Leadership Styles Paper

There are many different leadership styles that are embraced by the current and emerging leaders of today. Rudnick (2007) discusses three leadership styles, servant leadership, transactional leadership, and transformational leadership. Choosing the best leadership style is important for the organizations strategy formulation, evaluation, and implementation. Christian and Anderson (2015) argue that simultaneously implementing both transformational and transactional leadership styles will produce higher performance than any leadership style that is implemented separately. Historically, Humana’s Commercial Group Segment’s leaders have practiced transactional leadership tactics. Leaders set goals for their employees and the employees were rewarded

This change in leadership styles took place when Humana hired a new Vice President to lead the Commercial Group Segment. According to Rudnick (2007) “the practices associated with transformational leadership are observable and learnable; these leaders’ aim to foster attitudes and assumptions that promote employees’ loyalty to the organizations mission and values” (p.37). The new Vice President of the Commercial Group Segment came into his new role and has led by example and has developed and trained his leadership team on how to transform themselves into a more transformational leadership team. One of the most impactful changes that have been implemented is the creation of a culture of innovation and creativity and one that is open to change. Rudnick (2007) states “Leaders of innovative organizations try to create an infrastructure that removes obstacles to innovation. Innovative leaders are creative risk takers who recognize and appreciate the creativity of other” (p.38). A program has been implemented that gives employees the

Social responsibility is an important part of Humana’s overall strategy by focusing on healthy people, a healthy planet and healthy performance. An effort that Humana is focusing on in order to improve on healthy people is its 20% campaign, improving 20% of the population’s health by 20% by the year 2020. In order for this campaign to be successful, it is important for the organization to start the focus internally by providing tools and resources for employees to improve their physical, mental, and financial health. The Group Segment’s new Vice President embraced the campaign and again, led by example, setting the expectations of the new culture that was being introduced, removing barriers, and encouraging the other leaders of the organization to do the same. The 20% campaign has improved Humana’s image by committing to a partnership with its members to help them improve their overall health. It has also improved the organization’s performance through helping employees get healthier and leaderships dedication to the