Sustainable leadership matters, spreads and lasts. It is shared responsibility, that does not unduly deplete human or financial resources, and that cares for avoids exerting negative damage on the surrounding educational and community environment. In fact, sustainability does not simply mean whether something can last. It addresses how particular initiatives can be developed without compromising the development of others in the surrounding environment, now and in the future. Sustainable leadership is one of the most valued characteristics that employers and stakeholders are looking for, especially in this new fast changing market. Having a good Leadership sense is essential for the success of a company and for its collaborative working environment. Leadership is usually linked with sustained learning, success, diversity, capacity and maintaining a continuous development of other team members and coworkers. However, various authors are debating and discussing how we define good and sustainable leadership and what we expect from a leader to do, but few of them are raising the question how we can build and create leaders?. We present in this paper an overview of leadership definition and the challenges set by this important and complex concept. We propose a vision based on four pillars to create an adequate environment to build leaders. We present and describe our perspective on what we need to provide and establish as a company or a community in order to create an effective team of leaders in the perspective of the new requirements of the market and the expectations of companies.

Our study evaluated the effect of vanadium (V) on the behavior of Zinnia elegans “double variegated”. In this experiment, Zinnia plants grown in a greenhouse were fed with a nutrient solution and two concentrations of vanadium (0, 6, and 10 μm) applied four times during the experiment. The V at its levels of 6 µm and 10 µm increased plant length, number of inflorescences and fresh weight. We observed that during the development and appearance of flower buds, and flowering were earlier with the addition of 6 µm and 10 µm. During harvest the changes in size and shape were homogeneous with the control treatment. With the addition of 6 µm, flowers of different sizes were induced, with non-uniform petals, but with different shades of color. With 10 µm the shape of the petals, the distance between them and changes in the shades of the flowers were modified. The postharvest life for the flowers of the control treatment was shorter (15 days), the petals, anthers and floral disc at this time were observed in a poor condition. While 6 µm and 10 µm had a longer postharvest life (20 days), the flowers had a good presentation, their colors were more intense compared to the harvest stage. The application of this beneficial element contributed to the development and flowering of Zinnia in the greenhouse. It is suggested that future research be carried out on the accumulation and/or concentration of vanadium in the different stages of growth or its effect on the concentration of other nutrients.

Taking six typical forest communities in Taizhou Green Heart (ⅰ: Liquidambar formosana + Ulmus pumila + Celtis sinensis; ⅱ: Celtis sinensis + Pterocarya stenoptera + Pinus massoniana; ⅲ: Sapindus mukorossi + Sapium sebiferum + Cupressus funebris; ⅳ: Liquidambar formosana + Acer buergerianum + Cupressus funebris); ⅴ: Celtis sinensis + Ligustrum compactum + Pinus massoniana; ⅵ: Machilus ichangensis + Sapindus mukorossi + Acer buergerianum) as the research objects, 5 indicators: Shannon-Wiener (H), Patrick richness (R1), Margalef species richness (R2), Pielou evenness (J) and ecological dominance (D) were used to analyze species diversity in forest communities. The results showed that: (1) the community was rich in plant resources, with a total of 50 species belonging to 40 genus and 31 families, including 19 species in tree layer, 22 species in shrub layer and only 9 species in herb layer, few plant species; (2) the species richness and diversity index of tree layer and shrub layer were significantly higher than that of herb layer, but there were differences among different communities in the same layer, and no significant difference was reached; (3) the species richness and community diversity of the six communities showed as follows: community VI > community I > community II > community IV > community V > community III.

Employee retention is a critical concern for organizations in today’s dynamic labor market. This paper introduces a novel framework, integrating “absolute potential of the employee” and “risk associated with leaving the employee”, to address this challenge. Findings from the study suggest that this framework can effectively assist organizations in strategizing retention techniques. The research methodology employed an exploratory research design and collected data from 576 employees across various sectors. The results indicate significant implications for organizational risk assessment and employee retention strategies.