Midterm Essay;
Transformational Leadership
Introduction
There are many different styles of leadership that are used in business and in healthcare, from the laissez-faire, where the leader of the team has little or no input or control, to the autocratic style where the leader is more of a dictator and the leaders possess complete authority. With these two styles of leadership, the team may not thrive because of either too little or too much input or control by the leader. Another leadership style, transformational leadership, leaders are highly involved with their groups and the focus is on the main vision or goal of the team, this type requires a high level of communication by both the leaders and the members of the team (Johnson, 2015).
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This type of leader is also able to clearly communicate this vision and its importance. The transformational leader is able to inspire others to buy into their vision, by inspiring others to get on board with them they are able to generate enthusiasm and they become a driving force for ongoing change. This shared vision provides direction and meaning for leaders and teams and helps to stimulate transformation (J. Martin, B. McCormack, D. Fitzsimons, R. Spirig, 2014). Peter Senge states that by building a shared vision people excel and it also nurtures a commitment and enrollment into the vision rather than mere compliance (Smith, 2001). With transformational leadership the team is on board with the vision and goals because they want to be not because they have to …show more content…
Leaders are able to take on new challenges and risks for something that they believe in (Hogg, Bill Hogg and Associates, 2012). These decisions are not made lightly, the transformational leader will make these decisions after careful research and input from team members. Leaders are able to do this by getting to know their team and by fostering relationships with them. They will get to know their team as individuals and know what drives them and what their motivations are. Transformational leaders will interact with the team and make each one feel important (Hogg, Bill Hogg and Associates, 2012). Team members that feel that they are valued, will be more willing to contribute ideas and to participate in decision making. The team members who are involved with the decision making will feel more connected to the shared vision and that will drive the goal forward even faster. When team members are able to contribute in this way it establishes a climate of trust and confidence in the workplace and in the leader (Pennings, 2007). Leaders will build a community instead of competition, they make others feel empowered, and this in turn enables the team members to take ownership and responsibility for the team’s success. Leaders will create an atmosphere of empowerment in their teams and organizations (Pennings,
Transformational leaders exhibit personal and professional qualities that other want to emulate and follow. These leaders advance the mission in combative environments. Transformational leaders propel the growth of the team through communication. Finally, transformational leaders leave a legacy that instills pride, moral, and determination for future success.
It is concerned with emotions, values, ethics, standards, and long-term goals. It motivates a form of intelligence that moves followers to accomplish more of what is expected of them. (Northouse, 2016, pg.161). Transformational leadership can be used to influence people on a one to one level or to influence whole organizations and cultures. There’s a difference between transformational leadership and transactional leadership. Transactional leadership focuses more on leaders that uses gimmicks or promotions to get their followers to do certain things that they want. Transformational leadership, on the other hand, focuses more on connecting leaders with followers or employees to motivate and help them reach their full
According to Riggio (2009), the most popular theory of leadership is transformational. Many believe that these leaders get the job done through inspiring, modeling, and helping others develop their skills as leaders. Research provides clear evidence that groups lead by transformational leaders have higher levels of performance and satisfaction than groups led by other types of leaders (Riggio, 2009). Clear communication is vital to transformational leadership and in order to succeed further, one will need to work on their own skills, and set aside time and space for personal development (Manktelow, 2005).
Leadership is a topic of great importance not only in military or organisational settings but all most in all settings which involves people. It’s a universal activity evident in humankind (Bass,1990). It is a wide and diverse field of knowledge. Leaders are individuals who help their followers or subordinates to carry out a particular task in an efficient and an effective manner. Researches on the topic of leaders and leadership have been taking place for past many decades. One of the more recent styles of leadership which has been considered to be very effective is the transformational leadership. It’s a concept explained by James McGregor Burns in 1978 who was influenced by the work of German sociologist Max Weber. The concept was then further refined and developed by Bernard.M.Bass. The whole concept of transformational leadership talks about how leaders can transform their followers into doing a task better than what is expected from them and how it can help in the betterment of the organisation and the followers. The purpose...
Transformational leadership describes a leader moving followers beyond immediate self-interests through idealized influence (charisma), inspiration motivation, intellectual stimulation, or individualized consideration. Transformational leaders are change agents. They influence the mission and objectives to make way for a brighter future for the organization. Followers are motivated to do more than is originally expected because of their feelings of trust and respect for the leader.
This is where transformational leaders excel in their roles as motivators and change agents; however, one characteristic that resonates most with followers is the leader’s ability to define vision and mission. Ballou (2015) used the analogy of an orchestra conductor possessing the musical score that provides the details for every participant in the ensemble. The ability of the leader to bring clarity to the vision enables followers to understand the ‘why’ of their hard work. While seemingly autocratic, followers accept direction from transformational leaders because they demonstrate selflessness and are most interested in the team’s success, not their own. These highly regarded traits can alleviate tension in diverse groups by focusing on the vision, not individual differences. While there are similarities between the servant and transformational leader, there are important differences as well. In the book, The Leadership Challenge (2002, p. 153), the authors suggested that transformational leadership affects not only the followers, but the leader as well, by raising each other to achieve the higher purposes of motivation and morality. Another vital component of transformational leadership is the fostering of participation when making decisions. It is never the intention of the leader to inject his or her opinion, especially at the onset of the process. This ability allows followers to arrive at consensus by encouraging team participation, which invites involvement and buy-in of the vision, while decreasing the likelihood of inter-team conflict. The true transformational leader inspires the team because they have achieved a high level of self-actualization, which allows them to encourage and recognize the achievements of others without feeling threatened. When followers are fortunate enough to be led by a transformational
Leadership is described as the behavior of an individual when directing the activity of a group towards a common goal (Al- Sawai, 2013). Healthcare system involves multiple related, interconnected relations with other departments and health care professionals from various cultural backgrounds; therefore, the understanding of individuals’ behavior and group dynamics within the healthcare organization is imperative for a leader and or organization to be successful (Bukowski, 2009). A transformative leader has the attributes that are necessary for twenty- first century leader to have to be an effective leader in a changing nursing service organization and the healthcare system. A transformative leader is a type of leader that collaborates, encourages, and motivates people adapt to changes with charisma (University of Kent, n.d). Study shows that some leaders fail because of
After a vision is created, the leader must be able to implement and communicate with their stakeholders. In order for the vision to be communicated and implemented well, the leader must be able to build trust with their organization as suggested by the textbook in chapter 9. Kouzes and Posner also suggested characters of a transformational leader. Transformational leaders must be able to model the way. They must understand their own vales and philosophy. They set an example for others to follow and they follow through on their promises and commitments. (Northhouse
According to Doody & Doody (2012), transformational leadership is the most adaptive and flexible which is required importantly in 21st century. In this leaders and team members shared the same goal by sharing their ideas and by working together effectively. This is focussing and encouraging type of leadership which positively work to improve the productivity of any
Transformational leaders focus on motivating and empowering staff whereas transactional leaders do not. When staff feel they are appreciated and valued they are more apt to provide better patient care. When patients are satisfied then outcomes are positive. This is one of the main reasons why Davidhizar & Robbins feel that transformational leadership should be the new wave in healthcare today. If organizations realized how much can change by simply implementing change from the inside out then the mission, vision and values of the organization can be
According to Yoder-Wise (2015), a leader can be defined as, “an individual who works with others to develop a clear vision of the preferred future and to make that vision happen” (p 35). As employees, we often have our own ideal of a good leader, which may be influenced by experiences and perception of workplace norms. While one’s opinion of an effective leader may vary, there are several recognized leadership theories. The following will focus on the transformational leadership approach.
Transformational leadership is one of the most popular leadership styles. According to Kendrick (2011), “Transformational leadership involves four factors: 1. idealized influence, 2. inspirational motivation, 3. intellectual stimulation, and 4. individual consideration.” These four factors make transformational leadership have an impact on followers. The goal of transformational leadership is to cause a positive change in individuals, help motivate them, and develop a leader within each individual.
Why now? Why are we focusing on transformational leadership? Healthcare costs are continuing to rise. Some of the critical problems and active debates prevalent in many hospital organizations include the rapidly intensifying healthcare costs, funding and reimbursement cutbacks, and concern regarding the overall quality and safety of health care. “Healthcare systems have come under pressure to improve performance and manage productivity” (Botting, 2011). To be successful in the 21st century, there is a demand on healthcare systems to have a vision and executive and clinical leadership to inspire the change process and make the difference between success and failure in change.
Becoming leader is not a cup of tea. One must learn the leadership skills. This is known as Transformational Leadership Theory. Transformational leaders mainly concentrate on large picture and use communication skills to incite the people to efficaciously and expeditiously execute their imagination. This theory is widely recognized theory in the present
Transformational leaders are building blocks for the job satisfaction and commitment. Transformational leaders develop extra mile partnership. Followers go extra mile for the leader and work beyond the expectations.