Emotionally Strong Leadership and the Revision of General Education

Emotionally Strong Leadership and the Revision of General Education

Copyright: © 2024 |Pages: 20
DOI: 10.4018/979-8-3693-0385-6.ch004
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Abstract

The landscape of higher education in the United States is continually evolving, with the recent disruptions caused by the COVID-19 pandemic emphasizing the need for adaptable and student-centered curricula. At the heart of undergraduate education, general education programs play a crucial role in providing students with a broad foundation of knowledge and skills that transcend disciplinary boundaries. However, challenges in designing, communicating, and assessing the value of general education arise in almost every institutional context. This chapter examines the urgency for timely and accelerated gen ed revisions, the obstacles faced by institutions, and the potential of emotionally strong leadership informed by principles of emotional intelligence (EI) to drive expedited and meaningful curricular innovation. Through an in-depth case study of a small private liberal arts college, the chapter explores how emotionally strong leadership can facilitate effective and accelerated change in the midst of traditional shared governance structures.
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Emotionally Strong Leadership In Polarized Organizations

Stern (2022) defines emotionally strong leadership as a form of leading with enhanced emotional intelligence, stating that “through embracing your feelings and those of coworkers, you can drive exceptional results” (p. 1). Given the classic higher education polarity pitting faculty against administration, emotions tend to run high in curricular change efforts at the institutional scale (Emerson & Lewis, 2019). A polarity differs from a problem in that the former represents “a situation in which two interdependent and seemingly contradictory states must be maintained for success over time” (p. 8). Some common polarities in organizations include structure and flexibility, continuity and change, participative leadership and direct leadership, and employee interests and organizational interests (p. 10).

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