Qualities Possessed By Leaders Who Inspire Change Essay

“Developing excellent communication skills is absolutely essential to effective leadership. The leader must be able to share knowledge and ideas to transmit a sense of urgency and enthusiasm to others. If a leader can't get a message across clearly and motivate others to act on it, then having a message doesn't even matter."

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

Transformational leadership has been successful in the health care industry due to the visionary approach and adaptability when faced with obstacles. Transformational leaders succeed

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).

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.

There are several traits and strengths that these leaders will need for individual and the organizations to be successful. These future leaders will need to be independent thinkers that can bring fresh solutions to this new emerging healthcare market to help improve patient outcomes. In these changes, leaders will also need to understand value-based and be passionate about serving the needs of the customers, the patients. The future will require leaders to be able to motive and inspire others to achieve common goals. As population management grows and compensations methods change, healthcare leaders will need to be change leaders and create a change culture within organizations. Finally, healthcare leaders of the future will need to be able to find ways to cut budgets and be lean without sacrificing

They have to enlist others in a common vision (p. 17). The challenge, Kouzes & Posner says is to turn the idea into an inspired vision (p.106). The leader needs to imagine the possibilities and find a common purpose. The authors refer to James MacGregory Burns transformational leadership theory asserting that people commit to causes, not plans (p. 122). In order to have a transforming effect, the leader must raise the level of human conduct and ethical aspiration of both the leader and follower. Just like Kotter (1990) outlines the methods to change an organizational culture is by telling stories, using symbols, the designing of physical space, using jargon, rituals, etc., Kouzes & Posner suggest the same thing when they explain the power in using symbolic language to communicate a shared identify and give life to a vision (p. 143). When challenging the process, leaders know that in order to bring change they have to experiment and take risk (p. 19). The authors indicate that “proactive people tend to work harder …[by being] persistent in achieving their goals (p. 169) and treat every job as an adventure (p. 184).”

As we head into the future, it important for any business organization to be prepared. The evolution of business technologically is rapid, and it’s important to

The world needs leaders to lead by example. The health care field needs leaders to promote what is the right things to do in healthcare thus enhance the productivity of care delivery in a qualifying cost-effective way. Leaders are skilled with brilliance, innovation for change and possess the vision to determine what needs to be done as well as empower people to strive for change and promote a healthier system for that which is of concern. Transformational style leaders are preferred in the new design of healthcare delivery systems today. Transformational Leadership inspires followers and acts as role models, creating acceptance of the mission and purpose of the team (as cited in Lievens, & Vlerick, 2014).

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

Health leaders can use different strategies to create a culture for change in the health organization. A health transformation leader would have to be able to create trust, admiration, loyalty, and respect from their followers through the leader’s actions, behaviors exhibited and persona exemplified. Once a culture of change is learned and the pattern is exhibited it is shared by the members about what is right and what is good. Health leaders should be able to develop a predetermined organizational culture

Leadership styles are an important quality in healthcare administrators. Transformational leadership is a popular style that is used to “encourage the group to pursue innovative and creative ideas and actions” (Blanken, 2013, para. 42). Leaders engage, mentor, and motivate their followers to change by utilizing the qualities that make them their leader, such as listening to them and including them in the decision making process, and showing interest in their work day while acknowledging their achievements and being honest (Giltinane, 2013). By treating the followers as they wish

Strong leadership is critical to an organizations success. Leaders need to be honest, trustworthy, respected, and good communicators (Montana & Mitchell, 2005, p. 83). Effective communication is necessary to eliminate confusion. Think how the receiver will interpret the message that you are saying or writing. Effective communication can only occur when the receiver of the message understands what the sender is intending to say.

Change is when a person does not follow their everyday routine. They may want to try something different, or be forced to. Change can be for the good and the bad. Places can deal with change ranging from the weather, to the animals present, or the seasons changing. Also, objects can deal with change too. Objects like an iceberg can start to melt, or a forest fire can kill many trees in an area. As a human, we are the ones deciding on change. We are in a position to make big decisions and possibly even become a leader in order for change to happen. If one person starts to change, others will follow and hopefully, the change benefits all.

In order to move forward and keep ahead, I believe an organization need change leaders who have capabilities to have their workforce go from change avoidance to change acceptance. “One of the most significant strengths of an effective leader is the ability to create a positive work climate where people are energized to do their best work, free of unnecessary distractions” (Cronkite, n.d.). During this part of the change process I feel the change leader would have better success if he would be tactful and harness the skills of others by working in a collaborative rather than hierarchical way. Leadership in an organization involves instilling motivation and enthusiasm in the employees. An effective leader knows how to manage and tackle difficult situations and people. Many reasons can cause a force of change in organizations but I feel it’s up to change leaders to manage these planned and unexpected changes. (Word count: 548)