The Four Main Factors Of Leadership And Transformational Leadership

Introduction

Transformational leadership is the process by which a leader engages with others and creates a connection that raises the level of motivation and morality in both the leader and the follower towards the greater good (Northouse, 2010, p. 172). Transformational leaders are different than managers, which as Burns claims are the differences are in characteristics and behaviors. Burns also established two concepts transforming leadership and transactional leadership. The transformational leader elevates followers to make the whole work environment more successful and have everyone be successful, while transactional leaders are focused only on the accomplishments of tasks. Transformational leadership is a way of life, and there is

The first factor of idealized influence is basically charisma and being a strong role model for followers (Northouse, 2010, p. 177). I view transformational leadership as an end goal on a time line of laizzez-faire, then transactional leadership. Even though transformational is the final and best form sometimes an opportunity to become a heroic leader arises. Charismatic leaders are more likely to grow into heroic leaders as followers are going to like the leader more. Transformational leaders, which can be heroic, have three more factors including inspirational motivation, intellectual stimulation, and individualized consideration, all can be found out while shaping our military during basic training. Inspirational motivation is when leaders motivate their followers through inspiration and this can be seen in the Military Training Instructors (MTI). The lead through fear and intimidation but also through inspiration. While I was in basic I remember wanting to end up like my MTI, and make a difference like he did. Intellectual stimulation challenges the follower’s own beliefs while encouraging creativity and innovation. This can be seen through problem solving during the fake deployment week. Lastly is individualized consideration. Admittedly this is the biggest stretch, but still can fit into transformational leadership. MTIs do not have the time to carefully listen to each individual’s

This leadership felt it they had a job that to do that was beyond selling hot dogs, and used the opportunity to act as social architects. They created an environment where we wanted to be city employees, and we wanted to fit in. I have several work habits that were first brought out of me by the leadership there. Enthusiasm for work, and taking pride in my work all started because I had leaders who cares, and not just managers. I have quit three jobs, because I lost enthusiasm for them. I still do not know what I want to be when I grow up, but I know that I want to be passionate about my work. Almost fifteen years later, we still keep in touch and mainly only discuss are times working at the Parks at Texas