Pros And Cons Of Situational Leadership

Northouse (2013, p.186) defined transformational leadership as “a process whereby a person engages with others and creates a connection that raises the level of motivation and morality in both the leader and the follower.” It is a process which often incorporates charismatic and visionary leadership.

A transformational leader is a delegator of tasks and inspires his or her team to share in his or her vision and the objectives. This is a true leader who motivates and care for his or her team. He or she wants to achieve results through his or her team and take time to understand the conditions of all the team members. He or she is visible by the team members and show more interest in the team than in the task ahead. He or she is a good communicator

Transformation leadership requires a leadership style that will collaborate with employees to move an organization forward. It is important

According to Pamela Spahr from St. Thomas University Transformational Leaders “possess a single-minded need to streamline or change things that no longer work. The transformational leader motivates workers and understands how to form them into integral units that work well with others.” (Spahr, 2015)

294). In essence, transformational leadership is leading by example, exhibiting a set of behaviors and values that others are to embrace as part of an organizational vision. Transformational leaders create a strategic vision, an organizational culture tailored to the environment, communicate this vision by emphasizing its relevant importance, and model this vision by symbolizing qualities sought to be elicited by others.

Transformational leadership is a simple but revolutionary theory of leadership. According to Burns, the purpose of leadership is to motivate followers to work towards transcendental goals instead of immediate self-interest (Burns, J,M. 1978). No longer are simple day to day tasks the motivation to work but being inspired and intellectual stimulation. Management becomes an active force instead of a passive one.

Transformational leadership is a process that motivates individuals by appealing to their moral value, instead of their own personal interests (Doody & Doody, 2012). This theory is credited to Burns, but continues to evolve and expand by others throughout the years. There are four main components when describing transformational leadership:

As mentioned by Northouse, P.G. (2001) transformational leadership is process in which the leader engages others, builds trust and creates a connection that increases the motivation and morality in both the leader and the follower.

Napoleon Bonaparte said it best. A transformational leader has the uncanny ability to inspire his fellows to perform at their best. A transformational leader, is essentially a motivator. Through his actions, charisma and passion, the potential of the team becomes kinetic by the energy he or she exudes. The best leaders will never lead you in to a situation that they would not lead themselves to. However, these motivators will escort you through adversity that may seem impossible to overcome. transformational leaders wish for their colleagues to see the big picture as they do. A transformational leader takes the initiative and extra time to examine the strengths and weaknesses of his colleagues. Taking on a mentor role, the transformational

Transformational leadership theory is the process whereby the leaders attends to the needs and motives of their followers so that the interaction advance each to higher levels of morality and motivation (Yoder-Wise, P., 2014, pg. 10). In its most optimal form, it produces positive and valuable change within the followers with the purpose of developing the followers into leaders. When a leader embodies transformational leadership, they enhance the morale, motivation and performance of followers with various techniques. These techniques include helping the followers to connect their sense of self and identity to the mission and the collective identity of the organization; inspire followers by being their role model; challenge followers to go

Businessdictionary.com (2013) defines transformational leadership as a “style of leadership in which the leader identifies the needed change, creates a vision to guide the change through inspiration, and executes the change with the commitment of the members of the group”. It is a model which uses a leader that serves as an outstanding role model for the team emphasizing important values and connecting those values with organizational goals.

The leader seeks to establish cooperation, give meaning to the work of subordinates, and to involve them in the change process. Transformational leadership is based on personal values, beliefs, and as a leader, not on the interchange between the subordinates (Alimo-Metcalfe & Alban-Metcalfe, 2001).

An individual is their own person, each one of us is different, born with different traits and characteristics. These traits are built upon and developed throughout a person’s life through experiences in life. The leadership journey can start very early on from being a child and part of a family into adulthood and part of an organisation. In order to understand what leadership really is, it must first be defined to present a boundary of the issue itself. For this topic, is a complicated, varied and wide one it is more difficult to define there is not just one definition but hundreds of definitions according to different

Transformational leadership is a style that focuses on the development of employees. In this students’ experience as a manager, employees in wanting a leader that will guide them and give them the tools needed to succeed not just delegate in order to get a job done. A transformational leader considers the desires of their employees and what they can do to accomplish their goals. A transformational leader is able to influence employees to reach goals and push themselves while simultaneously benefitting the company goals. This type of leader earns respect from his or her followers because they are empathetic and care for their employees (Northouse, 2016). A transformational leadership style is popular among employees because this type of leader displays compassion and concern for their wellbeing. This type of leader is not only passionate about the job and company but genuinely cares about the growth and development of his or her team.

Situational leadership theory is a model based on the relationship between leaders and followers and proposes that the environment and the readiness of followers determines to a large extent, how leaders will tend to function. Developed by Paul Hersey and Ken Blanchard in 1969 the fundamental underpinning of the situational leadership theory is that there is no single “best” style of leadership (REFERENCE). Situational leadership has been used extensively in organizational leadership training and development because it highlights how different situations require different kinds of leadership. The keyword in this theory is adaptation. An effective leader must adapt his or her style to the situation.