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This article examines the job crafting strategies senior academic women use to progress in their careers. The study was exploratory and inductive and used in-depth interviews to gather data from 43 senior academic women in Australia, the United Kingdom, and Malaysia. Data were analyzed using thematic content analysis in combination with reflective discussions. Cognitive crafting emerged as the most critical job crafting strategy impacting women's career progression. While some women chose to be more strategic, others focused on doing meaningful work and considered career progression a natural outcome rather than an end in itself. This study extends the job crafting literature by highlighting how contextual and cognitive factors impact women's academic career progression. Understanding similarities and differences across cultures and identifying how academic women can prosper can inform programs that effectively promote women's careers at tertiary institutions.

This paper reflects on the delivery of Professional Doctorate programmes from a sample of educational (EdD) and sustainable built environment (DSBE) practitioners at a Welsh University in the United Kingdom (UK). The paper explores the 'learner journey' of a sample of Professional Doctorate students as they navigate their studies during COVID-19 pandemic. A qualitative approach was adopted, and semi-structured questionnaires were used to collect data from students on the EdD and DSBE pathways. A thematic analysis was conducted, and the data presented explored how students have navigated their respective pathways and change projects across various modules, during their 'learning journey' and how successful they perceive that journey to be, in relation to a range of factors. The findings from this paper provide a unique insight into the experiences of Professional Doctorate students during a period of significant upheaval. Recommendations are provided for supervisors of Professional Doctorates, Higher Education Managers, as well as Policy Makers in supporting Professional Doctorate students during the studies. Best practice is highlighted with regard to practice-based approaches and demonstrates the differences across two academic disciplines. The use of agile digital and online learning in response to the COVID-19 pandemic further suggests an ongoing model for leadership in Higher Education.

Background/purpose: Developing the body of knowledge about how facilitators act and engage with participants is essential to developing Lesson Study (LS) facilitation. This research reveals how two LS facilitators from the United Kingdom and the United States support and lead cycles. Materials/methods: We used the Standards, Assessment, Instruction and Intervention, Leadership, and Sustainability (SAILS) framework (Hasbrouck & Denton, 2005; Hasbrouck & Michel, 2022) to explore and thematically code reflective semi-structured interviews between two LS facilitators. We coded and organized themes to explore the actions, processes, tools, and behaviors that facilitators use. Results: Standards formed a key feature of LS facilitation. Leadership, how the facilitators intervened and supported participants to sustain LS, was a salient theme. The skills, tools, and processes used by the facilitators built upon existing knowledge of LS facilitators (de Vries & Uffen, 2021; Morago & Grigioni Baur, 2021; Mynott, 2018). A fundamental finding is that the facilitator is a leader who needs to be present enough to navigate discussions, yet invisible enough to not get in the way of participant learning. Conclusion: Deepening our knowledge of what the facilitator can do to increase the sustainability of participant learning can help support future LS teams. How a facilitator thinks about aspects of their work in advance, which tools can be used during conversations, and how they summarize learning are all important aspects of their work.

With the number of teacher assistants (TAs) employed in schools steadily increasing, most teachers are likely to work with a TA at various times throughout their career. International research indicates there is scope for teachers to enhance their work with TAs. This systematic review examines teachers' perceptions of their work with TAs. Twenty-six studies were reviewed to gain insight into teachers' thoughts, beliefs and/or impressions of their work with TAs. Ten perceptions of teachers relating to the manner in which they work with TAs were identified and further categorised into four key themes of roles and responsibilities, planning and pedagogy, leadership, and interpersonal relationships. Implications from the review highlight a need for schools and universities to reconsider teacher preparation and ongoing training with respect to teachers' work with TAs.

The change to online delivery in March 2020 provided an opportunity as well as a requirement to change the way we work in Higher Education (HE), from a traditional stance focussed on hierarchy and roles to one that embraced individual core skills and competencies. The Transformation Academy (TA), Solent University's response led by the Solent Learning and Teaching Institute (SLTI), had as its goal the preparation of 1100 modules for online delivery in September 2020, delivered via institutional cross-team collaboration to ensure success within a narrow timescale. Collaboration is by necessity situated and dialogic, and most effectively driven by an affective and trust-based connection between collaborative partners as well as to the project goal. In bringing together previously disparate and siloed teams, the TA project's success relied upon new collaborative partners quickly forming those connections, despite the prevailing neoliberal emphasis in UK HE on performativity and pressure from senior management to complete the work within 12 weeks. Adopting a qualitative empirical research design and single, local, exploratory case study approach, data is derived from 11 semi-structured interviews with project members who collaborated with colleagues outside of their usual team structures, to explore the personal value they perceived obtaining from the TA project. Preliminary findings suggest that Learning and Teaching (L&T) collaborations in a pressured environment benefit from authenticity in emotion and interpersonal affective connections, which in turn are engendered by openness and clarity in communication, a flattened hierarchy, and a sense of ownership for all participants. [Note: The page range (7-24) shown on the PDF is incorrect. The correct page range is 7-22.]

Distributed Leadership is a conceptual and analytical approach to understanding leadership that is focused on interactions between leaders and those they lead with the goal of driving instructional improvement and improving student outcomes by developing high-quality teaching and an educational culture that enables all students to thrive. This article provides an overview of the state-of-the-art research available on distributed leadership. As new social and educational demands emerge, leadership responses need to be reformed at all school levels to ensure a school's ability to provide a high-quality education. These transformations must be promoted from within each school center. The author describes and covers a deep review of the literature between 1981 and 2020. The source data for this research, (321 articles), is derived from SCOPUS, Biblometrix Studio, and VOSviewer. The terms and their clusters were illustrated on graphs, and density maps were utilized. General recommendations are provided and challenges are identified for the incorporation of DL changes into the management of schools. The findings show that the literature refers explicitly to DL, wherein there are a number of interesting insights provided by theoretical articles. A conclusion is given with recommendations for further multidisciplinary research at the intersection of the fields in order to show the holistic landscape of this field. [Note: The volume number 2 and the issue number (6) shown on the PDF are incorrect. The correct citation for this article is v4 n2.]

Research Managers and Administrators (RMAs) face various challenges caused by conflicting and contradictory organizational subcultures in knowledge-intensive organizations (KIOs), but their human capital, such as skills and personality traits, helps RMAs to maintain job and organizational engagement and professional growth. Focusing on self-leadership of RMAs, the effects of the RMAs' human capital on their performance and job satisfaction are statistically tested with the Research Administration as a Profession (RAAAP) wave-1 dataset that captures the current states of RMA around the world. RMAs more willing to mobilize their self-leadership are more successful in terms of their career development and are happier with the job, and thus, they are surviving even in conflicting and contradictory subcultures. Implications are also provided about human capital and agency of RMAs as well as human resources practices of KIOs.

Given that universities have significant choices to make about what is retained from our emergency measures, the authors set out to use the record of our biweekly meetings to examine the choices that we have made during the pandemic and how we have made them. In this collaborative reflective article from authors from five different institutions in the UK and Australia, we demonstrate that student-centred decision making emerged unanimously as the core value driving our decision making during the pandemic. In our reflections, supported by our diary notes, we explore and document our decision-making processes relating to educational technology through the lens of agile values and principles in the context of crisis leadership during the COVID-19 pandemic. We discuss four prominent drivers for student-centred decision making: (a) collecting and rapidly sharing student voice data, (b) offering more choice in anticipation of diverse needs, (c) giving a high priority to equalising access to technology and (d) taking responsibility for students in difficult circumstances. In addition, we discuss five emerging data-driven themes -- leadership, operational continuity, student welfare, pedagogy and technology infrastructure -- and offer insights into student-driven decision making with examples from our respective institutions. The ultimate aim for our reflection is to establish approaches that we value in higher education leadership that we should sustain and to formulate principles for student-centred agile leadership for university education which can serve us during the pandemic and beyond.

Jonathan Shay argued that social, relational, and institutional contexts were central to understanding moral injury and conceptualised moral injury as a normative response to the betrayal of an individual's understanding of what is right by a more senior/authoritative "other". Using the conceptual lens of moral injury, this paper investigates academic staff experiences of HE during the COVID-19 pandemic and explores the rapid transition back to face-to-face teaching that took place in autumn 2020. To collect data, we used an online survey that opened in January 2021 and ran until the end of March 2021. A total of 663 complete questionnaires were received across the survey period. The questionnaire was comprised of ten topic-related questions, each of which included follow-up sub-questions and also invited participants to write in additional information. The majority of participants felt that during the course of the COVID-19 pandemic, they had acted in ways that put their own health and wellbeing at risk. Of those who had acted in ways that put their health and wellbeing at risk, they believed that their senior management were the most responsible for them acting in such ways, followed by the UK government. Qualitative data showed a systemic absence of leadership in the sector during the time, a sense of betrayal of staff and students by senior management and the government, and feelings of compulsion to act in ways which put lives at risk. On the basis of these results, we argue that there could be synergies between the situation facing healthcare staff and academics during the pandemic. Many of the experiences of HE academic staff during the pandemic reported to us in this research are resonant with the concepts of betrayal and moral injury and resulted in affective responses which we understand here in relation to feelings of guilt, shame, and anger, leading ultimately to poor mental health and wellbeing. This paper discusses implications for the HE sector going forward.

Objective: Schools are important settings for health promotion. In schools, children and adolescents can be reached regardless of their social background, which represents a unique opportunity for promoting health. Several studies have demonstrated the importance of school leadership in initiating and sustaining health promotion; however, efforts to systematically review the influence of school leadership on school health promotion are still lacking. Hence, this paper analyses empirical studies published in scientific journals on school leadership and health promotion in schools. Design: Systematic literature review. Method: Informed by the Preferred Reporting Items for Systematic Reviews and Meta-Analysis guidelines, a review was conducted using two main databases: Web of Science and Scopus, which retrieved 51 eligible articles. Results: The review of these articles resulted in the identification of seven main themes -- school leaders' health; attitudes, knowledge and behaviour; accountability; support from school leaders; shared leadership approaches; capacity building and parent engagement. Conclusion: This systematic literature review expands the literature by highlighting the school leadership factors that promote school health promotion in Oceania, Europe, North America, South America, Africa and Asia continents. Future systematic literature reviews could explore studies and different aspects of health promotion by teachers, especially in the Asian context.

As we tentatively emerge from the imposed isolation of the COVID-19 pandemic and as the status quo reasserts itself, it seems timely to consider the current state of teacher professionalism. This task seems critical, given the wider backdrop of the neoliberal policy pandemic that has driven the commodification and instrumentalization of education over the last forty years. In many global settings the neoliberal context is characterised by intensified cultures of competition, instrumentalism, individualism and performativity in education. Such cultures and practices, working in concert with the performative pressures arising from neoliberalism, pose significant risks to the ethical core of teaching. Identifying and naming these risks is a key aim of this paper, reflecting the notion of critique as diagnosis or problematisation.

In today's universities, women are still underrepresented in senior leadership positions. The research-focused systems and structures that support the progression of men often work against women who are drawn to alternative career paths within the academy for a variety of reasons. UK universities have seen an increase in teaching-focused career paths as well as 'Third Space' roles, which navigate an increasing space between purely professional and purely academic jobs. Since 2018, four research-intensive universities in the UK have appointed women to the position of PVC Education who have come from Third Space, academic development backgrounds. This paper explores their career paths and experiences and identifies that they have had to constantly navigate between professional and academic contracts in order to negotiate their own progression, thus creating their own space in which they are able to advance. The paper considers whether women in the Third Space end up trapped in a 'glass classroom' or whether a more fundamental political and transformational act in gender and Third Space career progression is emerging.

This study explores the experiences of leaders who have led organisations and teams through an extended period of crisis management whilst completing a UK work-based master's programme. This paper examines contemporary approaches to work-based learning and explores the effect of organisational and workforce demands in a volatile era of global economic uncertainty. Theoretical and conceptual foundations relating to experiential learning, digital education and communities of learning are analysed and discussed. Taking an inductive qualitative approach, the study analyses semi-structured questionnaire data from senior leaders. The widespread adoption of technology exposes challenges to facilitation and the academic-employer interface, impacting upon learning communities and knowledge exchange opportunities. The findings also suggest enhanced leaders' adaptive traits, including confidence and self-reliance. This study illuminates critical issues associated with contemporary work-based learning, specifically relating to prolonged macro uncertainty and the effect upon workplaces as sites of knowledge and learning, and risks to dynamic relationships between the psychosocial work environment, genuine opportunities to learn and learner well-being. This work seeks to inform the design of future programs, specifically in terms developing inter and intra-organisational communities of learning and knowledge exchange to enhance best practice and inculcate crucial leadership skills.

This paper investigates leadership dynamics in research teams. It studies how principal investigators (PIs) and team members cultivate their relationship through the lens of leader-member exchange theory (LMX). Thirty-one in-depth interviews with both PIs and team members across 15 externally funded teams in the UK are analysed. The findings show that these relationships can be characterised along four influential dimensions: positional layer; informal layer; and the newly identified political layer and life domain. These layers show how PIs balance between formal and informal power structures, and, more broadly, how leadership dynamics go beyond the specific context in which a team is situated and members work. The notion "constructing working relationships" is proposed to stress on the need for both PIs and members to engage in a process of balancing potential tensions. Thus, the paper provides PIs with insights into the nature of leadership within a research team and recommendations regarding team design.

This paper contributes to understanding the power of participating in work-based doctoral research after a fulltime career. It explores ways in which active older people choose to participate in "creative dance" activities and how this may benefit them. It draws upon the first author's experiences in using her leadership, management, presenting and coaching skills creatively, having decided to leave her career as a senior manager and return to dancing and community activities "to see what life will bring". This includes becoming involved with dance performance activities, founding/managing a grassroots dance organisation, advising, networking and participating in projects concerning ageing and creative arts, whilst undertaking a work-based doctorate programme. Adaptable methodological approaches are explored so that uncertain new ad-hoc paid and voluntary work could be incorporated within research processes. The paper outlines findings about active older people dancing and recommends a way forward on issues concerning ageing; creativity and older people's creative dance becoming mainstream. There is an argument for the social, political and health benefits of dancing for all, especially older adults and the need for more choices so that all ages can lead meaningful purposeful lives. This research challenges the stereotypes of retiring and becoming marginalised, showing positive aspects of entering the next stage of life and later stages of work, using skills and experience in new ways to benefit others as well as oneself.

Initial research into the use of Emotion Coaching (EC) in educational settings has suggested that it can support social and emotional development, and promote positive relationships and behaviour. This research used a sequential mixed-methods design to examine the factors which impact on the implementation of EC. The views of 40 staff across six mainstream primary schools in the UK who had undertaken whole-school training in EC were examined via an online questionnaire. Follow-up semi-structured interviews with 13 staff from two of those schools were analysed using thematic analysis. Key facilitators to implementation included quality training, a school ethos where wellbeing was central, and an actively engaged senior leadership team. Key barriers to implementation were the pressure faced by school staff due to time constraints and curriculum demands. Implications for senior leaders in schools, educational psychologists (EPs), and policymakers are discussed.

During the last eight years, over 8000 academic faculty and professional services women working in the United Kingdom and the Republic of Ireland have participated in a women-only leadership in higher education programme called Aurora. The organization that designed and delivers the programme (Advance HE) sees it as an important force for change in the sector. However, the potential for meaningful change in traditionally male domains through greater representation of women may be undermined by organizations that remain gendered. To address these issues this article outlines findings from a longitudinal, mixed-methods study on women working in higher education (HE), drawing on data from 1094 research participants. Women completed online surveys at different time points before and after participation in Aurora, with a smaller sample of participants taking part in in-depth interviews and diaries. Analysis of these data shows that the leadership programme is perceived to have a significant impact on some behaviours and attitudes of women and this impact does not on the whole diminish over time. This research is important as it is the first longitudinal study of its kind that includes both professional services and academic women. The findings will be of interest to higher education institutions (HEIs) globally that wish to develop organizational contexts in which women go on to lead.

The subject of talent in sport continues to fascinate and intrigue as organisations seek to identify and deliver an effective talent development programme in an effort to ensure systemic success. In the quest to deliver an optimal national governing body talent development programme, this paper investigates the role that Appreciative Inquiry can play in addressing change within a complex landscape. The coaches (12 talent coaches) and researcher (Head of Performance) utilised an Appreciative Inquiry framework to identify a 'routemap' for change within the programme. Results highlighted the challenges and benefits of adopting a strength-based approach to programme development within sport, particularly the generative capacity of Appreciative Inquiry amongst coaches. Results also indicate some complexities of strength-based collaborative change, namely the need for time to break through semantics and coaching rhetoric. Through the design and delivery of an Appreciative Inquiry summit, key themes for an optimal development environment were identified. Namely, coaches felt that when at its best the programme adopts a mastery focus. Findings indicate that to achieve this, participants felt that for the programme to become optimal, the themes of leadership, coach-athlete relationships and player autonomy were integral elements to build on going forward.

This article analyzes the career trajectories of eight Black and South Asian headteachers who were part of a larger study of three generations of Black, Asian, and Minority Ethnic (BAME) headteachers (28) interviewed in 2015 (Johnson, 2017). Using a longitudinal life history approach and portraiture, it seeks to answer the question, "How do Black and South Asian headteachers narrate their career progression and leadership values over time?" In particular, I explore the growth of academization and the formation of Multi-Academy Trusts (MATs) on the work lives of Black and South Asian headteachers and the role of autonomy, value alignment, and professional support on their leadership retention.

The COVID-19 pandemic has confronted school leaders across the four devolved nations of the United Kingdom (UK) with a period of exceptional crisis. This responsive, small-scale, but UK-wide study focuses on headteacher perspectives on leadership and management in the initial stages of this pandemic, contributing to our understanding of this crucial period. The headteacher respondents met the multiple predicaments and situational ambiguities of the pandemic with a resilience which drew heavily upon the strengths of pre-existing structures and teams. They were required to provide effective emotional and moral leadership in uncharted and rapidly shifting territory. They spoke most eloquently of how they developed pragmatic, versatile and personally reassuring approaches to communication with parents, staff, pupils, and a range of external agencies, all of which were also facing extraordinary circumstances with varying degrees of resilience. The paper concludes by conceptualising the key elements of headteachers' leadership and management, both inside and outside of school, at in the early stages of societal crisis.

Fundamental widespread changes affecting education's purposes, policies and practices have had transformational repercussions for school business across the developed world. Subsequently, school business demands and accountabilities continue to escalate in scope and complexity and governments, education authorities and school communities are acknowledging the primacy and imperative of proficient school business leadership. International research chronicling the subsequent rapid professionalisation of school business leaders demonstrates pervasive policy moves that have re-focused school business priorities. Drawing on research conducted in Australia, USA, UK, Canada and New Zealand this article describes recent widespread changes before discussing issues and trends portending future professional adaptation for school business leaders whose work lies at the cross hairs of macro pressures and micro necessities.

Background: The decline of young people's wellbeing in the UK and elsewhere has become an increasing focus for attention. In this context, it is encouraging to note some evidence suggesting that participation in extracurricular activities may have potential to improve wellbeing. However, the considerable conceptual and methodological challenges involved in the measurement of constructs within this non-traditional assessment domain should be recognised. Purpose: Against this backdrop, we report on the development of a survey to measure the contribution of taking part in extracurricular activities on young people's subjective wellbeing and associated soft skills. Methods: Participants (N = 4,638) were a sample of young people enrolled in a well-known extracurricular award programme in the UK: The Duke of Edinburgh's Award (DofE). They completed a self-report survey which had been developed to address key areas relevant to the DofE and wellbeing, such as: resilience and overcoming adversity, confidence and self-esteem, and working with others and communication. Data were analysed quantitatively. Findings: Factor analysis confirmed a reliable three-factor structure of the measure, which produced patterns of results comparable to existing research on wellbeing. The identified factors were 'General Wellbeing', 'Resilience and Confidence', and 'Communication (including Leadership and Teamwork)'. Participants largely reported that taking part in DofE activities had improved their wellbeing through increasing confidence, responsibility and their ability to face challenges. Conclusions: We suggest that both the survey outlined here and the process of development could be used to facilitate more reliable and valid measurements of wellbeing and related soft skills outside of traditional classroom settings. The findings, whilst relating here specifically to the DofE in the UK, will be of interest to policymakers, school leaders and educators internationally who are considering what young people need to build and maintain wellbeing, and thus thrive in life.

This article draws on literature related to university leadership and lesbian, gay, bisexual, transgender, queer plus (LGBTQ+) identities to argue for LGBTQ+ specific leadership programmes in higher education. The article considers how the skills and attributes for university leadership have changed in response to marketisation and widening participation. It considers the way in which leadership development programmes must be responsive to the changing nature of universities and, by briefly examining the UK's first LGBTQ+ leadership programme for aspiring school leaders, argues that in common with LGBTQ+ school teachers, the lived experience of LGBTQ+ academics in higher education may make them ideally suited to become highly effective university leaders. Finally, the article argues that in addition to the women's and Black, Asian and Minority Ethnic (BAME) leadership programmes, currently improving the diversity of university leadership, LGBTQ+ aspiring university leaders should be similarly provided with a distinct leadership programme.

This research developed a scale to assess the following life skills in higher education students: teamwork, goal setting, time management, emotional skills, interpersonal communication, social skills, leadership, and problem solving and decision making. Study 1 adapted an existing scale for the purposes of this research and provided evidence for the factorial validity of the new scale with 445 students. Study 2 included 423 students and supported the predictive validity of the scale in relation to students' psychological well-being, academic self-efficacy/performance, and health-related quality of life. Study 3 provided evidence for the test-retest reliability of the scale with 49 students. All three studies supported the internal consistency reliability of the scale. Combined, these studies suggest that the scale is a valid and reliable measure that researchers, policymakers and educators could use to assess and potentially enhance higher education students' life skills. Future research directions and uses of the scale are discussed.

From grassroots to mega-event level, the sport sector has long-relied on volunteers to function effectively. While the nature of sport volunteering varies, scholars have identified that volunteerism is built around characteristics (e.g. altruism, civic participation, acquisition of social capital, personal and professional development) that draw individuals together and contribute to a sense of community. In providing sites for life-skills training, mentoring, coaching, and/or leadership, volunteer communities in sport are also informal and formal learning environments. Notwithstanding research examining learning opportunities within individual volunteer experiences, work remains on articulating the ideological, structural and experiential complexities of volunteering as pedagogical terrain. To illuminate some of these educational nuances, this paper interrogates the experiences of a cohort of regional football volunteers in the United Kingdom. Drawing on spatial theory, we utilise a holistic framework comprising thought, production and action space to understand volunteer communities and opportunities for learning therein. We draw data from questionnaires, and focus groups undertaken with volunteers working in one of the UK's largest provinces. We contend that football volunteerism comprises a potentially rich context in which an array of learning opportunities exist that can be nurtured and enacted upon over volunteers' life courses. Educational characteristics of volunteering, or the creation of effective learning communities in the sector are not, however, always guaranteed. Rather, individual and collective investments may be required by both volunteers and supporting organisations. Furthering recent criticisms of the wider sport sector, and beyond affording greater appreciation of volunteer learning, we advocate for a rethink of organisation's ethical responsibilities and resourcing vis-à-vis educational duties of care and sustainability.

The aim of this research was to gain a deeper understanding of the perceptions of key stakeholders in relation to the current extent of Allied Health Professionals in leadership roles within academia. The researchers undertook an exploration of the potential barriers, challenges and opportunities that exist for AHPs to undertake leadership roles within higher education and used the findings to offer recommendations for the future. Several themes emerged from the study, the primary ones relating to lack of confidence, a lack of motivation amongst AHPs to aspire to senior leadership roles, with a preference instead to focus on gaining clinical and research expertise rather than leadership skills. In addition, fewer opportunities appear to exist for AHPs to progress into senior leadership roles outside of the AHP sphere, due to a number of reasons which are explored in more depth in this report.

Research Libraries UK is a consortium of 37 of the UK and Ireland's largest research libraries with the purpose of convening its members around the key issues that affect them, to represent their collective voice, to support them as they face shared challenges, and to be an effective advocate on their behalf. In fulfilment of these roles, RLUK launched its digital shift manifesto in May 2020, which provides a vision for the research library of 2030 - in relation to the digital shift occurring within research library collections, services, operations, and audience interactions. Centred around the four strands of skills, spaces, scholarship, and stakeholders, the manifesto provides a shared vision of the future and a tangible programme of activities through which this can be achieved. This article will explore how the COVID-19 pandemic has witnessed the digital shift in action. Combining the reflections of individual academic and research libraries, and using RLUK's previous research into the impact of COVID-19 as a foundation, this article will reflect on how realistic and future looking the manifesto was. It will explore the collective experiences of libraries regarding the digital shift, will consider progress made in the implementation of the manifesto against this rapidly changing backdrop, and will provide a series of reflections for the future.

In this paper, I check the ethical pulse of further education (FE) at the moment of its coming of age. Using a philosophical lens, I select and review post-2010 literature, to argue that FE colleges persist in a diminished form within a learning economy. In response to the managerial onslaught, the sector has adopted an ethics of survival, a necessary response to austerity and deregulation. Twenty-one years after incorporation, ethical fading has purged ethical desire from educational discourse, while the endless banality of college life has corroded the language with which it might be possible to speak about educational purpose, value, utopia, democracy, equity, and vision.

The present study aims to examine the leadership research in higher education in order to shed light on its development during the last two decades by revealing the evolving trends in research on leadership in higher education, the most prominent scholars working on related research, the most popular topics in related research, and the countries in which the related studies are based. Bibliometric method was employed in the analysis of the original research and review papers published in five prominent higher education journals between 1995 and 2014: "Higher Education," "Research in Higher Education," "Studies in Higher Education," "The Journal of Higher Education" and "The Review of Higher Education." The results of this bibliometric analysis show that the majority of the related articles come from three countries: the U.S.A., the UK and Australia. It is also found that the leadership research in higher education is still very scarce and has not shown any meaningful increase during the last two decades. In addition, content analysis is used to provide more in-depth information about the topical focus, purpose and methodology of the selected articles. The results of content analyses are discussed in detail, and suggestions for the future research are provided.

This paper examines the organisational culture of a comprehensive school that converted to an academy in 2010 by utilising the cultural web model as a tool for analysing an academy's culture. The case study employs a concurrent mixed-method approach of questionnaires for staff with no responsibility (SNR), focus groups for staff with management responsibility (SMR) and interviews with members of the Senior Leadership Team (SLT). The subsequent results are then discussed in relation to three themes, extracted from the cultural web -- 'student-centric', 'staff constraints' and 'leadership issues'. The findings from this research successfully demonstrate the model's ability to afford valuable insight into an academy by offering a depiction of its organisational culture and targets for organisational improvement. In addition, the paper presents a method for the future deployment of the cultural web which enables comparisons of an academy's subcultures.

The National Awards for Pastoral Care in Education were organised by the National Association for Pastoral Care in Education (NAPCE) for the first time in 2020. The purpose was to give work in pastoral care the recognition that it deserves. A respected group of judges had the difficult task of deciding who the winners would be in each category, from the very impressive and high quality nominations that NAPCE received. The article provides some of the winners, with an opportunity to share this good practice and to raise awareness of the positive difference that is being made, by effective pastoral care, to the learning experience and lives of young people. Included is information about a school that is supporting bereaved learners and their families. other examples of good practice include, a project to motivate girls, the work of a special school to meet the additional needs of its pupils, the work of a pastoral leader to implement strategies to improve behaviour foe learning and academic achievement and a case study in the use of Educational Transactional Analysis to support a learner with social, emotional and mental health difficulties.

Questions of gender equality pervade our culture, particularly in the world of work, where about three quarters of leaders are men. This paper draws on 60 interviews with women in the UK, in senior leadership roles, in a variety of fields. The research questions address the interviewees' perceptions of three areas: career challenges (or barriers) for women who wish to access leadership roles; the main facilitators of career progress for women and changes they have seen and anticipate seeing for women leaders at work. The main challenges or barriers were perceived as a masculine work culture; discrimination and the glass ceiling; gendered stereotyping; and the difficulties of combining work and family life. Facilitators were their own determination and agency, mentoring and networking, with little mention of support through places of work. With regard to change for women at work, they saw the glass ceiling as moving gradually upwards, although some more 'masculine' industries were more difficult for women to navigate. With the exception of the women in higher education, they did not support feminism or an affirmative stance towards women's progress and in the private sector were accepting of the prioritisation of business motives over equity issues.

A unique challenge for organizations is in leading diverse, dispersed teams whose members are motivated to work independently, but are willing to collaborate. The purpose of this study was to gain an understanding of how nuanced variations in motivational patterns influences the relationship between work satisfaction and virtual team effectiveness. A sequential, mixed methods design was used to analyze and explain the moderating effects of motivational orientation on this relationship. In the first, quantitative phase, participating virtual team members completed an online survey with items comprising the five motivation source scales from the Motivation Sources Inventory, work satisfaction, and eleven variables measuring utilization of virtual team effectiveness attributes from the Virtual Teams Survey. Seven hypotheses were tested, with support found for three of the hypotheses. Work satisfaction and utilization of the virtual team effectiveness attributes were found to be positively correlated. Support was also found for hypotheses that the relationship between work satisfaction and utilization of the virtual team effectiveness attributes will be stronger for virtual team members (VTMs) with low self-concept external and / or moderate or high goal internalization patterns. In the second, qualitative phase, follow-up interviews were conducted to support and provide rationale for the quantitative results. Qualitative analysis of interviews revealed three major themes focused on concerns regarding team leadership, organizational support, and technology. Viewed in context with the quantitative results, the themes suggest that work satisfaction may be improved for most VTMs, regardless of motivation pattern, by strengthening leadership, aligning rewards with goals, and enhancing the technology used for team communication.

Participatory research methods connect researchers with relevant communities to achieve shared goals. These methods can deliver results that are relevant to people's lives and thus likely to have a positive impact. In the context of a large and growing body of autism research, with continued poor implementation, and some evidence of community dissatisfaction, there is a powerful case for participatory autism research. In order to develop a framework for such collaborative working, a UK seminar series was organised and co-produced by autistic and non-autistic people with academic, practitioner and lived expertise. This article reports on the outcomes from the series, identifying five topics relevant to building a community of practice in participatory research: Respect, Authenticity, Assumptions, Infrastructure and Empathy. Each topic is connected to a specific example from within and beyond research, to inspire new practices in the field. We call for the development of participatory research skills among the autism research community and the facilitation of greater autistic leadership of, and partnership in, research. Such work, if delivered to a high standard, is likely to lead to better translation into practice and improved outcomes for autistic people and those who support them.

The article analyzes the goals, objectives and content of professional training for international communication specialists in the UK universities. It is found that professional training of international communication specialists aims to prepare a competent and competitive expert under the rapidly changing requirements of British society and the international labour market. They are expected to have the relevant basic professional knowledge, practical abilities and skills (leadership and managerial skills, high-level political and information culture, active social position, high responsibility, willingness and capacity for self-study). It is indicated that British degree programmes mainly seek to train specialists based on interdisciplinary and competency-based principles, focusing on learning outcomes. Upon the successful completion of the degree programme, the graduate must possess not only theoretical knowledge but also special and general abilities and skills, which are necessary for effective functioning in various contexts of public life. It is specified that in the context of competency-based approach, the UK higher education aims to develop future specialists' ability to independently acquire new knowledge throughout life, identify and realize their own intellectual and creative potential, strive for self-determination, social integration and self-development, which creates relevant conditions for acquiring high-level professional competency in general and nurture professional culture in particular. It is concluded that British degree programmes in international communication consist of compulsory and optional modules. Each university is entitled to choose the number and content of compulsory and optional modules in accordance with the directions of scientific research of the department and scientific interests of students and lecturers.

A considerable scholarship now describes the increasing neoliberalization of universities and the accompanying impacts on academic research and researchers. However, less attention has been devoted to issues of research project leadership, especially for academics with feminist commitments. This article reports results of a qualitative study of 12 senior academic women from 6 countries who are known for feminist research and explores how they pursue their projects in the context of contemporary changes and challenges. Rather than positioning faculty as passive participants, this study acknowledges their agency within institutional structures, albeit somewhat constrained. The results reveal the range of strategies employed by feminist researchers in various national contexts that enable them to maintain their critical focus despite increasing pressures to conform to neoliberal agendas.

A growing body of literature surrounds the development of effective supervisory practices for practitioner and trainee educational psychologists. To date, none of this has addressed supervision for managers of UK educational psychology services, despite evidence that they may be under increasing pressure to make difficult decisions, respond to changing economic and political contexts and experience greater scrutiny in relation to service performance. In this study, 10 principal educational psychologists (PEPs) took part in a focus group to explore the supervisory needs and experiences of service leaders. Emergent key themes revealed differential patterns of entitlement and support, with PEPs often reporting innovative practice in order to access supervision. Supervision often had a duality of purpose, with PEPs advocating and promoting service delivery, rather than seeking personal support, potentially eroding the notion of supervision as a "safe space." Implications for future practice are discussed and a potentially supportive leadership supervision framework proposed.

While higher education institutes attempt to adapt their curricula to cope with national employability strategies, there remain some significant variations between what employers want and the attributes possessed by new graduates. Using a systematic review of literature and focused scanning of the job market, the authors aimed to contribute to the debate by mapping and contrasting the rankings of graduate attributes among academic and practitioner communities. The study focuses on 2 sectors from the United Kingdom.

Power is an essential component of leadership and has many complex forms. The article explores how a sample of higher education leaders in the United Kingdom engages with and uses power. It examines how we might understand leaders' orientation to power in an environment where many disapprove of its use. The analysis suggests leaders habitually use varying forms of power, though often this is denied or obscured by a range of strategies. The purpose of this positioning in relation to power is suggested to be not mere impression management but an adaptation that enables leaders to function effectively in an environment often hostile to leadership. Nevertheless, leaders, and those responsible for their appointment and development, need to encourage greater self-awareness in order that ethical choices can be made about the use of power. Rational, psychodynamic and political perspectives are suggested to be useful tools to develop deeper reflection.

The purpose of this article is to explore the development of the knowledge base on middle leadership in schools. Since the seminal reviews conducted by Bennett a contemporary scan only of the scholarly literature on middle leaders/leadership in schools has not been undertaken. Consequently, this article looks at outputs relating to this topic by examining research papers indexed in the Web of Science and in SCOPUS between 2003 and 2017. The prime purpose of this review is to offer some reflections on the development of the empirical base on middle leadership in schools since 2003 and to highlight some of the implications for future research. The article concludes that middle leadership in schools remains an ongoing focus of research inquiry in a growing number of countries but suggests that the knowledge base would benefit from more sophisticated empirical studies and greater theoretical analysis.

Human resource development professionals in Higher Education are continually striving to develop efficient interventions to increase the capabilities of their leaders. As a result of evaluating feedback from an action learning (AL) programme designed and delivered in North West Higher Education Institutions in the UK for women in senior academic and professional service roles, we are able to share how AL can be utilised to transcend and supplement traditional leadership training. The article discusses the approach taken to support participants to develop vital leadership behaviours through the acquisition of critical questioning and reflective habits whilst developing strong supportive cross-institutional relationships with other higher education leaders.

Cosmopolitanism has been cast by some in recent years as a form of cultural capital, disproportionately available to students on elite educational pathways. This article tests this supposition, by comparing the enactment of global citizenship education reforms at two high-status and two low-status universities in the United Kingdom. These enactments have indeed differed, as some students are being encouraged to cultivate a sophisticated cosmopolitan disposition for positions of leadership, while other students are not--even if they are being encouraged to learn more about the world, or to develop social tolerance. Comparing the practices and meanings attributed to the global citizenship agenda among universities in different positions in the higher education field, this article illuminates dynamics related to the creation, legitimation, and differentiation of cosmopolitan capital among different groups of students. The article also extends understanding of how the institutional hierarchy of higher education provision positions students for the global economy unequally.

In the first part of this paper I explore a recently conceived notion of a modern liberal arts education which brings the ancient Aristotelian search for first principles into a modern metaphysics of Kant and Hegel. In the second part I examine two ways in which this modern conception of a liberal arts education intervenes in important social and political debates in Western culture. My concluding comments centre on the belief that twenty-first-century liberal arts education needs to provide more resistance to a culture of capitalism by orienting itself to the tradition from a modern standpoint.

We explored the relationships between social contexts and factors that promoted and inhibited curriculum change at two universities. Thirty interviews were analysed using a general inductive approach to identify factors and forces in three social contexts (lecturer, departmental, and institutional). Curriculum change was characterised by six forces: ownership, resources, identity, leadership, students, and quality assurance, each composed of factors that differed in their direction (enabling or inhibiting) and/or intensity (strong or weak). Academic developers should find the approach and lessons learned useful for planning interventions and identifying where they may encounter resistance or enablers in the process of change.