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A reflection on transformational leadership
A reflection on transformational leadership
A reflection on transformational leadership
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The concept from this module that was most important to me was intellectual stimulation as it relates to transformational leadership. This concept is important to me because I value my subordinate’s ability to think creatively and want them to feel comfortable with sharing their ideas within the work center. Normally when I am asked to make a decision that will affect my team, I use my own knowledge and experience to make a decision that I think will be best and implement it with little outside input. I do the same thing when assigning a task and describing how it needs to be completed. While the mission still gets accomplished, I realize that these are missed opportunities for my subordinates to offer their ideas or perspectives that could
be better than what I came up with on my own. If I continue this method of making decisions my subordinates might be uncomfortable with providing their inputs or struggle to figure out how to complete an unfamiliar task that I have not personally trained them on. Going forward I will stop making decisions in a vacuum without being open to other ideas even if they conflict with my own. When assigning a new task, I will explain what the result that needs to be achieved and ask my subordinates what they think is the most efficient way to get to that point. By having them tell me how they will best complete a task it gives them a chance to think creatively and their ideas may change a current process into a better one. Even if their ideas are not implemented I will use it as a training opportunity to thoroughly explain why their suggestions may not be feasible due to regulatory or resource constraints so they are aware when dealing with future scenarios. When I make management type decisions that will affect my entire team I will ask at least one of my peers to give me their take on what they think is the best course of action I should take based on their knowledge and experience. This will allow me to have an alternative perspective that can illuminate blind spots that I might not consider otherwise. Even if I do not implement their suggestions, I will have that knowledge to consider for the future. I will also build more trust with my peers by seeking their opinions and being proactive in sharing my own with them. Actively seeking the inputs of my peers and subordinates will improve my team’s ability to meet mission requirements with a broader range of ideas which will improve my supervisor’s confidence in my leadership abilities.
...ly available to hear staff needs and concerns. I think this is truly an outstanding thing to do and I wish that more administrators/ leaders would apply this practice. In relating the interview to the text I found remarkable similarities. The talk of change, empowerment, organization decision making, autonomy, Magnet, authority, over all leadership practice, and its importance were all covered during the interview process. Although intimidated by this project at first I found it very insightful and valuable. It was interesting to obtain a perspective of these various topics from an upper level administrator within the institution. Furthermore this exercise has made me think more about my personal leadership style. It has allowed me to identify my strengths and weakness in which I must focus on to become a more effective and desirable leader with in the organization.
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.
The Hero’s Journey assignment became a vital assignment with great meaning. The paper became a challenge because I reflected on my life and the things influencing my skills as a leader. Putting my experiences on paper became a hard thing to do because I felt vulnerable sharing the things I never considered to put on paper. In the end, the assignment proved therapeutic because I was able to answer questions about my life and make connections on why I do the things I do. The innovation segment became a valuable experience for me because I never thought innovation could become so powerful. One concept I learned from the segment became looking around my organization with an observer's eye. I found the idea effective because instead of criticizing my organization on the surface, I needed to observe the organization in the entirety. Nonviolent communication proved to become one of the most effective tools I ever encountered. I was able to use skills to reduce conflict. NVC made sense to me because it provided the comfort I needed to address conflict. I also appreciated the concept behind DISC style. By applying the concept in my work environment, I notice a change amongst my fellow co-workers.
Yi- Feng Yang (2016) and Ganos and Galla (2013) state that to lead others you should know yourself very well and what leadership skill you attain. Change of leadership helps to bring up leadership trust and change commitment. Leadership models and styles are defined as trust, admiration, loyalty, respect and integrity. Originality and value in a leader show different opportunities of styles such as engaging, goal-oriented and involvement. To be precise, these leadership styles demonstrate good characteristics of a leader displaying good leadership skills. Yi- Feng Yang (2016) state that these skills are very important in the workplace environment. Leadership trusts are viewed as a social bond to the employees to have faith
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.
The very first thing I found during my time with this course is that I often struggle with self-awareness. I must actively seek feedback from my subordinates, peers, and leaders. This will ensure that I am not languishing under a false sense of how I am perceived. It will give me a better picture of who I am as a person and a leader. I will be more open to the feedback given and use it as an opportunity to learn and grow. Understanding that need for growth both professionally and personally will be important for my career, as well as the career of my “Airmen”. Furthermore displaying the will and desire to change, will impact my effectiveness and its effect on not only my subordinates, but my peers and leaders as well. Seeking feedback will not be enough. It will be my ability to learn and use that feedback to improve as a leader, peer, and subordinate. Ultimately, I wouldn’t expect my subordinate, peers, or leaders to accept my feedback unless I have shown I am capable of doing the same. Leadership by example at all levels is the key!
He was able to incorporate different thinking strategies to implement effective training. While using this process, he promoted thinking differently and developing an understanding of the situation. Promoting that type of environment is important, when trying to analyze situations and create the most effective plan of action. He exercised his emotional flexibility in understanding the job was demanding, but was optimistic about the changes ahead. He knew feelings would be hurt in the critique process, but was able to balance that emotion while ensuring the needs of the mission came first.
Two of my strengths I discovered in Full Range Development Leadership (FRDL) that is a part of transformational leadership were individualized consideration and inspirational motivation. Since, transformational leadership is the most active and effective form of leadership according to the Senior Noncommissioned Officer Academy student guide it is critical to have some strengths within FRDL in relations to Deliberate Leadership. Individualized consideration is where leaders become a mentor or coach and can hear their subord...
There are four integral and interrelated components of transformational leadership: idealized influence; inspirational motivation; intellectual stimulation; and individual consideration (Doody & Doody, 2012). Idealized influence relates to the development of leaders as role models. If employees are able to consider leadership as models worthy of imitation, it is easier to promote positive behaviors and attitudes among employees (Doody & Doody, 2012). Inspirational motivation allows employees to pursue their own goals while also striving to achieve the overall goal or vision of the organization (Doody & Doody, 2012). According to Doody and Doody (2012), intellectual stimulation promotes problem-solving and continual evolution by supporting and encouraging new ideas. Finally, individualized consideration encourages the aspirations of the individual, so that the employee feels supported while pursuing their own advancement (Doody& Doody). Each of these components plays a potential role in patient safety in general, and medication administration in
The consequences of not using Intellectual Stimulation can hurt a work center by putting a strangle hold on the creative process. Not allowing a young airmen a chance to speak their minds or to give incite on a certain challenge will hamper the development process, establishing an unhealthy environment. Subordinates will start to believe their supervisors are not approachable, opening doors for more mistakes in the work place and slowing down their chance to become the leaders we need for the future. According to our required reading for Module 3 in Chapter 7, Page 213, “This is the degree a leader values their subordinates’ rationality and intellect, seeking different perspectives and considering opposing points of view.” As a supervisor, I will apply the concept with this definition in mind. Intellectual Stimulation is a great way for a leader to know what type of airmen he or she has and to build on their strengths and weaknesses. In the future, whatever challenge may arise, I will always ask my subordinates what they think of the situation and how they would tackle the challenge. I will start group discussions on ideas to break up the “ism” that surrounds
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 leaders want individuals to make a positive change in their lives and try to help people apply a positive change on a daily basis. The leaders do this by implementing individual considerations which, according to Kendrick (2011), “treats each follower as a unique contributor and provides coaching, mentoring, feedback and growth opportunities.” This makes such an impact on people because each individual is getting different mentoring, feedback, and growth opportunities due to their unique personality. It is very important for each person to have this because everyone has a different learning ability and motivation. This helps each individual with their own distinctive endeavor.
Being the instructor supervisor at my work center with only a year left of this assignment, I will focus on setting up my replacement for success as my first milestone. Once that assignment is over, I will go back to an operational assignment, most likely as an assistant noncommissioned officer in charge. From the leadership behavior self-assessment, my scoring is very high in the transformational categories. Being a transformational leader, I would want to improve upon the two lower scoring areas, inspirational motivation and idealized influence. By improving in those two areas, I would like my co-workers to view me as a well-rounded transformational leader. For my next milestone, I will need to improve over the next three to five years as a noncommissioned officer by using the five concepts I found most important from the module entries. Those five
This module has encouraged me to delve into many new experiences and different thought processes. It exhibits an environment that allows people to think outside the box and come to the realisation that what they may perceive as the right idea or approach to a task may be completely different to what other people think. Personally, I feel I am developing the skills to think in a broader minded perspective, outside of confirmative thoughts. I have realised that I have become so used to being told exactly how to think, that it can be difficult to put this logical thought process aside and let my mind be unrestricted and impartial. In this way, I feel this module is benefiting me greatly, as even though I do not express my opinion often in class, it is very interesting to gain an insight into other people’s opinions and through this, modify how I think and perceive things in a creative way.
What is leadership? “Leaders are people who do the right thing; managers are people who do things right”. The meaning of leadership can bring to a variety of images. For example: