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What makes a leader? In this critical time of change for leaders, it has become increasingly important to understand the competencies associated with leadership. This essential book explores the ways in which Brent Ruben's Leadership Competency Scorecard can be used within an organizational setting.

Designed for leadership and communication students, scholars, and practitioners, this book offers a timely exploration into the evolution of leadership, communication, and social influence, and sheds light on how we can all become more responsible leaders, followers, and citizens.

AbstractThis article explores the importance of providing leadership development opportunities for graduate and professional students, in addition to highlighting approaches for building leadership capacity among these students. The article concludes with a snapshot of leadership development offerings for graduate and professional audiences sponsored by institutions (curricular and co‐curricular), corporations, and professional development associations.

AbstractThis article offers a set of themes that summarize the entirety of the book. Of particular note is the context in which this issue was written and how our social context impacts the ways we understand and explore leadership. In addition to the critical task of increasing self‐awareness as a core deliverable of any leadership assessment or inventory, this article offers a set of themes that emerged from the articles in this issue.

AbstractLeadership inventories and assessments have emerged and evolved to meet the needs of unique historical moments. The article raises questions for how assessments and instruments may be used for the different purposes of leadership training, education, and development. The article concludes with a summary of the broad categories of leadership assessments, inventories, and tools presented in this volume.

Much has been written about the nature of leadership communication; however, the linkage often is limited to a view of communication as a strategic mechanism—or technique—to be employed by leaders in efforts to achieve specific purposes. This limited conceptualization of leadership communication does not fully capture the pervasive role of communication, and it fails to provide a nuanced view of the role communication plays in organizational dynamics, and in business settings, in particular. This article begins with an overview of various dichotomies raised in the leadership literature that have tended to impede rather than advance our understanding. We then discuss the evolution of thinking about communication and conclude with a discussion of several principles that can enhance contemporary organizational and business communication theory and practice.

AbstractCrises have the potential to heighten stress levels among frontline employees. In general, to cope with crisis‐related stress, employees often improvise or job craft to meet the demands of the crisis. In addition to this, they need resources and directions to support their innovation by lowering role conflict. During the COVID‐19 pandemic, nurses too were compelled to improvise as they struggled with multiple challenges related to the uncertainty associated with the virus and the assignment of atypical job functions. These concerns affected nurses' wellbeing and impacted their jobs. This two‐phase sequential study began with interviews (n = 14), followed by a survey (n = 152) exploring nurses' perspectives regarding this noncausality crisis and the impact of organizational variables on their stress levels. While improvisation and job crafting were found to be important for adaptive resilience, the process involved in achieving resilience ended up increasing stress for nurses. Additionally, nurses faced role conflict, which contributed to greater levels of stress. To support nurses and enhance resilience, organizations should provide resources, role direction and training for effective job crafting and orientation.

The following article analyses the crisis involving racial tensions at the University of Missouri in 2015 that ultimately contributed to the departure of the university president and chancellor. This case amplifies the importance of organizational vulnerabilities from both an historical context and a national‐issue context. As supported through this analysis, crises that reflect these vulnerabilities of an organization can lead to increased scrutiny and may produce greater negative consequences. Drawing upon both the public messaging surrounding this crisis and the existing literature on crisis management and crisis leadership, university leaders should have been proactive in cultivating a more inclusive racial environment and should have more effectively used communication to improve relationships with an important constituency group, particularly given the institution's core values, the history of racial tensions at the university, and the rising racial tensions following incidents in nearby Ferguson, Missouri.

A series of incidents in 2015 escalated racial tensions at the University of Missouri that ultimately contributed to the departure of the university president and chancellor. This case highlights the importance of focusing attention on competent leadership communication, which includes the development and maintenance of strong relationships with key stakeholder groups; the ability to predict, recognize, detect, and address issues that may rise to the level of crisis as defined by stakeholders; and the skill to craft timely, sensitive messages and effectively use interpersonal and mediated channels of message distribution and retrieval, especially social media, so that there is adequate information flow to and from institutional leaders allowing them to learn of, understand, and address stakeholders' concerns as they emerge.