The Transformational Leadership Style

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).

 The transformational style of leadership focuses on the team’s performance as a whole, it encourages everyone to think of the group as a whole and rather not just themselves. Transformational leaders aim to make their team members better people by encouraging their self-awareness, it’s all about moving forward in a team and not just several individuals in one group. An example of transformational leadership would be within the army where as a team you all have to move forward and stick together in a group

As I take a moment to reflect on my time here, I have learned that I have traits of a Transformational Leader but that I also have room for improvement. I have highlighted areas in where I felt I needed the most improvement to become the Transformational Leader that I aspire to be. For the next three to five years, I plan to implement these changes to improve the way that I utilize the Elements of Adaptability, The Who, Stakes and Situation, Impact on Work Center Climate, and Ethical Behavior concepts. Understanding and effectively implementing these changes will make me a better leader for my subordinates, peers, and supervisors.

Leadership is a process. The leader uses influence to inspire others toward a common goal. There are different types of leadership such as autocratic, democratic, and laissez-faire. One leadership theory is transformational leadership. A transformational leader is defined as “a leader who is committed to a vision that empowers others” (Kelly, 2012). A transactional leader is focused on day to day operations and is more task oriented. I will explore what it takes to become a transformational leader and what part they play at the organizational level. I will discuss an ethical issue, which my nurse manager assisted me with as a new registered nurse. I will research the concept of power in relation to nursing leadership. There are certain attributes a transformational leader exhibits and are required to have in order to be a successful leader. A transformational leader has many skills and attributes. They are developed through mentorship and mastered by experience. A transformational leader creates a work environment that empowers others to advance their skills and abilities. This empowerment leads to a successful and highly functioning team, that works toward a common goal for the patients, families, co-workers, and organization as a whole. To be an effective leader it is important to balance both transactional and transformational leadership styles.

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

As the newly appointed interim City Treasurer for the City of Norfolk, the rebuilding of the department would be a daunting but necessary task, which would entail: reclaiming of employee morale and the reestablishment of the public’s trust. The following outline provides proposals for the reorganization of the Office of the Treasurer; it also specifies intentions to further develop leadership, communication, accountability, transparency, and motivation. Altogether the organizational concepts will additionally demonstrate respect for the department’s organizational culture. Furthermore, as the interim City Treasurer, it would be necessary first to understand the outlined roles and duties of a City Treasurer. Furthermore, both formal and informal

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 Theory as a Guide. My leadership philosophy closely mirrors the transformational approach to leadership. Like the transformational theory suggests, I believe that true leadership inspires the team to rise above its individual components in order to reach a shared goal (Huber, 2014). Some of the individual components are areas that I have personal strength in such as: desire to learn and ability to get the job done (Rath & Conchie, 2008). Additionally, some of the components are the ability to influence and connect with others; strengths that I do not possess (Rath & Conchie, 2008). Recognition of my own personal strengths and weaknesses led me to a democratic philosophy of leadership because I realized that one

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.

Leaders are often described as being prepared with different approaches, a plan and the desire to direct their teams to accomplish future goals. Both leadership styles are needed for leading a successful organization. Transactional leaders provide different advantages through their capabilities of addressing small effective details quickly (De Oliveira Rodrigues & Ferreira, 2015). Transactional leaders also handle all details that come together to build a strong name, while keeping employees productive at all times (De Oliveira Rodrigues & Ferreira, 2015). Different management styles are best suited for different situations. Transformational leadership inspires leaders to advance each another to higher levels of motivation (Mathew & Gupta, 2015).

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

Transformational leadership is currently the dominant leadership theory (Barling, 2010, p. 1). Transformational leaders facilitate transformation within an organization. They are driven by a strong set of values and a sense of mission. They are described as expressive, empathetic, extremely charismatic, deeply inspirational, and immensely visionary. In fact, their enthusiasm permeates an organizations culture and inspires and motivates followers to perform at optimal levels.

Also known as transformational theories, relationship theories focus upon the connections formed between leaders and followers. Leaders in this category focus upon forging close connections between their followers and themselves, inspiring them to lofty goals and to accomplishment of their potential, as well as to visualizing their tasks in the form of contributions that can have a powerful effect on society and on the world (About.com.).