Transformational Leadership and Mentoring: Theoretical Links and Practical Implications

Organizations are becoming increasingly aware of the advantages of generating a stream of transformational leaders who will be able to successfully move their companies into the future. Yet, theory providing guidance for developing such leaders is at a premium. In particular, prior research has not explored in detail the complexity of the relationship between mentoring and the development of transformational leaders. To address this important topic, we develop logical links between traditional mentoring activities and the behaviors associated with the Four I\u27s of transformational leadership (individualized consideration, idealized influence, inspirational motivation, intellectual stimulation). Based upon our review and synthesis of the literature, we conclude that existing models of mentoring may be insufficient for developing transformational leaders. Building on these two literatures, we propose a process of transformational mentoring and describe eleven propositions depicting the relationship between transformational mentoring activities and protege outcomes associated with transformational leadership. We also identify and discuss mentor- and protege-based barriers that may mediate that relationship. We conclude with directions for future research that capitalize on the overlap between mentoring and the activities identified with transformational leadership. Request a copy of the paper from the author: Lynda St. Clair ([email protected]

Fetal Exposure to Lisinopril: Neonatal Manifestations and Management

Peer Reviewedhttp://deepblue.lib.umich.edu/bitstream/2027.42/90123/1/j.1875-9114.1993.tb04318.x.pd

Transformational Mentoring: What Role Does Mentoring Play In The Development of Transformational Leaders?

This paper introduces the concept of transformational men to ring, an alternative to traditional mentoring, as a tool for developing transformational leaders. Transformational mentoring differs from traditional mentoring in its emphasis on risk-taking rather than refuge-seeking and its encouragement of self-sacrifice rather than self-promotion. Our conceptual model identifies key mentor actions, anticipated mediators, and expected outcomes of the transformational mentoring process. We argue that current organizational leaders will need to address both cultural and structural barriers to transformational mentoring if they wish to support the development of future transformational leaders in their organizations

Mont Athos dans les gravures balcaniques des XVIIème et XIX siècles

The article deals with graphic representations of views of Holly Montagneand monasteries of the Athos peninsula, beginning with oldest prints fromItalian and Austrian workshop and reaching well in to XIXth century withobjects from Russia. The author looks for sources of tradition of depicting holyplaces, and finds them in Orthodox Church centres in Eastern Europe. In thePolish Lithuanian-Commonwealth and Kindom of Hungary the tradition ofsouvenirs made for pilgrims to centers of the cult of Virgin Mary had catholicroots. The oldest representation of Athos can be found in Les observations...by Pierre Belon du Mans from 1553. The engraving by Alexander della Viafrom the XVIIIth century is an exemple of a print not destined for a book.One of these prints is preserved in the Czartoryski Foundation Museum inCracow. Older prints depict monasteries of the Athos peninsula together withrepresentations of holly icons. One of the most interesting of the views ofAthos from the collection of National Library in Warsaw is the one by a monkfrom Athos. The original copper plate of this engraving is still kept in theSimono Petra monastery

Selecting political candidates: A longitudinal study of assessment centre performance and political success in the 2005 UK General Election

There has been surprisingly little consideration of how the selection of political candidates compares with employee selection, or whether individual differences predict electoral success. This study describes the design and validation of an assessment centre [AC] for selecting prospective Parliamentary candidates for a main UK political party. A job analysis was conducted to identify the key competencies required by a Member of Parliament [MP] and the selection criteria for a standardised assessment process. Analysis of the first 415 participants revealed no differences on exercises or dimensions in performance between male and female candidates. For the 106 candidates selected to fight the May 2005 UK general election, critical thinking skills [CTA] and performance in a structured interview were significantly associated with the ‘percentage swing’ achieved by a candidate (r = .45, p <.01; r = .31, p <.01). CTA was also associated with ‘percentage votes’ (r = .26, p <.01). These results are discussed in relation to the development of a theory of political performance

A special gift we bestow on you for being representative of us: Considering leader

Two experiments tested hypotheses, derived from social identity and self-categorization theories, regarding the attribution of charisma to leaders. In Experiment I (N = 203), in-group prototypical leaders were attributed greater levels of charisma and were perceived to be more persuasive than in-group non-prototypical leaders. In Experiment 2 (N = 220), leaders described with in-group stereotypical characteristics were attributed relatively high levels of charisma regardless of their group-oriented versus exchange rhetoric. Leaders described with out-group stereotypical characteristics, however, had to employ group-oriented rhetoric to be attributed relatively high levels of charisma. We conclude that leadership emerges from being representative of 'us'; charisma may, indeed, be a special gift, but it is one bestowed on group members by group members for being representative of, rather than distinct from, the group itself. © 2006 The British Psychological Society

Making things happen : a model of proactive motivation

Being proactive is about making things happen, anticipating and preventing problems, and seizing opportunities. It involves self-initiated efforts to bring about change in the work environment and/or oneself to achieve a different future. The authors develop existing perspectives on this topic by identifying proactivity as a goal-driven process involving both the setting of a proactive goal (proactive goal generation) and striving to achieve that proactive goal (proactive goal striving). The authors identify a range of proactive goals that individuals can pursue in organizations. These vary on two dimensions: the future they aim to bring about (achieving a better personal fit within one’s work environment, improving the organization’s internal functioning, or enhancing the organization’s strategic fit with its environment) and whether the self or situation is being changed. The authors then identify “can do,” “reason to,” and “energized to” motivational states that prompt proactive goal generation and sustain goal striving. Can do motivation arises from perceptions of self-efficacy, control, and (low) cost. Reason to motivation relates to why someone is proactive, including reasons flowing from intrinsic, integrated, and identified motivation. Energized to motivation refers to activated positive affective states that prompt proactive goal processes. The authors suggest more distal antecedents, including individual differences (e.g., personality, values, knowledge and ability) as well as contextual variations in leadership, work design, and interpersonal climate, that influence the proactive motivational states and thereby boost or inhibit proactive goal processes. Finally, the authors summarize priorities for future researc

Nurses' spiritual attitudes and involvement-Validation of the Polish version of the Spiritual Attitude and Involvement List

Spirituality is vital in the holistic approach to nursing care. The personal spirituality of nurses has been documented to have an impact on the spiritual nursing care they provide