Transformational leadership also focuses on establishing values and ethics at the workplace to create an environment that is more satisfying for the followers. The element of charisma also is very important and effective in this process. Kouzes & Posner (2007) introduce transformational leadership as a leadership style that inspires people and according to Burns (2003) transformational leadership occurs when, in their interactions, people “raise one another to higher levels of motivation and morality. Their purpose, which might have started out as separate but related, as in the case of transactional leadership, become fused…. But transforming leadership ultimately becomes moral in that raises the level of human conduct and ethical aspiration of both the leader and the led, and thus it has a transforming effect on both” (Burns, Transforming leadership, 2003).
Many scholars have provided with sources determining the means to be a successful transformational leader. A transformational leader use methods that focus on helping his subordinates grow into leaders themselves, “acts as a role model to inspire, challenge and motivate team members. Transformational leaders encourage followers to think creatively and find new ways to solve problems. By learning to master their own self-confidence and motivation, leaders develop skills to promote the development of others” (Rawat, 2015). Transformational leaders normally focus on the moral and ethical results of decisions.
Support your discussion with appropriate leadership theories that apply. Transformational Leadership can play a role in creating a successful team. It can also be the process that changes and transforms people dealing with emotions, values, ethics, and standards. Transformational Leadership is the process whereby a person engages others and creates a connection that raises the level of motivation and morality in both the leader and the follower (Northhouse , 186). This applies to a team because you always have to be able to connect and motivate others around you while being in a team setting.
I recommend the path-goal theory to assist organizations departments, and employees need to be met and thus, allowing for overall leadership success both nationally and globally. CONCLUSION No matter what types of behaviors or intelligence you possess, a leader must always consider their audience first. There are twelve habits that leader should focus on developing in order to be successful. They include: • Courage • Communication • Generosity • Humility • Self-Awareness • Always refer back to Courage • Passion • Infectiousness • Authenticity • Approachability • Accountability • Sense of purpose (Bradberry, 2015).
Servant leadership is a philosophy and set of practices that augments the lives of individuals, builds better organizations, and creates a more just and caring world, they put the team first, and themselves second (MindTools, 2015). Servant leaders are able to demonstrate their traits through interaction with followers and other leaders within the organization. The characteristics of servant leaders include their commitment to the growth of people, stewardship, and building community, and provide leaders with the opportunity to experience change and to invite followers to change (Savage-Austin & Honeycutt 2011). Servant leadership encourages leaders and followers to ‘raise one another to higher levels of motivation and morality’, and set their leadership focus: follower’s first, organizations second, their own needs last (Sendjaya, Sarros, & Santora, 2008). The servant leader focuses on the needs of others to include team members.
According to Boone & Makhani (2012), “servant leaders lead through their vision, their mental picture, and oral description of what tomorrow will be like.” During a servant-leaders successful journey, an individual must first express a vision that will unify, energize, attract, and guide followers (Boone & Makani, 2012). Visions are sometimes thought of as taking a leap of faith. It can also serve as a useful tool for recruitment and fulfilling the role of the North Star (Boone & Makhani, 2012). Visioning inspires both the leader and follower to act and accomplish; therefore, visioning requires courage. In order to practice visioning effectively, an individual must learn to aim high and allow for wind and elevation (Boone & Makhani,
He defined a transforming leader as one who engages with followers in an effort to transcend self interest for the sake of the team. According to Burns as cited in Antokas, Avolio and Sivasubramaniam (20003), transformational leadership can be seen when leaders and followers make each other to advance to higher levels of morality and motivation (Antokas et al., 2003). According to Northouse (2001), transformational leadership is the ability to get people to want to change, improve, and be led. It involves assessing students ' motives, satisfying their needs, and valuing them. But according to Chew and Chan (2008), transformational leadership is the leader’s ability to increase organizational members’ commitment, capacity, and engagement in meeting goals.
Question 2 A) As an administrator, I would help, direct and influence others who are in the process of attaining their goals, their needs and aspirations of their lives as well as that of the organization. I will lead the people to follow me. I will be the people’s follower, by so doing, I will ensure my followers achieve their potentials by creating a conducive learning environment, ensuring and maintaining a devotion to serving with achievable results, (DePree, 1998 p.130 as cited in Singh, 2016). My greatest reward comes from understanding administrative values. Understanding the community, the staff and the capability of delivering the right message, appeasing
How do you define leadership? I define leadership as to have the drive to nurture and make a positive difference to motivate your employees also to engage in good communication skills. Learn to contribute our knowledge, skills, creativity and talent to create an atmosphere where brilliant minds can stand united. Try to see things from the other person’s point of view and acknowledge their feelings because they are counting on you to get things done as a leader. Self-assurance and they should be held to a very high standard when making decisions.
Before one can encourage the heart of others, it begins within the leader. For some leaders it is a natural born talent, for others it is an exploration of self worth and being. Leaders who discover the true talents of being able to encourage the heart of others discover there’s more meaning behind reaching goals, and accomplishing tasks. The thesis of this paper is that true leadership lies within those who coach from the heart, to encourage other hearts. The top three essentials to encouraging the heart, academic teaching and theories, experiences and future expectations that have lead to recognize that igniting the passion in followers leads to great future leadership.