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Framework

Implications

Our Identity:�Disrupting Leadership as a Form of Equity

Breneil Malcolm, M.Ed.¹, & Donna Walker, Ed.D. Candidate²

¹Penn State University, State College, PA

²St. George’s University, St. George, Grenada

Background & Problem

4: Implementing Fluid Models

1: Identifying Normative Leadership Models

2: Critical Approaches to Leadership

3: Dismantling Normative Leadership Models

5: Diversity, Equity, Inclusion, and Belonging

Figure 2: Propositions based on conceptual model

While there is always a search for the most effective leadership models, perhaps the conversation needs to shift to an undoing of how we establish and practice these models – a critical perspective of leadership – a disruption of leadership as a form of equitable leadership norms and practices.

We need heavily individualized and adaptable approaches to leadership practice that seek to capture the diverse and varied lived experiences of team members.

References

Jaspal, R., & Breakwell, G. M. (Eds.). (2014). Identity process theory: Identity, social action and social change. Cambridge University Press.

Jaspal, R., & Cinnirella, M. (2012). The construction of ethnic identity: Insights from identity process theory. Ethnicities, 12(5), 503-530.

Based on our proposed model in Figure 1, these are implications for equitable leadership practices:

Identity Process Theory (IPT)

IPT proposes identity as a structure and process – an ongoing evolution.

Content
Value
Assimilation
Accommodation
Evaluation

Figure 1: IPT as a Critical Model for Disrupting Leadership Practice