Leadership in Context Sample Clauses

Leadership in Context. ‌ This analysis draws on academic leadership literature and leadership development practice but is not based specifically on the health care education literature or on health care, or education leader- ship development. Its purpose is to outline some of the latest thinking in leadership theory and lead- ership development, regardless of sector, in order that the implications for health care and education can be debated. The analysis suggests that a traditional conception of leadership, in which leader- ship is largely equated to leaders’ competences, behaviours and values, needs at the very least to be expanded if leadership development can meet the needs of complex organisations in the 21st cen- tury. Three contentions are explored in this analysis, each having an impact on leadership development practice: • that leadership involves multiple actors who take up leadership roles both formally and in- formally, and importantly, share leadership by working collaboratively, often across organi- sational or professional boundaries • that leadership can be distributed away from the top of an organisation and this distribution takes the form of new practices and innovations as well as ‘leaders at many levels’ • that leadership needs to be understood in terms of leadership practices and organisational interventions and not just in terms of leader attributes and leader–follower relationships. The implications for leadership development are that: • while competent leaders are important, development that is focused on leader attributes alone will be insufficient to bring about desired organisational change • leadership development needs to be deeply embedded and driven out of the context and the challenges that leaders in the organisation face collectively • such leadership development focuses on roles, relations and practices in the specific organi- sation context and requires conversations and learning with people who share that context. Three case studies of leadership development programmes which incorporate these ideas are of- fered. They do not constitute a blueprint – as, indeed, the anaysis suggests that leadership develop- ment needs to be contextual – but are examples of the application of the principles explored in this paper. Lessons from new leadership theory Over recent years the increasing complexity of organisations has led to an interest in leadership not limited to formally appointed leaders or top leaders. There is much evidence that leadership is ...
Sample 1
AutoNDA by SimpleDocs

Related to Leadership in Context

  • District’s Evaluation of Consultant and Consultant’s Employees and/or Subcontractors The District may evaluate the Consultant in any way the District is entitled pursuant to applicable law. The District’s evaluation may include, without limitation:

  • Reporting Subawards and Executive Compensation a. Reporting of first-tier subawards.

  • GEOGRAPHIC AREA AND SECTOR SPECIFIC ALLOWANCES, CONDITIONS AND EXCEPTIONS The following allowances and conditions shall apply where relevant: Where the company does work which falls under the following headings, the company agrees to pay and observe the relevant respective conditions and/or exceptions set out below in each case.

  • Employment of Consultants Part A: General Consultants’ services shall be procured in accordance with the provisions of the Introduction and Section IV of the “Guidelines: Selection and Employment of Consultants by World Bank Borrowers” published by the Bank in January 1997 and revised in September 1997 and January 1999 (the Consultant Guidelines) and the following provisions of Section II of this Schedule. Part B: Quality- and Cost-based Selection

  • Employment of Relatives The School and its employees shall comply with state law prohibiting the employment of relatives which prohibits the appointment, employment, promotion, or advancement, or the advocacy for appointment, employment, promotion, or advancement in or to a position in the charter school in which the personnel are serving or over which the personnel exercises jurisdiction or control of an individual who is a relative.

  • Captions and References The captions and headings in this Agreement are for convenience of reference only, and shall not be used to interpret, define, or limit its provisions. All references in this Agreement to sections (whether spelled out or using the § symbol), subsections, exhibits or other attachments, are references to sections, subsections, exhibits or other attachments contained herein or incorporated as a part hereof, unless otherwise noted.

  • Employment of Consultants Part A General Consultants’ services shall be procured in accordance with the provisions of the Introduction and Section IV of the “Guidelines: Selection and Employment of Consultants by World Bank Borrowers” published by the Bank in January 1997 and revised in September 1997 and January 1999 (the Consultant Guidelines) and the following provisions of Section II of this Schedule. Part B: Quality- and Cost-based Selection

  • Covered Employees Employees with rights under this Article include permanent status employees and exclude provisional employees, employees in their original probationary periods and other employees who do not have permanent status. Employees with limited status, including employees who voluntarily accept a promotion, transfer, or demotion from a permanent position to a limited service position are also excluded; however, an employee with limited status in a limited service position has rights under this article with three (3) or more years of prior service as a Permanent status classified employee or after three (3) consecutive years in one (1) or more limited service position(s), or any combination of three

  • Proposing Integration Activities in the Planning Submission No integration activity described in section 6.3 may be proposed in a CAPS unless the LHIN has consented, in writing, to its inclusion pursuant to the process set out in section 6.3(b).

  • Employment of Consultants In order to assist the Borrower in carrying out the Project, the Borrower shall employ consultants whose qualifications, experience and terms and conditions of employment shall be satisfactory to the Association. Such consultants shall be selected in accordance with principles and procedures satisfactory to the Association on the basis of the "Guidelines for the Use of Consultants by World Bank Borrowers and by the World Bank as Executing Agency" published by the Bank in August 1981. SCHEDULE 4 Special Account

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!