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Ownership, Leadership and Transformation
The third and final in a series, this text bridges the conceptual foundations of capacity development and the difficulties and practical realities in the field. It demystifies the process of capacity development to make it more user-friendly. The book has two parts. The first shows how long-standing development dilemmas can be turned into opportunities for capacity development and societal transformation. It proposes a set of principles to guide the search for context-specific approaches as the norm, and based on these default principles the authors explore relevant issues in comprehensible stages through a capacity lens. The second part is a compilation of experiences and lessons from around the world, to showcase promising initiatives and innovative solutions. It forms a casebook of insights and good (rather than best) practices on how development stakeholders can turn development dilemmas into opportunities tailored to the needs of their societies.
eBook
Development as leadership-led change : a report for the Global Leadership Initiative
Development involves change, but many development initiatives produce unimpressive results. The authors ask why and consider how to close the gap between the intended change and what we actually see in the evidence. This paper presents the findings of a study, initiated by the multi-donor Global Leadership Initiative and led by the World Bank Institute, to examine leadership in the change processes of fourteen capacity development interventions in eight developing countries, through 140 in-depth structured interviews. It explores what it takes to make change happen and in particular, the role leadership plays in effecting change. The authors propose that leadership contributes to change when it builds \"change space\" by fostering acceptance for change, granting authority for change, introducing or freeing the abilities necessary to achieve change. This \"change space\" is required to ensure contextual readiness for change and foster progress through the difficult stages of the change process. An analytical framework is introduced to illustrate the dimensions of this \"change space\" and its limits in organizational and social change. The authors argue that a lack of \"change space\" in many development contexts may be overlooked, contributing to failure. The paper concludes that leadership manifests in different ways in different contexts, depending on the contextual readiness and factors that shape change and leadership opportunities; but the key characteristics of plurality, functionality, problem orientation and \"change space\" creation are likely to be common to all successful leadership-led change events.
Book
Leadership and growth
• Does leadership affect economic growth and development? • Is leadership an exogenous determinant or an endogenous outcome of growth and development processes? Can we differentiate between the two? • Do leaders' decisions and actions vary in importance over various stages in the process, at least in successful cases? • How important is choosing the right economic model? • To what extent does leadership affect the explicit or implicit time horizons of policy choices? • Is leadership an important determinant of inclusiveness in growth? • In what ways do leaders build consensus or institutions to allow time for the economic plan to work? • What challenges does economic success generate? • How do successful leaders adapt to new problems such as income inequality and a rising middle class? • Does the creation of new institutions play any role in solving these problems? • Why do leaders often choose second best political economic compromises in economic development? This book has been prepared for the Commission on Growth and Development to evaluate the state of knowledge on the relationship between leadership and economic growth. It does not pretend to provide all the answers, but does review the evidence, identify insights and offers examples of leaders making decisions and acting in ways that enhance economic growth. It examines a variety of topics including leaders' roles in: promoting national unity, building good solid institutions, choosing innovative and localized policies, and creating political consensus for long run policy implementation. Written by prominent academics and actual policy makers, Leadership and Growth seeks to create a better understanding of the role of leadership in growth and to encourage further studies of the role of leadership in economic growth.
eBook
Development as leadership-led change : a report for the Global Leadership Initiative
Much of the work on reform and development has focused on the identification and diagnosis of problems and on the formulation of technically sound measures to address these problems. But the main challenge that often confronts policy makers in attempting to undertake reforms is not in the 'what', what is the problem and what are the remedies for it, but in the 'why', why does the problem persist, which some research has begun to address, and, more critically, in the 'how' given the why, how to manage the often complex process of change that accompanies any attempt at reform. It is in the latter where the rubber hits the road. Development involves change. But many development initiatives produce unimpressive levels of change in the countries, organizations, and outcomes they target and are disappointing in the final results. This is the case in social sector initiatives, core public management reforms, and even macroeconomic adjustment operations. Change is often limited even when countries adopt solutions in their forms, in apparently good faith and on time (or in reasonable time). This research paper aims to (modestly) contribute to such research by exploring what it takes to get change done; and particularly what role leadership plays in effecting change.
eBook
Social franchising
\"At the intersection of social enterprise and micro finance literatures, this book reviews a variety of social franchising formats across a number of developing countries. Social franchising represents a third generation form of franchising development, after trade-name and business-format franchising. Opportunities and threats for social franchising forms are examined, including specifically social franchising, micro franchising. Detailed cases of Access Afya, World Vision and Sari Organic cover healthcare, agriculture and retailing sectors. Social franchising has the potential to change the way we live by scaling the social benefits of enterprises through standardization and replication, and by providing an impetus for economic renewal at the bottom of the pyramid. \"-- Provided by publisher.
Book
Leadership talent mindset as a catalyst for talent management and talent retention: The case of a Botswana local government institution
OrientationTalented employees play an essential role in the service performance of local government institutions. Unfortunately, talent management remains a neglected practice within the local government, mainly because of the absence of leadership talent mindsets.Research purposeThe main focus of this research study was to determine how leadership talent mindset influences talent management and voluntary turnover intentions of employees in a Botswana local government institution.Motivation for the studyResearch on the predictive relationships between leadership talent mindset, talent management and voluntary turnover intentions is yet forthcoming in the Botswana context.Research approach/design and methodThe researchers followed a quantitative research approach. Data were collected from a stratified random sample of employees (N = 405) from a Botswana local government institution. A leadership talent mindset scale, talent management measurements and voluntary turnover intentions questionnaire were administered.Main findingsThe results showed a weak leadership talent mindset towards talent management. A leadership talent mindset significantly predicted poor talent management practices and voluntary turnover intentions. Talent development moderated the relationship between the leadership talent mindset and voluntary turnover intentions.Practical/managerial implicationsLeaders need to adopt the appropriate talent mindsets to implement those talent management practices that will retain key and competent talent in local government institutions.Contribution/value-addThis research study advances empirical knowledge on the importance of leadership in facilitating effective talent management in local government.
Journal Article
Change leadership in developing countries
\"In Change Leadership for Developing Countries, Franca Ovadje offers readers a comprehensive and integrative model for the design, implementation and evaluation of organizational change. This unique book embodies an African perspective, discussing the specific needs and issues associated with leading change within the institutional, economic, social, and cultural context of developing economies. Based on extensive research, as well as the first-hand experiences of managers who have led change initiatives in Africa, this book envisions a change leadership model based on conscious decision-making, rather than taking a prescriptive approach. With examples and case studies drawn from African organizations, this book is a vital tool for students and managers who are based in (or interact with) emerging economies\"-- Provided by publisher.
Book
Leadership and Growth
The book reviews Nigeria's growth performance and its impact on the labor market and proposes a growth strategy aimed at further accelerating growth and enhancing the growth elasticity of employment. The growth strategy rests on three pillars: Targeted interventions to address binding constraints in value chains with high growth and employment potential. These binding constraints include poor physical infrastructure and investment climate, lack of access to finance, pervasive skills gaps, and restrictive trade policies. Successful interventions in these value chains need to be designed based on an assessment of what is most relevant, feasible, cost-effective and provides the greatest near and medium-term benefits. To be effective, these interventions should emanate from a dialogue with the private sector and allow for swift correction and suitable governance arrangements. Comprehensive reform of the technical and vocational education system: This will be needed not only to create conditions for more rapid growth, but also to combat youth unemployment. Private sector-led approaches to improved vocational training, where the government plays the role of standardizing curricula and accrediting programs, are the most promising route for reform. Trade policy reform. Import bans and high tariff barriers substantially increase the cost of doing business in value chains with high employment potential. Further trade liberalization will be essential to allow a restructuring of the economy towards sectors where Nigeria is globally competitive.
Book