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In recent years, the Information Technology (IT) industry has witnessed significant turmoil, marked by waves of mass layoffs that have left numerous skilled professionals grappling with job loss and uncertainty. The year 2023 alone saw over 250,000 tech workers in U.S.-based companies lose their livelihoods due to corporate restructuring, with renowned giants like Amazon, Alphabet, Microsoft, and Meta being forced to trim their workforce. This unsettling trend highligts a pressing need to support those affected and empower them to regain stability in their careers. Against this backdrop, I, an experienced technical program manager and software engineer with a background at Google and Microsoft, embarked on a mission to leverage my industry expertise to help fellow professionals weather the storm. Currently pursuing a Ph.D. at Purdue University, my research is centered on project management education and multicultural team dynamics—themes that lend profound resonance to the endeavor I embarked upon - to provide targeted support to those impacted by offering free-of-cost interview preparation, conducting mock interviews, and facilitating connections with potential employers. From January to April 2023, I dedicated over 125 hours to mentoring 32 individuals who had been affected by the industry's instability. These professionals represented a diverse spectrum of roles and experiences, all united by their desire to reintegrate into the job market successfully. Leveraging my insights as a technical program manager, I tailored interview preparation sessions to equip them with the skills and confidence needed to excel in high-stakes interviews. As a result of this intervention, 18 of my mentees have already secured new positions—a testament to the transformative power of targeted mentorship. Beyond securing employment, the impact of this initiative extends to the preservation of livelihoods for those on H1B visas, who would otherwise face the prospect of leaving the countr

SOAR is a social impact initiative I founded in partnership with Big Brothers/Big Sisters Lafayette. We provide novel leadership and character development resources for local Lafayette youth. The motto—engage, uplift, and achieve—speaks to my aims for inspiring the next generation of leaders, within Purdue members and local youth. This reflection essay is an opportunity to express the aims of SOAR, the intentionality behind this initiative, and how I hope to contribute to the development of youth in Lafayette and beyond. Mr. Brennan’s visit is a milestone for SOAR, and having the opportunity to converse with a renowned youth development leader was inspirational. Sharing this endeavor’s roots with Mr. Brennan, learning sustainability measures, and discovering ways to create transformative impact is a chief aim of mine. I also greatly value the chance to reflect on how SOAR has changed my outlook on leadership and service. SOAR has given me a platform to help fundamentally alter how youth view themselves and their capabilities. My greatest goal is providing youth avenues to learn leadership competencies, emotional regulation, and character development. Our programming is founded on empirical research, allowing SOAR to ensure strong interconnectivity between research and programming. Building SOAR into a robust organization has been a significant undertaking. Connecting and collaborating innovatively with peers has been deeply rewarding. Throughout the 2023–2024 academic year, SOAR has tripled in membership, conducted 20+ hours in volunteer efforts, and made 6 visits to Lafayette Mentors. I look forward to deepening the relationship with Big Brothers, Big Sisters. Through the Lead Forward fellowship, I have learned about the power of transformational leadership. As I step into the role of service leadership, I am eager to become more knowledgeable of providing empowerment and transformation to the youth—but also to my peers in SOAR.

In depth analysis of Marine Corps University publication of essays on the historical and emerging aspects of amphibious warfare.

The problem under investigation has two facets: the lack of testing the Spiritual Leadership Theory (SLT) in religious organizations and the lack of any study of Christian women who lead the nonprofit evangelical ministry organization or the classical Christian education (CCE) school they founded or cofounded. This qualitative phenomenological study addressed this problem by exploring the phenomenon of beneficial member outcomes from SLT’s practice by these women who lead those Christian organizations. The literature review includes SLT’s compatibility with Christian leadership and an extensive analysis of the biblical, theological, and historical literature concerning the leadership role of women in the church. The sample population was adult English-speaking women who currently lead the Christian ministry or school they founded and employ at least 10 people. This researcher collected and recorded the data from those women via video conferencing interviews and then transcribed and stored the data on password-protected computer files. The thoughts, feelings, and perceptions of these women provided the data for this study. The semi-structured interview format allowed this researcher to adapt her interview questions to further explore meanings that emerged during the conversations. This researcher then organized, repeatedly read and coded the data in preparation for analyzing that data. The research findings of beneficial member outcomes authenticated SLT in religious organizations. The focus on female Christian leadership gave a voice to these women who continue to contribute to the mission of the worldwide church as well.

This quantitative, causal-comparative study investigated differences in perceived career barriers among women engaged in leadership development training programs and those who were not, with a specific focus on their racial backgrounds. The research targets women within the public transportation workforce, utilizing a convenience sample comprising individuals willing and able to provide insights into the issue of perceived career barriers among women in this sector. Purposive inclusion criteria encompass self-identifying as a woman, reporting ages between 25 and 65, and current employment in the public transportation sector. The Perception of Barriers Scale assessed career- and education-related barriers. The data collection procedure for this study predominantly involved survey research, wherein participants were asked to respond to a structured set of questions designed to gather relevant information on the variables under investigation. Employing a two-way analysis of variance, the research revealed that there was not a significant interaction between participation in leadership development training programs and race on women’s perceived career barriers scores, as measured by the Perception of Barriers Scale. The researcher suggests future research on women’s perceived career barriers, such as controlling for other variables, implementing longitudinal research, and evaluating the effectiveness of customized leadership programs. This study provides important revelations that can empower women of color to overcome their perceived career barriers, yielding greater diversity in organizational leadership.

This qualitative phenomenological study explores biblical followership in the local church context by examining the followership construct formed by followership and leadership distinctives. Followership, often overlooked in the leadership process, is typically not considered equal to leadership in purpose, process, or impact. While Kelley’s comprehensive model of followership from 1992 has been widely recognized, this study specifically focuses on the first formal theory of followership proposed by Uhl-Bien, Riggio, Lowe, and Carsten in 2014. This theory highlights the interconnected nature of leadership and followership and the integrated behaviors of followers and leaders, is particularly relevant in the local church setting—a vital organization where these dynamics are actively at play in the mission of discipleship. Through an exploration of lived experiences, this study reveals the critical role of intimate, vulnerable relationships in effective discipleship. The findings emphasize that relationships rooted in mutual respect and shared spiritual growth are essential for fostering an environment conducive to discipleship. The study identifies significant themes, such as the importance of relationships, community, and growth, which align with biblical discipleship principles. Furthermore, the research underscores the co-constructed nature of followership, highlighting the organic growth that arises from authentic, Christ-centered relationships. These insights contribute to the understanding of followership within the church and suggest practical implications for church leaders seeking to nurture spiritually vibrant communities.

Though church attendance is down, women still comprise the largest percentage of churchgoers. With the decline in church attendance, a decline in programs for women has ensued. Nevertheless, the continued need for mentoring women remains the same. This DMIN action research aims to address this need and develop a mentorship program where mature women mentor younger women in their continued personal spiritual growth. This research project includes a training seminar for the mentors, a six-week Bible study for the mentees, and six weeks of one-on-one mentoring, during which the mature women mentor the younger women in their faith. Triangulation of data collection was utilized to determine the efficacy of the mentoring, which comprised journals, end-of-study questionnaires, and a final focus group. This thesis project aims to add to the current scholarship on this topic by evidencing that not only is there a need for mentoring programs of this kind in the local church, but also a desire for it. Through this lens, this research seeks to encourage local churches to provide their church members with similar opportunities for continued spiritual growth. One of the best gifts that can be passed on to the next generation of women is wisdom through mentorship programs like the one documented in this research project.

The purpose of this phenomenological study was to explore how membership in a Black Greek Letter Organization (BGLO) impacts the experiences of Black professionals in overcoming obstacles in the modern workforce. This study utilized a qualitative, phenomenological design to capture the lived experiences of 10 BGLO members working in federal military and educational organizations in the United States. Participants were recruited through purposeful sampling, and data were collected via open-ended questionnaires, semi-structured individual interviews, and a focus group. The data were analyzed using thematic analysis, which revealed four major themes: (1) Utilization of Opportunities to Overcome Workplace Challenges, (2) Cultivation of Leadership Skills, (3) Development of Resilience, and (4) Pressures in a Predominantly White Workplace. The findings highlighted that BGLO membership fosters a sense of belonging and cultivates leadership skills, contributing to resilience in navigating challenges in predominantly White professional environments. Participants emphasized the critical role BGLO membership plays in their professional development by offering support networks and leadership opportunities. These results contribute to the understanding of how BGLOs provide essential resources for African American professionals facing systemic challenges in the workforce.

This dissertation-in-praxis explored the concepts of transformational and adaptive leadership within the Christian Church during periods of liminality, emphasizing the continuous presence and certainty of challenges rather than focusing on specific challenges such as digital technologies, attractional methods, or COVID-19. The study draws upon Bass's transformational leadership theory (1985) and Heifetz’s (1994) adaptive leadership theory to establish a framework emphasizing the importance of thorough leadership training in times of uncertainty and transition. Integrating biblical narratives, the study highlights the need for adaptive and visionary leadership in religious contexts. Employing a mixed-methods approach involving quantitative surveys and qualitative measurement of responses with church leaders to help inform their strategies and experiences navigating transitional periods. At the core of this investigation is a leadership program designed to address challenges and equip leaders with skills and perspectives to navigate future transitional challenges or periods. This program enhances adaptability, fosters innovative problem-solving, and reinforces engagement, ensuring church leaders are well-prepared to guide their staff and congregations through known and unforeseen challenges. The findings of this study contribute significantly to the academic dialogue on leadership in religious organizations, offering practical insights for church leaders. The research highlights the necessity for church leaders to possess a range of skills, models, and knowledge to navigate the church effectively through the complexities and uncertainties of liminal spaces.

The turnover of publicly elected or appointed board members in Northern California’s special districts poses a significant challenge to effective governance, impacting these local governments' strategic capabilities and mission accomplishment. Despite extensive research on governance, there is a notable gap concerning the effects of turnover and the role of formal training in building effective governance teams in special districts. This qualitative multiple-case study addresses this gap by investigating the governance dynamics following board turnover, focusing on the perspectives of both board members and general managers. Employing a flexible design, the study integrates interviews, document analysis, and archival data to examine three core themes: communication and relationship building, structured onboarding and continuing education, and clear governance structures and roles. Key findings reveal that frequent turnover disrupts strategic continuity, undermines team cohesion, and challenges general managers tasked with navigating governance transitions. Structured onboarding programs and formal training to support new and experienced board members were identified as critical tools for enhancing governance team functionality, fostering trust, and mitigating the adverse effects of turnover. The study’s implications underscore the necessity of tailored training programs and institutionalized onboarding practices within special districts. By addressing these areas, agencies can better equip board members to fulfill their roles effectively, ensuring strategic alignment and sustained mission achievement. These findings contribute valuable insights to the broader discourse on public governance, offering actionable strategies for managing board member turnover in special districts. The study provides a foundation for future research to explore governance education further and develop best practices for improving board functionality and organizational performance in local

Christian African American women in leadership have unique lived experiences. Although God calls women to lead, they often meet challenges in ministry and the marketplace. Developing into a great woman in leadership requires intentionality and preparation. This study explored the perceptions and perspectives of Christian African American women in senior leadership roles in ministry and wider corporate America. The qualitative research revealed the need to address gender and racial issues in higher education, develop gender-based training, and further transformational leadership development. The research design utilized interviews with ten open-ended questions to collect data. The study focused on Christian African American women with a minimum of two years in senior leadership and a presence on social media relating to ministry or the marketplace. The study explored a Christian perspective on leadership, women in leadership, the importance of transformational leadership, and gender-based leadership training. This phenomenological study uncovered the importance of a transformational leadership style and gender-based leadership training for female Christian African American leaders. At this stage, transformational leadership is defined as a leadership style focused on motivation, vision, and team development, maximizing individual potential (Bin Bakr & Alfayez, 2021, p. 1807). The findings revealed that Christian African American women in leadership can thrive and overcome challenges through training, faith, community, internal leadership qualities, and more.

The purpose of this transcendental-hermeneutic phenomenological study was to explore and understand the succession planning experiences for pastors at charismatic churches in New Providence, Bahamas. The central phenomenon of succession planning is a complex, intentional, continuous, and systemic organizational process that seeks to identify, develop, appoint, and transfer authority to potential leaders (Barbu, 2024; Lacey, 2003; Rothwell, 2016). The guiding theory was Hersey and Blanchard Situational Leadership II (Sbeih & Jones, 2021). The theory’s primary styles were directing, coaching, supporting, and delegating, and they were integrated with succession planning to consider the charismatic nondenominational Bahamian pastoral experiences. The method of inquiry was transcendental hermeneutic, a combination of Husserl’s and Heidegger’s approach to phenomenology (Smith et al., 2022). The sample population was senior and assistant senior pastors in New Providence, Bahamas. Interviews, questionnaires, observation, and field notes were used to collect data. Data analysis was conducted with bracketing, reduction, imaginative variation, and textual and structural descriptions. The findings implied complications come with and without succession preparation. The dominant themes were supporting spiritual maturity, spiritual growth, the perceived impact of situational leadership styles, and perceptions of succession planning in the church. Pastors perceived situational leadership to have a positive influence on succession leader development. Pastors have overwhelming concerns and differing beliefs regarding the approach to church succession planning. There is an extended understanding of church succession planning, emotional.

The problem this student seeks to address is that the Remnant Church in Midwest City, Oklahoma, does not have a men's ministry to develop men as spiritual leaders. The Remnant Church is a non-denominational church focused on growing and developing people to become more like Jesus Christ. The men of the Remnant Church do not meet regularly for discipleship or fellowship. The men of Remnant Church are not organized to provide a network of support for men. Men need a support network within the church to develop spiritually. Men need a forum for discussing men's issues, such as leading in the home, the church, or the community. Spiritual leadership is necessary for equipping people to become more like Jesus Christ (Ephesians 4:12-16). There are more women at Remnant Church than men. As a result, the women's ministry has historically been very active and engaged. Women are equally as important as men when it comes to the priority of ministering to their needs and opportunities for spiritual growth. Nevertheless, men have a biblical mandate to provide covering in the context of the home or family life (Ephesians 5:23). Men providing leadership or a spiritual covering also applies to church life (1 Timothy 3:4-5). By default, God made in His image and likeness, giving him dominion and authority to manage and care for the land and people (Genesis 1:26-28). Four micro-projects were selected to study the ministry problem further to develop men as spiritual leaders at Remnant Church. The four micro-projects performed included the following: article critiques, book reviews, interviews and analysis, and a ministry development plan. Each micro-project aims to identify solutions to help solve the ministry problem statement with the focus of developing men as spiritual leaders at Remnant Church in Midwest City.

Early career senior pastors are often expected to confidently step into senior leadership positions with minimal support, direction, guidance and/or training. The support of an experienced mentor could potentially lessen the challenges for early career leaders. The purpose of this mixed-methods phenomenological study was to explore the effectiveness of mentorships for early career senior pastors who hold senior leadership positions in Christian churches in the United States. For the purposes of this study, a early career senior pastor is defined as an individual with 0-10 years of experience in a senior leadership position. The phenomenological study explored three questions: (1) What congruence, if any, exists between mentorship and leadership effectiveness, (2) To what extent do mentored leaders perceive they are better equipped to lead because of the mentoring experience, and (3) In what specific ways do early career senior pastors perceive that their mentorship experience enhanced their leadership effectiveness. By utilizing surveys, questionnaires, and interviews, the researcher collected and analyzed the data. The data was collected, compiled, and analyzed to determine the congruence between mentorship and effective leadership. The findings from this study indicate that early career senior pastors perceive they were better equipped to lead because they actively participated in one-on-one mentorship experiences where they gained effective communication skills, insight into the importance of vulnerability, spiritual guidance, and opportunities or continual growth and development.

Pastoral leadership is a unique and peculiar leadership vocation. It is unique and peculiar in its expectation that those in the pastoral leadership vocation should operate in multiple roles. It is also particularly unique in its experience of occupational stressors. The pastoral vocation is considered by many to be the single most stressful occupation in the United States and perhaps around the world (Thordarson, 2022). Although pastoral leaders are experiencing mental and emotional stress and distress at high rates, they are not seeking help at the same rate. Research indicates that pastoral leaders are reluctant and slow in pursuing care for their mental and emotional distress (Biru et al., 2022). Strategies are necessary to prevent and help mitigate the mental and emotional stress common to the pastoral vocation. As a strategy to prevent and mitigate the emotional and mental stress of pastoral leaders, the B3 program was developed. The B3 program is a triad approach that consisted of intentional collaboration between pastoral leaders and Christian mental health professionals, employing emotional intelligence theory to develop self-awareness and self-management, and increasing the utilization of coping strategies. The research findings suggested that the literature is precise in outlining the need for pastoral leaders to mitigate the stress and distress of the pastoral vocation. According to research assessment findings, pastoral leaders increased their awareness of emotional intelligence components, learned new ways of utilizing coping skills, and greatly benefited from intentional collaboration with mental health professionals. The research has significant implications for the future as other solutions are developed to help prevent and mitigate the problem in praxis. Keywords: leadership, pastoral leadership, mental health, counselor, well-being, emotional intelligence, coping behaviors

Emergency response organizations operate in an increasingly complex environment and could benefit from further understanding of culture. While there is not a single measure of culture, Social Identity Theory (SIT) examines the effect of group informed identities on individual perceptions and group participation. The purpose of this study was to explore SIT as it relates to emergency response organizations. A survey was shared with responders across the United States; a total of 397 responses were collected and analyzed. Social identification and groupness scores were relatively high (Mean = 5.40 on a scale of 1-7; Mean = 7.29 on a scale of 1-9). There were effects on social identification based upon gender and leadership status. Results from this study have implications on performance, diversity, leadership development and selection, and recruitment and retention. The results promote the continued comparison between athletics and emergency response, and the expanded use of social identification

Discipleship is not, and has never been, one specific thing, at one specific time, or place. Rather, it has a rich, but also often unflattering, history. That history is fool of ups, downs, rights, wrongs, twists, and turns. Discipleship in the Church can be viewed in two parts; The early Church through the Nineteenth Century being Part I (8). The explosion of Discipleship teachings and tactics that began in the Twentieth Century, and continues to the present, being Part II (9). Discipleship informs some believers to engage socially and politically yet encourages many believers to stay away from those circles.

The purpose of this case study was to explore the effects that a leadership mentoring plan had on the development of emerging leaders within the ministry of the International Ministry Network of Churches (IMNC). This study also sought to determine future leadership readiness regarding succession. This church fellowship currently does not have an established mentorship program in place, and without a successful plan for preparing new leaders for the future of the IMNC, the organization's growth and perpetuity can be potentially impacted negatively. The research was conducted by surveying senior local church leaders within the IMNC to assess their current practices and present an optional mentoring plan. The researcher also presented examples of mentoring leaders and the process of succession expressed by biblical leaders throughout history.

The United States and Confederate Navies saw the most action and glory in the first days of the Battle of Mobile Bay in 1864. It is therefore not surprising that historians paint the opening scenes of the battle with naval accounts such as Admiral David Glasgow Farragut shouting, “Damn the torpedoes, full speed ahead!” as he sails into Mobile Bay. They mention little about the Army. In contrast, historians record little about the U.S. Navy’s role in the following three weeks while the Army laid siege to Fort Gaines and Fort Morgan. However, both services played critical and interdependent roles throughout the entire battle. It was a joint operation, and this jointness influenced Union victory. To be sure, at Mobile Bay, the selected regiments of the XIII Corps and the West Gulf Blockading Squadron overmatched the Confederates in logistics, economic strength, manpower, and equipment, but the Federals brought something more to the fight. They arrived with three years of joint experience and proficiency. No other force in the Union could boast as much. To appreciate the full effectiveness of this Union force, this study views the Battle of Mobile Bay not as a stand-alone event, but as a “point” along a storyline and a culmination of three years of Federal joint fighting. This methodology shows that President Abraham Lincoln, General Ulysses S. Grant, and Secretary Gideon Welles could not have chosen a better team to show up at the mouth of Mobile Bay on August 3, 1864.

The purpose of this study was to investigate whether an employee’s perceived level of their leader’s religiosity moderates the relationship between an employee’s level of religiosity and job satisfaction. The participants in this research study were recruited through the utilization of a snowball sampling method, primarily leveraging Liberty University’s doctoral student email list and social media platforms such as Facebook and LinkedIn. Participants in the study were required to be 18 and older and had been employed under their current leader for a minimum of one year. The total sample size was N=65. The researcher used a quantitative self-reporting survey approach to data collection using the Huber and Huber (2012) Centrality of Religiosity Scale (CRS-15) survey to measure a leader's level of religiosity as perceived by the employee and an employee's level of religiosity. The Spector (1985) Job Satisfaction Survey (JSS) was used to measure an employee's level of job satisfaction. The data collected from the online CRS-15 and JSS surveys was analyzed employing a correlation research design using linear regression with moderation analysis. The results did not show a significant moderating effect on an employee’s perceived level of their leader’s religiosity. Still, they did find that employees who perceived their leader to have a high level of religiosity reported higher levels of job satisfaction. Furthermore, this study is the first to investigate an employee’s perceived level of their leader’s religiosity and the effect it has on employee job satisfaction.

There is a need for effective Christian leadership among Ghanaian immigrant churches (GIC) in Maryland. This qualitative grounded theory study aimed to discover what Christian leadership models the GIC are experiencing and generate an effective leadership model that is biblical and Ghanaian for the GIC in Maryland. This study used purposive sampling to include five Ghanaian churches in Maryland. A variety of denominations of GIC were included. Study participants were pastors, church leaders, and members from participating GIC. Three qualitative research instruments that were used for this study were interviews, observation, and focus groups. Pastors, church leaders, and church members were picked from each church. The data was collected and analyzed through open, focus, and theoretical coding to generate a leadership model for GIC in Maryland. The analysis revealed five leadership models, three Ghanaian cultural influences, three Western cultural influences, four biblical principles, four leadership characteristics and practices, and two effective leadership models: visionary and steward leadership.

This thesis project is dedicated to creating comprehensive documentation for developing and managing multiple learning centers in various Chinese churches in NYC. It is a strategic initiative for the future growth and expansion of the Creator’s Voice Learning Center, and it also builds up a collaborative effort with churches to encourage gospel outreach in NYC Chinese communities. The CV Learning Center has been a pillar of success in NYC Chinatown for over twenty years as a beacon of hope in gospel outreach. However, CV needs assistance to launch its ministry ideology on multiple sites. The project employed two pilot testing programs at different locations in NYC Chinatown Chinese churches, helping CV to draft an outline for comprehensive documentation based on exploratory research and survey data from questionnaires and interviews. There are three areas of emphasis in creating documents: the church, the community, and the center, with a focus on preparation, operation, and evaluation. The researcher has also interviewed experienced center directors from four different learning centers. This thesis study discovers the necessity of restructuring the corporation and recruiting more center directors while creating documentation for operations for developing and managing multiple centers. The results of this study concluded that if CV creates the documentation needed, then the leadership of the learning center will feel empowered to grow the outreach program in multiple NYC Chinese churches, sparking a new era of gospel outreach.

Pastors and ministry leaders share the important responsibilities of church growth and revitalization. This research focused on overcoming decline and moving towards a season of strength and multiplication. The purpose of this phenomenological study was to explore church growth and revitalization within Southern Baptist churches in coastal North Carolina. The theory guiding this study was Rainer's (2020) central thesis about revived churches, which suggests that churches must adapt to cultural shifts and actively engage with the changing world. The study sought to gain insights into the perspectives and mindsets of full-time pastors and ministry leaders regarding numerical expansion, spiritual awakening, leadership, digital technologies, the Holy Spirit, and their lived experiences regarding church health. This study aimed to enhance the understanding of experiences within the wider community by complementing the existing research conducted on the general population. This research emphasized the significance of maintaining a healthy church by supplementing the current investigations with research on a more local context. A qualitative research design utilizing phenomenological methods was used to achieve this. The research involved interviews with a selected sample of pastors and ministry leaders. Qualitative data analysis was conducted on the collected data to obtain insights into the lived experiences of pastors and ministry leaders regarding how they sustain a healthy and revitalized church.