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Leadership Comparison Paper

850 Words4 Pages

meetings in which they do not discuss performance results but instead focus on discussions on how they can best serve their customers in the upcoming week. While he may have to have a directing style with some team members one on one, during these meetings, all members have the option to contribute and brainstorm.
Compare and Contrast
Similarities between Leaders A and B are that they both care about achieving high performance as a means to contribute to the organization’s goals and values, but Leader A does so by inspiring her team to be high achieving leaders while Leader B takes a more traditional managerial approach and focuses on short-term goals. While both methods have created high performing teams, Leader A seems to be more focused …show more content…

According to Bolden, et.al, the transformational style is made up of idealized behaviors, inspirational motivation, intellectual stimulation, individualized consideration, and idealized attributes (2003.) Her passion for encouraging employee learning and development went into overdrive during a stint in the company’s training department several years ago. In a constantly evolving industry, being able to learn and adapt will be key to any employee’s ability to survive in the business, let alone thrive. Besides that, she believes that an employee given continued opportunity for development is also going to be more engaged in their own and the company’s success.
One of her proudest achievements was to help change the culture to prepare the entire workforce to be able to compete with the rapidly changing technologies. It was initiated by a
EFFECTIVE LEADERSHIP …show more content…

At minimum, it is his responsibility to submit their annual reviews, though he tries to do more than that. His team currently analyzes customer satisfaction surveys and makes recommendations on how to improve customer satisfaction based on those surveys and by observing various types of customer interactions with frontline employees. While this is his team goal, the individual responsibilities of team members vary. One may be responsible solely for observing customer interactions, another will gather the data from that and customer surveys, another will analyze, and yet another may organize and format it for distribution to the client (who is anyone from the observed employees’ direct managers to the executives in charge of mandating customer experience strategy.) Every year or so, there is the potential that

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