Project Management Leadership Styles and Effective Behavior of Project Success, has been recent conversation in the Information Technology/Systems industry. The conversation is over the lack of good, consistent and ethical Project Managers willing to not just complete projects but, to live up to the primary leadership style Project Managers are known to utilize; Transformational Leadership. Transformational Leaders lead by example, hold themselves to higher standards, possess ethical behaviors and realize the importance and impact they have on individuals and project success. Many Project Managers (PM) have been successful in completing projects as laid out and agreed on by the administrators, but failed to succeed in their leadership by neglecting to manage and ethically lead development and guidance of their team members. …show more content…
Transformational Leaders know that one of the most important aspects of their leadership is setting the example. When they lead and manage a project, they have a responsibility to their team members to mentor, encourage, communicate precise and direct instructions and involve the team members in discussions and generating ideas. A good leader will be able to observe and handle those team members that are struggling and assist them as needed. The Project Manager needs to be understanding, emotionally intelligent, and be sensitive to the teams needs and guidance. Consistently successful Project Managers do not allow themselves to adhere to just one leadership style. Although most Project Managers use Transformational Leadership Style they also incorporate the Transactional Leadership Style, where there is an exchange between the leader and team member of ideas or project related details. Project Managers use all styles of leadership wherever
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.
Leadership style is a behavioral model that leaders use it to interact with followers. Leadership is a combination of providing direction, making decision, motivating sub-workers and achieving goals (Fertman & Liden 1999). Furthermore, Chemers (2007) asserted that leadership is the executive of organizational intelligence in which leadership effectiveness is linked to organizational performance. In addition, Obiwuru et al (2011) stated that the leadership styles are predictor to leadership effectiveness whereby leadership style in an organization is one of the factors that play significant role in enhancing or retarding the interest and commitment of the individuals in the organization. In this paper, we will concentrate on three leadership
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,
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.
Crawford (2000) suggests that project leadership is the highest ranking category among project management competence factors. Project management leadership style affects overall project performance. Recent research supports the idea that successful projects are led by individuals who possess not only a blend of technical and management knowledge, but also leadership skills that are internally compatible with the motivation of the project team (Slevin and Pinto, 1988; Turner et al., 1998). Zimmerer and Yasin (1998) found that positive leadership contributed almost 76% to the success of projects. Negative or poor leadership contributed 67% to the failure of projects. Project leaders need both, relationships and task oriented leadership styles, to cope with the challenges within different phases of project (Slevin and Pinto, 1991). In projects, project leaders must lead their teams towards completing defined goals with in a fixed time scale. Verma (1997) states “Achieving the goal or final aim is the ultimate test of leadership”. Goals and tasks are achieved through people thus making people an important resource for
Every team needs a bold leader, who not only able to delegate tasks to his/her team, but being able to share the same vision and motivate their team to reach the same objective. I believe that most essential attribute to be a good leader is being bold. The nuance of the word bold could give a dense vibe, but I strongly believe that leader needs to be firm from the decisions that they make. The main role of project manager is to support and lead the members of the team so that they can develop set of skills that is required for the task and being able to challenge the team to reach their maximum potential. I believe that leader should not only preaching the same vision but to be a visionary that can thrive and lift everyone up so that they are willing to be part of the team that wants to make the
Most of research available on Leadership Styles of Project Management has been conducted in a usual business environment instead of project based environment and much of that research has been negative to the Transformational aspect of leading teams (Keegan 612). The Transformational Style of Leadership, also referred to as ‘visionary’ or ‘charismatic’ leader is pro-active, ethical, flexible, innovative and tries to shake up the organization by transformation of highly qualified and motivated team members into stronger, knowledgeable and confident technical team members. Instilling traits and practices, assisting them in recognizing their strengths and weaknesses and ultimately moving toward their full potential. Transformational Leaders creates
INTRODUCTION This essay is written to show how leadership makes a difference to organizational performance. Leadership and organizational behavior go hand in hand in any organization, including a business organization. They are essential and interdependent in goal achievement of any organization. The function of leader is crucial for the existence and development of an organization.
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.
What does it take to be an effective leader? This is something that has been asked many times over the course of human history. Some might say that having a strong personality and a commanding presence is needed in order to be a strong leader. Others might say that someone who stays on top of everything and keeps order is more effective as a leader. Everyone has their own opinion on this subject and in many regards, they are not wrong. Good quality leadership is something that is hard to possess and is not something everyone can do. Leadership is something that has been studied and analyzed many times, and from these studies, many theories have emerged from them. Each of these theories of leadership has their own benefits and can be useful