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,
The three skills are Leads, Develops, and Achieves. I try to use this method of leadership when leading others I influence and motivate them to pursue the goal. Also by leading from the form and doing setting the standard. Secondly, when developing my subordinates, I try to implement a positive environment so that all my soldiers can flourish and work as a team. A positive environment helps encourage soldiers to take the initiative and may cause them to want to work harder to gain more individual responsibility.
Coaching: This is a one-on-one style in which leaders work with their team members to develop them, provide feedback, help them to connect their goals with that of the organisation. It works best in situations where people take initiatives and seek professional development. 3. Affiliative: This style emphasizes team work, creates harmony and connects people to each other. Daniel Goleman observes that this style is particularly useful when the leader wants to improve team harmony, increase moral and motivation, enhance communication and repair broken trust.
Concisely, Kanter identifies the three foremost important characteristics a leader can bring to a changing organization: passion, conviction, and confidence in others (Moss, 1999). Therefore, using these attributes, the leader assists individuals to change, by first aiding them to change their core beliefs, how they think, and their attitudes and then their behavior. Ostensibly, Chris Lowney explains how this is achievable. Conversely, he identifies four pillars of leadership - self-awareness, creativity, or ingenuity, innovation, or heroism, and love- and describes how they build a leader to embrace change (Lowney, p. 9). According to him,
I am one of those people who always encourage my friends or colleagues to better their lives either by changing their lifestyle or bad financial habits or up-skilling themselves, therefore I will be able to direct, coach support and delegate to the fellow followers when I implement the Situational Leadership Theory. 2. SERVANT LEADERSHIP - Pros of servant leader aim are to support, encourage, and develop their followers to reach their full potential. They are more likely to be in involved in the democratic or participatory decision making which is more favored by the followers. They would create people-orientated cultures that treat people with dignity.
Leaders Take the Initiative “ A leader is the individual engaging others in this evolutionary activity” (Defining Leadership Language and Guiding Models 14). There are two kinds of people in this world, leaders and followers. Leaders take the initiative and guide a group of people, including followers, to make a change. Sometimes leaders come across obstacles, but they work hard and do not give up. Leaders believe their actions will make the world a better place.
In addition, charisma underlines the provision of a common vision and sense of mission necessary for the transformation. Leaders employ inspiration through symbols to redirect followers’ efforts; they express in a simplistic manner the fundamental purpose of the transformation process, and clearly communicate the accompanying higher expectations. Leaders also intellectually stimulate employees by emphasizing rationality and creativity in problem-solving situations. Finally, through individualized consideration, employees are given personal attention and, whenever necessary, they provide coaching and advise to those employees (Warrilow,
Transformational leadership is a charismatic leader or manager who believes he has a clear vision for the future of the organization that will attract success. Besides, he will also motivate employees to adapt to changes in organization and also guide them as well. A transformational leader will try to get employees enthusiastically on board with his or her ideas and continually uses the vision of a brighter future as a key motivation for employees to be more productive and efficient to adapting changes. Lastly, the transactional leader can create a plan for success of organization and tell each employees how their contribution plays an important part of the organization’s success. The next leadership style is democratic leadership.
Expectations for team’s performance must be clearly stated, conveyed and understood by the team members. When the team’s performance expectations are met, there should be rewards and recognitions so as to encourage them to continue their great performance. Nonetheless, since performance is link to remunerations, team members might feel competitive and hence resort to unethical ways in order to achieve their targets. Alternatively, attending leadership training to improve leadership skills and to upgrade the current skills can be done. With that, the manager will have the knowledge on how to communicate, guide and motivate his team to achieve their goals.
It is the leader’s choice whether they are going to lead with their purpose. Leadership is the act of motivating people to greatness. Inspiration drives greatness; it adds value to the lives of others around you. (ACU, 2011). This is true of the self as well.