Leadership Theory And Leadership Development

Idealized influence is measured on two components, attributional component and behavourial component. Northouse (2013, p.191) states that “attributional component refers to the attributions of leaders made by followers based on perception they have of their leaders” and behavourial component refers to “followers’ observations of leader behaviour. “

As stated by Aydogdu & Asikgil (2011), idealized influence can be divided into two terms specifically idealized influence attributed and behaviour. Idealized influence attributed refers to whether or not the leader is seen as charismatic, powerful and confident and if the followers would like to be associated with him / her. Secondly is idealized influence in term of behaviour include about his/her most important values and beliefs, emphasizing the collective mission and purpose, as well as considering the

There are many models of leadership that exist across a range of fields (e.g. social work, education, psychology, business, etc.). The ability to transform an organization successfully requires a different set of attitudes and skills. Transformational leadership is an approach where a leader utilizes inspiration, charisma, individualized attention, and intellectual stimulation with their employees (Iachini, Cross, & Freedman, 2015, p. 651). Transformational leadership helps to clarify organizational vision, inspires employees to attain objectives, empowers employees, encourages employees to take risks, and advocates the seeking of alternative solutions to challenges in the workplace (Transformational Leadership, 2015). It allows the leader to engage and motivate each follower identify with the organization’s values and goals.

As we learned in the Full Range Leadership lesson, Idealized Influence is a key aspect to leadership, and means that as leaders we are communicating the right kind of influence, acting as a role models for others to follow… in simple terms

The book The Heart of Change shows the practical side of the theories that are taught in the course textbook. It presents stories of successes and failures based in the application of concepts discussed in Organizational Behavior and Management and in class. Although we talked about several different concepts the ones that are evident in the examples in The Heart Of Change are the more progressive and individual centered approaches. The leadership characteristics that are important to successful change in an organization are those that are espoused in the transformational theory of management. It makes sense that ideals in line with the transformational management theory

Individualized Consideration Individualized consideration is how a leader takes into consideration their specific needs and abilities of his followers (Kriel, 2010). It is also about being empathetic towards the follower and giving them continuous encouraging support. This makes the follower feel that they are valued as the leader is paying close attention to them. Sosik and Jung (2010) stated that individualized consideration allows the leader to transfer their leadership capacity to the next generation of leaders. Koh (2012) noted that individualized consideration can support intellectual stimulation as it is a two-way communication where there is sharing and feedback involved.

The concept of Intellectual Stimulation is the most important concept in this module. To become an Adaptable Leader, one must be skilled in the art of taking different points of view into consideration before a decision is made. This concept will enable the leader to establish a base for delivering the “I know what it means to be in your shoes” message to the followers. Additionally, adaptable leaders wield higher levels of cognitive, emotional, and dispositional flexibilities, which are vital for boosting qualities of effective followership and improving overall organizational performance.

showed that two main behaviors, consideration and initiating structure. Consideration is how the leader shows concern for members of the group. These leaders treated everyone as his/her equal and were friendly and approachable. Initiation structure means the leader

Idealized influence comprises behaviors that insert pride in followers for being accomplice with the leader-often indicate or synonymous to charisma. It indicates that a leader will go beyond their individual self-interest for the greater good of the group and make personal sacrifices for others’ advantage. A transformational leader with idealized attributes displays a sense of power and confidence and is able to convine others that they can overcome obstacles. They tend to talk about their most important values and beliefs and the benefits of trusting one another. They point up a collective mission and note the importance of having a strong sense of desire. The members or team of the organization often impersonates leaders who possess idealized

Transformational leadership theory “may be found at all levels of the organization: teams, departments, divisions, and organization as a whole” (“Transformational Leadership Theory”, n.d., para. 2). These leaders are daring, visionary, risk-takers, thoughtful thinkers, inspiring, and have a charismatic appeal. But magnetism alone is inadequate for altering the way an organization functions. Therefore, they cannot bring major changes, unless they have the four I’s factors, which

The concept of a class focused on studying theories of leadership is a novel idea to me. It is not surprising though; people only began to define leadership at the beginning of the 20th century, so it is a relatively young field (Northouse, 2016). Although I have always believed that leadership was an ability that could be developed and learned, to discuss leadership theory in a classroom without any actual application of the skills did not seem particularly effective. Especially for someone like myself who is generally a practical, hands-on learner, I was not sure what I could possibly gain. My initial thinking stems from the American education, where students are encouraged to be leaders without any explanation of what that might look

The basis for transformational leadership is the belief that people will follow a person who inspires them. The theory postulates individuals with vision and passion can achieve great things and the way to get things done is by injecting enthusiasm and energy. The theory also asserts awareness of task importance motivates people. Other assumptions include the belief that a focus on the team or organization produces better work, association with a higher moral position is motivating and will result in people following a leader who promotes this, and working collaboratively is better than working individually.

Idealized influence does this by providing the leader an opportunity to lead by example (Dunbar & Winston, 2009). Inspirational motivation allows the leader to become engaged and promote the achievement of organizational goals. The leader does this by inspiring and motivating the team to contribute. Inspirational motivation also gives the leader an opportunity access follower well being (Dunbar & Winston, 2009). Intellectual stimulation allows the leader to encourage problem solving, idea generation, and solution finding for the betterment of the team (Dunbar & Winston, 2009). Finally, individual consideration allows the leader to identify strengths of followers and delegate organizational tasks based on skills and talents. This also provides the leader with an opportunity to increase followers self efficacy, by delegating tasks to help develop or increase a followers skills (Dunbar & Winston, 2009).

A leader’s ability to influence and motivate followers is a crucial skill that effective leaders must possess. This is why organizations allow leaders to control many of the operational functions of the organization. By controlling several key operational components, the leader is able to direct and institute change throughout the organization. The purpose of this paper is to analyze leader influence models and present the practical implications of their use.

Idealized Influence (II) requires leaders to serve as an exemplar to followers. Inspirational Motivation (IM) obliges leaders to stimulate and encourage followers. Considered the most formative TL component, Individualized Consideration (IC) demands leaders hold developmental and supportive concern for followers. Finally, Intellectual Stimulation (IS) necessarily demands follower cognitive growth as a leader charge.