1. 1 Spiritual Leadership as an Integrating Paradigm for Positive Leadership Development

2. 2 Authentic Leadership Development as a Root Construct Underlying all forms of Positive Leadership Defined as leadership that: Develops higher-level, universal moral values and character. Helps individuals in the search for meaning and connection at work Enhances employee well-being and sustained veritable performance.

3. 3 Positive psychological capital Positive ethics and moral perspective Positive modeling Positive social exchanges Positive, strength-based cultures Components of Positive Forms of Leadership

4. 4 Key Issues for ALD and PLD Achieving consensus on universal values that are necessary (but not sufficient) for positive forms of leadership. The role of positive forms of leadership in achieving value congruence and consistency of values, attitudes, and behavior across the individual, dyad, team, and organizational levels. The personal outcomes or rewards of positive forms leadership. How positive forms of leadership impact organizational performance.

5. 5 © IISL Spiritual Leadership

6. 6 RELIGION vs. SPIRITUALITY Religion is concerned with faith in the claims of one faith tradition or another, an aspect of which is the acceptance of some form of heaven or nirvana. Connected with this are religious teachings or dogma, ritual prayer, and so on. Spirituality is concerned with those qualities of the human spirit-such as love and compassion, patience tolerance, forgiveness, contentment, a sense of responsibility, a sense of wholeness and harmony-which bring happiness to both self and others.

7. 7 RELIGION vs. SPIRITUALITY The common bridge between spirituality and religion is Altruistic love – regard or devotion to the interests of others. In religion this is manifested through the golden rule which is common to all major religions.

8. 8 RELIGION vs. SPIRITUALITY From this perspective, spirituality is necessary for religion but religion is not necessary for spirituality. Spiritual leadership can therefore either be inclusive or exclusive of religious theory and practice.

9. 9 SPIRITUAL LEADERSHIP Spiritual leadership theory is a causal leadership model for organizational transformation designed to create an intrinsically motivated, learning organization. The theory of spiritual leadership was developed within an intrinsic motivation model that incorporates vision, hope/faith, and altruistic love, theories of workplace spirituality, and spiritual survival/well-being.

10. 10 SPIRITUAL LEADERSHIP Comprises the values, attitudes, and behaviors that one must adopt to intrinsically motivate one’s self and others so they have a sense of spiritual well-being through calling and membership – i.e. they experience meaning in their lives, have a sense of making a difference, and feel understood and appreciated. Fleischman, 1990; Fry, 2003; Maddock & Fulton, 1998

11. 11 SPIRITUAL LEADERSHIP The purpose of spiritual leadership is to tap into the fundamental needs of both leader and follower for spiritual well-being through calling and membership, to create vision and value congruence across the individual, empowered team, and organization levels and, ultimately, to foster higher levels of organizational commitment, productivity, and maximize BOTH human well-being and performance excellence.

12. 12EXTRINSICMOTIVATION= EFFORT PERFORMANCE REWARD (GIVE ME A REWARD TO WORK) INTRINSICMOTIVATION= EFFORT PERFORMANCE REWARD (MY WORK IS MY REWARD) SPIRITUAL LEADERSHIP Based in Intrinsic Motivation

13. 13 QUALITIES OF PERSONAL SPIRITUAL LEADERSHIP AS INTRINSIC MOTIVATION THROUGH VISION, HOPE/FAITH and ALTRUISTIC VALUES Vision (Performance) Broad appeal to key StakeholdersBroad appeal to key Stakeholders Defines the Destination and JourneyDefines the Destination and Journey Reflects High IdealsReflects High Ideals Encourages Hope/FaithEncourages Hope/Faith Establishes a Standard of ExcellenceEstablishes a Standard of Excellence Altruistic Values (Reward) ForgivenessForgiveness IntegrityIntegrity HonestyHonesty CourageCourage HumilityHumility KindnessKindness Empathy/CompassionEmpathy/Compassion PatiencePatience Trust/LoyaltyTrust/Loyalty Hope/Faith (Effort) EnduranceEndurance PerseverancePerseverance Do What It TakesDo What It Takes Stretch GoalsStretch Goals Expectation of RewardExpectation of Reward VictoryVictory PERSONAL SPIRITUAL LEADERSHIP Qualities

14. 14 Comparison of scholarly fields emphasizing values relating to human well-being Spiritual leadership (Fry, 2003) Workplace spirituality (Giacalone & Jurkiewicz, 2003) Religion (Smith, 1991; Kriger & Hanson, 1999) Character ethics & education (Josephson, 2002) Positive psychology (Snyder & Lopez, 2001) Vision Hope/Faith Altruistic Love: Trust/Loyalty Forgiveness/ Acceptance/ Gratitude Integrity Honesty Courage Kindness Empathy/ Compassion Patience/ Meekness/ Endurance/ Excellence Fun Honesty Forgiveness Hope Gratitude Humility Compassion Integrity Vision of Service/ Letting Go of Self Honesty Veracity/Truthful- ness Charity Humility Forgiveness Compassion Thankfulness/Grati- tude Trustworthiness Honesty Integrity Reliability Loyalty Respect Civility Courtesy Dignity Tolerance Acceptance Responsibility Accountability Excellence Diligence Perseverance Continuous Improvement Fairness Process Impartiality Caring Citizenship Optimism Hope Humility Compassion Forgiveness Gratitude Love Altruism Empathy Toughness Meaningfulness Humor

15. 15 Spiritual Leadership Theory Organizational Commitment, Productivity, Human Well-Being, & Performance Excellence INTRINSICMOTIVATION = EFFORT REWARD (MY WORK IS MY REWARD) SPIRITUALWELL-BEING CALLING Make a Difference Life has Meaning MEMBERSHIP Be Understood Be Appreciated EFFORT(Hope/Faith) PERFORMANCE(Vision) REWARD (Altruistic Love) INNER LIFE Spiritual Practice

16. 16 FUNDAMENTAL PROPOSITIONS OF SPIRITUAL LEADERSHIP Workplace spirituality is defined as: A framework of organizational values evidenced in the culture that promotes employees’ experience of transcendence through the work process, facilitating their sense of being connected in a way that provides feelings of compassion and joy.

17. 17 FUNDAMENTAL PROPOSITIONS OF SPIRITUAL LEADERSHIP To be successful in the 21st century, global, Internet age, organizations must adopt and implement the learning organizational paradigm The fundamental element/building block of the learning organization is the empowered team: – Must be based in trust – Must have a sense of calling and membership – Must have essential characteristics necessary for an empowered team. What is required for workplace spirituality is an inner life that nourishes and is nourished by calling or transcendence of self within the context of a community or membership based on the values of altruistic love.

18. 18 FUNDAMENTAL PROPOSITIONS OF SPIRITUAL LEADERSHIP Satisfying these spiritual needs in the workplace positively influences human health and psychological well-being and forms the foundation for the new spiritual leadership paradigm. By tapping into these basic and essential needs, spiritual leaders produce the follower trust, intrinsic motivation, and commitment that is necessary to simultaneously optimize organizational performance and human well-being in learning organizations. Spiritual survival/spiritual well-being is an outcome of spiritual leadership

19. 19 FUNDAMENTAL PROPOSITIONS OF SPIRITUAL LEADERSHIP Positive human health, and psychological well-being and organizational commitment, productivity, and performance excellence are outcomes of spiritual survival/spiritual well- being. Ethical well-being (Manifested as joy, peace, serenity) is an outcome of authentically living (values-attitudes-behavior) the values of altruistic love. A. Ethical well-being + calling = spiritual well-being. B. Ethical well-being is necessary for spiritual well-being.

20. 20 FUNDAMENTAL PROPOSITIONS OF SPIRITUAL LEADERSHIP The fundamental proposition that should be tested in future research – that spiritual leadership and the learning organizational paradigm are necessary for organizations to achieve BOTH human well-being and performance excellence in the 21st century.

21. 21 The Strategic Model of Performance Excellence through Spiritual Leadership depicted in the next Figure provides a process for ultimately impacting customer satisfaction and financial performance by fostering the development of the motivation and leadership required to drive both human well-being and excellent operational performance. STRATEGIC MODEL OF PERFORMANCE EXCELLENCE

22. 22 Spiritual Leadership as the Keystone Spiritual Leadership Organizational Commitment Productivity Quality Customer Satisfaction Financial Performance Human Dignity Calling Membership Ethical & Spiritual Well- being ALD, PLD Employee Well-Being Performance Excellence

23. 23 Strategic Scorecard Model of Performance Excellence through Spiritual Leadership

24. 24 Authentic Leadership Development as a Root Construct Underlying all forms of Positive Leadership Defined as leadership that: Develops higher-level, universal moral values and character. Helps individuals in the search for meaning and connection at work Enhances employee well-being and sustained veritable performance.

25. 25 Positive psychological capital Positive ethics and moral perspective Positive modeling Positive social exchanges Positive, strength-based cultures Components of Positive Forms of Leadership

26. 26 Model of How Positive Forms of Leadership Result in the Development of the Values, Attitudes and Behaviors of Spiritual Leadership in Leaders and Followers

27. 27 Key Issues for ALD and PLD Achieving consensus on universal values that are necessary (but not sufficient) for positive forms of leadership. The positive psychological capacities (confidence, optimism, hope and resiliency) underlying the positive psychological capital positive form of leadership are derived from positive psychology and are also considered to key to the universal consensus values proposed in SLT.

28. 28 Key Issues for ALD and PLD The role of positive forms of leadership in achieving value congruence and consistency of values, attitudes, and behavior across the individual, dyad, team, and organizational levels. The positive ethics and moral perspective positive form of leadership helps to further define how one moves from self-based to other-based values, attitudes, and behaviors - the essence of ethical well-being and authenticity (Fry, 2005). The positive modeling and positive social exchanges positive forms of leadership define the key processes whereby both leaders and followers may positively develop themselves and their relationship within the intrinsic motivation model of SLT.

29. 29 Key Issues for ALD and PLD The personal outcomes or rewards of positive forms leadership. How positive forms of leadership impact organizational performance. A positive, strengths-based culture is needed to provide the organizational-level context necessary to nurture the application and practice of positive forms of leadership to further increase the effectiveness of the spiritual leadership process at all levels. And, ultimately, maximize BOTH human well-being and Performance Excellence.

30. 30 Spiritual Leadership as an Integrating Paradigm for Positive Leadership Development SLT is an ideal model. In other words it is effective to the extent that organizational leaders and followers have and exhibit the values, attitudes, and behaviors of altruistic love. Positive leadership and positive leadership development can be viewed as components of SLT that are necessary for spiritual leadership development at the individual, team, and organizational levels.

31. 31 Spiritual Leadership as an Integrating Paradigm for Positive Leadership Development While SLT explicitly prescribes universal values based in altruistic love as essential for effective spiritual leadership, positive forms of leadership provide the essential components that leaders and followers utilize to develop these universal values. In other words, implementing the five components essential for positive forms of leadership is the essence of positive leadership development within SLT.

32. 32 SPIRITUAL LEADERSHIP Intrinsic Motivation Through Hope, Faith, and Altruistic Love Employee Well-Being, Org Productivity, Commitment, & Performance Excellence EmpoweredTeams Strategic Leaders TeamMembers (Personal Leadership) EFFORT (Hope/Faith Works) EndurancePerseverance Do what it takes Stretch Goals Excellence REWARD (Altruistic Love) Forgiveness/AcceptanceGratitudeIntegrityHonestyCourageHumilityKindnessCompassionPatience/Meekness/EnduranceTrust/Loyalty CALLING Make a Difference Life has Meaning MEMBERSHIP Be Understood Be Appreciated PERFORMANCE(Vision) Culture Value/EthicalSystem INNER LIFE Spiritual Practice

33. 33 Model of How Positive Forms of Leadership Result in the Development of the Values, Attitudes and Behaviors of Spiritual Leadership in Leaders and Followers