University teacher teams can work toward educational change through the process of team learning behavior, which involves sharing and discussing practices to create new knowledge. However, teachers do not routinely engage in learning behavior when working in such teams and it is unclear how leadership support can overcome this problem. Therefore, this study examines when team leadership behavior supports teacher teams in engaging in learning behavior. We studied 52 university teacher teams (281 respondents) involved in educational change, resulting in two key findings. First, analyses of multiple leadership types showed that team learning behavior was best supported by a shared transformational leadership style that challenges the status quo and stimulates team members’ intellect. Mutual transformational encouragement supported team learning more than the vertical leadership source or empowering and initiating structure styles of leadership. Second, moderator analyses revealed that task complexity influenced the relationship between vertical empowering team leadership behavior and team learning behavior. Specifically, this finding suggests that formal team leaders who empower teamwork only affected team learning behavior when their teams perceived that their task was not complex. These findings indicate how team learning behavior can be supported in university teacher teams responsible for working toward educational change. Moreover, these findings are unique because they originate from relating multiple team leadership types to team learning behavior, examining the influence of task complexity, and studying this in an educational setting.
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Leaders play an important role in creating suitable conditions for and leading change, and leadership is most effective when it is needed most, such as during disruptive change. We used the disruption caused by the pandemic as a case to study how school leaders responded, starting from the framework by Leithwood, Harris, and Hopkins (2008. “Seven Strong Claims About Successful School Leadership.” School Leadership & Management 28 (1): 27–42. https://doi-org.hu.idm.oclc.org/10.1080/13632430701800060). 89 school leaders in higher education completed an open-ended questionnaire. Additionally, nine of these leaders were interviewed to explore their practices in depth. The leadership practices and paths of influence defined by Leithwood and colleagues (2008. “Seven Strong Claims About Successful School Leadership.” School Leadership & Management 28 (1): 27–42. https://doi-org.hu.idm.oclc.org/10.1080/13632430701800060) largely worked to understand leadership in times of disruption. We identified a new path of influence (relational) and refined the framework based on our insights. School leaders focused on setting directions and developing people and mainly influenced the change process through the relational and emotional path. These findings are an important next step in understanding and supporting leadership in times of disruption. This will become more and more important in a world of growing complexity and uncertainty.
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Professionals' willingness to change is a necessity for successful implementation of changes in the organisation. This study focused on the influence of a transformational leadership style on professionals' willingness to change. This multiple case study was performed in three project management organisations that had recently implemented a new business information system. The research data were obtained through both qualitative and quantitative data collection. The qualitative investigation revealed that through leading by good example a manager has a positive influence on their employees' willingness to change. However, the quantitative investigation showed that there is no relationship between transformational leadership and the motivational factors of willingness to change. Finally, the study showed that the most important factors of employees' willingness to change are timing, involvement, emotions, necessity, and added value
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There's a growing recognition that the mainstream economic system contributes to environmental degradation and climate change. This jeopardizes human prosperity and poses existential risks for all life forms. Not waiting for global politics to solve the problems, Regenerative Placemakers show that we can organize ourselves differently. They engage with realigning human systems to work within planetary boundaries as a well-being economy. However, they face challenges, such as incorporating non-human voices and embracing the complexity of co-creation. Our transdisciplinary, exploratory research project aims to incorporate a lifecentric worldview in the collective transformation process when investigating: What tools, methods, and approaches the Stewards of Place could use to embody the ecosystems thinking and be able to integrate the needs and perspectives of nature in a process of decision-making, such that it is understandable and fitting for different types of contexts? Our research focuses on fostering a post-anthropocentric outlook, where human identity merges with broader ecosystems. Through the development of methodologies, we seek pathways to coexist harmoniously within diverse natural habitats, prioritizing ecosystem health. This perspective fundamentally shifts worldviews, placing ecosystem well-being at the forefront. Our goal is to cultivate an integrated approach to living that acknowledges and respects the interconnectedness of all life forms. Consortium Partners: Practice Partners are Regenerative Placemakers, referred to as Stewards of Place: Impact033's, IMPACT024's, and Oosterhout SDG's Local. Together with WEAllNL, they are optimizing conditions for innovative, regenerative leadership in the "Plekathon” pilot project, which will serve as a Living Lab for this participatory research. Changemaker: Stichting Wellbeing Economy Alliance Nederland (WEAllNL)- Bas Poppel leading development of a learning community of practice. Knowledge Partners: Avans’ Economy in Common Research Group: Lector Dr. Godelieve Spaas and researcher Ewelina Schraven, Miranda van Gendt (Plekmakers_), Luea Ritter (World Ethic Forum), and Nature as an Advisor, Inspiration, and Stakeholder.
Various studies suggest that the fashion and textile industry need to move away from traditional, extractive leadership models. Dreier et al. (2019) show how traditional top-down, hierarchical leadership approaches are not effective in fostering sustainability, and argued that a more collaborative, participative approach is needed to implement true and long-standing change. Moreover, research also shows how fashion and textile designers don’t see themselves as leaders but instead as ‘creators’ who employ others to manage their business and lead the team. This change in leadership is also necessary to achieve the European vision for Industry 5.0 (2022), which places the wellbeing of the worker at the centre of the production process. If we want to find solutions to the problems we face today, we need to change the way we think, lead, and do business. This calls for regenerative leadership which involves not only minimising negative impacts, but also actively working to restore and enhance the social ecological systems in which an industry operates. And since technology has become ubiquitous in every aspect of our lives (including business), it is important to explore its role in helping us become better regenerative leaders. With ReLead, The Hague University of Applied Sciences (THUAS) aims to amplify consortium partner i-did’s social and environmental impact. Since its inception in 2009, i-did has helped more than 400 people become gainfully employed while helping recycle almost 60.000 kgs of textile waste. This has been possible due to the transformation of i-did’s founder (Mireille Geijsen) from a creative designer, into a collaborative and mindful leader. The intended outcome of this project is to create a tech-enabled leadership transformation toolkit and leadership academy that helps creative designers transform into regenerative leaders.
Centre of Expertise, part of Hanze
