Transformational Leadership

Transformational leaders encourage group work, as they connect each follower’s identity and self to the project and collective identity of the corporation. They are role models for other staff and this inspires them and makes them

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.

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

Category six, "Think Win-Win", scored "very good" at 15 points. Credit is given where credit is due. If an employee has a great idea and it is brought up in a meeting, I will make sure to mention that employee by name so they get the credit for that idea. I care strongly about the success of others when it is deserved and earned. I cooperate with others and find a solution for conflicts that benefits everyone involved.

Transformational leaders’ focus is on the relationship of the leader with subordinates through encouragement, understanding, enthusiasm, and spur, while considering the individual. The leader motivates, possesses

Being a transformational leader is a great humane leadership theory, which believes in inspiring people to do excellent work through example of a leader’s personality. A transformational leader’s main goal is to inspire followers to share their values, and connect with their vision. The four components to be a transformational leader are idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration.

There are several leadership theories, a great one being transformational leadership. If a transformational leader was faced with changing the status quo, they would always find a resolution and lead those under them in the same directions (Changing Minds, 2016). A transformational leader may not have a detailed plan set in stone but he/she knows what direction to go in (Changing Minds, 2016). In order to gain followers, “the transformational leader has to be very careful in creating trust, and their personal integrity is a critical part of the package that they are selling” (Changing Minds, 2016, para. 4).

Appling these two theories to my own practice will help me provide stellar leadership for my employees. Giving them someone that they not only can depend on for visionary growth but someone that they can rely on when they need help with organizational information. Having a charismatic style also makes employees comfortable with you but also give them someone to look up to for guidance. Combining these theories can help me make subordinates feel passionate about the success of the organization. Also morale is a very important within an organization using both transformational and charismatic style of leadership will help to build and maintain morale.

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

Growing up, I had always been the shy and silent type. I was the perfect follower, I

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 theory of transformational leadership is compelling and exciting. In our text, Leadership: A Communication Perspective, we read that the idea of transformational leadership was developed into a theory in the 1970’s by James MacGregor Burns; Burns saw transformational leadership as a more “complex and potent” form of management than mere transactional leadership (Hackman & Johnson, 2013). Transactional leadership simply offers a traditional model of leading and following. Within this model, leaders offer to meet a follower’s basic needs, and provide reward in exchange for effort. Transactional leaders see a work day as a series of transactions between themselves and their followers, and a manager’s most important function is to “maintain the status quo” (Hackman & Johnson, 2013). On the other hand, transformational leaders offer their followers the opportunity to become leaders by inspiring, empowering, and nurturing them. In these pages, we will explore how transformational leadership theory could provide a dynamic roadmap for a century-old business as it evolves and transforms to meet new needs.

As the CEO of Zappos.com, an online retailer that specializes in the sale of shoes, Tony Hsieh has seen the company grow from a struggling start up to a billion dollar business. Because of his leadership, Zappos.com was listed as 86 on Fortune Magazine’s list of best companies to work for in 2015. Hsieh’s method of leadership was analyzed against the common theories of leadership and it was found that transformational leadership was the most closely aligned with Hsieh’s approach. Transformational leadership theory describes a transformational leader as someone who “helps bring about major, positive changes by moving group members beyond their self-interests and toward the good of the group, organization, or society. The essence of transformational leadership is developing and transforming people.” (Textbook chapter 3 Andrew J. DuBrin Leadership 7th Edition) Transformational leadership is produced from people who, with a specific set of values and beliefs are able to motivate others based off that belief system. This kind of leadership produces change through the transformation of the organization from the ground up by the leader inspiring transformation in those around him.

Transformational leadership rests on the idea of individual charisma. The key reason the leadership style works is due to the assumption that leaders can use their own example as a motivator for specific behaviour. In essence, because the leader ‘practices what he preaches’, the subordinates will follow his or her example.