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A reflection on transformational leadership
A reflection on transformational leadership
A reflection on transformational leadership
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The concept from this module that was most important to me was intellectual stimulation as it relates to transformational leadership. This concept is important to me because I value my subordinate’s ability to think creatively and want them to feel comfortable with sharing their ideas within the work center. Normally when I am asked to make a decision that will affect my team, I use my own knowledge and experience to make a decision that I think will be best and implement it with little outside input. I do the same thing when assigning a task and describing how it needs to be completed. While the mission still gets accomplished, I realize that these are missed opportunities for my subordinates to offer their ideas or perspectives that could
...ly available to hear staff needs and concerns. I think this is truly an outstanding thing to do and I wish that more administrators/ leaders would apply this practice. In relating the interview to the text I found remarkable similarities. The talk of change, empowerment, organization decision making, autonomy, Magnet, authority, over all leadership practice, and its importance were all covered during the interview process. Although intimidated by this project at first I found it very insightful and valuable. It was interesting to obtain a perspective of these various topics from an upper level administrator within the institution. Furthermore this exercise has made me think more about my personal leadership style. It has allowed me to identify my strengths and weakness in which I must focus on to become a more effective and desirable leader with in the organization.
The concept of transformational leadership relies on appropriate leadership approaches for mission success. AFDD 1-1 describes three leadership competencies: person, people/team, organization Effective leaders (tactical level) need to build face-to-face and interpersonal relationships that directly influence behavior and values. Effective leaders (operational level) need to build team dynamics for small groups and squadrons. Effective leaders (strategic level) need to build strategy and provide direction in a broad spectrum.
The Hero’s Journey assignment became a vital assignment with great meaning. The paper became a challenge because I reflected on my life and the things influencing my skills as a leader. Putting my experiences on paper became a hard thing to do because I felt vulnerable sharing the things I never considered to put on paper. In the end, the assignment proved therapeutic because I was able to answer questions about my life and make connections on why I do the things I do. The innovation segment became a valuable experience for me because I never thought innovation could become so powerful. One concept I learned from the segment became looking around my organization with an observer's eye. I found the idea effective because instead of criticizing my organization on the surface, I needed to observe the organization in the entirety. Nonviolent communication proved to become one of the most effective tools I ever encountered. I was able to use skills to reduce conflict. NVC made sense to me because it provided the comfort I needed to address conflict. I also appreciated the concept behind DISC style. By applying the concept in my work environment, I notice a change amongst my fellow co-workers.
In Leadership Theory, Application & Skill Development, transformational leadership is defined as “seeking to change the status quo by articulating to followers the problems in the current system and presenting a compelling vision of what a new organization could be” (Lussier & Achua, 2013, p.331). This theory, in combination with the exercise regimen, CrossFit, is the focus of the book Transformational Leadership and High-Intensity Interval Training by Carol R. Himelhoch, PhD. Himelhoch illustrates a correlation between a leader’s ability to tap into the transformational leadership style and their consistent participation in intense workout sessions. A transformational leadership style benefits from High-Intensity Interval Training (HIIT) via challenging the participant, which imparts a sense of achievement when they complete a demanding Workout of the Day (WOD). HIIT encourages the individual to push themselves and take risks, not only during the workout, but also in their leadership roles at work.
Yi- Feng Yang (2016) and Ganos and Galla (2013) state that to lead others you should know yourself very well and what leadership skill you attain. Change of leadership helps to bring up leadership trust and change commitment. Leadership models and styles are defined as trust, admiration, loyalty, respect and integrity. Originality and value in a leader show different opportunities of styles such as engaging, goal-oriented and involvement. To be precise, these leadership styles demonstrate good characteristics of a leader displaying good leadership skills. Yi- Feng Yang (2016) state that these skills are very important in the workplace environment. Leadership trusts are viewed as a social bond to the employees to have faith
What is leadership? “Leaders are people who do the right thing; managers are people who do things right”. The meaning of leadership can bring to a variety of images. For example:
There are many leadership theories that play an important role in the every day workforce. Some of the theories are successful in producing a strong and productive leader, while others lack the qualities required for the job. Out of the multitude of available theories out there, I feel that the Transformational Leadership Theory is the one that stands out as being the most successful. This theory is far from coercive and instead focuses on making a satisfied team that collaborates to form a productive work environment. An environment like this, ran by a top-notch leader, is needed for success.
The very first thing I found during my time with this course is that I often struggle with self-awareness. I must actively seek feedback from my subordinates, peers, and leaders. This will ensure that I am not languishing under a false sense of how I am perceived. It will give me a better picture of who I am as a person and a leader. I will be more open to the feedback given and use it as an opportunity to learn and grow. Understanding that need for growth both professionally and personally will be important for my career, as well as the career of my “Airmen”. Furthermore displaying the will and desire to change, will impact my effectiveness and its effect on not only my subordinates, but my peers and leaders as well. Seeking feedback will not be enough. It will be my ability to learn and use that feedback to improve as a leader, peer, and subordinate. Ultimately, I wouldn’t expect my subordinate, peers, or leaders to accept my feedback unless I have shown I am capable of doing the same. Leadership by example at all levels is the key!
The Oxford dictionary defines an organization as a “…body of people with a particular purpose, especially a business, society, association, etc.” Therefore, when a body of people is connected by a specific purpose or association, the presence of leadership, good or bad, is inevitable to find. However, depending on the context of the leadership, the climate of positivity or negativity involved in the leadership, that is what will determine the distance that the organization is able to propel forward.
He was able to incorporate different thinking strategies to implement effective training. While using this process, he promoted thinking differently and developing an understanding of the situation. Promoting that type of environment is important, when trying to analyze situations and create the most effective plan of action. He exercised his emotional flexibility in understanding the job was demanding, but was optimistic about the changes ahead. He knew feelings would be hurt in the critique process, but was able to balance that emotion while ensuring the needs of the mission came first.
In the history of our world, we have seen so much change, our civilization has always been on the process of changing, on the process of getting better. All these movements whether good or bad were all involved with great leadership. From the start of the Christian movement, we saw Jesus who was able to inspire fishermen to one-day die for their faith in Him; Rosa Park’s action was able to inspire the whole country to take action against racial segregation; Gandhi’s civil disobedient movement was able to force the United Kingdom to grant India their independence. All of them had many things in common, they were all willing to be radical in their own time, Jesus preached a very different message, Rosa Park ignored the social norm and fought
Two of my strengths I discovered in Full Range Development Leadership (FRDL) that is a part of transformational leadership were individualized consideration and inspirational motivation. Since, transformational leadership is the most active and effective form of leadership according to the Senior Noncommissioned Officer Academy student guide it is critical to have some strengths within FRDL in relations to Deliberate Leadership. Individualized consideration is where leaders become a mentor or coach and can hear their subord...
The consequences of not using Intellectual Stimulation can hurt a work center by putting a strangle hold on the creative process. Not allowing a young airmen a chance to speak their minds or to give incite on a certain challenge will hamper the development process, establishing an unhealthy environment. Subordinates will start to believe their supervisors are not approachable, opening doors for more mistakes in the work place and slowing down their chance to become the leaders we need for the future. According to our required reading for Module 3 in Chapter 7, Page 213, “This is the degree a leader values their subordinates’ rationality and intellect, seeking different perspectives and considering opposing points of view.” As a supervisor, I will apply the concept with this definition in mind. Intellectual Stimulation is a great way for a leader to know what type of airmen he or she has and to build on their strengths and weaknesses. In the future, whatever challenge may arise, I will always ask my subordinates what they think of the situation and how they would tackle the challenge. I will start group discussions on ideas to break up the “ism” that surrounds
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 leaders want individuals to make a positive change in their lives and try to help people apply a positive change on a daily basis. The leaders do this by implementing individual considerations which, according to Kendrick (2011), “treats each follower as a unique contributor and provides coaching, mentoring, feedback and growth opportunities.” This makes such an impact on people because each individual is getting different mentoring, feedback, and growth opportunities due to their unique personality. It is very important for each person to have this because everyone has a different learning ability and motivation. This helps each individual with their own distinctive endeavor.