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Three functions of transformational leadership
Three functions of transformational leadership
Essays on transformational leadership
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The NCO DLC has taught me a great deal about the leader I was before the course and the type of leader I hope to be in the future. Through the lesson concepts and exercises, I have recognized my own areas of strength and self-improvement. According to the Full Range Leadership Development (FRLD) leadership styles, I am a transformational leader that promotes positivity in my work center, and I inspire other within my team to complete the mission. My hope is to improve myself as a leader and change how people view me as a leader within the next three to five years. Based on the Electronic Self-Assessment of Leadership Behavior (e-SALB) results, I identified myself as being a transformation leader. I am strong in intellectual stimulation …show more content…
Also, I want to apply contemporary motivation with my influence as a leader. As a leader, I want to take my supervisor, subordinates, and peers from just the membership level all the way through the performance and involvement level in their commitment to the organization and mission. To accomplish this change, I can incorporate some behaviors of transactional leadership and recognize when my team members are performing above expectations. In addition, I will use my power as a supervisor and give out supervisory rewards when I recognize it as being necessary. Some examples of rewards can include cash rewards for my civilians, time-off for the top performer, and even recommendations for future leadership roles of my subordinates. I believe as a leader, team members should be recognized when they are performing exceptionally well within the …show more content…
Instead, I want to be perceived as placing people first by recognizing the organizational factors of stress when the workload gets to be too much. The task demands in the intelligence community are a large source of stress and people will react differently to this stress. As a leader, my responsibility is to recognize when the prevalence of stress is having a negative impact on my supervisor, subordinate, peers, or mission, and create a stress management strategy catered to that individual. Again, it goes back to the individual considerations of being a transformational leader. Failing to recognize stress could cause physiological symptoms, psychological symptoms, and behavioral symptoms. I must identify changes in my team member’s health, signs of job dissatisfaction, changes in productivity, prolonged absences, and substance abuse. People react differently to stress, and I must adapt my leadership approach to address the identified factors of
...selbein and Cohen, “organizations that take the time to teach leadership are far ahead of the competition. By becoming familiar with the transformational leadership approach and combining the four I's, managers can become effective leaders in the business world.” (1999, p. 263). Transformational leadership can be applied in one-on-one or group situations. Using this approach, the manager (leader) and the associates (followers) are “transformed” to enhance job performance and help the organization be more productive and successful. All of these leaders have the attributes mentioned here. History will decide the greater impact they had on society as it is being written every day. Therefore, the qualities of transformational leadership make the essence of transformational management and the key to successful management of transformational organizational changes.
Full range leadership theory. Effective (FRLT) Full Range leadership theory is described as putting together of transformational and transactional models (Bass & Avolio, 1994, 1997, 1999, 2004). Transformational leadership stresses on the relationship between the leaders and subordinate and workplace situations that result to surpassing expectations. By the application of FRLT, SAHC leaders will effectively manage the MDCs facing the leadership. According to Mhoon-Walker (2013), stimulating inducement, intellectual encouragement, and customized deliberation are three features of transformational leadership utilized to motivate subordinate performance. The application of FRLT has demonstrated to be appropriate in leadership improvement, as a
Self-Analysis Assignment For this self-analysis assignment, I chose the assessment tools that addressed the skills approach, the behavioral approach and transformational style of a leader, which I perceived to be significant in shaping my leadership style. These tools will provide significant insight to my primarily leadership style as well as the component areas of leadership improvement. The first leader assessment focused on distinguishing the various skills of my leadership type, specifically concerning technical, human and conceptual skill.
Pertaining to my future career I would want to become a transformational leader by empowering the interdisciplinary team as well as patient’s to meet their goals. Essential behaviours and attributes that a transformational leader should include the four principles charisma or ideal influences, inspirational motivation, intellectual stimulation and individual consideration (Ruggieri, 2015; Judge & Piccolo, 2004). Speaking to the four principles of transformational leadership charisma or ideal influences that I could display to identify myself to the team as a leader could include taking a stand and promoting new ideas to the group while also acknowledging followers needs at an emotional level (Judge & Piccolo, 2004). Charismatic leaders want
Growing up in a rough neighborhood, positive role models were not present in my everyday life. Fortunately, I created a personal understanding of what it took to be a true leader when Marcelo Neveleff became my coach. Coach Marcelo was my club soccer coach throughout my teenage years, and Marcelo demonstrated three key tenets that made me realize what it took to be a great leader. From his guidance and inspiration, I have drawn that in order to become a successful leader, I must be goal oriented through determination within myself by leading from the front. This reflects that there is a specific goal that I, as a leader, must be willing to reach that will inspire others to do the same. To become a successful leader, I must also be empathetic
The Leadership Challenge by Kouzes and Posner (2007) is the result of twenty years of research on the factors that influence and create great leadership. Through studies and stories from leaders with various backgrounds throughout the world, the practices and characteristics that create great leadership are delineated. Leadership is viewed not as a group of inherent characteristics, but as learned behavior that anyone can achieve. The goal of Kouzes and Posner’s book is to inspire and educate leaders through transformational leadership. As such, leadership is about mobilizing others to become and do extraordinary things.
The leadership clinical preceptor that I have had the opportunity to work with throughout the semester considers herself to be a transformational leader (J. P., personal communication, March 23, 2014). The preceptor displays transformational leadership behavior characteristics such as showing charisma, inspiring and motivating the unit, viewing each employee as an individual (Yoder-Wise, 2011). For example, she makes an effort to get to know each employee individually by gaining knowledge about their personal lives such as likes, dislikes, hobbies, and family life front the point of hiring the employee (J. P., personal communication, March 23, 2014). She also promotes and encourages her unit employees to function as a team not as individuals (J. P., personal communication, March 23, 2014).
I see myself developing into this type of leader by working to create valuable and positive change and empowering others to become leaders that also create valuable and positive change that they believe in. I will empower others to gain a sense of identity and self to the mission, be a role model that inspires others, challenge others to take ownership of their work, and provide understanding of the strengths and weaknesses of others. To be a transformational leader I will need to display the ability to communicate clearly, listen, collaborate, empower, build strong healthy relationships, and provide others with intellectual stimulation.
The style of leadership is very task orientated. Therefore, it would be easy to establish goals and quotas for followers to target in order to achieve higher levels of pay, promotions, or incentives. For example, a restaurant manager may design a contest in his or her restaurant that can reward the highest seller a bonus. This type of leadership has many avenues to inspire employees by rewarding them. Equally, with rewards however, they can come with punishment. Leaders are able to have measurable result that can also have consequences.
His or her actions can inspire others. The second component is Inspiration and Vision; this element assists the leader to look into the future. They work hard to ensure goals and dreams become a reality. Transformational leaders stay committed to the vision/goal in stressful times. “They set standards and instill others with optimism, a sense of meaning, and commitment to a dream, goal, or cause.” (Marshall & Broome, 2017). The third component is Intellectual stimulation. A leader with Intellectual Stimulation keeps probing and challenges the existing knowledge or ways various task is carried out. They challenge the status quo to make room for new and creative ideas to be innovative. The final component is Individual Consideration, which is an essential element for a transformational leader and a successful leader as a whole. They are servants who serve with humility, and according to Marshall & Broome (2017), they look beyond their self or personal goals. They are more invested in the organizational goals and
Leadership is a verb, an action word; to lead. When a person who is a leader (noun), leads others (followers) by vision, mission, motivation, and direction; this action hence initiates leadership. The purpose of this paper is to analyze my personal leadership, strategic plans of becoming an effective transformational leader in my nursing career. Consequently, an effective leader habitually engages in the process called SWOT analysis: strengths, weaknesses, opportunities, and threats, by which factors are categorized as strengths or weaknesses. The role of SWOT is to help leaders come up with strategies to improve their strength and turn their weaknesses into strengths.
The Non-Commissioned Officer Academy (NCOA) has been a positive environment in which my leadership skills have been honed, and the vision of both who I am now and who I want to become has been brought into focus. This is partially due to the professional leadership development plan (PLDP) module entries that I have accomplished throughout the course. This Vision Statement will articulate the leader that I embody now, encompass each of the PLDP entries and tie them together to give me a clear roadmap on how I will improve over the next 3 to 5 years, and also explain how I want to be perceived as a leader—to my subordinates, peers and supervisors. To begin with, my focus when accomplishing the PLDP module entries was to identify areas that
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.
The learning obtained from the Leadership and Organizational Behavior course has been valuable. From this course, I have learned that while someone can be a manager or a leader, it is better to be both. The various topics discussed throughout the eight week course have provided the unique insight necessary to be an effective leader. The insight gained allow for the identification of the behaviors that an effective leader must possess and continually develop. By identifying these behaviors, I am better able to shape my leadership style and goals so that I can achieve my full career potential as a leader within my organization. Ultimately, I realize that it is important to both do things right and do the right things in all my actions within an organization.
By allowing for employees to be increasingly engaged in workplace activities, they are then given the opportunity to develop new skills. Most leaders also encourage for employees to participate in team building activities so that any employee would be more comfortable and have stronger chemistry when working with other members of their respective departments, and with other employees in the company as a whole. Leaders are capable of motivating their subordinates through a series of actions, such as words of encouragement, acts of appreciation, and allowing for employee involvement in key decision making processes in the company. For instance, leaders who appreciate, constantly encourage and assist in the improvement of the tasks performed by their subordinates will be able to build a strong and healthy employer-employee relationship. This good relationship instils the traits of confidence in employees and motivates them to enhance their performance. Excellent leaders commonly try to develop a dialogue or establish open communication with their subordinates. Employees who are well