Leadership and Talent Management Global Research

Exploring the Role of Servant Leadership in Enhancing Employee Development and Talent Management

Ade Fitria Fatimah, Anna Teigen Ellingsen — Mon, 17 Feb 2025 00:00:00 +0000

This research explores the role of servant leadership in enhancing employee development and talent management within organizations. Employing a qualitative approach, the study gathered insights through semi-structured interviews and focus group discussions with employees and leaders across diverse industries. Findings indicate that servant leadership significantly influences employee motivation, engagement, and professional growth. Participants reported that supportive and empathetic leadership fosters a culture of continuous learning and development, leading to improved job satisfaction and alignment between individual and organizational goals. Additionally, the study highlights the importance of mentorship and tailored development plans in nurturing talent. These insights contribute to the existing literature on servant leadership, providing practical implications for organizations seeking to enhance their leadership practices. The research underscores the necessity of cultivating servant leadership qualities to create a more engaged and productive workforce in the modern workplace. Limitations and avenues for future research are also discussed, emphasizing the need for a deeper understanding of servant leadership's long-term effects on employee outcomes.

Leadership Competencies for the 21st Century: Implications for Talent Management and Organizational Success

Adelia Azzahra, Timilehin Olasoji — Mon, 17 Feb 2025 00:00:00 +0000

This study examines the impact of competency-based leadership development on talent acquisition and organizational success in the 21st century. Focusing on core competencies such as adaptability, emotional intelligence, and collaborative decision-making, the research investigates how aligning leadership training with these competencies enhances an organization’s ability to attract and retain top talent. Using a qualitative methodology, data was gathered through interviews and document analysis with leaders and HR professionals across various organizations. Findings indicate that organizations implementing competency-aligned training experience higher talent acquisition and retention rates compared to those using traditional training models. The competency-based approach fosters leaders who are not only adept at addressing current workforce needs but also resilient and adaptable to future challenges. These insights offer practical implications for HR practitioners, suggesting that investing in targeted competency development can provide a strategic advantage in talent management. While the study’s qualitative nature limits generalizability, it provides a foundational framework for further quantitative exploration. This research contributes to the growing literature on modern leadership competencies and advocates for a shift toward competency-centered development to drive sustainable organizational success.

Leadership Styles and Their Influence on Employee Empowerment and Talent Development: A Global Analysis

Mohamad Maulana Ridzki — Mon, 17 Feb 2025 00:00:00 +0000

This study explores the impact of leadership styles on employee empowerment and talent development within various organizational contexts. Using qualitative research, data were collected through interviews and focus groups with employees and leaders across diverse sectors. The findings reveal that transformational and participative leadership styles significantly enhance employee empowerment, fostering increased engagement, creativity, and job satisfaction. Conversely, authoritarian leadership styles were associated with disempowerment and diminished employee morale. Cultural influences were crucial in shaping employee perceptions of leadership effectiveness, emphasizing the need for context-specific approaches. Barriers such as communication breakdowns and rigid organizational hierarchies were also identified as obstacles to effective leadership and empowerment. The research highlights the importance of adopting empowering leadership practices and addressing these barriers to cultivate a motivated workforce that drives organizational success. The study offers practical recommendations for leaders and organizations aiming to optimize employee engagement and talent development in today's dynamic business environment.

The Impact of Agile Leadership on Talent Retention in Fast-Paced Industries

Septien Dwi Savandha, Denta Rahma Fitriyani — Mon, 17 Feb 2025 00:00:00 +0000

This research explores the impact of agile leadership on key organizational outcomes, specifically employee engagement, retention, innovation, well-being, and stress management within fast-paced industries. Employing a qualitative approach, data were gathered through interviews and focus group discussions with professionals in sectors characterized by rapid change, such as technology, finance, and media. The findings indicate that agile leadership, with its emphasis on adaptability, open communication, and flexibility, significantly enhances employee engagement and satisfaction. Agile-led teams reported lower turnover rates, higher innovation levels, and improved well-being compared to traditionally led teams, attributing these benefits to the supportive, collaborative, and empowering environment fostered by agile leaders. This study highlights agile leadership as an effective strategy for organizations aiming to retain talent, reduce stress, and build resilience among employees in dynamic work environments. Practical implications include the potential for organizations to implement agile leadership training to cultivate adaptable, innovative, and loyal teams. Future research may expand by exploring the long-term and cross-cultural effects of agile leadership practices

Inclusive Leadership: Addressing Gender Inequality in Talent Management within Indonesian Organizations

Sundas Ejaz — Mon, 17 Feb 2025 00:00:00 +0000

This study explores the role of inclusive leadership in addressing gender inequality within talent management practices in Indonesian organizations. Using a qualitative approach, data were collected through interviews, observations, and document analysis from companies implementing gender-inclusive initiatives. The findings reveal that inclusive leadership significantly enhances female representation in leadership roles, improves retention rates for female employees, and boosts overall team performance. Departments led by inclusive leaders showed a marked increase in retention and performance, highlighting the positive impact of inclusivity on employee satisfaction and organizational cohesion. A comparison with previous studies indicates that while structural policies are essential, inclusive leaders' behaviors are equally critical in fostering equitable work environments. Practical implications emphasize the need for leadership training to equip managers with the skills necessary to identify and address gender biases effectively. Despite certain limitations, such as sample scope and reliance on self-reported data, this research provides valuable insights into the effectiveness of inclusive leadership in creating balanced, high-performing workplaces in Indonesia, underscoring its relevance for sustainable organizational development.