Transformational Leadership Style Individualized Consideration

My personal leadership philosophy is simple, lead by example and be authentic in everything you do. I always model the way with my staff. I make sure that if I request for them to be at work on time, I am on time. I make sure that if I set an appointment or promise something, I honor it. This is the only way to build rapport and gain respect from my team. I have learned through trials and tribulations that subordinates are always watching, even when we think they aren’t. Visibly spending time on what’s important shows that you’re putting your money where your mouth is (Kouzes & Posner, 2012). I take time with my staff to ensure they see that I value a good work ethic.

A Transformational Leader is a person who assesses a country, or organization/company, and recognizes the need for a change in the entity and is able to envision what this change should be. The transformational leader not only envisions the necessary change but has the required personality and strength of character that will enable them to influence others to buy into their vision and make it their own, and hence be willing to follow the leader in the quest to bring about the vision.

In any organization, it’s extremely important for the people in leadership roles to possess a strong leadership role. According to the text Organizational Behavior, “leadership is the process of developing ideas and a vision, living by values that support those ideas and that vision, and influencing others to embrace them in their own behaviors, and making hard decisions about humans and other resources” (Hellriegel & Slocum, 2011). Regardless of what type of leader an individual is, their main goal is to lead an organization’s employees to the desired goal. Each leader is different, and may approach how they get employees to achieve the organization’s goals in a number of different manners. Three extremely popular leadership styles that are found in organizations around the globe are Transactional, Transformational, and Authentic leadership.

There are many theories of leadership. Depending on the researcher, some theories may also be subdivided based on specific characteristic. Nevertheless, regardless of the researcher’s views, for the practitioner, it is important to be cognizant of their personal style. The responsibilities of an educational leader are vast and varied. They must be able to be effective with the faculty, support staff, students, parents, community members, supervisors, and colleagues (Avolio, Walumbwa, & Weber, 2009). Being aware of a personal leadership style can help a leader identify areas of needs, strengths, and areas for further development. This paper is a reflective exploration

As my career advances, I have selected my preferred style of leadership. Transformational leadership suits my moral upbringing and rationalization the best. I prefer to set the example for my peers as to what is expected from all nurses instead of demanding duties to be completed. Thus, the staff can see that is not just them that have to accomplish excellent patient care and do all the hard work. Nursing is a team aspect and I am more than happy to demonstrate that everyone here must give hundred percent to their role in patient care. By setting the example, I am aware directly and immediately of the limitations of the staff, as well as, know what areas need to be improve at work. I desire for the nursing staff to believe in the mission and

Knowing your people is critically important to effectively lead them. I find Transformational Leadership-Individualized Consideration (Caring) most important concept. In this concept, leaders pay close attention to the needs of followers – mentoring them through situations and issues, developing followers along the way. To be an effective leader, their needs to be trust between the leader and follower. Keeping communication channels open and listening to their concerns, goes a long way for your followers put their trust in you as a leader.

Well thought out and put together post, the way you integrated leadership styles in your work experience was encouraging. Management placed the right leadership style coupled with the right environment to accomplish the objectives. The young deputy was not left to fail; instead resources were invested to ensure success. The bible states that, “When my father and my mother forsake me, then the Lord will take me up” (Psalms 27:10 KJV). Present day, organizations should make every effort in finding leaders with the right knowledge, skills and abilities to effectively accomplish the mission (Robbins & Judge, 2009). From a similar experience, a Sailor was having difficulties conforming to organization policies and procedures. Instead

Out of all the different leadership theories I learned about this semester I really feel that I best relate to transformational leadership and authentic leadership theories. During the development of my personal theory I found that these theories tended to list many similar traits, and values that aligned with my own. Additionally, both authentic and transformative theories place a significant amount of emphasis on the relationship between the leader and her/his followers. The success and influence of a leader comes not from herself but from her ability to create and invoke strong relationships with their followers. Given my character strengths of sociability, integrity, assertiveness, and my drive to connect to others on a deeper level, I value both the authentic and the transformative leadership theories.

According to Kent assessment leadership tool, I am a transformational leader. This type of leader collaborate, encourage and motivate their team members using charisma (University of Kent, n.d). Transformational leadership style is very meaningful to me because I have the trust and confidence of people that allow me to influence them to adopt change. Transformational leadership has been linked to effective leader, with higher job productivity and satisfaction rates, and stronger motivation skills (Brandt, & Edinger, 2015). Transformational leadership style describe me. I encourage my team members to develop their skills to make them more efficient in a growing and learning environment. For example, recently

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

When it comes to change models and how it impacts organizations great leadership will always be needed. There are so many different models of change to use in order for you and an organization to be and run successful. In most cases changes are needed even if we do not see it that way. If we are able to start any change process before things get out of control then we are already off to a great start. But if we are not able to do it that way then that is no problem, just will take more communication, listening, believing and even seeing how good these changes are going to play out in the long run.

Upon taking the assessment, the transformational leadership style is the most predominant out of the three leadership styles. Within any unit I've worked, I tend to lead by example. I'm highly, supportive of my team members and offer assistance with any problems that one may face that require skill or experience. I motivate my team members to work as a team and to voice their opinions on problem-solving and how to get tasks done efficiently and safe. I care about my fellow team members and want our unit to be successful and reach all goals set.

The CEO also hired a new Vice-president, who has a team working under him to manage the business activities. This position was filled by once known a co-worker of the CEO who used to work together at a different agency. This step of his leadership style shows that he is more of a “transformative leader” who knows how to manage his relationships effectively. As Denhardt et al., (2016) defines it as," the extent to which the leader engages two-way or multi way communication" (p.187). The CEO created a management team where he knows each of the individuals and trusts them to do their job effectively and developed a communication channel through the management team to communicate effectively with other team members. As transformative leadership

Transformational leadership theory provides a solid foundation to address complex matters related to leaders and organizational leadership. As a reliable theoretical approach (Bass & Riggio, 2010; Judge & Piccolo, 2004), the theory’s historical and current applications in the workplace provide decades of support based on successful development outcomes of leaders and followers (Antonakis, Avolio & Sivasubramaniam, 2003; Bass, 1999; Bass 1997; Hatula, 2006; Hernandez, Long, & Sitkin, 2014; Mao & Chang, 2012; Malik, Javed, & Hanssan, 2017). One of the originating authorities of transformational leadership co-created the Multiple Leadership Questionnaire to quantitatively assess TL behavioral dimensions from multiple perspectives of leaders and followers (Bass, & Avolio,

Transformational leadership is defined “as a process where ‘leaders and their followers raise one another to higher levels of morality and motivation’” (Transformational leadership, n.d., para. 6). “Transformational leaders transform followers by creating changes in their goals, values, needs, beliefs, and aspirations” (Kreitner & Kinicki, 2013, p. 481). Our text gives us four types of transformational leadership behaviors: inspirational motivation, idealized influence, individualized consideration, and intellectual stimulation.