Leveraging Technology to Develop Creative Leadership Capacity

Abstract

Leaders must think creatively and facilitate the creative work of others, but traditional approaches to developing leaders have not fully addressed this need. A key problem with regard to developing creative and innovative leadership capacity is the lack of clearly articulated objectives for developmental programs. Moreover, novel developmental tools and techniques may be necessary to develop these capacities. We provide a synthesis of what the existing literature indicates must be developed to facilitate creative and innovative leadership. We present the requisite knowledge and skillscomplete with developmental objectives, learning prompts, and reflection questionsin a practical, summarized format. Next, we explore how creative/innovative leadership capacity in organizations might be enhanced by leveraging technology via simulations, e-mentoring, multisource feedback, social media, and succession planning programs. The design and implementation of a creative/innovative leadership program requires a shared investment by key stakeholders-senior executives, employees, managers/ leaders, mentors, information technology experts, and human resource development professionals. We review the key concerns for these stakeholders and outline specific considerations for human resource development professionals.

The Social Media Usage and its Impact on the Innovative Behavior: The Mediator Role of Information Technology: A Field Study in the Information and Communication Technology Organizations in Jordan

“…13, No. 11;2018 This result is consistent with the following studies: the study of (Antes & Schuelke, 2011) in that the Social Media has a positive impact on supporting the innovative and creative efforts, and the study of (Karkkainen, Jussila & Janhonen, 2011) in that the Social Media has a positive impact in finding new opportunities, generate ideas and release products, and the study of (Lina, 2011) in that there is a direct and indirect impact for the IT on organizational innovation, and a direct impact on the performance of organizational innovation, and the study of (Benitez-Amado, Llorens-Montes & Perez-Arostegui, 2010) in that there is an impact for the two types of IT resources in the development of internal leadership culture and that the Social Media has a positive impact in the development of innovation supportive culture. These results indicate that there is an impact of the Social Media usage in the innovative behavior through the IT.…”

“…The study of Antes and Schuelke (2011) stressed the role of Social Media in the provisions of unprecedented methods and volumes of communications which would help people participating in the innovative and creative International Journal of Business and Management Vol. 13, No.…”

Building Innovative Leadership Capacity: A Perspective on How to Stabilize Exploration and Exploitation in the Railway Sector in Ghana

“…Leadership findings in individuals complicated conduct, reacting in a non-linear fashion, interactively. Traditional management skills have to be lively, respectful McCarthy 2014, open (Gagnon, Vough et al 2012), a team player (Brown, McCracken et al 2011) or inspiring (Fambrough and Kaye Hart 2008) as well as being able to advance the team/group forward (Antes and Schuelke 2011). Other leadership research concentrated on management as "which is more about the sense of identity of the leader than she or his qualities or skills" (Warhurst 2012), Concerning leaders "settled in a sense of identity" (Muir 2014) and cooperative with shared management positions (McCauley-Smith, Williams et al 2013).…”

Creativity & Innovation: Four Key Issues from a Literature Review

“…There are technology-based tools for developing creative/ innovative leadership capacity (Antes & Schuelke, 2011). An important point in the literature is the need for those mentored to reflect and capitalize on experiential, case-base knowledge offered by the mentors.…”