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Transformational theory of leadership 1978
Transformational leadership theory essay
Transformational leadership philosophy
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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. HIIT is a style of aerobic training that is one of the most demanding exercise regimens in the world. It is ideal for developing a leader’s transformational qualities. According to Leadership Theory, …show more content…
HIIT is beneficial to business leaders by instilling confidence through rigorous workouts. Completing these challenging routines reinforces the participant’s knowledge that if they
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 Leadership Challenge by Kouzes and Posner (2007) is the result of twenty years of research on the factors that influence and create great leadership. Through studies and stories from leaders with various backgrounds throughout the world, the practices and characteristics that create great leadership are delineated. Leadership is viewed not as a group of inherent characteristics, but as learned behavior that anyone can achieve. The goal of Kouzes and Posner’s book is to inspire and educate leaders through transformational leadership. As such, leadership is about mobilizing others to become and do extraordinary things.
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). The theory of transformational leadership, 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 connection between a leader’s ability to tap into the transformational leadership style and their consistent participation in these intense workout
Transformational leadership consists of few components which are idealized influence, inspirational motivation, intellectual stimulation, individualized consideration, management by exception and contingent rewards (Ahmad et al.,
Part one is included the fundamentals and provides the context for people to know what they need to do to become better leaders. In part two, authors discuss the necessary elements of the first fundamental, Believe you can which is about how important it is for leaders to believe in their capacities and have a mindset that leadership can be learned. Chapter three is about second fundamentals, Aspire to excel, which talks about the importance of knowing what is important for leaders and who they are. Chapter four discusses the third fundamental, Challenge yourself which is about how the challenge is critical to learning. Chapter five expresses the fourth fundamental, Engage support, and it points out that leaders who achieve excellence get support along the way. The fifth fundamental, practice deliberately, is the focus of chapter six which it mentions that leaders need to spend time practicing the essential skills for becoming a great leader. In the last chapter, authors summarize the key messages of the book, and they offer leaders to have the commitment to learning (Kouzes & Posner, 2016,
Avolio, B. J., & Yammarino, F. J. (Eds.). (2013). Transformational and Charismatic Leadership:: the Road Ahead. Emerald Group Publishing.
Transformational leadership, as detailed in Course 15, is a concept centered molding Airman around you, from subordinates, to peers and benefiting all of those in the chain of command even those above you. One specific tenet of Transformational leadership that I find inspiring and critically important to a developing leader is Inspirational Motivation, or Charming.
The goal of this study is to stipulate that store level transformational leadership impacts service employees’ customer orientation through supervisor and coworker support; and looks at the possibility of how customer orientation leads to positive service experienced by customer’s and perceived employee service performance.
Analysis of Issues After the interview with Ms. Howland, it was realized that this is not an ordinary leader. Although her function does require her to demonstrate elements of transactional leadership during the conduct of an average day in her work environment, it became obvious that there was more to her leadership style. Ms. Howland demonstrated the use of transformational leadership as a way of motivating and inspiring her team and those around her. Throughout her nine years at Crescent Point Energy, Ms. Howland has been the driving force behind many changes during the company’s evolution from a small to intermediate player in the conventional oil and gas sector. From her position within the Accounting Department, the company’s growth and her vision for the future was used to gather resources and sell a vision to upper management as well as her peers and subordinates within the corporation.
Transformational leadership involves connecting with players on a deeper level. This relationship spans beyond the field by creating a long term positive impact on each child’s life. In order to bring about the best in your players, a transformational leader must create a culture of excellence. Taking place both on and off the playing field, this culture requires constructive and beneficial coaching, disciplined communication, and effective modeling. Furthermore, the reflection process requires that the leader be connected with their past experiences before they are expressed outwardly. A link to your past can positively affect how you equip your athletes for the future. The ultimate reward for a transformational leader is to empower players in the conquest of lifelong learning by earnestly investing your time and energy.
These styles are polar opposites and span cultural and organizational boundaries. At some point in their career a leader may exhibit both transformational and transactional leadership characteristics with some combination of both enhancing effective leadership. Transactional leaders are task and outcome oriented using strategies and behaviors of self-monitoring, reward and punishment to achieve goals, and the organizational culture is built on rules-oriented traditions. While this style can be effective in some situations, it is generally considered ineffective and may prevent both leaders and followers from achieving their full potential in behavioral health setting (Aaron, 2006). In Contrast, transformational leadership (TL) is associated with the Leader/Member Exchange theory (LMX) and looks at the relationship between leader and follower in an organization. The behaviors associated with TL are idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration, which focuses on mentoring employees and building supportive relationships making it an effective leadership approach accepted by followers. The culture of the organization is reflection of the ambitions of the transformational leader. This relationship leads to increased job performance, organizational commitment, employee satisfaction and organizational
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.
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.
Riggio, R. E. (2009, Oct. 29). Four things you can do to become a better leader. Psychology Today. Retrieved from
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