Introduction
Within the heart of every organization, there are leaders with their own personal motivation and reasons as to why they want to lead. There is some difficulty understanding these factors and how to discover what motivates a leader to step up and take the reigns. Transparency within an organization is a way to identify what motivates these leaders, and it also serves as a way to identify potential leaders. Having an authentic leader as a visionary you will recognize them from other leaders as their imagination is as big as the vision they are trying to gain buy-in for their organization.
In this paper, I will define the leadership styles of a visionary and the necessary steps to inspire a vision that can be shared for a new division. I will further elaborate on the creation process and explain why I included these steps in my strategy.
Leadership styles
In her article (Rehman 2011) stated in the introduction that leader is a personality, who has the capability to influence others and the leadership is what leaders do to influence the group to achieve some defined goals. She further went on to articulate the various leadership styles that have been studied. Transformational and transactional leadership were identified as the most studied in the behavioral sciences.
For the leadership team that was tasked with creating the new Information Security Office (ISO), they can be identified as being both transformational and transactional. My director encourages me to explore new ways of doing things and to be creative with whatever I am tasked with. Another trait that leaders with this style are known for doing, is supporting team members as individuals and not the most important trait that I admire in my director is...
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...n, C. (2008). A 30,000-Foot View: Visioning Sets the Way. Transformgov.org. Retrieved June 14, 2014, from http://transformgov.org/en/knowledge_network/documents/kn/document/7230/a_30000foot_view_visioning_sets_the_way
George, B., & Sims, P. (2007). True North: Discover Your Authentic Leadership (1st ed.). San Francisco, CA: Jossey-Bass/John Wiley & Sons.
Kouzes, J., & Posner, B. (2007). The leadership challenge (1st ed.). San Francisco, CA: Jossey-Bass Publishers.
Méndez-Morse, S. (2003). Vision, Leadership, and Change. Southwest Educational Development Laboratory, 2 (3).
Rehman, R. R. (2011). Role of Emotional Intelligence on the Relationship Among Leadership Styles, Decision Making Styles and Organizational Performance: A Review. Interdisciplinary Journal of Contemporary Research in Business, 3 (1), 409–416. Retrieved from http://works.bepress.com/rashidrehman/2
Pierce, Jon L. and John W. Newstrom (2011) 6th edition. Leaders and the Leadership Process.
The core of transformational leadership is a strategic vision, a positive image or model for the future that energizes and unifies employees. Lizzie’s strategic vision is to provide a service to the customer that keeps them coming back time and time again. A successful strategic vision will have several noticeable features. These include, an idealized future with a higher purpose. This purpose helps fulfill the needs of the company’s stakeholders. Being able to satisfy the needs of the stakeholders through energized and unified employees allows a company to be very successful in the long run.
Kouzes, J., & Posner, B., (2007). The leadership challenge, (4th ed.). San Francisco, CA: Jossey-
Mlls, D. Q. (2005). Leadership How to Lead, How to Live. Boston: Harvad Business School Press.
“Leaders come in every size, shape, and disposition-short, tall, neat, sloppy, young, old, male, and female” (Bennis, 2009, p. 33). Unlike Johnson (2011), Bennis (2009) proposes additional components to leadership. First, there must be a vision. A leader has to have a well-defined direction and purpose. They must understand not only the direction they will take, but also the steps to achieve the stated objectives. The vision must be articulat...
Inspire a Shared Vision- leaders believe that they can make a difference in getting others excited and drafting them into their dream and the future possibilities.
Destiny, brought the book True North: Discover Your Authentic Leadership into my life and I want to bring it into the lives of others. More specifically those who may believe they weren’t born with the characteristics or traits to become a leader or those who have not found their passion or purpose in life; their “True North.” The book, written by Bill George and co-author Peter Sims, compiles a series of interviews with 125 managers from Howard Schultz of Starbuck’s to Dan Vasella of Novartis. The interviewees guide readers through their journey to become the leaders they are today; discussing their failures, successes, obstacles, personal tragedies and triumphs. The stories of each manager prove the True North’s thesis, which is no one person is born a leader and there isn’t one path to becoming a leader. The book is separated into three sections: 1) Leadership is a Journey 2) Discover Your Authentic Leadership 3) Empowering People to Lead. Before giving overviews of each section, it is important to define an authentic leader.
Reflection, research, and mentorship help to embrace truth for our benefit, which helps to become individuals that are more authentic. An effective leader knows his or her own strengths and weaknesses, passions and obligations, and is always learning better to manage his or her own emotions, faults, and challenges.
Willis, Gary. Certain Trumpets: The Nature Of Leadership. New York , New York: Simon & Schuster, 1994.
Kouzes, J. M., & Posner, B. Z. (2012). The leadership challenge: How to make extraordinary
Based on Burns (1978) there are two types of basic leadership styles, transformational and transactional. Transactional leaders are in contact with an individual for an exchange that will occur between them while transformational leaders motivate and connect with their followers
Northouse, P. (2010). Leadership: Theory and practice (5th ed.). Thousand Oaks, CA: Sage Publications, Inc.
Lussier, R.N. & Achua, C.F. (2010). Leadership: Theory, application, skill development (5th ed.). Mason, OH: South-Western.
Certainly, an army would not be able to battle in the war without a commander who in charges of the whole strategy. Correspondingly, any organisations cannot function without leaders. Leader is the most substantial element of successful organizations. Becoming outstanding leaders, leadership skill is vital in order to drive the organizations forward. Several leadership principles are extensively used these days. Burns (1978) identified two types of leadership comprise of transactional and transformational leadership. Hence, leaders should be capable to indicate which theory should be applied in accordance with organization’s culture and objectives. This essay aims to evaluate the resemblances and the differences between transactional and transformational leadership as well as the feasibility to utilize a mixture of them by giving the definitions and examples followed by the supporting researches and studies.
Because of this fact most organizations and entrepreneurs are paying close attention the the leaders they put in place to lead their company and its people into victory, which is the ultimate goal of their organizations. It is a well known fact that leadership is an important factor in an organization’s success, but the type of leadership style and as well as the leader 's personality is what really determines that level of success. In my research I have concluded that the most important leadership styles are transformational and transactional leadership. Transformational leadership has the potential to resurrect, transform and keep companies evolving with time. Transactional leadership although can have some negative effects on some, but if used properly, can promote compliance almost a stagnant team through both rewards and punishments. When companies are pursuing leaders, they not only look at their candidates experiences knowledge of a particular sector of that business, but they pay close attention to the personalities of these individual. They do so because they know that one’s leadership style and abilities is heavily affected by the candidates own personality and views. As a result of this thinking, it has lead all authors involved in both research paper and article “Relationship Between Leaders Personality Types and Source of Power and leadership Styles Among Managers” and “