Amalisha Sabie Aridi’s research while affiliated with Capitol Technology University and other places

U.S. Organizations that neglect to support and provide resources for employees with invisible disabilities and neurodiversity exacerbate health disparities by perpetuating systemic barriers to access and accommodation. Invisible disabilities are physical, mental, or neurological conditions that are not immediately apparent to others but can significantly impact an individual's daily activities and quality of life. Neurodiversity refers to the concept that neurological differences, such as autism, ADHD, and dyslexia, are natural variations of the human brain and should be recognized and respected as part of human diversity. Without accommodations and inclusive policies, employees with invisible disabilities may face heightened stress, decreased productivity, and an increased likelihood of burnout, leading to negative impacts on physical and mental health. Additionally, the failure to recognize and value neurodiversity in the workplace contributes to feelings of alienation and marginalization among affected employees, further exacerbating disparities in health outcomes and overall well-being. This article presents the results of intervention action research (IAR) conducted by a management consultant within a large university with a medical school and health center. The aim was to improve the organization's culture regarding valuing neurodiversity and employees with invisible disabilities. Through a comprehensive assessment of organizational structure, policies, and practices, data was gathered via interviews, surveys, and document analysis, engaging stakeholders, including faculty, staff, administrators, and students. Findings revealed significant challenges and opportunities, leading to collaborative efforts with university leadership to address communication gaps, workflow inefficiencies, and resource allocation disparities. With approximately forty-two million Americans facing invisible disabilities encompassing a wide range of physical and mental conditions, the necessity for inclusive approaches transcending traditional definitions becomes evident. Embracing neurodiversity and challenging ableism in the workplace is crucial for fostering an organizational culture that respects the inherent value of all individuals.

This qualitative study explores the efficacy of executive coaching as a leadership development tool for federal supervisors amid the post-COVID-19 remote and hybrid workplace paradigm. Analysis of collected data reveals compelling themes, including enhanced self-awareness, emotional intelligence, time management, and communication skills, underscoring coaching's transformative impact on personal and professional growth. The establishment of trusting relationships with coaches and the provision of expertise in interpreting behavioral assessments contribute to fostering healthy organizational cultures marked by transparency and mutual respect. Executive coaching facilitates authentic conversations, enthusiastic support, and challenging reflective dialogue, enabling supervisors to navigate complexities with confidence.

In this era of rapid technological advancement, government leaders must expertly navigate intricate policies, including artificial intelligence, cybersecurity, and telehealth. Proficiency in these domains is paramount, requiring a steadfast commitment to enhancing leadership competencies. By investing in executive coaching and holistic leadership development, government agencies can proactively tackle modern challenges. This study, grounded in descriptive phenomenology, examines 22 thematic motifs, unveiling the effectiveness of leadership coaching for government leaders managing complex technologies and addressing pivotal policy issues in artificial intelligence, cybersecurity, and telehealth.

This inquiry emphasizes executive coaching as an indispensable leadership development tool in cybersecurity project management, encompassing cyber engineering and offensive operations. Effective cybersecurity project management is crucial in today's digital landscape, characterized by ever-evolving cyber threats and vulnerabilities. It extends beyond administrative tasks, serving as the linchpin for resource allocation, risk mitigation, and aligning security measures with organizational objectives. With the evolving cyber threat landscape, cybersecurity project management leaders require technical expertise, effective leadership skills, and a commitment to continuous professional development. This chapter underscores the pivotal role of executive coaching in developing leaders capable of navigating the cybersecurity landscape effectively and ensuring the resilience of critical organizational assets against sophisticated cyber threats.

It is necessary to reassess the allocation of resources, questioning traditional notions of return on investment (ROI) and focusing, in particular on the critical area of cybersecurity. Anticipated damages from cybercrime are increasing 15% per year globally, totaling an estimated $10.5 trillion by 2025. In addition to the financial benefits, the ROI for these cybersecurity efforts may be measured in terms of retaining user confidence and guaranteeing the seamless running of online learning platforms. In the age of remote learning, the goal is to enhance educational effectiveness while wisely controlling expenses, given the increasing importance of cybersecurity in online commerce. Although past data guides initiatives, it is crucial to continuously examine new data to improve strategy, particularly in the ever-changing field of cybersecurity. This understanding through qualitative inquiry gives practitioners the knowledge to understand the component parts required for the ROI calculation in the cybersecurity investment environment.

The Apex Restaurant Group recently went public with several allegations of sexual misconduct against the founder and other executives. The result of the allegations includes a class action complaint lodged by 25 women working within the organization. The whole senior leadership, which was all men, has been replaced by a management team of all women. An organizational development management consultant has been brought in to investigate and recommend viable solutions. This chapter explores the utility of intervention action research to find real-world solutions through the deployment of a consultant.

Research shows that 70-90% of mergers and acquisitions (M&As) fail due to culture clashes. The number of mergers and acquisitions in the healthcare industry has been increasing, driving the need for better change management practices. Hospital mergers and acquisitions are essential for financially struggling hospitals, especially rural hospitals. This chapter explores the value of management consulting interventions as tool to make mergers in healthcare more effective.

Executive leadership coaching can have significant benefits for police officers and law enforcement agencies in addressing critical issues such as race relations, misconduct, and professionalism. Leadership coaches can help police officers develop a deeper understanding of their own biases and improve their cultural competence. This increased self-awareness enables leaders to foster a more inclusive and respectful work environment, promoting better relationships between officers and diverse communities. Additionally, coaching can help officers enhance their decision-making skills, encouraging them to implement fair and just policies that prioritize accountability and transparency. Ultimately, executive leadership coaching empowers police officers and their superiors to create a more equitable and trustworthy law enforcement system, benefiting both the officers and the communities they serve. This chapter uses theories and research from the literature to argue for the viability of the deployment of executive coaching as a tool to develop better police leaders at every level.

The cyberattack called SolarWinds carried out against the United States government has been characterized as a collective leadership failure. The United States Federal Government is confronted with the brutal reality of an understaffed or under-skilled cybersecurity workforce and a need for more competent leaders. The focus of federal organizations is increasingly shifting toward management and organizational efficiency. As a result, more and more of these companies are turning to executive coaching to strengthen the leadership abilities of government supervisors. Executive coaching has emerged as a prominent trend in recent years, becoming increasingly popular in pursuing organizational performance, business capacity, and leadership development. This study uses a qualitative research approach to explore the value and benefit of executive leadership coaching as a tool for developing technical managers.

Project management failure is a broad term that encompasses many different areas of mismanagement, from lack of resources to missed deadlines and budgets. According to a 2018 Project Management Institute (PMI) report, the average global success rate for projects was only 53%, meaning that 47% failed to meet their objectives. This statistic is further supported by a 2020 report from the Standish Group, which found that only 28.3% of projects were successful, meaning that the majority (71.7%) of projects failed to meet their objectives. Project management failure can negatively impact organizations, from decreased productivity to decreased customer satisfaction. Leadership skills are a critical aspect of project success. This chapter explores leadership skill development through executive coaching.