Perspectives on leadership in organizations providing services to people with disabilities: an exploratory study.

Brady et al. (2009) talked with leaders in disability service agencies. They wanted to learn what good leadership looks like.

The team used authentic leadership theory as a guide. This theory says real leaders know themselves, act with honesty, and care about their staff.

The study showed that Baby Boomer executives will soon retire. New leaders must be ready to take their place.

Agencies need a plan to find and grow these future leaders before the older group leaves.

Wolf-Branigin (2007) looked back at past presidents who spoke up for disability rights. Both papers agree: strong voices are needed at the top.

Freeman et al. (2025) later gave a step-by-step map for rolling out organization-wide Positive Behavior Support. Their blueprint builds on the 2009 warning that leadership gaps put services at risk.

Young et al. (2019) went into rural towns and used local leaders to grow autism services. Their work extends the 2009 idea that authentic, home-grown leaders make change stick.

If you work in an agency serving people with intellectual disability, start a leadership pipeline now. Pair senior staff with younger supervisors. Give them real tasks like running a team meeting or writing a grant. Track who steps up. When the next vacancy comes, you will have a ready bench instead of a panic hire.