Mucci Mag Transformational Leader Essay

Transformational leadership consists of four components, being charisma or idealized influence, inspiration and vision, intellectual stimulation and individual consideration (Marshall, 2011). All of these components are of equal importance when employing transformational leadership, but the component that I find most personally applicable is charisma or idealized influence. As a student nurse, my surroundings are always changing, one moment I am on the labor and delivery unit with a group of peers and the next week I am with a totally different group of peers in a mental health facility. Being surrounded by an ever-changing group with ever changing goals and objectives I feel as though it is a challenge to emerge as a leader. It is my personal belief that in order to become a leader, some sort of personal connection must be forged, and this can be difficult with a revolving schedule. Conversely, it is also my opinion that despite how well one knows the people that they are surrounded by, if one knows themselves and their beliefs and values, their charisma will be evident. Being charismatic is about being a role model and inspiring others to follow based on the personal qualities that one exemplifies (Marshall, 2011). A charismatic leader knows who they are and where they are going and does everything with a

As Northouse (2015) explained, transformational leadership is a process that can change and transform the emotions, values, ethics, standard, and long term goals of the people. It also involves transforming followers to accomplish more than what is expected of them. The four factors that are closely associated with transformational leadership includes being an idealized influence or charisma leaders who act as strong role models, have a high standard of moral and ethical conduct, and deeply respected by his or her followers. A leader who can inspire and motivate their followers to be part of a shared vision of the organization. A leader who can also stimulate followers to become more creative and innovative, and provide the necessary coaches and advice to the followers (p.167).

Those that follow a transformational leadership framework believe that leaders possess many of the aforementioned qualities, but the focus is on one’s ability to inspire and empower others (Ross, Fitzpatrick, Click, Krouse, & Clavelle, 2014). These leaders literally ‘transform’ their followers by inspiring enthusiasm and performance towards a

Becoming a transformational leader can occur either because the leader has a model or mentor that is a transformational leader, because he/she is a born transformational leader, or through reflection. Senge (1990) wrote that “Learning through reflection is about finding the creative tension...between an understanding of current reality and a vision of desirable practice” (as cited in Johns, 2004, p. 24). In addition, Schuster (1994) noted that one who desires to become a transformational leader can cultivate certain qualities that are characteristic of such a leader: a stimulating vision for the organization, honesty, empathy, authenticity, the ability to defer self-interest to ensure that others are recognized, a holistic concern for the organization, the ability to share power with others, and the ability to develop others (as cited in Johns, 2004, p. 25). The transformational leader is also an effective communicator who persists during hard times and still has the courage to continue to move ahead even when fatigued and encountering difficulties (Schuster, 1994, as cited in Johns, 2004, p. 25).

Additionally, " Transformational Leadership inspires wholeness of being, so your thoughts, feelings and actions are consistent. It is about leading with an integrity and authenticity that resonates with others, and inspires them to follow. Not only does it inspire others to follow, but to become leaders themselves" (Cox, 2007, p. 10).

transformational leaders can greatly impact the performance of a workforce by emulating the characteristics of charisma, scholarly attributes that created stimulation, and thoughtfulness for each individual. The products of transformational leaders that lead their organizations in this manner result in improved customer service and a more positive work environment.

Transformational leaders lead by example and provide a sense of mission/vision that is meaningful and exciting. When staff are excited about a vision, they are more likely to collaborate, share the responsibility, and move forward to assure the vision is successful (Al-Sawai, 2013).

Organizational transformation requires transformational leadership (Brown, 2011, Warrick, APA). The role of the leader is to understand their role as the director of transformation change (Brown, 2011) and then involve others within the organization to help facilitate the change. However, when Exton, called the meeting to discuss whether or not to take on the contracts his behaviors failed at those of a transformational leader, but instead that of a change novice. (Brown, p, 17). Consequently, the team had no vision for the change and was left to provide perspectives based on their individual view of how the change would impact their role or oversight responsibilities. Additionally, the lack of a vision and a leader’s heart felt conviction

In times of uncertainty and failure I believe that a transformational leader would inspire performance and creative behaviors in their employees to meet the emerging needs of their organization. I believe that the transformational leader would have the ability to motivate his or her employees and inspire them to trust and be loyal employees. Additionally, I think that a transformational leader would continue to maintain daily operations and continue to stimulate their employees to perform with confidence to achieve the goal and meet the standards of the organization.

Aubrey Malphurs, in his book Being Leaders, posited a transformational leadership that values gifted leaders, advocates high moral standards, sees the importance of an organization’s mission and vision, encourages people not only to think for themselves but also to think creatively, listens to people, and gives attention to and mentors followers. Leadership is regarded as the art of motivating and empowering others to pursue goals that are fulfilling to leaders and beneficial to the organization or community to which they belong. Bruce Avolio asserts that transformational leadership causes leaders to raise the level of identification, moral maturity, and perspective of those they lead. Over time, they develop their followers into leaders. They broaden and enlarge the interests of those they lead. Their shadows are much deeper and longer in terms of their effects on others, and by and large they are very positive shadows over time.

According to Bass (2011), transformational leaders are charismatic and engaging. They can charismatically connect and communicate their vision in a way that motivates and excites others to want to embrace the vision of change and feel included in its successful implementation and outcome. Transformational leaders effectively implement change through communication, vision, team building, and inspiration.

Aside of the effects of a leader is being a transformational approach leader to successfully finish a subject . The subordinates ‘ level of following the order is another major factor that make transformational approach the most efficiency leadership approach. As the being leaded party in 21 century , followers need inspiration and motivation to complete their task , individuals ‘ rights and benefits are the main task always bring up the discussion within society .As long as the motivation of the followers’ awareness of the benefits form the objects got ensure , the quality of the subjects are guaranteed as well . Besides , one important condition to achieve the successful team work is that the team has a consequential and clear purpose (Hackman and O’coonor, 2005 ) . Regards to the benefits that followers would receive , servant leadership approach are actually focus on the needs and wants of the followers , also develop the subordinates’ fullest potential . Furthermore , the difference between servant and transformational approach would be the focus points , as in servant approach is focus on the followers whilst the transformational approach is target at the organization.( Gregory Stone , Russell and Patterson , 2004 ). In another word , the followers’ benefits are the outcome of transformational approach during the process of achieving the organization ‘s goals . Therefore , the question of whether transformational approach can be effective

A TRANSFORMATIONAL LEADER is a person who stimulates and inspires followers to achieve extraordinary outcomes (Robbins, 2007)It has been shown to influence organisational members by transforming their values and priorities while motivating them to perform beyond their expectations (Rowold, 2007)Increased levels of job satisfaction & reduced turnover intentions are consequences of transformational leadership. It is all about leadership that creates positive change in the followers whereby they take care of each other’s interests and act in the interestsof the groupas a whole (Warrilow, 2012)

Leadership styles have evolved with mankind since the beginning. Tribal leaders in the past were responsible for almost every facet of their clan’s well-being, including basic life necessities. As times evolved leaders took on more of a political role and the ruled kingdoms and became responsible for their civilizations continued existence. These leaders demanded loyalty from their subjects as their empire’s very existence relied on it. In today’s corporate landscapes, leadership demands innovation as this is the life source which propels a company forward and guarantees its existence in the future. The ability to engage and captivate a workforce is only something true

Transformational leadership is a leadership approach in which the leader is tasked with the responsibility of identifying the needed change, and creating an appropriate vision to direct the change through inspiring the team to execute the change (Fairholm & Fairholm, 2009). Transformational leadership is also essential in serving to enhance innovation and motivation, morale and performance of roles of the different followers through the use of various mechanisms such as connecting the sense of identities of the followers or the projects to the collective distinctiveness of the organization. It also requires being a key figure for the followers so as to inspire them and to ensure that they have an interest in the project and to increase this interest. It involves