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The University Of Kent's Leadership Styles And Strengths

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Knowing Yourself
There is a saying that says "knowledge is power" (Francis Bacon, 1626). In terms of leadership, this statement is especially valuable. The ability to lead others requires the ability to lead yourself first (Mindtools, 2015). This begins by knowing one's preferred style of leadership. This will provide deeper insight into understanding one's strengths and weaknesses. For the duration of this essay, I will be discussing my results from the University of Kent's Leadership Styles Test and ways in which these results can be applied successfully to the workplace. Assessment Results According to The Leadership Styles Test by The University of Kent, Transformational (or charismatic) Leadership is my preferred style of leadership (Mindtools, 2015). James MacGregor Burns (1978), a leading authority in leadership studies described transformational leadership as a process in which "leaders and followers help each other to advance to a higher level of morale and motivation" (Kauppi, 2003).
To date, Transformational Leadership is the most common and modern style of leadership (Kauppi, 2003). These leaders are generally very enthusiastic and energetic in nature. They aim to inspire teams with their visions and goals for the future. They are completely focused on organizing, …show more content…

These leaders are found everywhere in daily life, not just in major corporations. Tasked with the responsibility of raising children and developing them into the adults they become, parents can be considered transformational leaders. Using their vision and charisma to mold the key players within an organization, coaches and religious leaders are also considered to be transformational leaders. The relationships between these leaders and their people dictates the potential and successful they will obtain in the present as well as in the future (Bennett,

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(AANAC, 2014). Transformational leadership also involves building relationships and communicating and giving encouragement and praise. Laissez-faire

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Bass & Riggio (2005, pp. 4-8) explains that transformational leaders inspire their followers to exceed their own expectations and perceived capabilities and is comprised of the four components of idealized influence, inspirational motivation, intellectual stimulation and individualised consideration. DuBrin (2016, p.163) suggest that leaders in a time of crisis need to

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“Organizational Management & Leadership A Christian Perspective” defines a transformational leader as being able to “channel the efforts of those in the organization by ensuring followers are aware of the issues, paying attention to concerns of followers, and inspiring followers to achieve organizational goals.” Satterlee, A. (2013). Organizational Management & Leadership A Christian Perspective. (2nd ed.). Raleigh:

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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).

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Martin Luther King Jr- A transformational leader Transformational leadership is a leadership approach that causes change in individuals and social systems. It generates valuable and positive change in the followers with the end goal of developing followers into leaders. Moreover transformational leadership enhances the motivation, morale and performance of followers. These include connecting the follower's sense of identity and self to the mission and the collective identity of the organization; being a role model for followers.

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Transformational leadership, “Raises the consciousness in individuals and gets them to transcend their own self-interests for the sake of others (Burns, Leadership, ppt)”. Transformational leadership is describe as having a set of moral values and having a sense of identity; which can connect with both servant and authentic leadership styles. They all have a connection with awareness and the ability to form a strong connection with their

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TRANSFORMATIONAL LEADERSHIP Transformational Leadership is defined as leadership style focused on effecting revolutionary change in organizations through a commitment to the organization’s vision. (Sullivan & Decker, 2001) Transformational leaders are usually given higher position and are known for their charismatic sense and ability to develop high visions and regards in the work they do. They often give their best performances due to the low morale or self esteem Example: Steve Job, Bill Gates and Ratan Tata. As the existentialist rightly said, we always have a choice, in doing what we already have done or doing that which we have never done.

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Our text states, “transformational leader is one who influences, inspires, mobilizes, and transforms followers to achieve

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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.

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Criticism of transformational leadership whereby conceptual clarity are lacked . This is due to it had a broad range of activities and characteristics including vision creating , trust building and so on . Research shown that the components of transformational leadership are overlapping and undefined dimensions . Secondly , transformational leadership are measured whereby there are distinct factors with one another . Some of the transformational factors are not interrelated with transactional and laissez-faire factors .

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Transformational Leadership As described by McShane and Von Glinow (2015)

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Transformational leadership is a charismatic leader or manager who believes he has a clear vision for the future of the organization that will attract success. Besides, he will also motivate employees to adapt to changes in organization and also guide them as well. A transformational leader will try to get employees enthusiastically on board with his or her ideas and continually uses the vision of a brighter future as a key motivation for employees to be more productive and efficient to adapting changes. Lastly, the transactional leader can create a plan for success of organization and tell each employees how their contribution plays an important part of the organization’s success. The next leadership style is democratic leadership.

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Yukl (1999) describes that the theories related to transformational leadership mainly emphasize on the value of emotions, when compared with other form of leadership. Transformational leader uses emotional intelligence to create ties with his followers and inspires higher values. Transformational leadership does not represent all types of leadership but it offers a model with clear theoretical connection with emotional intelligence. Thus transformational leadership is the best choice for consideration in the present scenario. The first dimension of transformational leadership is the ability to influence followers.

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In developing a theoretical framework of transformational leadership the study focuses on Leithwood and Jantzi (1994) “Effects of transformational leadership on

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He interprets transformational leadership as a process where “leaders and their followers raise one another to higher levels of morality and motivation”. Bernard M.Bass later developed the concept of transformational leadership in much more details. According his 1985 book, “Leadership and Performance beyond Expectation”, this kind of leader is a model of integrity and fairness, set clear goals and vision, has high expectations, motivates others, provides assistance and recognition, stirs the emotion of followers, get followers to look beyond their self-interest and influence followers to reach for the improbable. Transformational leadership is often argued to be one of the most essential ideas in business leadership. Bernard M.Bass' ideas have distilled into a process that can use to become a transformational leader.

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