In the multifaceted field of social work, leadership competencies are necessary at all levels of the organization to uphold vision-mission, operate effectively, and survive. Yet, the importance of leadership has been generally overlooked in social work research, education programs, and professional practice (Regehr et al., 2002, (cited in Bernotavicz et al.). Several studies (Elpers & Westhuis, 2008; Preston, 2005) have demonstrated that a unifying leadership model associated with a well-defined set of leadership skills has not existed in the human services field. The struggle lies between the need for leadership and the professional preparation of leaders in a rapidly changing environment (Bernotavicz, McDaniel, Brittain & Dickinson, 2013). Social work leaders today face the greatest challenge of transforming and surviving amidst the persistent disruption and turbulence caused by social, cultural, political, and economic forces (ADD: Howieson, Hodges, & Ashcroft, 2014; Lawler, 2007). Leadership in social work often operates within the public welfare arena which is mainly dependent on the power of government policies and funding controls (Peach & Hor
ner, 2007; Webster & McNabb, 2016 – Prezi). Consequently, social workers confront a permanent whitewater situation, underpinned by neoliberalism, where there is increased privatization and contracting, competition for limited funding/resources, escalating caseloads, heightened performance and accountability, and decentralization of federal authority (Bernotavicz et al., 2013). This reality of contemporary social work practice requires a wider range of leadership and management skills. It is not sufficient to merely preserve an organizations internal operations and sustain the status quo. Rather, it is vital to foster strategic leadership skills that adeptly assess and synchronize an organizations internal processes and external conditions (Hopkins & Hyde, 2002; Weill, 2000). Empirical evidence shows that most leadership development efforts have positive impacts on social service organizations (Avolio et al., 2005 in Riggio, YEAR). Thus, recognizing the need for leadership development and capacity-building among social workers may lead them towards advancing personal leadership development to incite organizational systems to change (Brungardt, 1997).