Leadership can be considered as a universal phenomenon that has been studied from a variety of di... more Leadership can be considered as a universal phenomenon that has been studied from a variety of disciplinary perspectives and approaches throughout history. Researchers and academics have tried to find what makes an effective leader grouping ideas and principles in different theories of leadership. Doyle and Smith (as cited in Malik, 2013) proposed four categories of leadership theories: Trait theories, Behavioral theories, Contingency theories, and Transformational theories. The purpose of this paper is to propose a leadership philosophy framed by ethical principles and practical actions which may eventually serve as a guide for lifelong leadership development. The first part of this paper presents a brief synthesis of three theories – path-goal, transformational, and servant – to propose a theoretical framework for the construction of a personal philosophy of leadership. The second part of the paper presents the first lines of my personal philosophy of leadership based on Mertz’s (2014) proposal which is described through three components: a theoretical framework, a set of guiding principles, and a set of desired behaviors.
Leaders and scholars of management have been captivated by the main indicators of success in orga... more Leaders and scholars of management have been captivated by the main indicators of success in organizations. Despite the threatening, competitive, global, and multicultural changes in the organizational environment, leadership remains the cornerstone of the process of effectiveness in organizations. Thus, organizational effectiveness and leadership are different, but complementary concepts. However, there is not yet consensus on indicators measuring effectiveness in organizations; as well as how to transfer them to different contexts, for instance, in academic institutions. Effectiveness in educational institutions constitutes a significant topic for the study and research because, apparently, there are still pending issues to study in this regard. The purpose of this literature review is to address the issue of organizational effectiveness and its relationship with the leadership, in specific educational contexts.
Hurn (2013) argued that globalization has set a particular, competitive, and multicultural busine... more Hurn (2013) argued that globalization has set a particular, competitive, and multicultural businesses environment where main challenges are the management of strategic and geopolitical issues, teamwork with people from different cultures, management of ethical considerations, and understanding diverse and multicultural environments. Organizations, like individuals, should be prepared to become flexible enough to configure the right design of organizational culture. This paper presents the main challenges leaders might face in designing organizational cultures. Four competencies considered essential in designing an organizational culture – accountability, trust, innovation, and continuous learning – are also proposed. Finally, a comprehensive conclusion is also presented.
In many industries of the world, the underlying essence of competition is changing. Leaders must ... more In many industries of the world, the underlying essence of competition is changing. Leaders must adopt a new mindset which grants value to communication, motivation, coaching, accountability, and to the changing challenges of today’s business environment. The design and implementation of the strategy remains an important element of success in this environment. This paper presents a brief analysis of personal strengths and opportunities for development in leading the strategic planning process.
In times of change and uncertainty, people turn into leaders; because leaders have sufficient sec... more In times of change and uncertainty, people turn into leaders; because leaders have sufficient security and determination to take decisions (Wootton & Horne, 2010). However, this is not an easy process because it requires high-level cognitive skills which empower leaders to connect their thoughts and judgments with the reality they face. In this sense, Welter and Egmon (2006) proposed a leadership model based on the development of different mental abilities. The connection of this model with the notion of Critical Thinking can be considered powerful because it allows leaders to develop the necessary skills to perform strategic thinking actions. This paper presents the main challenges of the current leaders in the process of decision-making. It also describes the first four skills of leadership model and Egmon Welter (2006): Observing, Reasoning, Imagining, and Challenging; and its relationship to innovative decision-making.
Sustained prosperity, not only has to do with the replacements of destructive systems by benefici... more Sustained prosperity, not only has to do with the replacements of destructive systems by beneficial and positive ones. But, implementing transformational systems, where all processes were considered safe, healthy, and regenerative (Doppelt, 2009) can be difficult. In Mexico, the discharge of industrial, contaminated, and wasted water in rivers constitutes a historical problem (Guevara, Arellano, & Fricke, 2014). The Atoyac River is part of the upper basin of the Balsas River, located in the States of Puebla and Tlaxcala. It is noteworthy the high deterioration the Atoyac River has experienced in recent years, product of human and industrial settlements nearby the river basin. Mexico faces two sustainability scenarios: the scenario of doing nothing and the scenario of acting. Timing is crucial in making this decision.
This team-produced article examines the actions and tactics for building, leading and measuring t... more This team-produced article examines the actions and tactics for building, leading and measuring the success of high-performing teams. High-performing teams produce the following benefits: Increased purpose, team identity, strong relational ties, effective cross-cultural competence, high levels of productivity and trust, high competencies for problem-solving and increased motivation. These benefits were assessed, and conclusions drawn through the analysis of a table
Growing number of organizations take the decision to carry out successful coaching programs to tr... more Growing number of organizations take the decision to carry out successful coaching programs to trigger growth and development programs for employees. This remains a real challenge for institutions committed to improving performance of key senior managers and leaders, which could be considered a serious effort to change the organizational culture and the conventional training programs (Lindbom, 2007). Thus, to detonate valuable change in organizational culture is required to expand and strengthen the communication and dialogue channels, as well as clarify the desired state of the organization after tested efforts in coaching programs (Anderson, Anderson & Mayo, 2008). The purpose of this paper is to propose six basic criteria to assess the readiness of an organization to implement a successful coaching program and so the benefits and advantages of their application. Also proposes a short questionnaire based on the criteria presented as a basis for a potential instrument for assessing organizational readiness. Finally, a discussion of the possible obstacles to overcome in the process of evaluating and implementing coaching programs is presented.
According to Carey, Philippon, and Cummings (2011), the coaching term stems from the French word ... more According to Carey, Philippon, and Cummings (2011), the coaching term stems from the French word meaning: to carry or accompany a person from an initial state to another end. Nowadays, this practice is immersed in most processes of corporations, institutions, organizations and social groups. The purpose of coaching is to give support on the personal and professional development of the people, by empower them in making wiser decisions (Carey et al., 2011). A successful coaching model is the FUEL framework proposed by Zenger and Stinnett (2010b), defined as a set of paths that guide the coaching process. Another model is the septet coaching model proposed by Silsbee (2010), which is considered a metacognition exercise. The purpose of this paper is to study in depth the FUEL coaching model by Zenger (2010b) and the Mindful coach framework by Silsbee (2010), their advantages and disadvantages, likenesses and differences.
Leadership can be considered as a universal phenomenon that has been studied from a variety of di... more Leadership can be considered as a universal phenomenon that has been studied from a variety of disciplinary perspectives and approaches throughout history. Researchers and academics have tried to find what makes an effective leader grouping ideas and principles in different theories of leadership. Doyle and Smith (as cited in Malik, 2013) proposed four categories of leadership theories: Trait theories, Behavioral theories, Contingency theories, and Transformational theories. The purpose of this paper is to propose a leadership philosophy framed by ethical principles and practical actions which may eventually serve as a guide for lifelong leadership development. The first part of this paper presents a brief synthesis of three theories – path-goal, transformational, and servant – to propose a theoretical framework for the construction of a personal philosophy of leadership. The second part of the paper presents the first lines of my personal philosophy of leadership based on Mertz’s (2014) proposal which is described through three components: a theoretical framework, a set of guiding principles, and a set of desired behaviors.
Leaders and scholars of management have been captivated by the main indicators of success in orga... more Leaders and scholars of management have been captivated by the main indicators of success in organizations. Despite the threatening, competitive, global, and multicultural changes in the organizational environment, leadership remains the cornerstone of the process of effectiveness in organizations. Thus, organizational effectiveness and leadership are different, but complementary concepts. However, there is not yet consensus on indicators measuring effectiveness in organizations; as well as how to transfer them to different contexts, for instance, in academic institutions. Effectiveness in educational institutions constitutes a significant topic for the study and research because, apparently, there are still pending issues to study in this regard. The purpose of this literature review is to address the issue of organizational effectiveness and its relationship with the leadership, in specific educational contexts.
Hurn (2013) argued that globalization has set a particular, competitive, and multicultural busine... more Hurn (2013) argued that globalization has set a particular, competitive, and multicultural businesses environment where main challenges are the management of strategic and geopolitical issues, teamwork with people from different cultures, management of ethical considerations, and understanding diverse and multicultural environments. Organizations, like individuals, should be prepared to become flexible enough to configure the right design of organizational culture. This paper presents the main challenges leaders might face in designing organizational cultures. Four competencies considered essential in designing an organizational culture – accountability, trust, innovation, and continuous learning – are also proposed. Finally, a comprehensive conclusion is also presented.
In many industries of the world, the underlying essence of competition is changing. Leaders must ... more In many industries of the world, the underlying essence of competition is changing. Leaders must adopt a new mindset which grants value to communication, motivation, coaching, accountability, and to the changing challenges of today’s business environment. The design and implementation of the strategy remains an important element of success in this environment. This paper presents a brief analysis of personal strengths and opportunities for development in leading the strategic planning process.
In times of change and uncertainty, people turn into leaders; because leaders have sufficient sec... more In times of change and uncertainty, people turn into leaders; because leaders have sufficient security and determination to take decisions (Wootton & Horne, 2010). However, this is not an easy process because it requires high-level cognitive skills which empower leaders to connect their thoughts and judgments with the reality they face. In this sense, Welter and Egmon (2006) proposed a leadership model based on the development of different mental abilities. The connection of this model with the notion of Critical Thinking can be considered powerful because it allows leaders to develop the necessary skills to perform strategic thinking actions. This paper presents the main challenges of the current leaders in the process of decision-making. It also describes the first four skills of leadership model and Egmon Welter (2006): Observing, Reasoning, Imagining, and Challenging; and its relationship to innovative decision-making.
Sustained prosperity, not only has to do with the replacements of destructive systems by benefici... more Sustained prosperity, not only has to do with the replacements of destructive systems by beneficial and positive ones. But, implementing transformational systems, where all processes were considered safe, healthy, and regenerative (Doppelt, 2009) can be difficult. In Mexico, the discharge of industrial, contaminated, and wasted water in rivers constitutes a historical problem (Guevara, Arellano, & Fricke, 2014). The Atoyac River is part of the upper basin of the Balsas River, located in the States of Puebla and Tlaxcala. It is noteworthy the high deterioration the Atoyac River has experienced in recent years, product of human and industrial settlements nearby the river basin. Mexico faces two sustainability scenarios: the scenario of doing nothing and the scenario of acting. Timing is crucial in making this decision.
This team-produced article examines the actions and tactics for building, leading and measuring t... more This team-produced article examines the actions and tactics for building, leading and measuring the success of high-performing teams. High-performing teams produce the following benefits: Increased purpose, team identity, strong relational ties, effective cross-cultural competence, high levels of productivity and trust, high competencies for problem-solving and increased motivation. These benefits were assessed, and conclusions drawn through the analysis of a table
Growing number of organizations take the decision to carry out successful coaching programs to tr... more Growing number of organizations take the decision to carry out successful coaching programs to trigger growth and development programs for employees. This remains a real challenge for institutions committed to improving performance of key senior managers and leaders, which could be considered a serious effort to change the organizational culture and the conventional training programs (Lindbom, 2007). Thus, to detonate valuable change in organizational culture is required to expand and strengthen the communication and dialogue channels, as well as clarify the desired state of the organization after tested efforts in coaching programs (Anderson, Anderson & Mayo, 2008). The purpose of this paper is to propose six basic criteria to assess the readiness of an organization to implement a successful coaching program and so the benefits and advantages of their application. Also proposes a short questionnaire based on the criteria presented as a basis for a potential instrument for assessing organizational readiness. Finally, a discussion of the possible obstacles to overcome in the process of evaluating and implementing coaching programs is presented.
According to Carey, Philippon, and Cummings (2011), the coaching term stems from the French word ... more According to Carey, Philippon, and Cummings (2011), the coaching term stems from the French word meaning: to carry or accompany a person from an initial state to another end. Nowadays, this practice is immersed in most processes of corporations, institutions, organizations and social groups. The purpose of coaching is to give support on the personal and professional development of the people, by empower them in making wiser decisions (Carey et al., 2011). A successful coaching model is the FUEL framework proposed by Zenger and Stinnett (2010b), defined as a set of paths that guide the coaching process. Another model is the septet coaching model proposed by Silsbee (2010), which is considered a metacognition exercise. The purpose of this paper is to study in depth the FUEL coaching model by Zenger (2010b) and the Mindful coach framework by Silsbee (2010), their advantages and disadvantages, likenesses and differences.
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Papers by Carlos Aguila
The purpose of this paper is to propose six basic criteria to assess the readiness of an organization to implement a successful coaching program and so the benefits and advantages of their application. Also proposes a short questionnaire based on the criteria presented as a basis for a potential instrument for assessing organizational readiness. Finally, a discussion of the possible obstacles to overcome in the process of evaluating and implementing coaching programs is presented.
The purpose of this paper is to propose six basic criteria to assess the readiness of an organization to implement a successful coaching program and so the benefits and advantages of their application. Also proposes a short questionnaire based on the criteria presented as a basis for a potential instrument for assessing organizational readiness. Finally, a discussion of the possible obstacles to overcome in the process of evaluating and implementing coaching programs is presented.