The Coaching LEADERSHIP through the Life and Humanity of Leader Yi Sun-Shin

Joo Young-cheol,Park Gyun-yeol J-INSTITUTE 2019 International Journal of Human & Disaster Vol.4 No.2

This research aims to specify the coaching leadership through Korean traditional military leader Yi Sun-shin. The whole society of the 20th Century is very complicated not to make a decision. So in the era of this trend, the society needs to be guided by who got the Charismatic Leadership based on solid wisdom and self-moderation competence. Usually mysticism, elitism, and strong charisma have been known as typical leadership. But now world is changing rapidly, so 21st century is questioning new leadership to today’s leaders. If so, what is correct answer which leaders of this age must answer? It could be not charisma but ‘empathy’ and ‘de-authority’. Even the present generation leaves doubts to leadership itself from the very first. This research tried to draw a con-sensus between Yi Sun-sin Leadership through stage of lifetime based on 10 pictures and Coaching Leadership at shifting point of leadership paradigm. As results of analyzing 10 spectrums, wellspring of Yi Sun-sin Leadership becomes summarized 7 kinds of core key words as noble character, values, principle, genuine ability, horizontal communication, transformation and innovation, and justice. Those also can be discovered to attain the highest perfection of leadership by consilience of conventional and modern leadership theory. As this is existential lead-ership that this age is needed, it’s against the coaching leadership to help centering true-self as way of being. This study finds out common dominator between Leader Yi Sun-sin and Coaching Leadership by projecting Yi Sun-sin’s life to coaching philosophy and Coaching Core Competency(CCC). Even during 21st century, we have to still understand and pursue the greatest leader Yi Sun-sin’s authentic leadership.

Full Range Leadership and Leadership Development Experiences in Public Parks and Recreation Organizations

Heather VILHAUER 제주대학교 관광과경영경제연구소 2020 産經論集 Vol.40 No.2

Purpose: As the public parks and recreation industry grows, there is a need to develop leaders at all levels. The purpose of this survey study was to determine the self-perceived type of leadership professionals use in the public parks and recreation field and to examine the relationship between types of leadership development methods and transformational leadership. Research design, data, and methodology: Public parks and recreation professionals of all employment levels from throughout California were solicited to participate in the quantitative, self-administered, online survey. The survey consisted of three parts: Multifactor Leadership Questionnaire to determine the level of leadership each respondent uses from the Full Range Leadership model, leadership development experience questions, and demographic questions. The analysis included descriptive statistics such as mean scores and Spearman’s Rank Order Correlation. Results: Results indicate that transformational leadership is used more often by public parks and recreation professionals in California than that of transactional or Laissez-Faire leadership. Results also indicated that public parks and recreation professionals do use all three types to varying levels. Multiple relationships were found between leadership development experiences and self-perceived use of transformational leadership. Conclusions: These results can support public parks and recreation organizations, universities, and California Park and Recreation Society as they continue to provide leadership development to the profession

축구지도자의 리더십유형과 지도자신뢰 및 팀성과와의 관계

김석한(Kim, Suk-Han),이상행(Lee, Sang-Heang),이도형(Lee, Do-Young) 한국체육과학회 2013 한국체육과학회지 Vol.22 No.5

The purpose of this study is to analyze the relationship between the credibility of soccer leaders in terms of the types of leadership and the achievement of the team. In order to do so. soccer players that currently registered with the Korea Football Association as of 2012 have been selected as the population group. 350 soccer players from five highschool soccer teams and five university soccer teams (a total of 314 final valid sample surveys) were chosen as study subjects. Such data were subject to frequency analysis, exploratory factor analysis, reliability analysis correlation analysis, and simple and multiple regression analysis. The conclusion obtained through the above study method and the results of analyzing the data are as follows. First, the sub factors in relation to leadership types that affected credibility were servant leadership and transformational leadership. Second, among the sub factors in relation to team achievement, the sub factor in relationship types that affected game results were servant leadership, transformational leadership and transactional leadership(-). The sub factors in relation to leadership types that affected game performance were transformational leadership and transactional leadership(-). The sub factors in relation to leadership types that affected the development of team work were servant leadership and transformational leadership. The sub factor in relation to leadership types that affected workout performance results was servant leadership. Third, credibility had a positive effect on all of the sub factors in relation to team achievement, game results, game performance, development of team work and workout performance results.

유아 리더십 유형 검사 도구 개발에 관한 예비 연구

김성숙,박찬옥 한국영유아교원교육학회 2009 유아교육학논집 Vol.13 No.4

The purpose of this study is to develop a rating scale to evaluate young children’s leadership style. For this purpose, the subordinate styles of this rating scale were especially constructed based on Goleman (2001) and Goleman, Boyatzis, and Mckee(2001, 2002) research. To apply these subordinate styles to young children, theoretical and empirical works such as literature analysis, observation in kindergarten, and a questionnaire survey of teachers in the kindergarten were conducted. Based on this effort, the leadership style rating scale for young children was finally developed. The leadership style rating scale developed by this study was applied to 313 young children aged four to five attending kindergartens in Seoul and Gyeonggi-do. Furthermore, the data were analyzed by using Rasch measurement model through WINSTEPS (Linacre, 2007, ver. 3.64.2). As a result, the leadership style rating scale for young children consists of 150 items under the six subordinate styles. More concretely, the leadership style rating scale for young children was constructed of six subordinate styles, namely a visionary style leadership, a coaching style leadership, an affiliative style leadership, a democratic style leadership, a pacesetting style leadership, and a commanding style leadership. 본 연구는 유아들이 발휘하는 리더십 유형을 분석하는 유아 리더십 유형 검사 도구를 개발하는데 그 목적이 있다. 이를 위해 문헌 분석, 유아 관찰, 교사 질문지 분석 등과 같은 이론․경험적 탐색을 통해 유아들이 발휘하는 리더십 유형과 그에 따른 특징을 탐색하고 이를 측정할 수 있는 문항들을 개발한 후 5단계의 내용타당도 단계를 거쳤다. 또한 313명의 만 4~5세 유아를 대상으로 현장 적용을 거쳤으며 Rasch 측정 모형을 통해 전망제시형, 코칭형, 관계중시형, 민주형, 선도형, 지시형 리더십의 여섯 가지 유형이 각각 일차원성을 지님을 확인하였다. 그 결과 유아들이 발휘하는 리더십을 여섯 가지 유형으로 선정하고 각 유형별로 25개의 문항으로 구성된 유아 리더십 유형 검사 도구를 개발하였다.

An Introductory Review on the Innovation-Oriented Leaderships - the Boundary, the Transformational, and the Visionary Leadership -

김광근 한국실천신학회 2010 신학과 실천 Vol.0 No.25

This article is for investigating the basic concept of the innovation -oriented leadership and its brief understanding of th foundational styled of the several leaderships. The innovation is one of the most significant concepts in terms of social and organizational change by leadership. The fact that most of the modern organizations and communities are requiring the innovation by leadership, shows us that the innovation -oriented leadership is a significant instrument to transform the organizational world and to enhance the effectiveness of accomplishing the organizational goals. The change, reformation, transformation and innovation are the similar terminologies to perform the goals of leadership. The many literature for leadership shows several innovational leadership styles. In order to comprehend and develop such leadership paradigm, three related styles of leadership are considered: the boundary leadership, the transformational leadership, and the visionary leadership. First, it is the boundary leadership that combines the mutually -exclusive paradigms and produces the creative perspectives of a leader on the boundaries between cultures. Second, it is the transformational leadership that is one of the most powerful models that are able to lead to the innovation by its well-developed strategies of transformation. Finally, it is the visionary leadership that is able to lead the organization to the innovation by its well-developed strategies of the visionary approach. These three styles of leadership can be the foundations for the effective innovation for the social organization. as well as the Christian organizations.

Missiological Perspective of Church Leadership: Restoring Missional Leadership

SeonYi Lee 한국선교신학회 2017 선교신학 Vol.46 No.-

이 연구의 목적은 선교적 리더십을 회복하기 위해 교회 리더십을 선교신학적 관점으로 분석하고 적용하고자 한다. 교회 리더십을 성경적, 신학적, 선교적 관점으로 분석하면, 성경적으로 교회 리더십은 모든 열방을 향한 보편적인 성격으로서의 선교적 의미를 담고 있고, 신학적으로 하나님 의 선교 신학은 선교의 주체가 교회가 아닌 하나님이라는 것을 재발견하게 한다. 그리고 선교적 관점에서 선교적 교회론은 교회의 선교적 본질을 다시금 깨닫게 하는데, 선교적 교회론에서 중요한 요소는 바로 선교적 리더십이다. 선교적 리더십의 적용으로서 한국교회의 실례를 들어 창조적, 통전적, 에큐메니칼, 개혁적 리더십의 특성을 이 연구는 다루고 있다. 즉, 창조주 하나님의 능력의 확장으로써의 창조적 리더십, 영혼구원과 사회적 책임을 통합하는 통전적 리더십, 더불어 살기를 지향하는 에큐메니 칼 리더십, 개혁영성을 회복하는 개혁적 리더십이다. 교회의 선교적 리더십 적용은 교회에 하나님 나라를 이루어가는 본질적 리더십의 회복의 가능성을 열어준다. The purpose of this paper is to analyze and to apply the missiological perspective to restore missional leadership. Missiological analysis of church leadership is described in the biblical, theological and missional dimensions. Church leadership implies mission, encompassing all nations with a universal character. Missio Dei is referred to God, not the church, who sends God’s people. Missional leadership is the core of missional ecclesiology which was rediscovered in the essence of church in mission. Missiological application of missional leadership is shown in several cases of the Korean Church possessing characteristics of leadership: Creative leadership that extends the Creator God’s power, holistic leadership that concludes salvation and social responsibility, ecumenical leadership involving solidarity and reformative leadership that conveys a reformative spirit. These applications could be used to redeem genuine leadership for the kingdom of God.

An Introductory Review on the Innovation-Oriented Leaderships - the Boundary, the Transformational, and the Visionary Leadership -

Kim, Kwang-Kun 한국실천신학회 2010 신학과 실천 Vol.0 No.25

This article is for investigating the basic concept of the innovation -oriented leadership and its brief understanding of th foundational styled of the several leaderships. The innovation is one of the most significant concepts in terms of social and organizational change by leadership. The fact that most of the modern organizations and communities are requiring the innovation by leadership, shows us that the innovation -oriented leadership is a significant instrument to transform the organizational world and to enhance the effectiveness of accomplishing the organizational goals. The change, reformation, transformation and innovation are the similar terminologies to perform the goals of leadership. The many literature for leadership shows several innovational leadership styles. In order to comprehend and develop such leadership paradigm, three related styles of leadership are considered: the boundary leadership, the transformational leadership, and the visionary leadership. First, it is the boundary leadership that combines the mutually -exclusive paradigms and produces the creative perspectives of a leader on the boundaries between cultures. Second, it is the transformational leadership that is one of the most powerful models that are able to lead to the innovation by its well-developed strategies of transformation. Finally, it is the visionary leadership that is able to lead the organization to the innovation by its well-developed strategies of the visionary approach. These three styles of leadership can be the foundations for the effective innovation for the social organization. as well as the Christian organizations.

Relationship between the leadership style and organizational effectiveness

Sang-Young Lee(이상영),Hae-Sool Yang(양해술) 한국컴퓨터정보학회 2017 한국컴퓨터정보학회논문지 Vol.22 No.10

In this paper, we propose the role of job crafting in the relationship between leadership and organizational effectiveness in voluntarily carrying out each member’s assigned tasks. This study surveyed the manufacturing, construction, service industries in Seoul and Gyeonggi province, identified the type of leadership they recognized, and empirically analyzed the organizational effectiveness of leadership. The purpose of this paper is to grasp the types of leadership acknowledged by the industry of manufacturing, construction, and service, and also to empirically analyze the organizational effectiveness of the leadership. The study measures the organizational effectiveness in terms of the job satisfaction, organizational commitment, and organizational citizenship behavior while classifying the leadership into coaching leadership, transformational leadership, and sensible leadership. In addition, the strictness of the analysis is imposed by estimating the simple least square model and ranking probit model. The results of the least square model is summarized as the following. Regardless of the different defining terms of organizational effectiveness, transformational leadership was shown to have the greatest organizational effectiveness. Sensible leadership positively effected job satisfaction whereas coaching leadership positively effected job satisfaction and organizational effectiveness. Compared to transformational leadership and coaching leadership, the impact of the sensible leadership was very much limited. The result of the ranking probit model is summarized as the following. First, sensible leadership had a positive impact on the member’s job satisfaction and organizational commitment. Second, regarding the organizational citizenship behavior, coaching leadership showed greater impact than transformational leadership. This results contradicts the results from the simple least square model. If similar studies were to be conducted in the future, two models and the results must be compared. Third, as the leadership score increases by 1 point, there is greater possibility of having more than 4 points for all job satisfaction, organizational commitment, organizational citizenship behavior. Lastly, the analysis proves that job crafting has the mediation effect between the leadership and organizational effectiveness.

Biblical Lessons of Leadership Transition in the Bible

Kyung Chul Lim Presbyterian General Assembly Theological Seminary 2011 CHONGSHIN THEOLOGICAL JOURNAL Vol.16 No.1

Leadership transition is an important issue in the Bible. The issue is one of the most important issues in the Korean Church because many local churches are faced with on-going leadership transitions of senior pastors during the last decade. The Bible also shows many accounts of leadership transitions. For the purposes of this study, the writer will consider two biblical examples that of Moses to Joshua in the Old Testament and of Paul to Timothy in the New Testament. These two examples are selected because the biblical lessons provide us with adequate information on the excellent leader’s role and the prospective leader’s responses and readiness to assume leadership responsibilities. These will provide biblical lessons and principles of effective leadership transition. The writer intends to draw biblical lessons and principles from the two models and apply them to leadership development and transition in the context of the Korean Church today. As the essential conclusion of this article, the writer points out several key biblical lessons and principles out of all the lessons already mentioned regarding leadership transition for the Korean Church in this generation as follows. First, a mentor (leader) needs to be an example as a leader and encourage a mentoree (a prospective leader) to follow his/her example for effective leadership development. Second, a mentor need to teach and train a mentoree for leadership development according to his/her needs in his/her situations. Third, a mentor needs to provide a mentoree various opportunities to develop his/her pastoral leadership. Fourth, a mentor needs to train a mentoree to obey and accept the mentor’s task willingly for his/her leadership development. Fifth, a mentor needs to train a mentoree to depend on God only in every situation for the glory of God. Sixth, a mentor (leader) needs to provide opportunities for a mentoree’s tandem training period in order to confirm the mentoree as successor by the leader and the whole congregation.As the essential conclusion of this article, the writer points out several key biblical lessons and principles out of all the lessons already mentioned regarding leadership transition for the Korean Church in this generation as follows. First, a mentor (leader) needs to be an example as a leader and encourage a mentoree (a prospective leader) to follow his/her example for effective leadership development. Second, a mentor need to teach and train a mentoree for leadership development according to his/her needs in his/her situations. Third, a mentor needs to provide a mentoree various opportunities to develop his/her pastoral leadership. Fourth, a mentor needs to train a mentoree to obey and accept the mentor’s task willingly for his/her leadership development. Fifth, a mentor needs to train a mentoree to depend on God only in every situation for the glory of God. Sixth, a mentor (leader) needs to provide opportunities for a mentoree’s tandem training period in order to confirm the mentoree as successor by the leader and the whole congregation. Actually, in the Old Testament and New Testament, the writer recognizes that Holy Spirit selected, prepared and appointed prospective leaders (successors) for effective leadership transitions in the Church of God in the world. Paul addressed the Ephesian elders, “Keep watch over yourselves and all the flock of which the Holy Spirit has made you overseers. Be shepherds of the church of God, which he bought with his own blood” (Acts 20:28). Paul emphasized the role of the Holy Spirit in the appointment of the leaders such as overseers, elders and deacons in the Ephesian church. Actually, the Holy Sprit must be the Lord of leadership development for effective leadership transition in the Church of God. Therefore, all Christians in the world must seek the guidance and appointment of the Holy Spirit for effective leadership transition in the Church of God. Especially, the writer asks God that all the Christians in the Korean Church would seek the guidance and appointment of the Holy Spirit for effective leadership transition for the glory of God (Soli Deo Gloria!).

Missiological Perspective of Church Leadership: Restoring Missional Leadership

이선이 한국선교신학회 2017 선교신학 Vol.46 No.-

The purpose of this paper is to analyze and to apply the missiological perspective to restore missional leadership. Missiological analysis of church leadership is described in the biblical, theological and missional dimensions. Church leadership implies mission, encompassing all nations with a universal character. Missio Dei is referred to God, not the church, who sends God’s people. Missional leadership is the core of missional ecclesiology which was rediscovered in the essence of church in mission. Missiological application of missional leadership is shown in several cases of the Korean Church possessing characteristics of leadership: Creative leadership that extends the Creator God’s power, holistic leadership that concludes salvation and social responsibility, ecumenical leadership involving solidarity and reformative leadership that conveys a reformative spirit. These applications could be used to redeem genuine leadership for the kingdom of God.