ipl-logo

Five Practices Of Effective Leader Analysis

1233 Words5 Pages

There are five practices of effective leaders, and the first one is Modeling the Way. Modeling the way refers to leaders bringing the standards of the group to the surface. They set the standards for the way the team members are to be treated and the way the goals need to be done (2000-2018). Lead by example is a good way to explain Modeling the way. The second of the five practices is inspire a shared vision, and this means that they have passion about their goals and the future. This passion for the future is what is to inspire. If a team can see the light in the face of their leaders then they can be easily inspired to follow them into the plans. The third of the five effective practices is to Challenge the process, and this is when they …show more content…

Though it is a risk, it may also be the team’s biggest success. The fourth of the five effective practices is to Enable others to act, and when you enable others to act you are including your team in the process of the world. They encourage their team to succeed in all of their actions and help build up their self-esteem. The fifth of the five effective practices is to encourage the heart, and it is something that should be done everywhere. It is very good to encourage your team members and complimenting them. Tell them when they do something right and let them know what you like about what they did, they need to be complimented. Employee of the month is a decent example of this, it makes an employee feel like they are making a difference in the …show more content…

This is only possible if the team leader can encourage and inspire their team to grow and become more a part of their tasks at hand. It helps build up the individuals and make them a good working team in the end. Transactional leadership conforms to the existing structure of an organization and measures success according to that organization’s system of rewards and penalties (2016). These types of leaders are more for structure and routine. The biggest difference between the two types of leaderships is that transformation is a good style for creativity and growth. Whereas transactional leadership is for order and is meant for a set pattern of events that is not suitable for a creative

Show More
Related
524 Words | 3 Pages

According to Burns, “transactional leaders approach followers with an eye to exchanging one thing for another…these transactions comprise the bulk of the relationships among leaders and followers” (p. 3) Transformational leadership, on the other hand, involves influence, of and by, both the leader and the follower. It is a process of mutual influence. Leaders not only lead, but also develop other leaders. Expanding on Burns’ distinctions, Bass (1995) asserts that “Transforming leaders convert followers to disciples…and provide followers with a cause around which they can rally” (p. 467).

Read More
544 Words | 3 Pages

Situational leadership focuses on when individuals step up in situation to assume a leadership position whereas transformation leadership is when a follower is transformed into a leader. On the other hand, transactional leadership is when exchanges are used to get things accomplished. Rosser provided multiple examples of each of these situations in

Read More
2920 Words | 12 Pages

Transactional Leadership is based on the principles of the social exchange theory, in which an individual would expect to give and receive benefits or rewards when engaging in a social interaction (Sullivan, 2012). The interaction will cease if one or both person decides that the exchange of benefits and rewards are no longer worthwhile. Transactional Leadership theory also focus on the task that need to be carried out and makes sure they are done the right way as compared to Transformational Leadership theory which focus on staff empowerment (Marquis and Huston, 2015). A nurse manger in a department or ward is a good example of Transactional Leadership theory.

Read More
800 Words | 4 Pages

Encourage the heart. After reading the portions of the first chapter, regarding the Five Practices of Exemplary Leadership, I feel as though each practice (Mainly, the practices that were previewed in the first chapter) our focal points into organizations creating collaborative cultures, where both management and employees work together to create opportunities for each other and accomplish workplace goals. 1. Model the Way: Since the age of six, I have been part of the quote-on-quote workplace environment-culture (Workforce).

Read More
462 Words | 2 Pages

1. My philosophy of leadership is about collaboration and teamwork. Respecting and treating everyone the same, is key to supporting a good team atmosphere. I believe when a leader puts effort and care into assisting others, then their peers and followers will naturally want to support them. It is also important for a leader to recognize, that advocacy must never become so important that the critical elements of leadership are neglected (e.g. policy enforcement, command support, etc...).

Read More
921 Words | 4 Pages

Transformational Approach Transformational leadership style work towards high levels of communication from a management to meet goals. Leaders are meant to motivate employees and augment productivity and efficiency through communication and high visibility. This style of leadership really does need the involvement of management to meet goals. Leaders focus on the big picture within an organization and delegate smaller tasks to the team to accomplish goals. Transformational leadership proves to be efficient not only in business, but in all other sectors where it is used.

Read More
1559 Words | 7 Pages

8. Transformational Leadership. The concept of transactional and transformational leadership were brought into being by Burns after an in depth study on political leadership. In Transformational leadership the leader influences the behaviour of the follower to achieve the goals of higher order, for example the good of the group or organization, and transcend the self – interest of basic needs.

Read More
9467 Words | 38 Pages

Transactional Leadership Style The idea of transactional leadership theory was created in 1978 by J.M. Burns and based on Waber’s (1974) theory of leadership along with Kohlberg’s stage of moral growth (Sciotto, 2014). Transactional leadership style describes more on a “give and take” relationship as referring to the exchange relationship between leader and follower, in order to fit their own self-interests as a consequence of meeting particular objectives (Bass, 1985, 1990; Burns, 1978; Lai, 2011). This style of leadership will motivate their followers by focusing on changing and promises rewards when their followers able to carry out the specified tasks (Abdullah et al., 2014; Pedraja-Rejas, Delgado-Almonte, Rodriguez-Ponce, & Rodriguez-Ponce,

Read More
1333 Words | 6 Pages

The term "transactional" refers to the fact that this type of leader essentially motivates subordinates by exchanging rewards for performance. A transactional leader generally does not look ahead in strategically guiding an organization to a position of market leadership; instead, these managers are solely concerned with making sure everything flows smoothly today. Advantages As stated above both leadership styles are needed for guiding an organization to success, and it was thanks to that approach that Fight Club was such a successful organization.

Read More
1651 Words | 7 Pages

This influence may be applied to achieve the leaders own goals or the collective goals of the employees although they may or may not align with the organizational goals. Two of the most popular leadership styles are Burns’ (1978) transactional and transformational leadership styles. Transactional leadership involves the process of exchanging rewards or sanctions by the leader for the performance of the employee. The leader and the employee have an implicit agreement that desired behaviors will be rewarded, while undesired ones will invoke penalties (Bryman, 1992).

Read More
1566 Words | 7 Pages

He described that transformational leadership and transactional leadership is a single continuum rather than independent. There are seven factors of transformational leadership according to Bass’s model, divided into three parts: 1. transformational factors: idealized influence, inspirational motivation, intellectual stimulation and individualized consideration, 2. transactional parts: contingent reward and constructive transactions, management by exception and active & passive also corrective transactions, 3. non leadership factor: laissez-faire.

Read More
1787 Words | 8 Pages

Transactional or Transformational Leadership Style Gates was both a transactional and transformational leader. As a transactional leader, he made sure to visit the new products teams and inquire challenging questions to the point that would make him satisfied and ensure that the team are on track and have a clear understanding about the aimed goal (Pamela Spahr, 2014). He is well known for his emphasis on rigid structure, hierarchy and his system of reward and punishment to achieve outcomes. His strict standards of what he wants is what made Microsoft successful and he ensures that his employees do not deviate from these standards (‘’Mindvalley academy blog’’, n.d.). In addition, Gates has a transformational leadership style.

Read More
885 Words | 4 Pages

The first theory is Transformational leadership which is a relatively new approach to leadership that focuses on how leaders can create valuable and positive change in their followers. James MacGregor Burns first introduced the concepts of transformational leadership when studying political leaders, but this term is now used when studying organizations as well. Burns described two leadership styles: transactional and transformational. Transactional leaders focus on gaining

Read More
1042 Words | 5 Pages

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.

Read More
1308 Words | 6 Pages

transactional and transformational leadership. Transactional leadership is centered on leader follower exchanges. Followers perform according to the will and direction of the leaders and leaders positively reward the efforts. The baseline is reward, which can be negative like punitive action, if followers fail to comply with or it can be positive like praise and recognition, if subordinates comply with the intent and direction settled by a leader and achieve the given objectives. Four core facets of transactional leadership as described by Schermerhorn et al., (2000) are contingent rewards, active management by exception, passive management by exception and laissez-faire.

Read More

More about Five Practices Of Effective Leader Analysis

Related Topics

Open Document