En
Register Log in
  1. Main
  2. Conference
  3. Coaching psychology: methodology, theory, practice
  4. Leadership Paradigm Shift in the Industrial Era 5....

Leadership Paradigm Shift in the Industrial Era 5.0: The role of coaches and mentors in the development of women's leadership model (practical issues)

Proceeding
DOI: 10.31483/r-127244
Open Access
Published in:
All-Russian Scientific and Practical Conference «Coaching psychology: methodology, theory, practice»
Author:
Mariia V. Dakhmani 1
Work direction:
Отраслевой коучинг: коучинг в медицине, бизнесе, спорте, образовании, адвокатуре и юридической практике и др. (evidence-based подход)
Pages:
278-284
Received: 18 March 2025

Rating:
Article accesses:
89
Published in:
Информрегистр
1 OOO "N'iutek Lingva"
For citation:
Dakhmani M. V. (2025). Leadership Paradigm Shift in the Industrial Era 5.0: The role of coaches and mentors in the development of women's leadership model (practical issues). Coaching psychology: methodology, theory, practice, 278-284. Чебоксары: PH "Sreda". https://doi.org/10.31483/r-127244

Abstract

Статья посвящена исследованию изменений парадигмы лидерства в условиях перехода от Промышленности 4.0 к Промышленности 5.0. Рассматриваются ключевые характеристики новой эпохи, ориентированной на человекоцентричный подход, а также вызовы, связанные с развитием женской модели лидерства. Приведен обзор недавних исследований в области психологии женского лидерства. Особое внимание уделяется роли коучей и наставников в поддержке лидеров. В статье предлагается ряд вопросов, которые могут способствовать изменению существующих правил игры в бизнесе и способствовать переходу бизнеса к устойчивому развитию и социальной ответственности.

References

  1. 1. Kleio Akrivou (2024). Leadership Futures Advancing into Industry 5.0 [Electronic resource]. – Access mode: https://www.henley.ac.uk/world-of-work (date of request: 18.03.2025).
  2. 2. Dr Melissa Carr (2024). A white paper: The business case for belonging How psychological safety drives engagement, wellbeing, and performance [Electronic resource]. – Access mode: https://assets.henley.ac.uk/v3/fileUploads/MHFA-England-White-paper.pdf (date of request: 18.03.2025).
  3. 3. Colantuono S.L. (2010). No ceiling, no walls [Electronic resource]. – Access mode: http://1106design.com/wp-content/uploads/Pages-from-No-Ceiling-No-Walls.pdf (date of request: 18.03.2025).
  4. 4. John E. Barbuto JR., Susan M. Fritz. Sex differences among five sources of motivation in the motivation sources inventory: preliminary findings. University of Nebraska-Lincoln Brett A. Plummer Arizona State University, Psychological Reports, 2003, 93, 47–48. EDN GZQZWP
  5. 5. Robin L. Laukhuf, Timothy A. Malone. Women Entrepreneurs Need Mentors. International Journal of Evidence Based Coaching and Mentoring Vol. 13. No. 1. February 2015.
  6. 6. Исследование бизнес-школы Сколково «Профессиональное и личное развитие женщин» [Электронный ресурс]. – Режим доступа: https://www.skolkovo.ru/centres/leadershipdevelopment/research-and-publications/ (дата обращения: 14.03.2025).
  7. 7. Rune Høigaard, Petter Mathisen. Benefits of formal mentoring for female leaders. International Journal of Evidence Based Coaching and Mentoring. Vol. 7. No. 2. August 2009.
  8. 8. Paglis L.L., Green S.G. (2002). Leadership self-efficacy and managers’ motivation for leading change. Journal of Organizational Behavior, 23, 215–235. EDN DVULEX
  9. 9. Dr. Zoran M Pavlovic. How Synergies Between Coaching And Mentoring Are Contributing To The Success Of Women-Only Leadership Development Programs.
  10. 10. McKinsey & Company. Women in the Workplace. 2020.
  11. 11. Deloitte. The Diversity and Inclusion Revolution: Eight Powerful Truths [Electronic resource]. – Access mode: https://www2.deloitte.com/us/en/insights/topics/talent/diversity-and-inclusion-in-the-workplace-eight-powerful-truths.html (date of request: 30.03.2025).
  12. 12. Accenture. Getting to Equal 2020: The Hidden Value of Culture Makers [Electronic resource]. – Access mode: https://www.accenture.com/us-en/about/inclusion-diversity/gender-equality-2020 (date of request: 30.03.2025).
  13. 13. Productivity and Gender: The key to solving the growth puzzle. Women in Work 2025 [Electronic resource]. – Access mode: https://www.pwc.co.uk/services/economics/insights/women-in-work-index.html (date of request: 30.03.2025).
  14. 14. Martinsen Øyvind, Lars Glasø (2013). Personlighet og ledelse. I.R. Rønning, W. Brochs-Haukedal, L. Glasø, S.B. Matthiesen (ed.). Livet som leder. Lederundersøkelsen 3.0 (p. 47–72). Fagbokforlaget: Bergen [Electronic resource]. – Access mode: https://www.bi.edu/research/business-review/articles/2014/03/personality-for-leadership/ (date of request: 13.04.2025).
  15. 15. Mayer C-H., May M.S. (2021). Women Leaders Transcending the Demands of Covid-19: A Positive Psychology 2.0 Perspective. Front. Psychol. 12:647658. doi: 10.3389/fpsyg.2021.647658. EDN XSURHS
  16. 16. Johnson C., Williams B. (2020). Gender and Political Leadership in a Time of COVID. Polit. Gender 1–8. doi: 10.1017/S1743923X2000029X. EDN YJSJWI
  17. 17. Sadé E. Soares, Nancy M. Sidun. Women Leaders During a Global Crisis. International Perspectives in Psychology 2021 10:3, 130–137.
  18. 18. Margaret M. Hopkins [et al.]. Buried Treasure: Contradictions in the Perception and Reality of Women's Leadership. Frontiers in Psychology (2021). DOI: 10.3389/fpsyg.2021.684705
  19. 19. Franczak Jennifer, Margolis Jaclyn.Women and great places to work: Gender diversity in leadership and how to get there. Organizational Dynamics. Vol. 51. Iss. 4. 2022, 100913, ISSN 0090-2616, https://doi.org/10.1016/j.orgdyn.2022.100913. [Electronic resource]. – Access mode: https://www.sciencedirect.com/science/article/pii/S0090261622000201 (date of request: 13.04.2025).

Comments(0)

When adding a comment stipulate:
  • the relevance of the published material;
  • general estimation (originality and relevance of the topic, completeness, depth, comprehensiveness of topic disclosure, consistency, coherence, evidence, structural ordering, nature and the accuracy of the examples, illustrative material, the credibility of the conclusions;
  • disadvantages, shortcomings;
  • questions and wishes to author.