson leadership, fundamental weakness, person centered

The Concert of Greek Sicily was successfully orchestrated by Hiero until his major partner Theron died in 472. The fall of the Emmenids marked not only a radical constitutional change in the city state of Acragas, but also the dissolution of the entire Acragantine epicracy. The end of tyranny at Syracuse precipitated the immediate dissolution of the Deinomenid epicracy in eastern Sicily. The events of 459/8 can plausibly be viewed as the second phase in the growth of the Sicel movement as well as of Ducetius' personal leadership. The Sicel movement's most enduring result was the furtherance of Sicel assimilation into the cultural Siciliote koine of the late fifth century BC. The three decades following the fall of the tyrannies were crucial to Syracuse's constitutional and socio-economic development and its rise to the rank of a major hegemonic power in the West.

The purpose of this study was to discuss and analyze different methods of assessment of leader's personality traits, individual psychological characteristics and leadership style. Scientists and researchers use different methods to assess the personality and psychological characteristics of a leader. This research focused primarily on methods developed by prominent American scientists (Margaret Herman, James David Barber, and David A. Winter). As a result of the research, it was established that it is quite possible to obtain information on the personal qualities and psychological characteristics of the leader remotely, without meeting him. Marguerite Herman developed a method for assessing the personality traits of leaders, known as Personality Assessment-at-a-Distance. This method allows us to remotely assess the leader's personal qualities and individual psychological characteristics based on the analysis of his public speeches and conversations.

PurposeThe paper aims to explore the processes by which individuals make attributions about a leader's personality and effectiveness based upon information contained within a photograph of a leader's face.Design/methodology/approachA mixed methodology approach is taken which combines an individual survey with a follow‐up focus group conducted with five classes of MBA students. In the survey, respondents were asked to rate the photographic images of ten CEOs for personality traits and leadership effectiveness that were apparent in the face; in the focus group, they were asked to reflect upon the processes they had utilized in order to make their attributions.FindingsThe study demonstrated that the vast majority of the participants actively used the face to attribute personality traits of the leaders as well as their ability to lead. The survey revealed that perceived leadership effectiveness was positively correlated to perceived extraversion, agreeableness, openness, conscientiousness, and narcissism. The focus group revealed three strategies that were used when placing these attributions on a leader. These were drawing on explicit facial traits, using the leader's non‐facial traits and general appearance, and telling stories about the leader.Research limitations/implicationsThis was an exploratory study set up in an artificial laboratory‐like environment featuring a limited and homogenous collection of CEO photographs and involving a limited and relatively homogenous group of participants. However, it does show that the face is an important and rich source of information from which individuals can make detailed attributions about a leader's personality and their potential leadership ability. The functionality of making such attributions as well as its moral and ethical basis needs to be properly examined and discussed.Originality/valueThe study highlights the leader's face and the visual portrayal thereof, as a potentially important, yet rarely analyzed, aspect of leadership. It foregrounds photographs of leaders, most notably those taken of CEOs, as organizational artifacts that have been largely ignored but worthy data sources. Leadership scholars could profitably focus upon both the production and consumption processes associated with the visual portrayal of leadership.

The performance of the policeman is usually achieved when it is fine-tuned and trained in order to reachthe graduation of policemen who are able to defend the country and the security and comfort of citizens,and that leadership is a valuable characteristic of the character that must be met by the men of the InternalSecurity Forces who are assigned leadership tasks in The future after their graduation, and because the policecollege students are the protectors of the homeland in the future, and through the researchers ’meeting with anumber of police college students’ trainers, there has appeared weakness or lack of interest in the leadershipaspects during training that affect students ’performance and the extent of their impact on their personalityafter graduation, so the researchers saw knowledge Do some psychological skills have a relationship inthe formation of the leadership personality of the police college students, and the research objectives wereto identify some psychological skills (the ability to focus attention, the ability to relax, the ability to faceanxiety among the police college students and to reveal the relationship between psychological skills andthe leadership character of Students of the Police College, and knowing the level of leadership personalityamong students of the Police College. As for the research assumption, there is a moral correlation betweensome psychological skills and the formation of the leading personality of students Police College Theresearchers used the descriptive approach in the style of survey studies to suit the nature of a problem. As forthe research sample, the students of the Police College, through the results of the research, the researchersconcluded that the leadership personality was greatly affected by relaxation, and this was evident duringthe results of the research, and the leadership personality was affected Great concern and this was evidentthrough the search results.