Transformational leadership
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Transformational leadership is a leadership style in which leaders encourage, inspire and motivate employees to innovate and create change that will help grow and shape the future success of the company.
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Transformational leadership
Presentation on Transformational Leadership,meaning of leadership,transformational Leadership,components Of transformational leadership,transformational leadership style,benefits and limitations of approach..
Evaluation of transformational leadership
Transformational leadership encourages employees to innovate and create change through four elements: individualized consideration, inspirational motivation, idealized influence, and intellectual stimulation. Transformational leaders inspire followers through their vision in a way that is inclusive of both follower and leader ideas. In contrast, transactional leaders focus more on adhering to procedures and clarifying tasks, rather than innovating or inspiring new ideas. Studies show transformational leadership is more effective at reducing turnover and increasing productivity and satisfaction.
Transformational leadership
This document discusses transformational leadership. It defines transformational leaders as those who stimulate and inspire followers to achieve extraordinary outcomes and develop their own leadership capacity. There are four components of transformational leadership: idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. Transformational leaders challenge followers and help them grow as individuals. The goal of transformational leadership is to inspire followers to share the leader's values and connect with their vision.
Transformational Leadership
Welsh Consultants publishes- Transformational leadership is a leadership style in which leaders encourage, inspire and motivate employees to innovate and create change that will help grow and shape the future success of the company. This is accomplished by setting an example at the executive level through a strong sense of corporate culture, employee ownership and independence in the workplace. Transformational leaders inspire and motivate their workforce without micromanaging — they trust trained employees to take authority over decisions in their assigned jobs. It’s a management style that’s designed to give employees more room to be creative, look to the future and find new solutions to old problems. Employees on the leadership track will also be prepared to become transformational leaders themselves through mentorship and training. This paper explores the subject in detail. Author, Founder- Manish P
Transformational leadership
The document discusses the basics of transformational leadership. It defines a leader as someone with a vision who communicates and implements that vision. It also outlines different leadership styles and tactics, and discusses the mind of a transformational leader. Specifically, it notes that transformational leaders lead by vision rather than tasks, and emphasizes qualities like thinking, preparation, and mentoring others. The final sections propose Project Vasundhara, which aims to transform society, the environment, and business through renewable energy and sustainable lifestyles. It encourages becoming a volunteer, donor, or teacher to spread the message of transformational leadership.
Transformational Leadership
Transformational leadership is a process that inspires and motivates followers to achieve organizational goals. It was initially introduced by leadership expert James Macgregor Burns and further developed by Bernard Bass. There are four key components of transformational leadership: idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. While transformational leadership has some limitations, it is an effective approach for transforming organizations.
TRANSFORMATIONAL LEADERSHIP
This document discusses transformational leadership, which involves leaders who motivate and challenge followers to perform beyond expectations. Transformational leaders create contexts that maximize human and organizational capabilities through facilitating multiple levels of transformation and aligning people with shared values and purpose. They are charismatic and visionary, bring out the best in followers and develop them as leaders. Studies show transformational leaders have more satisfied followers and effective work groups, and followers experience less stress.
Transformational Leaders
Types of Leadership, Leadership Theories, Transformational Leaders, Fundamental Practices & Behaviour
Recommended
Transformational leadership
Presentation on Transformational Leadership,meaning of leadership,transformational Leadership,components Of transformational leadership,transformational leadership style,benefits and limitations of approach..
Evaluation of transformational leadership
Transformational leadership encourages employees to innovate and create change through four elements: individualized consideration, inspirational motivation, idealized influence, and intellectual stimulation. Transformational leaders inspire followers through their vision in a way that is inclusive of both follower and leader ideas. In contrast, transactional leaders focus more on adhering to procedures and clarifying tasks, rather than innovating or inspiring new ideas. Studies show transformational leadership is more effective at reducing turnover and increasing productivity and satisfaction.
Transformational leadership
This document discusses transformational leadership. It defines transformational leaders as those who stimulate and inspire followers to achieve extraordinary outcomes and develop their own leadership capacity. There are four components of transformational leadership: idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. Transformational leaders challenge followers and help them grow as individuals. The goal of transformational leadership is to inspire followers to share the leader's values and connect with their vision.
Transformational Leadership
Welsh Consultants publishes- Transformational leadership is a leadership style in which leaders encourage, inspire and motivate employees to innovate and create change that will help grow and shape the future success of the company. This is accomplished by setting an example at the executive level through a strong sense of corporate culture, employee ownership and independence in the workplace. Transformational leaders inspire and motivate their workforce without micromanaging — they trust trained employees to take authority over decisions in their assigned jobs. It’s a management style that’s designed to give employees more room to be creative, look to the future and find new solutions to old problems. Employees on the leadership track will also be prepared to become transformational leaders themselves through mentorship and training. This paper explores the subject in detail. Author, Founder- Manish P
Transformational leadership
The document discusses the basics of transformational leadership. It defines a leader as someone with a vision who communicates and implements that vision. It also outlines different leadership styles and tactics, and discusses the mind of a transformational leader. Specifically, it notes that transformational leaders lead by vision rather than tasks, and emphasizes qualities like thinking, preparation, and mentoring others. The final sections propose Project Vasundhara, which aims to transform society, the environment, and business through renewable energy and sustainable lifestyles. It encourages becoming a volunteer, donor, or teacher to spread the message of transformational leadership.
Transformational Leadership
Transformational leadership is a process that inspires and motivates followers to achieve organizational goals. It was initially introduced by leadership expert James Macgregor Burns and further developed by Bernard Bass. There are four key components of transformational leadership: idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. While transformational leadership has some limitations, it is an effective approach for transforming organizations.
TRANSFORMATIONAL LEADERSHIP
This document discusses transformational leadership, which involves leaders who motivate and challenge followers to perform beyond expectations. Transformational leaders create contexts that maximize human and organizational capabilities through facilitating multiple levels of transformation and aligning people with shared values and purpose. They are charismatic and visionary, bring out the best in followers and develop them as leaders. Studies show transformational leaders have more satisfied followers and effective work groups, and followers experience less stress.
Transformational Leaders
Types of Leadership, Leadership Theories, Transformational Leaders, Fundamental Practices & Behaviour
Transformational leadership II
This Presentation describes Characteristics of Transformational Leadership and attributes required for the same.Four Elements of Transformational Leadership is highlighted.
On becoming a transformational leader
This document discusses transformational leadership and how it differs from transactional leadership. Transformational leadership aims to elevate both leaders and followers to higher levels of motivation and morality. It involves four key components: intellectual stimulation, idealized influence, inspirational motivation, and individualized consideration. The goals of transformational leadership in an educational setting include developing a collaborative school culture, fostering teacher growth, and helping teachers solve problems effectively. Examples are provided of how educational leaders can exhibit transformational leadership.
Transformational leadership
Transformational leadership is a style of leadership where the leader works with subordinates to identify needed change, create a vision to guide the change through inspiration, and execute the change alongside committed group members. It was introduced by James MacGregor Burns and focuses on moral motivation, while later work by Bernard Bass emphasized trust, respect and admiration. Transformational leaders are generally energetic, enthusiastic and passionate, helping every group member succeed through intellectual stimulation, individualized consideration, inspirational motivation and idealized influence.
Transformation Leadership
The document discusses transformational leadership and key challenges and success factors for transforming a team. Transformational leadership inspires people to reach beyond their self-interest through role modeling integrity and fairness, setting clear and achievable goals, having high expectations, encouraging others, and providing support and recognition. Key challenges include differences between individuals, knowledge, skills, concerns from other departments, and reliance on third parties. Recommendations are to develop people through communication and feedback, set clear and achievable goals, guidelines, develop positive attitudes, and encourage collaboration to achieve goals.
Transformational Management
This document discusses transformational leadership theory. Transformational leaders inspire and motivate followers to achieve extraordinary outcomes and develop their leadership capacity. Key components of transformational leadership include idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. Benefits include increased innovation, efficiency and development of future leaders, while potential criticisms include a lack of conceptual clarity and the possibility of abuse of power.
Transformational leadership theory
Transformational leadership theory focuses on implementing new ideas and continual change to maintain social relevance. It relies on building relationships, trust, communication and understanding people. Key aspects of transformational leadership include charisma, inspirational motivation through vision creation, intellectual stimulation of new ideas, and individualized consideration of growth needs. Unlike transactional leadership with its "give and take" approach, transformational leadership creates significant change through the leader's personality, vision articulation, and challenging goals. In conclusion, transformational leadership is about innovating and guiding change through inspiration and committed group members.
Transformational leadership
A transformational leader is focused on transforming the organization by understanding its future needs, developing a vision, and empowering people to achieve goals. Key aspects of transformational leadership include challenging norms, managing resources effectively, understanding organizational transformation, developing one's own ability to transform others, and focusing on developing people's potential to lead the organization successfully into the future.
Transformational leadership
Transformational leadership aims to elevate followers morally and motivate them to put group interests above self interests. It does this by increasing awareness of what is right and important, helping followers fulfill their potential, and fostering high moral standards. A transformational leader acts as a role model by exemplifying strong values and inspiring followers with a compelling vision, while also attending to individual needs through mentoring and coaching. This allows both leaders and followers to raise one another to achieve higher levels of motivation and morality.
Transformational Leadership, by Ron Riggio, Ph.D.
Transformational leadership involves leaders motivating and inspiring followers to perform beyond expectations. It has four key components: idealized influence where leaders serve as role models; inspirational motivation where leaders provide meaning and challenge; intellectual stimulation where leaders encourage innovation; and individualized consideration where leaders mentor followers. Research shows transformational leadership is linked to greater follower satisfaction, effectiveness, and less stress compared to other leadership styles.
Transformational leadership
Transformational leadership stimulates and inspires followers to achieve extraordinary outcomes and develop their own leadership capacity. These leaders respond to individual needs, empower followers, and align objectives. They inspire and motivate followers, challenge them to be innovative, and show genuine care and concern. Key elements include idealized influence, inspirational motivation, individualized consideration, and intellectual stimulation. Transformational leaders develop a vision, sell the vision to followers, map a clear direction, and lead by example while encouraging followers. This style of leadership has been shown to increase performance, effort, satisfaction, and development of future leaders. However, it depends on the leader's abilities and characteristics.
Charismatic & Transformational Leadership
This document discusses and compares charismatic leadership and transformational leadership. Charismatic leadership is defined by Max Weber and involves a leader with a large personality who inspires followers. Transformational leadership developed from Bass' work and involves developing visions and empowering followers. Both involve charisma but transformational leadership focuses more on organizations while charismatic leadership involves radical political figures. In education, charismatic leadership is seen in administrators while transformational leadership applies to teachers inspiring students to reach their potential.
The relationship between transformational leadership and organizational effec...
Transformational leadership influences major changes in attitudes and builds commitment to an organization's mission. It stimulates new perspectives, generates awareness of vision/mission, develops high ability in followers, and motivates people to look beyond self-interest. Characteristics include idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. Organizational effectiveness is understood through goals, system resources, internal processes, and multiple constituencies approaches. Transformational leaders positively impact employee satisfaction, productivity, and effectiveness by managing change, clarifying purpose, creating vision, empowering followers, and coordinating teamwork, resulting in strong organizational culture and indirect relationship with effectiveness. Leaders should develop strong culture through human resource investment and "transforming" people
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This document discusses charismatic leadership and the importance of vision for organizations. It defines charismatic leadership as leadership that inspires great loyalty and is seen as endowed with exceptional qualities. Charismatic leaders are role models who communicate high expectations and generate hope in followers. The document also discusses how a compelling vision provides focus and purpose for an organization, and that successful implementation of a vision requires clear communication and buy-in from followers.
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This document discusses charismatic and transformational leadership. It defines charismatic leadership as leadership that inspires devotion among followers through strong personal abilities and magnetism. Charismatic leaders are more effective during times of crisis. Transformational leadership aims to develop followers into leaders by appealing to higher ideals and encouraging intellectual stimulation. An effective vision is key to initiating and guiding organizational change.
Transformational Leadership: Become a Leader Who Makes a Difference
Learning Objective: Examine methods for developing a successful team
Are you the type of leader who takes control of a situation by conveying a clear vision of the group’s goals, who exhibits a passion for your work, and who has the ability to put others at ease? If not, do you want to be this person? A transformational leader is one that can inspire positive changes in those around them, is energetic, and is enthusiastic. These leaders are focused on helping their team members rise to their best. This seminar will address how transformational leadership can convey trust and develop employees.
By the end of the session, participants will:
a. Discuss what transformational leadership is.
b. Discover the traits that support and mentor employees to greatness.
c. Examine processes for boosting morale, creating positive expectations, and leading empowered groups.
Charismatic leadership
The document discusses charismatic leadership and public speaking. It begins by defining leadership in Islam as representing a trust between the leader and followers to guide them towards shared goals, protect them, treat them fairly and with justice. It then discusses how charismatic leaders develop credibility and trust with followers. Key skills for charismatic leaders include communication skills, self-confidence, and different sources of power. The document also discusses the importance of communication and outlines tips for effective public speaking such as preparation, practice, and maintaining a positive presence. It provides suggestions for controlling nerves when speaking in public.
Transactional and transformational leadership sue elmer's group
Use both styles
appropriately depending on
the situation.
Transformational Leadership
Transformational leadership was first introduced in 1978. It has been proven to produce positive organizational outcomes like productivity and innovation. However, not everyone is a transformational leader because it requires changing how one views the world, which is more difficult than changing outward behaviors or actions. The document discusses the history of leadership theories, characteristics of transformational leadership, stages of leadership development, and how to develop into a transformational leader through self-awareness, coaching, and leadership programs.
Transformational leadership
The document discusses transformational leadership, which occurs when leaders elevate and broaden employee interests above self-interest for the good of the group. Transformational leadership involves building commitment to organizational objectives and empowering followers to achieve them. It is a leadership style where leaders and followers motivate each other to higher levels of morality and motivation. The basic elements of transformational leadership are idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration.
Leadership ppt
A leader is defined as a person who influences others towards achieving a goal. To be an effective leader, one must have followers who trust them. Key attributes of good leadership include having a deep commitment to the goal, the ability to visualize success, and being worthy of others' trust. Effective leadership requires understanding followers' needs and motivating them through two-way communication that depends on the specific situation. Traits, skills, inspiring a vision, and inviting participation are important factors in leadership.
Transformation theory
The document discusses transformational leadership theory. It describes transformational leadership as enhancing follower motivation by being a role model, challenging followers, and understanding individual strengths. It outlines four dimensions of transformational leadership: idealized influence, inspirational motivation, individualized consideration, and intellectual stimulation. It also discusses related theorists like Burns and Bass, who developed models of transformational leadership and the Multifactor Leadership Questionnaire assessment.
TRANSFORMATIONAL LEADERSHIP
Transformational leadership theory aims to inspire followers to accomplish more than expected by raising morale and motivating followers to consider group goals over self-interest. The theory was first proposed in the 1970s and further developed by Bass in the 1980s, identifying four components of transformational leadership: idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. Transformational leadership can increase performance, job satisfaction, and develop future leaders compared to transactional leadership. However, it also lacks conceptual clarity and depends on the ability of leaders to demonstrate transformational behaviors.
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This document discusses transformational leadership and how it differs from transactional leadership. Transformational leadership aims to elevate both leaders and followers to higher levels of motivation and morality. It involves four key components: intellectual stimulation, idealized influence, inspirational motivation, and individualized consideration. The goals of transformational leadership in an educational setting include developing a collaborative school culture, fostering teacher growth, and helping teachers solve problems effectively. Examples are provided of how educational leaders can exhibit transformational leadership.
Transformational leadership
Transformational leadership is a style of leadership where the leader works with subordinates to identify needed change, create a vision to guide the change through inspiration, and execute the change alongside committed group members. It was introduced by James MacGregor Burns and focuses on moral motivation, while later work by Bernard Bass emphasized trust, respect and admiration. Transformational leaders are generally energetic, enthusiastic and passionate, helping every group member succeed through intellectual stimulation, individualized consideration, inspirational motivation and idealized influence.
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The document discusses transformational leadership and key challenges and success factors for transforming a team. Transformational leadership inspires people to reach beyond their self-interest through role modeling integrity and fairness, setting clear and achievable goals, having high expectations, encouraging others, and providing support and recognition. Key challenges include differences between individuals, knowledge, skills, concerns from other departments, and reliance on third parties. Recommendations are to develop people through communication and feedback, set clear and achievable goals, guidelines, develop positive attitudes, and encourage collaboration to achieve goals.
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This document discusses transformational leadership theory. Transformational leaders inspire and motivate followers to achieve extraordinary outcomes and develop their leadership capacity. Key components of transformational leadership include idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. Benefits include increased innovation, efficiency and development of future leaders, while potential criticisms include a lack of conceptual clarity and the possibility of abuse of power.
Transformational leadership theory
Transformational leadership theory focuses on implementing new ideas and continual change to maintain social relevance. It relies on building relationships, trust, communication and understanding people. Key aspects of transformational leadership include charisma, inspirational motivation through vision creation, intellectual stimulation of new ideas, and individualized consideration of growth needs. Unlike transactional leadership with its "give and take" approach, transformational leadership creates significant change through the leader's personality, vision articulation, and challenging goals. In conclusion, transformational leadership is about innovating and guiding change through inspiration and committed group members.
Transformational leadership
A transformational leader is focused on transforming the organization by understanding its future needs, developing a vision, and empowering people to achieve goals. Key aspects of transformational leadership include challenging norms, managing resources effectively, understanding organizational transformation, developing one's own ability to transform others, and focusing on developing people's potential to lead the organization successfully into the future.
Transformational leadership
Transformational leadership aims to elevate followers morally and motivate them to put group interests above self interests. It does this by increasing awareness of what is right and important, helping followers fulfill their potential, and fostering high moral standards. A transformational leader acts as a role model by exemplifying strong values and inspiring followers with a compelling vision, while also attending to individual needs through mentoring and coaching. This allows both leaders and followers to raise one another to achieve higher levels of motivation and morality.
Transformational Leadership, by Ron Riggio, Ph.D.
Transformational leadership involves leaders motivating and inspiring followers to perform beyond expectations. It has four key components: idealized influence where leaders serve as role models; inspirational motivation where leaders provide meaning and challenge; intellectual stimulation where leaders encourage innovation; and individualized consideration where leaders mentor followers. Research shows transformational leadership is linked to greater follower satisfaction, effectiveness, and less stress compared to other leadership styles.
Transformational leadership
Transformational leadership stimulates and inspires followers to achieve extraordinary outcomes and develop their own leadership capacity. These leaders respond to individual needs, empower followers, and align objectives. They inspire and motivate followers, challenge them to be innovative, and show genuine care and concern. Key elements include idealized influence, inspirational motivation, individualized consideration, and intellectual stimulation. Transformational leaders develop a vision, sell the vision to followers, map a clear direction, and lead by example while encouraging followers. This style of leadership has been shown to increase performance, effort, satisfaction, and development of future leaders. However, it depends on the leader's abilities and characteristics.
Charismatic & Transformational Leadership
This document discusses and compares charismatic leadership and transformational leadership. Charismatic leadership is defined by Max Weber and involves a leader with a large personality who inspires followers. Transformational leadership developed from Bass' work and involves developing visions and empowering followers. Both involve charisma but transformational leadership focuses more on organizations while charismatic leadership involves radical political figures. In education, charismatic leadership is seen in administrators while transformational leadership applies to teachers inspiring students to reach their potential.
The relationship between transformational leadership and organizational effec...
Transformational leadership influences major changes in attitudes and builds commitment to an organization's mission. It stimulates new perspectives, generates awareness of vision/mission, develops high ability in followers, and motivates people to look beyond self-interest. Characteristics include idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. Organizational effectiveness is understood through goals, system resources, internal processes, and multiple constituencies approaches. Transformational leaders positively impact employee satisfaction, productivity, and effectiveness by managing change, clarifying purpose, creating vision, empowering followers, and coordinating teamwork, resulting in strong organizational culture and indirect relationship with effectiveness. Leaders should develop strong culture through human resource investment and "transforming" people
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This document discusses charismatic leadership and the importance of vision for organizations. It defines charismatic leadership as leadership that inspires great loyalty and is seen as endowed with exceptional qualities. Charismatic leaders are role models who communicate high expectations and generate hope in followers. The document also discusses how a compelling vision provides focus and purpose for an organization, and that successful implementation of a vision requires clear communication and buy-in from followers.
Charismatic And Transformational Leadership
This document discusses charismatic and transformational leadership. It defines charismatic leadership as leadership that inspires devotion among followers through strong personal abilities and magnetism. Charismatic leaders are more effective during times of crisis. Transformational leadership aims to develop followers into leaders by appealing to higher ideals and encouraging intellectual stimulation. An effective vision is key to initiating and guiding organizational change.
Transformational Leadership: Become a Leader Who Makes a Difference
Learning Objective: Examine methods for developing a successful team
Are you the type of leader who takes control of a situation by conveying a clear vision of the group’s goals, who exhibits a passion for your work, and who has the ability to put others at ease? If not, do you want to be this person? A transformational leader is one that can inspire positive changes in those around them, is energetic, and is enthusiastic. These leaders are focused on helping their team members rise to their best. This seminar will address how transformational leadership can convey trust and develop employees.
By the end of the session, participants will:
a. Discuss what transformational leadership is.
b. Discover the traits that support and mentor employees to greatness.
c. Examine processes for boosting morale, creating positive expectations, and leading empowered groups.
Charismatic leadership
The document discusses charismatic leadership and public speaking. It begins by defining leadership in Islam as representing a trust between the leader and followers to guide them towards shared goals, protect them, treat them fairly and with justice. It then discusses how charismatic leaders develop credibility and trust with followers. Key skills for charismatic leaders include communication skills, self-confidence, and different sources of power. The document also discusses the importance of communication and outlines tips for effective public speaking such as preparation, practice, and maintaining a positive presence. It provides suggestions for controlling nerves when speaking in public.
Transactional and transformational leadership sue elmer's group
Use both styles
appropriately depending on
the situation.
Transformational Leadership
Transformational leadership was first introduced in 1978. It has been proven to produce positive organizational outcomes like productivity and innovation. However, not everyone is a transformational leader because it requires changing how one views the world, which is more difficult than changing outward behaviors or actions. The document discusses the history of leadership theories, characteristics of transformational leadership, stages of leadership development, and how to develop into a transformational leader through self-awareness, coaching, and leadership programs.
Transformational leadership
The document discusses transformational leadership, which occurs when leaders elevate and broaden employee interests above self-interest for the good of the group. Transformational leadership involves building commitment to organizational objectives and empowering followers to achieve them. It is a leadership style where leaders and followers motivate each other to higher levels of morality and motivation. The basic elements of transformational leadership are idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration.
Leadership ppt
A leader is defined as a person who influences others towards achieving a goal. To be an effective leader, one must have followers who trust them. Key attributes of good leadership include having a deep commitment to the goal, the ability to visualize success, and being worthy of others' trust. Effective leadership requires understanding followers' needs and motivating them through two-way communication that depends on the specific situation. Traits, skills, inspiring a vision, and inviting participation are important factors in leadership.
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The relationship between transformational leadership and organizational effec...
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Transformational Leadership: Become a Leader Who Makes a Difference
Transformational Leadership: Become a Leader Who Makes a Difference
Transactional and transformational leadership sue elmer's group
Transactional and transformational leadership sue elmer's group
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The document discusses transformational leadership theory. It describes transformational leadership as enhancing follower motivation by being a role model, challenging followers, and understanding individual strengths. It outlines four dimensions of transformational leadership: idealized influence, inspirational motivation, individualized consideration, and intellectual stimulation. It also discusses related theorists like Burns and Bass, who developed models of transformational leadership and the Multifactor Leadership Questionnaire assessment.
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Transformational leadership theory aims to inspire followers to accomplish more than expected by raising morale and motivating followers to consider group goals over self-interest. The theory was first proposed in the 1970s and further developed by Bass in the 1980s, identifying four components of transformational leadership: idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. Transformational leadership can increase performance, job satisfaction, and develop future leaders compared to transactional leadership. However, it also lacks conceptual clarity and depends on the ability of leaders to demonstrate transformational behaviors.
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This document discusses transformative leadership and its key characteristics. Transformative leadership aims to positively change followers and organizations by inspiring a shared vision, building trust, and encouraging the heart. Transformative leaders are characterized as honest, forward-looking, competent, and inspiring. They transform others by focusing on higher order needs and consistently demonstrating qualities like inspiring a shared vision, challenging processes, enabling others, modeling best practices, and encouraging the heart. Transformative leadership can significantly impact organizations and employees.
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"Leadershipisafunctionofknowingyourself,havingavisionthatiswellcommunicated,buildingtrustamongcolleagues,andtakingeffectiveactiontorealizeyourownleadershippotential."
Prof. Warren Bennis
What is leadership?
What is leadership?
“Leadershipismobilizingtheactionsandeffortsofotherstoachievecommongoals.”
GO AND DO IT!
LET’S DO IT!
Leader
Manager
1.
The manager is an administrator.
2.
Managers react to change.
3.
the managers create strategies.
4.
Drives Team Members
5.
Managers try to be heroes.
6.
Managers take credit.
7.
A manager questions in how and when.
8.
Managers exercise power over people.
1.
The leader is an innovator.
2.
Leaders create change.
3.
Leaders give solutions
4.
Coaches Team Members.
5.
Leaders make heroes of everyone around them.
6.
Leaders take responsibility.
7.
A leader asks questions about what and why.
8.
Leaders develop power withpeople.
•
Autocratic leadership style
•
Paternalistic leadership style
•
Democratic leadership style
•
Laissez-faire leadership style
•
Transactional leadership style
•
Transformational leadership style
•
Situational Leadership style
Types of leadership style
•
AcommonbeliefofmanyAutocraticleadersisthatfollowersrequiredirectsupervisionatalltimesorelsetheywouldnotoperateeffectively.
•
Autocraticleadershipstyleworkswelliftheleaderiscompetentandknowledgeableenoughtodecideabouteachandeverything.
•
Autocraticisconsideredoneofthemosteffectiveleadershipstylesincasethereissomeemergencyandquickdecisionsneedtobetaken.
Autocratic leadership style
ThewayaPaternalisticleaderworksisbyactingasafatherfigurebytakingcareoftheirsubordinatesasaparentwould.
Inthisstyleofleadershiptheleadersuppliescompleteconcernforhisfollowersorworkers.
Inreturnhereceivesthecompletetrustandloyaltyofhispeople.Therelationshipbetweentheseco-workersandleaderareextremelysolid.
Theworkersareexpectedtostaywithacompanyforalongerperiodoftimebecauseoftheloyaltyandtrust.
Paternalistic leadership Style
Thedemocraticleadershipstyleconsistsoftheleadersharingthedecision-makingabilitieswithgroupmembersbypromotingtheinterestsofthegroupmembersandbypracticingsocialequality.
Thisstyleofleadershipencompassesdiscussion,debateandsharingofideasandencouragementofpeopletofeelgoodabouttheirinvolvement.
Insituationswhererolesareunclearortimeisoftheessence,democraticleadershipcanleadtocommunicationfailuresanduncompletedprojects.
Democraticleadershipworksbestinsituationswheregroupmembersareskilledandeagertosharetheirknowledge.
Democratic leadership style
Laissez-faireleadership,alsoknownasdelegateleadership,isatypeofleadershipstyleinwhichleadersarehands-offandallowgroupmemberstomakethedecisions.
Laissez-faireleadersallowfollowerstohavecompletefreedomtomakedecisionsconcerningthecompletionoftheirwork.
Itallowsfollowersahighdegreeofautonomyandself-rule,whileatthesametimeofferingguidanceandsupportwhenrequested.
Laissez-faire leadership style
Inthiskindofleadership,aclearchainofcommandisestablished.Theleadermotivateshissubordinatesbypresentingthem
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This document discusses various theories and perspectives on leadership. It begins by covering trait theories, which examine personal characteristics that differentiate leaders from followers. It then discusses behavioral theories that focus on observable leader behaviors. Situational theories are presented that contend there is no single best leadership style and that effectiveness depends on the situation. Transformational and charismatic leadership models are introduced that emphasize inspiring followers and pursuing organizational goals. Additional perspectives on servant leadership and leader-member exchange are also summarized.
Leadership - Organisational Behavior
The document discusses various theories of leadership including trait, behavioral, and contingency theories. It outlines different leadership styles like autocratic, democratic, and laissez-faire. Additionally, it distinguishes between transactional and transformational leadership and explores the differences between management and leadership.
Module 4_Leadership.pptx
The document discusses building leadership in the community. It begins with definitions of leadership, ethics, and providing a comprehensive definition of leadership as a process of influencing people to accomplish goals. It then examines whether leadership is based on traits/characteristics or behaviors. The document also considers whether leadership is always the same or variable depending on the situation. It discusses other leadership considerations like servant leadership and transactional vs transformational leadership. It addresses the role of power in leadership and different sources of power. The document proposes the R.A.T.E. model for community leadership development: recruit, assess, teach, and engage leaders. It concludes that anyone can develop leadership skills and effective community leaders develop additional volunteers.
Ongamo joe marshal - defining your leadership style
As an executive officer of the company, Ongamo Joe Marshal is motivate the employees, and drives change within the organization.
Types of leadership
Leadership involves influencing others towards mutual goals through ethical behavior and decision making. Effective leadership requires qualities like confidence, inspiring others, good communication, creativity, fairness, and responsiveness.
There are several types of leadership styles such as authentic leadership which values honest relationships, autocratic leadership where one person controls all decisions, and transformational leadership which causes positive change in followers. Transactional leadership focuses on supervision through rewards and punishments, while participative leadership involves group members in decision making. Effective leadership depends on selecting the appropriate style for the situation and organization.
Leadership development Leadership development
The document discusses leadership development and provides information on various leadership topics. It begins by defining leadership and distinguishing between leaders and managers. It then discusses different leadership styles, the benefits of becoming a leader, and steps someone can take to develop leadership skills. These include self-awareness, continuous learning, effective communication, building confidence, and leading through service. The overall document serves as a guide for understanding leadership concepts and developing strong leadership abilities.
Leadership in Organizations
The document discusses several theories of leadership, including:
1) Trait theory, which attempts to identify specific traits associated with effective leadership.
2) Behavioral theories, which focus on behaviors and their impact on effectiveness. This includes consideration for tasks vs consideration for people.
3) Situational leadership theory, which advocates that leaders adapt their style based on follower readiness and the situation.
4) Contingency theory, which states there is no single best leadership style and effectiveness depends on matching the leader's style to situational factors like the leader-follower relationship.
Developing leadership skills
This document discusses various leadership skills and styles. It defines management as a process involving four functions: planning, organizing, leading, and controlling available organizational resources to reach organizational goals. It also describes traits of good leaders such as being honest, competent, inspiring, and courageous. Several leadership styles are explained, including managerial leadership, charismatic leadership, and transformational leadership with its four components: idealized influence, inspirational motivation, individualized consideration, and intellectual stimulation.
Transactional and Transformational Leadership
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Week 1 Development of Leadership Theory(1) (2).ppt
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m249-saw PMI To familiarize the soldier with the M249 Squad Automatic Weapon ...
M249 Saw marksman PMIThe Squad Automatic Weapon (SAW), or 5.56mm M249 is an individually portable, gas operated, magazine or disintegrating metallic link-belt fed, light machine gun with fixed headspace and quick change barrel feature. The M249 engages point targets out to 800 meters, firing the improved NATO standard 5.56mm cartridge. The SAW forms the basis of firepower for the fire team. The gunner has the option of using 30-round M16 magazines or linked ammunition from pre-loaded 200-round plastic magazines. The gunner's basic load is 600 rounds of linked ammunition. The SAW was developed through an initially Army-led research and development effort and eventually a Joint NDO program in the late 1970s/early 1980s to restore sustained and accurate automatic weapons fire to the fire team and squad. When actually fielded in the mid-1980s, the SAW was issued as a one-for-one replacement for the designated "automatic rifle" (M16A1) in the Fire Team. In this regard, the SAW filled the void created by the retirement of the Browning Automatic Rifle (BAR) during the 1950s because interim automatic weapons (e.g. M-14E2/M16A1) had failed as viable "base of fire" weapons.
Early in the SAW's fielding, the Army identified the need for a Product Improvement Program (PIP) to enhance the weapon. This effort resulted in a "PIP kit" which modifies the barrel, handguard, stock, pistol grip, buffer, and sights.
The M249 machine gun is an ideal complementary weapon system for the infantry squad platoon. It is light enough to be carried and operated by one man, and can be fired from the hip in an assault, even when loaded with a 200-round ammunition box. The barrel change facility ensures that it can continue to fire for long periods. The US Army has conducted strenuous trials on the M249 MG, showing that this weapon has a reliability factor that is well above that of most other small arms weapon systems. Today, the US Army and Marine Corps utilize the license-produced M249 SAW.
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Many companies have perceived CRM that accompanied by numerous
uncoordinated initiatives as a technological solution for problems in
individual areas. However, CRM should be considered as a strategy when
a company decides to implement it due to its humanitarian, technological
and process-related effects (Mendoza et al., 2007, p. 913). CRM is
evolving today as it should be seen as a strategy for maintaining a longterm relationship with customers.
A CRM business strategy includes the internet with the marketing,
sales, operations, customer services, human resources, R&D, finance, and
information technology departments to achieve the company’s purpose and
maximize the profitability of customer interactions (Chen and Popovich,
2003, p. 673).
After Corona Virus Disease-2019/Covid-19 (Coronavirus) first
appeared in Wuhan, China towards the end of 2019, its effects began to
be felt clearly all over the world. If the Coronavirus crisis is not managed
properly in business-to-business (B2B) and business-to-consumer
(B2C) sectors, it can have serious negative consequences. In this crisis,
companies can typically face significant losses in their sales performance,
existing customers and customer satisfaction, interruptions in operations
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Mentoring - A journey of growth & development
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offer excellent way forward for you. It's an opportunity to engage in a profound
learning experience that extends beyond immediate solutions to foster long-term
growth & transformation.
Neal Elbaum Shares Top 5 Trends Shaping the Logistics Industry in 2024
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Corporate innovation with Startups made simple with Pitchworks VC Studio
In this write up we will talk about why corporates need to innovate, why most of them of failing and need to startups and corporate start collaborating with each other for survival
At the end of the conversation the CIO asked us 3 questions which sparked us to write this blog.
1 Do my organisation need innovation ?
2 Even if I need Innovation why are so many other corporates of our size fail in innovation ?
3 How can I test it in most cost effective way ?
First let's address the Elephant in the room, is Innovation optional ?
Relevance for customers
Building Business Reslience
competitive advantage
Corporate innovation is essential for businesses striving to remain relevant and competitive in today's rapidly evolving market. By continuously developing new products, services, and processes, companies can better meet the changing needs and preferences of their customers. For instance, Apple's regular release of new iPhone models keeps them at the forefront of consumer technology, while Amazon's introduction of Prime services has revolutionized online shopping convenience. Statistics show that innovative companies are 2.5 times more likely to have high-performance outcomes compared to their peers.
This proactive approach not only helps in retaining existing customers but also attracts new ones, ensuring sustained growth and market presence.
Furthermore, innovation fosters a culture of creativity and adaptability within organizations, enabling them to quickly respond to emerging trends and disruptions. In essence, corporate innovation is the driving force that keeps companies aligned with customer expectations, ultimately leading to long-term success and relevance.
Business Resilience
Building business resilience is paramount for companies looking to thrive amidst uncertainties and disruptions. Corporate innovation plays a crucial role in fostering this resilience by enabling businesses to adapt, evolve, and maintain continuity during challenging times. For instance, during the COVID-19 pandemic, many companies that swiftly innovated their business models, such as shifting to remote work or expanding e-commerce capabilities, managed to survive and even thrive. According to a McKinsey report, organizations that prioritize innovation are 30% more likely to be high-growth companies. Innovation not only helps in developing new revenue streams but also in creating more efficient processes and resilient supply chains. This agility allows companies to quickly pivot in response to market changes, ensuring they can weather economic downturns, technological disruptions, and other unforeseen challenges. Therefore, corporate innovation is not just a strategy for growth but a vital component of building a robust and resilient business capable of sustaining long-term success.
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Transformational leadership
- 1. TransformationalLeader Leadership with values, meaning and a high purpose
- 3. TREYresearch Whatis Transformational Leadership? • James Burns introduced the concept of Transformational & Transactional Leadership in (1978) • A person in which leaders and followers help each other, advice to a higher level of motivation and morale. • Transformational Leader creates significant change in the lives of people and organizations. • It redesigns perceptions and values, and changes expectations and aspirations of followers. • Dependent on the Leader’s personality, traits and ability to change through example and challenging goals. • Provides a moral example of working towards the benefit of the individual, team and organization. • Transformational and Transactional Leadership are mutually exclusive styles. 3
- 4. TREYresearch Qualities of a Transformational Leader • Inspires • Motivates • Challenges • Engages • Develops • Aligns 4 People by being a role model people to achieve high standards people to develop creative solutions people together people on an individual basis company interests with employees needs
- 5. TREYresearch Impact of Transformational Leader • Trust • Admiration • Loyalty • Respect 5
- 6. TREYresearch Does Transformational leadership Matter? • Transformational Leaders have clearly more satisfied followers • Transformational Leaders lead more effective work groups • Followers of Transformational Leaders experience less stress and burnout 6
- 7. TREYresearch7 Drawbacks of Transformational leadership • Influence Can Backfire If the leader is a risk-taker who will make decisions that are not well thought and can result to something negative, chances are, the subordinates will be the ones to be put in line. • Assumption of Motivation This leadership style tries to let subordinates and followers feel that they have common goals that need to be accomplished. • Prioritization When it comes to encouraging team members, transformational leaders have the tendency to coach and mentor only selected groups of individuals. • Unidirectional Influence In organizations where transformational leadership style is practiced, the only one that is benefitting is the organization itself and yet it appears that employees and the organization have the same vision.
- 8. TREYresearch Conclusion 8 • Mission, Vision and Cause • Espoused Values • Gain Followers • Support a shared vision • Know and understand the challenge ahead • Committed to achieving the dream • Individual interests are aligned with the goals • “Life’s Work” that provides purpose, direction and personal meaning