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This study aims to explore and examine the leadership model based on local values ​​that have developed in various regions of the archipelago, as well as its relevance in contemporary leadership practices. Indonesia as a country with high cultural diversity holds many traditional leadership value legacies, such as deliberation, mutual cooperation, and the principle of balance between individual and collective interests. Through a qualitative-descriptive approach, this study analyzes various traditional leadership practices from several regions such as Java, Bali, Minangkabau, and Bugis-Makassar, then identifies the main elements that can be integrated into modern leadership styles in both the public and private sectors. The results of the study indicate that local values ​​not only enrich existing leadership models, but are also able to strengthen the legitimacy, ethics, and effectiveness of leadership in an increasingly complex social context. This study recommends the development of a hybrid leadership model that combines local wisdom with global demands, as an adaptive solution in facing the dynamics of changing times.

This study aims to determine the description of job satisfaction in terms of leadership style. The research informants were 5 ASN from the Regional Civil Service Agency. This type of research is a qualitative study with a phenomenological approach. The data collection technique in this study used a semi-structured interview method and previous study literature. The results of the study found a democratic leadership style that could make some ASN feel satisfied. There are several factors that influence it, such as decision making. Therefore, an adaptive, empathetic leadership style that involves employees plays an important role in increasing job satisfaction.

Early childhood education plays an important role in the formation of children's personality and development. This study aims to identify the application of transformational leadership in Early Childhood Education institutions to welcome 21st century education. The important key in creating an innovative, adaptive and creative learning environment lies in the transformational leadership style so as to increase children's potential to the fullest. The method used in this research is a literature review, by analyzing various relevant literature sources to assess the impact and importance of transformational leadership in the world of early childhood education. Transformational leadership has enormous potential, so the results of this study can help realize a generation that is not only intellectually intelligent, but also socially and emotionally developed, in accordance with the demands of an ever-evolving world.  

This study aims to analyze the relationship between decision making and management psychology, especially in the context of organizations and education. The research method used is a systematic literature study with a qualitative approach, collecting and analyzing data from sources such as books, journals, and previous research. The results of the study indicate that optimal decision making is influenced by the leader's ability to manage emotions, adaptive leadership style, and understanding of the psychological dynamics of individuals and groups. In the context of education, the integration of management psychology through the application of motivational principles, psychological test-based selection, and curriculum development has been shown to increase the effectiveness of decision making. The discussion underlines the importance of a holistic approach that combines technical aspects of management with psychological understanding to create an efficient and results-oriented organizational and educational environment.    

This research aims to understand the process of transformation of leadership styles in managing remote teams in startup companies. Changes in the work environment that increasingly rely on remote work systems encourage leaders to adjust their leadership strategies to remain relevant and effective. Using a qualitative approach and explanatory case study methods, this study explores the experiences of several startup managers who led remote teams through in-depth interviews. The results of this study show that managers experience a process of adaptation in leadership practices that tends to lead to a more open, supportive, and flexible style. The leadership style applied is tailored to the characteristics of the team, work dynamics, and challenges that arise in the context of remote work. These findings reveal that the transformation of leadership styles takes place gradually through a process of reflection and direct experience, which is influenced by personal values and team needs. This research is expected to contribute to the understanding of adaptive leadership practices in the context of digital work, especially in the startup company environment.

This study investigates the role of adaptive leadership in addressing the complex challenges posed by rapid technological advancements, particularly in the era of Society 5.0. The integration of artificial intelligence (AI) into organizational systems introduces not only opportunities for efficiency and innovation but also ethical and leadership dilemmas. Using a literature review methodology, this paper examines how adaptive leadership can support organizations in navigating digital transformation while maintaining ethical integrity and organizational effectiveness. The findings indicate that adaptive leadership—characterized by responsiveness, inclusivity, and value-driven decision-making—is essential for sustaining organizational resilience. Furthermore, the study emphasizes the need for leaders to foster a learning-oriented culture, manage ethical concerns in AI deployment, and apply flexible leadership styles that empower employees. This paper contributes to the growing discourse on ethical digital leadership and offers insights for organizational sustainability in the context of technological disruption.    

This study aims to examine the application of situational leadership theory by the principal of SMP Negeri 2 Sampanahan, Kotabaru Regency, and its impact on organizational behavior within the school environment. A qualitative approach with a case study method was employed, involving in-depth interviews with the principal, teachers, and students. The main focus of the research is to understand how the principal adapts leadership styles according to the needs and conditions of the individuals being led. The findings reveal that the principal successfully applied various leadership styles—ranging from directive, supportive, participative, to delegative—flexibly based on the specific situations encountered. This adaptability positively influenced the organizational climate, fostered harmonious working relationships, and enhanced the motivation and active participation of both teachers and students. The school environment became more conducive and collaborative, ultimately leading to overall performance improvement. These findings highlight the importance of adaptive leadership in education to support the achievement of organizational goals and the development of human resources within schools. This study contributes to the development of leadership practices in educational settings, particularly in the context of educational management that is responsive to both internal and external institutional dynamics.

The rise of authoritarian leadership in higher education institutions has become a pressing global issue, affecting academic freedom, institutional autonomy, and the wellbeing of faculty and students. This phenomenon, observed not only in traditionally authoritarian countries but also in democratic contexts, manifests through centralized power, top-down decision-making, and suppression of critical voices. Despite its growing prevalence, empirical research on authoritarian leadership in academia remains limited, with significant gaps in understanding its contextual dynamics, direct impacts on academic communities, and cross-cultural variations. Recent studies have introduced novel theoretical frameworks tailored to academic settings and employed innovative mixed-method approaches to explore mediating factors such as emotional exhaustion and moderating personality traits. These advances have highlighted the complex and contextual nature of authoritarian leadership’s effects, which generally undermine innovation, morale, and performance, although it may increase compliance in specific situations. The negative consequences of authoritarian leadership are evident in reduced creativity and critical thinking, which are fundamental to the academic mission. Faculty members and students may experience heightened stress, diminished job satisfaction, and a decline in engagement. However, some studies suggest that in certain environments, authoritarian leadership can impose order and enhance efficiency in situations requiring immediate decisions. This paper underscores the urgent need for further research and practical interventions to promote adaptive, collaborative, and wellbeing-oriented leadership models in higher education. Such leadership approaches are essential to foster institutional resilience, democratic governance, and inclusive educational practices in an era of global uncertainty and disruption. By shifting towards more participatory leadership styles, higher education institutions can better address the evolving needs of faculty and students, ensuring a thriving academic environment that supports innovation, diversity of thought, and overall wellbeing.

The role of leaders in da'wah institutions is very strategic in improving the quality of human resources (HR) who are the driving force of da'wah activities. Leaders function not only as directors of the organization's vision and mission, but also as facilitators of competency development, motivators, and role models in the implementation of da'wah values. This study aims to analyze how leadership styles, HR development strategies, and coaching approaches contribute to increasing the capacity of members in da'wah institutions. The research method used is descriptive qualitative with interview techniques and documentation studies. The results showed that adaptive, communicative, and value-based leaders were able to encourage significant individual and collective capacity building. Effective strategies include regular training, mentoring, empowering individual potential, and creating a supportive organizational culture. Thus, the success of a da'wah institution in achieving its goals is highly dependent on the effectiveness of the leader's role in fostering and improving the quality of human resources.

This community service activity aims to improve the understanding and implementation of organizational work culture at PT Aras Bina Energi in order to create a more productive and harmonious work environment. This program is carried out through three main stages, namely socialization, technical training, and assistance in implementing organizational work culture. Initial socialization was conducted to raise the awareness of leaders and employees regarding the importance of work culture in supporting organizational effectiveness. Furthermore, technical training was provided to equip employees with skills in adopting work culture values that are in accordance with organizational characteristics. The final stage was assistance in implementing the work culture, with monitoring and evaluation to ensure the sustainability of positive changes. The results showed that employees' understanding of work culture increased from 40% to 85% after socialization. The implementation of a more adaptive work culture also had an impact on increasing compliance with company regulations, reducing the rate of late work from 18% to 7%, and increasing employee productivity. In addition, changes in a more democratic leadership style improved work motivation and employee satisfaction, with satisfaction scores increasing from 3.2 to 4.1 on a scale of 5. This program demonstrates that systematic and sustainable management of an organization's work culture can have a positive impact on its employees

Leaders can influence individuals or groups to achieve goals. If most of the employees' needs are not met, managers must be able to adjust their leadership style and know how to identify and adapt to changes in employees' needs. Otherwise, employees will not have good prospects in the organizational world. Millennial leaders, who are mostly members of an organization or team, are driven by the millennial generation and face more complex challenges. Because they value freedom, flexibility, open communication, supervisors and colleagues, and the use of technology, millennials are more difficult to retain within a company. The aim of this research is to determine whether adaptive leadership styles are effective in managing the current millennial generation. This study is qualitative and uses data analysis methods in a literature review. The goal is to discover and examine effective leadership styles and techniques for millennials. The results indicate that adaptive leadership approaches are beneficial as they help individuals overcome difficulties and adapt to changes. However, adaptive management theory also has its weaknesses. For instance, it is unclear how the key components of the adaptation process work and how these relationships support the adaptation process. According to Rainer Turangan (2015), a good leader should be able to adapt to uncertain future conditions, work across countries and cultures, and create a creative environment.      

The evolution of global virtual firms in the post-pandemic era has transformed the dynamics of leadership, collaboration, and team performance. This study investigates the influence of digital leadership styles-particularly transformational, transactional, and adaptive-on the effectiveness of collaboration among remote teams operating in multinational virtual environments. Using a mixed-methods approach that integrates quantitative surveys and qualitative interviews, data were collected from managers and team leaders of multinational corporations who lead geographically dispersed teams. Quantitative findings reveal that adaptive and transformational digital leadership styles significantly enhance communication, coordination, trust, and motivation within remote teams, while transactional leadership proves less effective in sustaining engagement across time zones and cultural boundaries. Qualitative insights highlight that flexibility, empathy, and digital literacy are central to building trust and cohesion in diverse virtual settings. Moreover, the use of advanced collaboration tools such as Slack, Microsoft Teams, and Zoom amplifies leadership effectiveness when aligned with inclusive communication practices. The study underscores that successful digital leadership depends on balancing human-centered empathy with technological competence to foster team cohesion and innovation. Managerial implications emphasize the need to develop leaders’ digital competencies and cross-cultural communication skills, along with fostering adaptive strategies to sustain engagement in virtual work environments. Future research should explore the longitudinal effects of digital leadership development programs across industries to assess their sustained impact on productivity, innovation, and organizational resilience in digital ecosystems.

This study examines the role of entrepreneurial leadership in fostering innovation and achieving start-up success. By analyzing leadership styles, decision-making processes, and team dynamics, the research identifies key factors that contribute to sustained growth and competitiveness. Findings suggest that visionary leadership combined with adaptive strategies is essential for navigating challenges in dynamic markets.

Adaptive leadership style is very instrumental regarding the problems and challenges that occur, these problems are both from external and internal factors.This study aims to determine the leadership style of Adaptive Leadership of a leader. This research methodology uses qualitative research, and the research method used is the literature study method. The data sources used in this research are books, scientific journals, articles and related documents relevant to the topic of Adaptive Leadership style of a leader. Data Selection Data selection is carried out using certain criteria to determine which sources are relevant and can be used as the basis for analysis in this literature study research. The results showed that the leadership style of Adaptive Leadership has a significant effect on good emotional intelligence, organizational justice, character and plays an important role in career development so as to create a conducive organizational atmosphere.