Self-leadership in its basic form is the leadership of oneself. However, how one leads themselves and if they do so effectively determines whether their leadership journey will become a transformational one (Neck, Manz, & Houghton, 2017). This transformational journey of self-leadership must begin by discovering one’s vocation, mastering mindfulness, and feeding one’s curiosity as these three tools lay the foundation from upon which to build. Self-Leadership Self-leadership is how one influences themselves to achieve their goals or objectives. It is grounded in behavioral and cognitive strategies and “addresses not only how but also what and why” to aid in positivity and productivity (Neck et al., 2017).
Leadership is also the ability to influence others, and it involves both people and processes (Chung & Lo, 2007; Dhar & Mishra, 2001). When a leader effectively coordinates people and processes, leadership is deemed
Effective leaders bring out the best in others: A great leader leverage off the best qualities from the people around them and challenge them to improve with confidence to achieve their personal goals. 2. The best leaders inspire with their words and actions: Great leaders lead by example and would not expect others to do what they are not prepared to do themselves. They appeal to people’s emotions, using images, stories, metaphors, and other ways that move people to action in achieving common goals. 3.
Transactional and Transformational Leadership Both concepts of the theory are built upon the reciprocity relationship between leader and follower. In contrast to the transactional leader who practices depending reinforcement of followers, the transformational leader inspires, intellectually stimulates, and individually considerate their team (Bass, 1999). At the core of transformational approach it is emphasize the both on leader ability to motivate and empower follower as well as in the moral dimension of leadership – it is about winning the mind and the heart (Bolden et al., 2011, p.31). The commitment building of this type of leadership is not only from the precise goal setting and evaluation but also through caring and inspiring the team.
Charm or guidance means exhibiting behavior that causes followers to identify, admire, and trust (Odumeru & Ideanyi, 2013; Stoffers & Mordant-Dols, 2015). Inspirational motivation is the level to which a leader articulates a clear vision that inspires, captivates, and appeals to followers concerning future goals (Odumeru & Ideanyi, 2013; Stoffers & Mordant-Dols, 2015). Intellectual stimulation means leaders challenge assumptions and stimulate or encourage employee innovation (Stoffers & Mordant-Dols, 2015). Followers receive a framework to connect to the leader, organization, and colleagues and goals to creatively overcome challenges (Stoffers & Mordant-Dols, 2015). Lastly, personal and individual attention refers to is the way in which a leader mentors or coaches a follower, appreciating the contribution given by providing support, advice, and encouragement (Odumeru & Ideanyi, 2013; Stoffers & Mordant-Dols,
It is opined that transformational leaders can develop trust, motive followers to perform beyond the call of duty, establish loyalty and guide followers to be willing to identify with the organization and the leaders. Hence, they are able to transform followers Givens (2008) cited by (Bass, 1985). They are viewed as role models, mentor, facilitator and teacher who are able to motivate and group followers to perform tasks. Leaders are inspirational in that they give meaning to those who perform the task which involves providing a vision or goal. Idealized influence, inspirational motivation, intellectual stimulation, and individual consideration are the four factors of transformational leadership.
I wanted to start off my defining what leadership is. According to our book, Leadership in Organizations, it states that leadership is “the ability of an individual to influence, motivate, and enable other to contribute forward the effectiveness and success of the organization…” (House et., 1999, pg.184) I liked this definition of leadership by this author because it truly fits what I think a leader should be affiliated with. Also, the book states that characteristics of being a leader are your traits (motivates, personality), Integrity, confidence and optimism, skills and expertise, leadership behavior, influence tactics, attributions about followers, and beliefs and assumptions. Moreover, along with my research I found some inspiration from the book,The Leadership Challenge, by Jim Kouzes and Barry Posner. It illustrates evidence-based research on how to make extraordinary things happen in organizations.
Mentoring is the relational means where one shares their God-given resources to another thereby empowering them to grow and develop. Mentoring is relationally delivered and provides wisdom, information, experience, confidence, insight, relationships, status, plus more. It can range from intensive, to occasional, or passive. The more intensive the mentoring model
As Maxwell points out the following points about integrity in leaders: integrity builds trust, has great influence, facilitates high standards, creates a solid reputation, and produces credibility. Showing people that a leader has integrity allows them to trust what he says because people can trust his reputation, which is the foundation of his following. This trustworthiness engenders a greater influence, which demands a higher standard as followers expect a certain level of integrity in the topic of the leader's passion. Moreover, a cycle of integrity and strengthening reputation builds credibility, as followers trust what a leader says because of his integrity, which only reinforces his reputation as a trustworthy leader. Integrity is not always an easy task to maintain in a leadership role, which makes it an accomplishment for any leader who establishes this trust with his followers and maintains that credibility as well.