The Leadership Style Of Transformational Leaders

Post by Day 3 your explanation of the strengths and weaknesses of the dyadic relationship in LMX Theory. Explain the impact these strengths and weaknesses might have on leadership. Compare LMX Theory to Transformational Leadership. Explain the relationship between the characteristics of LMX Theory and Transformational Leadership. Provide an example from your experience or one from the Learning Resources that supports your response.

Sullivan (2010) indicates that leaders empower, encourage, and support others in a shared effort to achieve goals or create change. Hence, as a early childhood educator our role has a great impact in achieving such goals. Indeed, a leader has desirable traits that inspires and motivates other to work towards a vision or goal. For the purpose of this paper, I will discuss my leadership style and explain how the style motivates and influences my environment and the importance to reflect on practice.

Transformational leadership. Burns (1978) is recognized as one of the earliest theorist on transformational leadership, who introduced transformational leadership over 30 years ago. Transformational leaders are perceived as leaders who uplift their employee morale, subsequently uplifting the entire organizational. Transformational leaders are known by their capacity to inspire followers to forgo self-interests in achieving superior results for the organization (Clawson, 2006). Avolio and Yammarino (2002) shared Bass’s explanation of transformational leadership as leaders who act as agents of change that stimulate, and transform followers’ attitudes, beliefs, and motivate from lower to higher level of arousal.

Throughout the world today, there is a large problem with the abuse and “War on Drugs” when it comes to narcotics in the community. Operative Leaders throughout the world have been diligently working to help resolve this problem, while still caring for patients in a professional and pain free manner. With following a transformational leadership theory, effective leaders involved in this debate can develop a healthy and inspirational apparition of the future. They will motivate others to achieve this vision, they will manage its delivery, and they will build strong and successful solutions to provide a pain-controlled environment, with little or no abuse of pain medication.

Transformational LeadershipTransformational leadership is a style of leadership model that identifies needed change, creates vision through inspiration, and executes the change with the commitment of members to revitalize the organization (Olden 2015). The term transformational leadership was first coined by James M Burns in 1978, based on the idea that leaders and followers can make each other advance to a higher level of morality and motivation. In which the leader focuses on the beliefs, needs, and values of their followers. Transformational leaders are generally energetic, enthusiastic, and passionate. Not only are these leaders concerned and involved in the process; they are also focused on helping every member ofthe group succeed as

Le Tourneau et al suggests that physicians in management have the advantage of a more holistic understanding the culture, the needs and challenges of healthcare and therefore being better equipped in representing the operational needs to a governing board (cited in Succi et al 1999). It is this understanding that equips clinicians to make a valuable contribution to the strategic planning of hospitals (Goldstein and Ward 2004). Having first-hand experience of the demands faced during service delivery, this enhances their credibility with both groups (Molinari et al, 2005; Goodall 2011) and therefore has the potential to facilitate a better relationship between medical staff and management (Succi et al). Referring to the leadership model by Bass and Avolio (1990, 1995,1997 cited by Xirasagar et al 2004), characteristics that contribute to these efficiencies, include both transformational and transactional behaviours. The ability to establishing positive relationships, is achieved through transactional behaviours, however remaining at this level of leadership would not be effective as true

A leader is an important aspect to have in nursing. Many times a manager and a leader are used interchangeably but in fact there is a big difference between a manager and a leader. A manager has an allocated position and has power over decisions as well as having specific responsibilities to carry out. A leader might not have official power but the capability to inspire others and anyone can display leadership skills. A nurse manager can be more effective if they have well rounded leadership qualities which include motivation, accepting input from others, commitment to excellence, passion about their work, clear vision, trustworthiness, respectfulness, accessibility, empathy, commitment to coaching and developing their staff. Both managers

The Transformational Leadership style is my approach to be an outstanding and effective supervisor/ leader. My leader style reflects values that support transformation within a team or work environment. Transformational leadership style is a high level of communication from management to staff that drives an organizations goals such as Mission, Vision, and Values. The transformational leadership approach fosters a positive approach that let each member of a team give his/her opinion prior to a decision is made by a supervisor or organization leadership. As a VHA aspiring leader, I have found that leaders must motivate employees to enhance productivity and efficiency through communication, trust, and high visibility.

This paper summarizes the article written by Cam Caldwell, Rolf D. Dixon, Larry A. Floyd, Joe Chaudoin, Johnathan Post, and Gaynor Cheokas regarding the need for a new type of leadership in today’s social work environment, defined as Transformative leadership. The article itself varies in the definition, however in a broad sense Transformative leadership is maintaining good moral standing and sound business ethics among employees and individuals inside and outside the workplace. However, in order to reach this theoretical level of business related moral and ethical leadership known as

Productive transformational leadership abilities can easily be developed. A transformational leader has a trustworthy relationship with their followers. Having a strong bond between a leader and their followers can influence more productivity and incorporate more ethical practices. With this bond, the follower tends to put their best foot forward, taking full accountability for their actions because there is a sense of trust and honor. There are four dimensions of transformational leadership, which are “idealized influence, inspirational motivation, intellectual stimulation and individual consideration” (Pradhan 228). Ideally, a leader should be a role model in order to influence others. Typically, a role model is a person that is looked to by others to be imitated, one that is easily accessible and a go-to person to communicate with. The connection between the leader and followers is an important facet to guide the followers to succeed in their end goal. A positive relationship can lead to inspirational motivation, the second of the four dimensions of transformational leadership. Depending on the situation, inspirational motivation can be developed by breaking down and causing the follower to be unselfish. Motivation starts with looking at the “big picture” in life and seeking out what is necessary to achieve it. Motivated people on average are more successful and perform better than others that lack motivation. Leaders with substantial goals and visions encourage and

The leader must manage the trust through consistency. Without mutual trust, the leader would not be able to delegate authority to others. In addition, the leader must be consistent and predictable, that the actions were consistent with the vision and values. Transformational leadership does subordinate leaders. Employees are given relative freedom so that they can independently control their activities within defined boundaries. They are involved in the process of solving problems and learn new ways of working, thereby increasing productivity. Transformational leadership puts the needs of employees with a lower physiological level (security, reliability) to a higher level of psychological (self-esteem, the realization of their

As transformational leadership relies heavily on the leader’s ability to influence the subordinates and communicate his or her vision to them, it’s imperative to study the traits the leader must have. In this section, we’ll examine not only the traits the leader must show, but also the key competencies required to be a transformational leader.

Being able to lead a group or someone is a very powerful action. Being a leader in general is very powerful. Leadership is an art that is painted, sculpted, and displayed in all sorts of ways. There are many different styles of leadership that correspond with different tasks. From transformational leadership to laissez-faire leadership, there are various styles throughout the continuum. A transformational leader is one of the best, more successful leadership style. When going down the continuum, the leadership styles only become less effective. Everyone also falls in distinctive categories when it comes to leading others. The leadership style that is displayed depends on the person leading and those who are being led along with the task.

The biggest empire in the world was built during the late 11th. It was started by someone who were nothing and subsequently become someone who world would not forget. He is Genghis Khan, one of the greatest leaders in the world. Besides him, there are many famous leaders in the world who has contributed and influenced in many aspects of life. Winston Churchill, Martin Luther King, Jr, Mahatma Gandhi, Napoleon, Adolf Hitler or our own father are maybe people whom we considered as a great leader.

Transformational leadership is an effective leadership style for producing positive changes and strengthening organizations. These leaders are passionate, energetic, and focused on helping every member of the group succeed. The four dimensions of transformational leadership garner trust, respect, and admiration from followers in the organization. Organizational commitment results from employees being satisfied and devoted to the vision of the company. Another important trait of a transformational leader is emotional intelligence. It is necessary in relationship building and managing emotions in situations. Recognizing the limitations of transformational leadership and understanding the assets of various leadership styles will help a leader determine which style is most suitable for the occasion.