Transformational Leadership

Achieving a school district’s mission and vision requires the commitment of its stakeholders. In order to involve them in the process, it is necessary for educational leaders to “motivate staff, parents, students, board and community members” (Educational Leadership Constituencies Council, 2002, p. 4). The transformational leadership theory emphasizes the importance of educational leaders acting as role-models in order to motivate and inspire the school community. This approach has the potential to involve all stakeholders, leading to increased student success (Bush, 2007). The Assistant Director of Special Education in Northwest ISD directly supervised the school district’s assessment staff. Her education, experience, and passion set an example for her subordinates, stimulating them to achieve more, leading to her promotion to Executive Director of Student Services.

Leadership has been an important topic in the social sciences for many years. Recently, renewed interest in the concept of leadership has been aroused. “The resurgence of interest in studying the topic of leadership appears to be accompanied by an acceptance of the distinction between transactional and transformational leadership.” (Den Hartog, Van Muijen and Koopman, 1997, P.41)

The researchers reviewed related educational peer-reviewed literature, as it pertained to their study. They reviewed literature topics related to transformational leadership, best practices of educational leadership, strategies for improved school culture, and leadership styles and its impact on teacher morale. The researchers identify in their review of the literature characteristics of “true” transformational leadership to include a leader’s ability to “lead by example and have the ability to articulate goals of the organization which

The concept of transformational leadership and contingency theory (Chance, 2009) resonated with me for this tenet because it involves “engagement between leaders and followers bound by common purpose” (Chance, p. 94) and the importance of strong open communication between leader and followers in addition to the interactions with other systems that are internal or external. As a school leader, it is essential that I not only see where the school is now, but likewise develop a shared vision between all stakeholders within the school community on where we would like to see it in the future and on how to get there by setting clear, specific goals through collaboration. It is vital to foster participation in school decisions, which embodies participatory leadership. Encouraging participation in school decisions from staff, parents, students and the community at large will require that I, as an effective school leader, to be a good listener, communicator, motivator and collaborator as well as lead by example. According to DuFour and Marzano (2011), “Through their actions and words, effective leaders convey their conviction in their personal efficacy and the collective efficacy of those the

What distinguishes a transformational leader is the combination of head and heart, and the ability to understand and apply values effectively to connect with and influence the teachers and staff. Transformational leadership results in wide-ranging changes wherever it is introduced and is effective in solving problems in the school environment. The belief, commitment and the passion to ensure that Hawaii students experience the highest quality education and they soar above the rest when competing in the global economy, are what motivates me to serve as a transformational school

A transformative leader is a leader who can bring about influential change in others. These leaders not only transform essential change, they change the way we think and act. Transformative leaders create practices and processes in organizations proactively. In addition, transformative leaders can be found at different levels in an organization. They can hold the title ranging from supervisor to executive director. This essay primarily focuses on the challenges faced by the Training & Development (T&D) Specialist, who is capable of

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.

This paper will describe transformational leadership and its effectiveness in nursing management. Transformational leadership is a newer leadership style that has just recently been implemented amongst managers and peers. Transformational leadership is effective when dealing with conflict. This paper will identify ways that transformational leadership can be used.

Even though leadership dates back centuries, it is critical for leaders to display qualities that “differentiate them from followers” (p. 5). To encourage student success, it is important to practice theories and methodologies that help institution’s and individuals become successful leaders with superior qualities. Transformational and transactional leadership are two terms that discussed throughout business and education. Transactional leadership is defined “as trading one thing for another (quid pro quo)”, whereas transformational leadership “is more focused on change” (p. 14). Transactional leaders believe it is their job to maintain the status quo by setting goals, desired outcomes, rewards

Generating momentum for change can be innovative or challenging. The Change Leadership Group believes the successful leadership of transformational improvement process in schools and districts require sharpening capacities in two quite different directions at the same time:

According to Burnison, the transformational leadership theory describes a process by which a leader interacts with followers, thereby generating a strong, trusting relationship, that will later yield an increase of motivation in both leaders and followers. Significantly, the heart of the transformational theory is that leaders transform their followers through their inspirational nature and charismatic personalities, ultimately bonding the followers to their leaders and their purposes (2015, para 17-18). Still, another source states that transformational leadership in the school community has proven highly successful in fostering staff loyalty. Furthermore, the essence of this leadership theory lies in developing employee commitment, which then leads to the realization of the organization’s goals and objectives (Lynch, 2012, p. 2). The bonding nature of this leadership theory will give the public leader the leverage he or she needs to work with the department directors to meet Federal mandates and new policy issues, as well as support the academic leadership of secondary school principals in their attempts to improve student

Out of various theories on change and leadership, transformational leadership has been advocated as the favored style of leadership for principals in the 21st century (Breaker, 2009; Darling-Hammond et al., 2010; Marzano, Waters, & McNulty,

I personally choose to use transformational leadership as my style of leadership with the staff that I work with. There are many approaches I can use to implement this style, as well as many ways that I can share my leadership vision for leading in the healthcare environment. This leadership vision is influenced by previous leaders in my career, and a current leader today. By evaluating my strengths and limitations, I am able to evaluate opportunities for leadership and professional growth.

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.