Assignment: Transformational Model of Leadership

Assignment: Transformational Model of Leadership
Assignment: Transformational Model of Leadership
Assignment: Transformational Model of Leadership
Week 7 discussion How do servant leaders, as compared with leaders using the transformational model of leadership, manage organization dynamics and lead change to ensure that the continued success of the stakeholders will be served? Is servant leadership or transformational leadership the best approach to these tasks? Why?
Transformational leadership is a theory of where a leader works with teams to identify needed change, creating a to guide the change through inspiration, and executing the change in tandem with committed members of a group; it is an integral part of the . Transformational leadership serves to enhance the motivation, morale, and of followers through a variety of mechanisms; these include connecting the follower’s sense of and self to a and to the of the organization; being a for followers in order to inspire them and to raise their interest in the project; challenging followers to take greater for their work, and understanding the strengths and weaknesses of followers, which allows the leader to align followers with tasks that enhance their performance. It is also important to understand the qualities a transformational leadership can bring to a work organization. Transformational leaders are strong in the abilities to adapt to different situations, share a collective consciousness, self-manage, and be inspirational while leading a group of employees.
Transformational leadership is when leader behaviors influence followers and inspire them to perform beyond their perceived capabilities. “Transformational leadership inspires people to achieve unexpected or remarkable results. It gives workers autonomy over specific jobs, as well as the authority to make decisions once they have been trained.” (What is Transformational Leadership?, 2014). This induces a positive change in the followers attitudes and the organization as a whole. Transformational leaders typically perform four distinct behaviors, also known as the four I’s. These behaviors are inspirational motivation, idealized influence, intellectual stimulation, individualized consideration.
Inspirational motivation is when the leader inspires their followers to achieve. This leader sets high and reasonable goals for their followers and their organization. They inspire commitment and they create a shared vision for their organization. Leaders that utilize inspirational motivation motivate followers extrinsically and intrinsically, and they are able to articulate their expectations clearly.
Idealized influence is when the leader acts as a strong role model for their organization and leads by example. These types of leaders consider the needs of their followers and prioritize their needs. They typically have loads of charisma and are very ethical. Followers of these leaders typically try to emulate their leader as they tend to identify with them easily. (Inspiring Innovation in the Workplace, 2019).
Intellectual stimulation is when the leader encourages their followers to think for themselves. These leaders are creative, innovative, and are very open to new ideas. They tend to be tolerant of their followers mistakes, and even encourage them as they believe they promote growth and improvement within the organization. These leaders create learning opportunities for their followers and abandon obsolete practices.
Individualized consideration is when the leader establishes a strong relationship with their followers. These leaders act as a caring supportive resource for their followers and their organization. They mentor their followers and allocate their time to developing their followers potential. (Transformational Leadership, 2014)