New directions for student leadership最新文献

By incorporating the culturally relevant leadership learning model (CRLL) into the leadership learning framework (LLF), this article provides leadership educators with an inclusive approach to leadership learning. The authors illustrate how educators can integrate the five dimensions of campus climate into leadership knowledge, observation, development, training, engagement, and metacognition. We describe practical ways to address leadership identity, efficacy, and capacity development for all college students, especially those belonging to traditionally underserved identities. Finally, the authors present a new visual for integrating CRLL into the LLF-a kaleidoscope leadership learning model.

This article focuses on the research and scholarship of leadership training. We begin by defining and giving context to the concept of leadership training. Then, we provide a high-level literature review of the history and components of leadership training (e.g., content, pedagogy, and assessment). Next, we connect leadership training with the leadership learning framework (LLF) to address common critiques of leadership training. The article concludes with projections of leadership training in the future and ethical questions for leadership educators to consider when designing leadership training programs.

The term leadership development is often used in the field of education, management, and business, yet in the context of the leadership learning framework (LLF), it takes on a specific meaning as the innermost, human facets of leadership learning. In addition to the current scholarship around leadership development as a key component of leadership learning, this article will explore leadership development's evolution-from its interconnection with leader development, the use of training and education to foster it, to its growth self-awareness within group dynamics. This evolution will be considered in the contexts of both education and organizations. Finally, questions and recommendations for future scholarship in leadership are posed for both researchers and practitioners.

This article discusses the conceptual bridges between the leadership learning framework; specifically, its emphasis on metacognition and social justice advocacy, and explores how leadership education might be revamped. The focus of the article is practicing socially shared metacognition using the American Counseling Association's (ACA) advocacy competencies model. The purpose of the ACA advocacy model is to offer comprehensive advocacy-at individual, group, and community dimensions-with interventions aimed at systematic change. The model stresses creating alliances and working with the community. The article concludes with the practical implications of applying metacognition in leadership education and additional resources. A case example (Kai) is used throughout this article.

This article highlights data collected using the leadership learning framework as learning content for an undergraduate class and a reflective tool for students to self-identify ways leadership learning occurred. In this research study, 32 undergraduate students self-identified what aspects of the leadership framework were the most salient for their personal leadership learning journey. Although all six aspects of the leadership learning framework were named, this article focuses on the three aspects that five or more respondents identified as most influential in their learning. These aspects include leadership metacognition, leadership observation, and leadership development.

Metacognition, or having an awareness of one's thought processes, is an integral part of learning. Fostering metacognitive abilities enhances self-awareness and the ability of learners to engage with complexity. Metacognition underscores all aspects of leadership learning, including knowledge, development, training, observation, and engagement. Educators develop metacognitive abilities through explicitly teaching metacognitive skills, scaffolding learning, and engaging critical perspectives. As leadership educators develop metacognitive abilities and incorporate learning about metacognition in curricular and co-curricular settings, the field of leadership education amplifies opportunities for learners to facilitate positive and sustainable change.

This article delves into the intricacies of leadership development through the lens of the leadership learning framework (LLF); challenging conventional notions by emphasizing self-awareness, relational dynamics, and values as key elements of the leadership development process. We first explore how the LLF reshapes traditional paradigms, redirecting focus from skills acquisition to personal growth rooted in self-awareness, relational dynamics, and values acquisition. Through recommendations and examples, the discussion seeks to clarify the implications of this perspective for leadership educators, advocating for programs that foster not only task proficiency but also critical reflection and a deep sense of interdependency in relationships with others in the leadership process. Ultimately, it underscores the importance of integrating self-reflection, social awareness, and value-centered approaches into leadership development programming to cultivate leaders capable of navigating the complexities of modern society.

Leadership knowledge is viewed as an essential aspect of overall leadership learning, yet questions abound as to who decides what forms of knowledge are recognized as legitimate. This article reviews existing frames of leadership knowledge along with prior attempts to codify leadership knowledge. We then examine the function of leadership knowledge within the leadership learning framework (LLF) and explore how it connects to and illuminates other facets of the LLF model. Finally, critical questions are asked about the future evolution of leadership knowledge and the roles of context, culture, and complexity in decolonizing leadership knowledge.

Leadership observation is a technique that relies on active and inactive recall to enhance learning through connecting theoretic concepts to real-world examples. This article makes the case that leadership observation should be thoughtfully used as a pedagogical tool to aid in students' leadership learning. Knowledge will be shared through personal narratives and practical strategies. Leadership educators should consider implementing moments of intentional observation into their curriculum to deepen student connections and prepare them for future endeavors.

This article explores how the leadership learning framework can scaffold leadership development training toward meaningful, observable change. This change occurs when students have opportunities to take their existing leadership knowledge and combine it with new information to increase their leadership metacognition both conceptually and in practice. To bring these concepts to reality, we provide examples of the philosophies and priorities influencing LeaderShape's curriculum design. Examining core curricular themes of identity development, technology, and process-based learning, the authors share the rationale for implementation. They also provide suggestions for leadership operationalization based on LeaderShape's most utilized training programs, all grounded in critical elements of the LLF.