Sustainable Regenerative Leadership Perspectives

1. Introduction.

Today, sustainable leadership represents a new leadership approach to respond to leadership challenges. The existing tradition, which is no longer sufficient to meet the great challenges and complexities that Increased over business organizations. Sustainable leadership calls for organizations to The need to shift from the traditional focus of controlling finance and resources humankind for the sake of just only profit maximization, to the organizations’ tendency to contribute to the environmental and social impacts broader, by adopting a long-term approach that makes the development of leaders and followers a part of The process of organizational development and ensuring that all elements of the organization are internal and externally sustainable. Which enables organizations to gain an advantage over their competitors, along with leverage the level of competency as a whole.

2. Definition of sustainable leadership.

Sustainable leadership is a shared responsibility that cares about Not to deplete human or financial resources impulsively without Justified, and stay away from harmful negative practices on the organization and the environment around it to run its operations with respect to planetary boundaries and with CRS, as well as the active participation of the various forces affecting the organization, and attention to organizational diversity that enhances Cross-fertilization of good ideas and successful practices “Hargreaves & Fink, 2003:2”

In terms of the relation of sustainable leadership to performance, it is it focuses on the integration of three basic processes: Meditation in Action, Psychological social Intelligence; and employees functional well-being, hence merge these three processes with the culture of the organization supported by fostering diversity, which works on the development of leadership effectively, produce sustainable leaders and then create Sustainable oriented Organizations. “Casserley & Critchley, 2010:290”.

3.   Characteristics of sustainable leadership.

Sustainable leadership is not just a theoretical concept, it is imperative for all organizations and institutions Operating in all societies that seek to achieve comprehensive sustainable development, the administrative leaders who apply the principles of Sustainability in the activities and operations of their organizations, thus serving not only their organizations but also their countries. To achieve real sustainable development towards a better life for current and future generations.

4.    Principles of sustainable leadership.

Sustainable leadership /Regenerative Leadership is based on a set of principles that are compatible with the successful and creative leader’s quest to improve his organization, enhance the performance of employees via fostering cultural diversity, and invest the available material and human resources in an appropriate manner as follows: -

4.1.    Sustainable leadership creates and maintains continuous learning: -

The first principle of sustainability is to develop something that is in itself sustainable, to maintain the means to enrich it, thus continuing to learn is important, and the primary responsibility of all education leaders is to continuous learning “Glickman 2002, Stoll, Fink & Earl, 2003”.

4.2.    Sustainable leadership ensures success over time: -

Leaders’ succession chain is the final challenge to leadership. Sustainable and continuous improvements should be maintained are not supposed to be fleeting changes that disappear when their champions leave. Sustainable leadership is not achieved by influential leaders who do their best work. Instead, it spreads beyond individuals in the chains of influence that link the actions of leaders to their predecessors and successors.

4.3.   Sustainable leadership preserves the leadership of others: -

One of the ways in which leaders can leave a lasting legacy is by ensuring that it is developed and integrated with and shared with others, so leadership succession means more than just grooming successors, and that means distributing, complemented and consolidated leadership throughout the professional community “Spellin, Halverson & Drummond, 2000”.

4.4.    Sustainable leadership addresses issues of social justice: -

Sustainable leadership reports how privileged communities can be tempted to exhaust all the advantages of local leadership, and sustainable leadership is an interdependent process, closely linked to issues of social justice and corporate social and planet generally oriented ecosystem responsibility.

4.5.    Sustainable leadership development instead of exploiting resources: -

Sustainable leadership systems know how to take care of their leaders and how to get leaders to take care of themselves, and teachers and school leaders who have been “burned out” by excessive demands and declining resources have neither the physical energy nor the emotional capacity to develop professional learning communities “Burne,1994”. Leaders' emotional health is a scarce environmental resource.

4.6.    Sustainable leadership develops diversity and environmental capacity: -

Sustainability promoters promote an environment that has the potential to motivate continuous improvement on a large scale. It enables people to adapt and thrive in their increasingly complex environment by lessons learning from the diverse practices of others directly or through data repositories.

4.7.    Sustainable leadership engages activists with the environment: -

Environmental and social responsibility not only for utilitarian reasons such as fulfilling the requirements of the law, but because this responsibility works to achieve the benefits of the organization.

5.    Dimensions of sustainable leadership.

What is meant by the dimensions of sustainable leadership is a set of elements that unite, intertwine and interact (features - characteristics - Behaviors) to be and shape the nature of sustainable leadership and distinguish it from other leadership styles, where It can be identified, measured, and its impact on organizational performance and other organizational aspects. Has Researchers in the field of sustainable leadership has presented a large number of dimensions that have a positive impact on performance effectiveness organizational and enabling organizations to progress and flourish, and these studies include: (Hargreaves, Fink, 2004), (Hargreaves, Fink, 2006), (Avery&Bergsteiner, 2011), (Lambert Steve, 2012), (Haan Timo de, et al., 2015), (Hyung-Woo, 2017).

The current study has noted that most of the dimensions presented by the aforementioned studies are common and general It is also valid for other leadership styles such as transformational leadership, service leadership and participatory leadership but does not stand out the peculiarity of sustainable leadership in terms of focusing on the sustainability of the organization and participation in the process’s sustainable development.

Accordingly, this section aims to present a number of dimensions of sustainable leadership that are closely related Close to the characteristics of sustainability and have an impact on the effectiveness of the organization's performance towards achieving sustainable development. Where this is determined Dimensions are as follows:

5.1.   Diversity for Creativity.

5.2.   Employee Development.

5.3.   Progress – Orientation.

5.4.   Work/Life Balance.

5.5.   A stakeholder effective relationship.

6.   Key competencies of a sustainable leader.

When talking about the competencies of a sustainable leader, this style of leadership must have capabilities the leadership that any other effective leadership style enjoys, in addition to having a special set of the competencies needed to meet the needs and requirements of sustainability like. Based on a review of a number of previous studies in field of sustainable leadership (Haan, et al., 2017), (Hind & Lenssen 2009), it was possible to identify the competencies the essential elements of a sustainable leader fall into three categories:

6.1.   Sustainability mindset.

6.2.   Systems thinking.

6.3.   Relation building.

7.    Regenerative Leadership.

Regenerative leadership to support the notion that a more prosperous, socially just and environmentally sustainable world for present and future generations can only emerge from a radical transformation of manmade systems (Brown, 2006; Cortese, 2003; Edwards, 2005; Esty & Winston, 2006; Elkington & Hartiga ).

There is important leadership traits that most properly projected to address regenerative such as (Vision, empathy, clarity, honesty, integrity, communication, compassion, courage, openness, creativity, drive, inspiration, and listening skills). Applying as much as possible the regenerative in the general design as Biomimicry, Industrial ecology, circular economy, biophilic design, etc. in the organization's code of conduct, operations tasks and action-oriented processes.

8.    Conclusion.

In order to make strides towards sustainable development, society needs sustainable organizations with organizational performance effective, efficient and sustainable, which in turn requires a style of Regenerative leadership that is quite different from the recognized traditional leadership styles. this style materializes a sustainability-oriented regenerative leader with the ability to strike a balance between the three goals of sustainable development (social, environmental, and economic), and this style is called sustainable regenerative leadership, which is one of its most important Dimensions: Cultural Diversity to enhance creativity - Employee development/well-being -  Advancement orientation - Work/life quality balance - Effective relationships with all stakeholders and interested parties.

A sustainable regenerative leader must possess a set of special competencies that enable him to achieve effective organizational performance towards sustainable development, and the most important of these competencies are identified as follows: a sustainability-oriented mindset - systematic and structured thinking – constructive relations. An only a sustainable regenerative leader can lead his organization to be a sustainable organization.

The most important characteristic of a sustainable organization: a strong organizational culture oriented towards sustainability - the development and well-being of employees linked the loyalty to the organization – work Team spirit - Positive mental image - Environmentally friendly and biomimicry organization - Sustainable results and outputs.

9.    References

1-   Anderson, "The critical importance of sustainability risk management." Risk Management. Vol. 53, 2006.

2-  Haan Timo de, et al., Sustainable leadership: Talent requirements for sustainable enterprises, from Russell Reynolds Associates Sustainable leadership, 2015. https://www.russellreynolds.com

3-  Hargreaves, A. (2007). “Sustainable Leadership and Development in Education: Creating the Future, Conserving the Past.” European Journal of Education, 42(2): 223-233.

4-   Hargreaves Andy, Fink Dean, Sustainable Leadership, (San Francisco : Jossey Bass and John Wiley & Sons, Inc., 2006).

5-  Hargreaves Andy, Fink Dean, “The Seven Principles of Sustainable Leadership.” Educational Leadership, Vol. 61, 2004, pp: 8-13.12

6-   Hyung-Woo Lee, “Sustainable leadership: an empirical investigation of its effect on organizational effectiveness.”, International Journal Of Organization Theory And Behavior, Vol.20, 2017, pp:419-453

7-  Hind& Lenssen, “Developing leaders for sustainable business.” Corporate Governance, Vol. 9, 2009 , pp:7–20.

8-  Lambert Steve, “The perception and implementation of sustainable Leadership strategies in further education colleges”., Journal of Leadership Education, Vol. 11, 2012, pp:102-120

9-  Rennie E. , "Growing Green, Boosting the bottom line with sustainable business practices." APICS Magazine, Vol. 18, 2008.

This article "Sustainable Regenerative Leadership Perspectives" is from Wikipedia. The list of its authors can be seen in its historical and/or the page Edithistory:Sustainable Regenerative Leadership Perspectives. Articles copied from Draft Namespace on Wikipedia could be seen on the Draft Namespace of Wikipedia and not main one.

📰 Article(s) of the same category(ies)

• Nate Fox (Producer)
• Al-rasheed football club
• Farjan Loul
• Mudiare Onobrakpeya
• Nehal Gupta
• Sachin atulkar
• Vaibhav Mishra Casting Director Wiki, Biography, Age, Income

---