Leadership Model Analysis

This leadership model has been used in many organizations and training programs to inform future and present leadership ways in improve quality and characteristics to become more effective and proficient within their leadership roles. These practices are described as the following: Most people want to follow someone who is honest and authentic. One of the best ways to gain credibility is having good ethical character, being honest, and integrity (Griffith & Dunham, 2015). By possessing these qualities, you are modeling the way for your subordinates. Leaders can become role models by keeping their words and speaking truthfulness.

Leadership should be capable of inspiring shared visions with their subordinates. The way to do this, a leader must

Meaning, they ensure that their actions speak louder than their words--they deliver what they promise (Gleeson, 2016). Most leadership who has established credibility has built trust and respect amongst their peers. There are several habits that effective leaders utilize on a daily basis to continue to build credibility. Being respectful is one of the practices they use. Credible leaders are aware that respect is vital in establishing loyalty and respect in return by not insulting, embarrassing and manipulating anyone. Credible leaders try to remain transparent with their actions with no hidden motives. This habit fosters an honest environment where unethical behavior is strongly discouraged (Gleeson, 2016). Another way effective leaders gain credibility is by being educated. Credible leaders continue to learn to increase their knowledge and expertise. To gain credibility, leaders become experts at implementing various solutions to problems they are faced with by being competent. Credible leaders also take accountability for their actions. Great leadership accept when they make mistakes and will do what is needed to amend it in a proper manner (Gleeson, 2016). Gleeson, B. (2016). Tips for Building And Maintaining Credibility as a Leader. Forbes. Retrieved

What are the outcomes of each?The difference in transactional leadership and transformation leadership is that transactional is traditional in nature while transformational is ethical in nature. Transactional leaderships have their own goals and vision while their subordinates follow them. Transformational leadership creates shared vision with their subordinates. Transformational leaders are most likely to approach others to discuss and solve problems and transactional leadership will wait until they are approached first. Transactional leaders encourage their team to achieve targets according to prewritten plans while transformational leaders Inspires people to do the unexpected and go beyond themselves to solves problems, regardless of plans (Babou, 2008). There is no right or wrong way of leadership styles. Many organizations are different in their own way. Some may require stricter rules and then you have some companies where they move more fluid and have room for improvising. It’s also depends on the chain of command and the employees to determine the appropriate leadership style. Therefore, outcomes for each style can vary depending on the quality and characteristics of the organization (Babou, 2008). Babou. (2008). Transactional Leadership Vs. Transformational Leadership. Leadership Champions. Retrieved from: