Every leader has their own characteristics that makes them unique. They each have their own way of leading which causes both positive and negative consequences on their followers. There are multiple types of leadership styles that have been studied and have been proven to work well in certain environments and not work well in others. These styles range from strict and ruly leaders to more emotional and inspirational leaders. The leadership style that will be addressed is transformational leadership. Transformational leadership is described as when a leader uses their abilities to lead a person by inspiring and motivating (Sullivan, 2013). These leaders stress the importance of building relationships with the people they lead instead of stressing …show more content…
I believe that Professor Cary exhibits transformational leadership for many reasons. I have always felt that Professor Cary cares about me as a person and not just as a student. Professor Cary is extremely intelligent, but she does not make me feel inferior to her. She does not use her knowledge to stress the difference between her and I which is a main characteristic of transformational leadership (Sullivan, 2013). She uses her knowledge to help me learn to be a better nurse. She has mastered the art of adapting all the knowledge she has into something that I can understand. Her leadership style has also made a safe place for me to make mistakes, and in turn, learn from them. A transformational leader works to turn their followers into future leaders (Langston University, n.d.). Professor Cary’s actions prove that her biggest goal is preparing her students to be the best nurses possible. She strives to help us better ourselves and not just better our skills which is also a characteristic of a transformational leader (Sullivan, 2013). Even though a major part of her job as a professor is to teach me the skills I need to be a nurse, she has also inspired me to be a compassionate and well rounded …show more content…
Professors who practice transformational leadership could be disrespected in any learning environment. Another time when transformational leadership would be inappropriate is when there is not a need for change. A transformational leader strives to make the environment better; therefore, if an environment is already thriving, a transformational leader may feel powerless (Changing Minds, n.d.). Another time that this leadership style would be hard to implement is when a student or employee is not learning or working because they are passionate or want to make a difference but because they want to make a living. This could make it hard for the leader to inspire and motivate a follower if the follower does not want to be
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.
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.
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.
Bass (1990) states that transformational leadership is identified by different patterns of behavior. Firstly , transformational leadership delivers the charisma to be a leader in order to gain respect and trust. Secondly, the characteristics of a leader show efforts to change a purpose of the transformation process and to effectively communicate. Finally, transformational leadership proposes that leaders treat employees individually to show them attention and provide them coaching and advice to show that you care about your employees. However, Wang and Howell (2010) claim that transformational leadership is in every individual.This means an individual can develop their potential to enhance their abilities and skills to improve and overcome any weaknesses. In relation to group work transformational leadership helps to grow common values and beliefs, and to inspire group members to reach their group goals. In this type of situation, leaders treat equally towards members and to make them feel comfortable. However, on occasions problems occur during team work which puts a leader into a situation to overcome the condition. For example, if one of my team members has no belief in me to lead the group, my attitude towards the group and the member will change as they have shown a lack of confidence and interest in teamwork. According to Novicevic, Harvey, Buckley, Brown & Evans (2006) explains that authentic leadership is when a leader shows their individual responsibility in what they were responsible for in their organization. Novicevic, Harvey, Buckley, Brown & Evans (2006) discusses a particular style of leadership which is the matrix of executive leadership. This style of leadership occurs when a leader has lost confidence in them self. The
According to (Burns), “transformational leadership can be seen when "leaders and followers make each other to advance to a higher level of moral and motivation." the strength of the vision, transformational leaders are get followers to get their expectations, and motivations to work and achive their goals.
Transformational leadership can be defined as causing a change in individual and social system. Besides, transformational leaders usually connect follower’s aspirational with the organizational goal and persuade the followers to achieve the organizational goals to satisfy themselves (Tauber, 2012).
Transformational leadership focuses on increasing employee motivation and engagement and attempts to link employees' sense of self with organizational values. This leadership style emphasizes leading by example, so followers can identify with the leader's vision and values.
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.
In the ideal form, transformational leadership creates valuable and positive change with the end goal of developing followers into leaders. These may include connecting the followers sense of self and identity to the mission and the collective identity of the organization; being a role model for followers that inspires them; challenging followers to take greater pride for their work, and understanding the strengths and weaknesses of individuals, so the leader can associate followers with tasks that improve their performance. Transformational leaders focus on intrinsic motivation and personal development of their followers. They believe in five key aspects of being a leader, which are being creative, interactive, empowering, visionary and
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.
Northouse (2001) recognizes the underlying strengths and weaknesses of the theory of transformational leadership as strengths and weaknesses are inevitable dimensions of any leadership premise. Strengths of Transformational Leadership include widely researched with instances of eminent leaders, successfully impacting followers at different levels ranging from one-on-one level to the entire institution and robustly accentuating requirements and values of the associated people. Weaknesses of Transformational Leadership encompasses issues like containing extremely wide-ranging contents, considering the concept of leadership more as a character attribute than as a taught act and most importantly possessing the risks of power misuse. Prior researches
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
Transformational leadership focuses on what the leader can accomplish instead of his personal characteristics and how his relationship with others. This leader “helps to bring about major, positive changes by moving group members beyond their self-interests and toward the good of the group, organization, or society (Dubrin, 2007, p. 84). The essence of this leader is to develop and transform people.
What does it take to be an effective leader? This is something that has been asked many times over the course of human history. Some might say that having a strong personality and a commanding presence is needed in order to be a strong leader. Others might say that someone who stays on top of everything and keeps order is more effective as a leader. Everyone has their own opinion on this subject and in many regards, they are not wrong. Good quality leadership is something that is hard to possess and is not something everyone can do. Leadership is something that has been studied and analyzed many times, and from these studies, many theories have emerged from them. Each of these theories of leadership has their own benefits and can be useful