Defining Leadership in Conservation: a View from the Top
Defining Leadership in Conservation: a View from the Top
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定义保护领导力：来自高层的观点
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发表时间：
2004
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影响因子：
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通讯作者：
Keri Parker
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作者：
J. Dietz;Rina Aviram;S. Bickford;K. Douthwaite;Amy Goodstine;J. Izursa;S. Kavanaugh;Katie MacCARTHY;Michelle O’Herron;Keri Parker
领导能力可以说是保护生物学家工具箱中最重要的特质。理想情况下，保护生物学和相关领域的学术项目招募和培训那些已经或可能成为未来保护领导者的个人。同样理想的是，这些项目的学生努力提高他们的领导能力，以最大限度地提高他们在保护地球生物多样性方面“发挥作用”的机会。与在金融和商业环境中提高领导技能的惊人信息相比，成为一个成功的保护领导者所必需的具体技能得到的研究和评论相对较少（Cannon et al. 1996；但参见Snow1992）。马里兰大学可持续发展和保护生物学研究生课程的学生们假设，通过研究顶级从业者或“大师”，可以更好地了解保护领导（westum1994），他们对10位保护领域的领导者进行了面对面的个人采访。访谈的目的是了解受访者的领导风格，并了解他们在学术准备和职业生涯中的哪些步骤导致了他们目前的职位。然后，我们进行了横切分析，以确定共同的领导主题和他们观点的分歧点。我们的目标是提高我们自己的领导能力，并提出建议，以确定（例如，从一群申请人中）
Leadership is arguably the most important attribute inthe tool kit of a conservation biologist. Ideally, academicprograms in conservation biology and related fields re-cruit and train those individuals who are or are likely tobecome conservation leaders of the future. Also ideally,students in these programs strive to improve their leader-shipattributessoastomaximizetheirchancesof“makinga difference” in conserving Earth’s biodiversity.In contrast with the staggering amount of informationon improving leadership skills in financial and businesscontexts, the specific skills necessary to become a suc-cessful leader in conservation have received relatively lit-tle study and comment (Cannon et al. 1996; but see Snow1992).Working under the assumption that a better under-standing of conservation leadership can be garneredby studying top practitioners, or “maestros” (Westrum1994), students in the University of Maryland’s Gradu-ate Program in Sustainable Development and Conserva-tionBiologyconductedindividual,face-to-faceinterviewswith 10 leaders in the conservation field. The interviewswere designed to gain knowledge regarding respondents’leadership styles and to learn which steps in their aca-demic preparation and careers led them to their currentpositions. We then conducted a crosscutting analysis toidentify common leadership themes and points of diver-gence in their perspectives. Our objectives were to im-prove our own leadership skills and develop recommen-dations for identifying (e.g., from a pool of applicants to