The goals and objectives that are consistent with the vision must be related with the rewards and appraisals for the staff. Moreover, Roussel and Russell (2009) have made clear that in transformational leadership, the achievement of goals that benefits the organization and the personnel themselves is achieved by empowering the personnel to have a vision about the organization and to trust the leaders. In general, there are certain common characteristics that transformational leaders should have. These are the ability to: instill a sense of capability in staff; offer vision; inspire trust; perform all tasks on time; take risks; manage and take action appropriately during times of crises; and communicate effectively.
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Everyone in the team need support and direction from time to time. It is up to the team leader to lead the team. One's leadership style and personality will affect the outcome of the team. Leadership style can be changed according to the status or situation of the team. At the beginning, the leader has to be autocratic as he has to set the team's direction and ensure that each individual within the team knows the objective. Once the team have bond together, the leader should be more diplomatic and let all team members participate in the decision making. This is to ensure that each team member contributes and feel that they are a valuable asset to the team. The leader must be able to influence and encourage the team member to think out of the box. As the leader of the group I applied some of the leadership style. There are changes in my leadership style based upon the situation. At times I used the autocratic style especially when the group was somehow disorganized at the beginning. Later, when all team member started to build trust with each other, I adopted the democratic style where all of us got to discuss on how to complete our task. It is also important to note that personality of the leader also plays an important factor to the success of the team. My ability to organize the work really helped in supporting the team. My work ethic encouraged …show more content…
The team's structure and communication setup will have an effect on the way members interact with each other. The most important aspect in having the team to work together is open communication and trust. Each team members must be able to participate freely in the decision making process. Although individually, each member has their own set of strength and weakness, the team must be able to use that to their advantage. In working together, each individual member should have the chance to choose which task suits them as this will contribute to the success. Although there are conflicts during the decision making process, it can easily overcome as the team member discuss it openly. The leader also has the role in resolving this conflict by taking authority over the
The concept of transformational leadership relies on appropriate leadership approaches for mission success. AFDD 1-1 describes three leadership competencies: person, people/team, organization Effective leaders (tactical level) need to build face-to-face and interpersonal relationships that directly influence behavior and values. Effective leaders (operational level) need to build team dynamics for small groups and squadrons. Effective leaders (strategic level) need to build strategy and provide direction in a broad spectrum.
Transformational leadership theory conceptualized in the late 1970’s, proposed that leaders could motivate followers through shared vision and mutual interest to uplift the entire organization to a higher morality (Burns, 1978). Morality was defined as leaders and followers working together to fulfill organizational goals and achieve higher performances within a context of change and innovation. Leaders would surpass their own self-interest, in order to, foresee, foster, and indoctrinate a new organizational vision to their followers. Bass operationalized Burns’ seminal work into a leadership model to better indentify transformational leadership characteristics. The model emphasized four dimensions such as idealized influence, inspirational motivation, intellectual stimulation and individualized consideration in order to achieve success.
In Leadership Theory, Application & Skill Development, transformational leadership is defined as “seeking to change the status quo by articulating to followers the problems in the current system and presenting a compelling vision of what a new organization could be” (Lussier & Achua, 2013, p.331). This theory, in combination with the exercise regimen, CrossFit, is the focus of the book Transformational Leadership and High-Intensity Interval Training by Carol R. Himelhoch, PhD. Himelhoch illustrates a correlation between a leader’s ability to tap into the transformational leadership style and their consistent participation in intense workout sessions. A transformational leadership style benefits from High-Intensity Interval Training (HIIT) via challenging the participant, which imparts a sense of achievement when they complete a demanding Workout of the Day (WOD). HIIT encourages the individual to push themselves and take risks, not only during the workout, but also in their leadership roles at work.
There are many leadership theories that play an important role in the every day workforce. Some of the theories are successful in producing a strong and productive leader, while others lack the qualities required for the job. Out of the multitude of available theories out there, I feel that the Transformational Leadership Theory is the one that stands out as being the most successful. This theory is far from coercive and instead focuses on making a satisfied team that collaborates to form a productive work environment. An environment like this, ran by a top-notch leader, is needed for success.
Tom Rath explains in his book, StrenghtsFinder 2.0 (2007), that identifying and capitalizing on one’s strengths makes for a more fulfilled and effective employee, further benefitting the employing organization. Rath states that when in a position not utilizing our strengths, we are six times more likely to be disengaged in our work. Studies show that this disengagement or dissatisfaction carries over into our personal lives affecting our health and personal relationships.
One of the key parts of a transformational leader is changing the way things are done by encouraging creativity and open-mindedness (Scheiltz, n.d.). Individualized consideration promotes open communication, feedback and recognition (Scheiltz, n.d.). The transformational leader has inspirational motivation includes clear communication and motivates the team to have the same passion. Idealized influence the leader leads by example (Scheiltz,
That is the main part of a team member’s role, however the other part is dictated by social norms and what is expected of them (or what they perceive to be expected of them). One way a leader can do this is to use rewards and praise when a team member exhibits the role of team-builder, which involves improving the “team’s social climate” (366). Another important thing a leader should do is discuss negative behaviors and explain to the whole team why they are counterproductive (T3). The best way a leader can manage norms is to create a team contract (T3). The leadership style in doing so will be very formative of group norms.
According to Yoder-Wise (2015), a leader can be defined as, “an individual who works with others to develop a clear vision of the preferred future and to make that vision happen” (p 35). As employees, we often have our own ideal of a good leader, which may be influenced by experiences and perception of workplace norms. While one’s opinion of an effective leader may vary, there are several recognized leadership theories. The following will focus on the transformational leadership approach.
Transformational leadership is one of the most popular leadership styles. According to Kendrick (2011), “Transformational leadership involves four factors: 1. idealized influence, 2. inspirational motivation, 3. intellectual stimulation, and 4. individual consideration.” These four factors make transformational leadership have an impact on followers. The goal of transformational leadership is to cause a positive change in individuals, help motivate them, and develop a leader within each individual.
Certainly, an army would not be able to battle in the war without a commander who in charges of the whole strategy. Correspondingly, any organisations cannot function without leaders. Leader is the most substantial element of successful organizations. Becoming outstanding leaders, leadership skill is vital in order to drive the organizations forward. Several leadership principles are extensively used these days. Burns (1978) identified two types of leadership comprise of transactional and transformational leadership. Hence, leaders should be capable to indicate which theory should be applied in accordance with organization’s culture and objectives. This essay aims to evaluate the resemblances and the differences between transactional and transformational leadership as well as the feasibility to utilize a mixture of them by giving the definitions and examples followed by the supporting researches and studies.
In a team-oriented setting, everyone contributes to how well the group succeeds overall. You work with fellow members of the group to complete the work that needs to be done. Having the right people in the correct roles is an important factor in measuring the success of a team, where you are united with the other members to complete the main goals. Every group is made up of definite strengths and weaknesses. Our team's 3-5 major strengths necessary to work accordingly consist of Informer, Summarizer, Orienter, Piggy-Backer, and Encourager. One of our strengths as a team is that we get input from everyone involved. Every member of our team is a leader in some way. Part of being a good leader is knowing how important it is to receive the best ideas from each member of their team. We attend group meetings where we discuss any challenges, issues, and problems. At these meetings, we often exchange ideas or brainstorm new ones with each other and come up with the best and most creative team solutions as potential answers to those perceived problems.
Transformational leaders are attentive to the interest of their followers and provide them with proper counselling when necessary (Bass, 1997). The leader is always seeking new ideas that move the organisation to achieve its vision. This inspires followers
Abstract The incorporation of transformational leadership in any classroom is of vital importance, as the person who is leading the class, may it be a teacher, prefect, class representative, etc., should work in tandem with their subordinates in order to bring out the most ideal result for a particular objective. The objective of this particular paper is to evaluate the importance of transformational leadership in a classroom and how it affects the students, regarding their performance. In order to evaluate this notion, a questionnaire was disseminated among fifty students at Forman Christian College University. Data was gathered, analyzed and results were compiled so that a conclusion could be reached.
The old system of management has undergone many changes within the last century. An employee once performed the assigned job duties during the allotted hours and then went home. Now employees are encouraged to grow, give input, and to contribute for the good of the organization. There is a plethora of information for leaders to learn why and how to grow personally thus allowing the organization to grow as well. This new emerging leader is a transformational leader.
I often ask myself, what can I do to improve as a leader. I read a quote from John C. Maxwell’s, Developing the Leader Within You, “"Leadership is not about titles, positions or flowcharts. It is about one life influencing another. " As a supervisor, I want my Airmen to work for me because they want to, not have to. I want my Airmen to admire me as a person, not because of my position or rank.