A model of leadership that incorporates many of the salient components of these models is described in The Leadership Challenge by Kouzes and Posner. The authors have identified five characteristics of exemplary leaders (Griffith, Dunham, 2014). The model the way characteristic demonstrates that people want to follow some one who is authentic, honest and will set the right example. Inspiring a shared vision shows a leader who is constantly looking toward the future for very one and can enlist them to work together towards that goal. Challenging the process is required of every leader to figure out what is working and what is not. The ability to recognize where change needs to happen is highly valued from a leader in any organization. Enabling
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There are four possible leadership styles depending on the amount of direction and support a team leader gives (Griffith, Dunham, 2014). In the early stages of any team environment, the team usually doesn't know exactly what to do when working together. This is where the directing leadership styles usually shines. With directing people where to be and what to do withing the group environment, team members will usually start to come together in time. As the team gets more comfortable with each other and finds it easier to work together, they often lose some motivation. The coaching leadership style often helps in this area. Using high levels of support and encouragement, leaders are able to keep the team motivated and working hard. As the team continues to thrive, less direction is needed to keep the team running. Using the supporting style of leadership will maintain the high levels of commitment already being demonstrated. The delegating style of leadership seems to be the ideal style for mass team production. At this stage, the team can work with little to no support or direction and still complete the …show more content…
In contrast to transformational leadership, transactional leadership is based more on exchanged between the leader and follower (Aarons, G.A, 2006).With transactional leadership, followers are rewarded for meeting specific goals of performance criteria. The outcome of transformational leadership is the ability to motivate followers in ways that go beyond exchanges and rewards. This method focuses more on supervisory relationships where the follower is motivated through the connection they have with the leader. This method is popular with first line leaders who interact with followers often. The outcome of transactional leadership is usually followers who are very goal and task oriented. Followers are always trying to meet a specific deadline in order to receive their reward. This method is most impactful when deadlines are at the top of the organizations importance. The issue with transactional leadership is the subordinate is usually not effective at thinking innovatively and may have to be closely monitored based on the task at
There are four possible leadership styles depending on the amount of direction and support a team leader gives (Griffith, Dunham, 2014). In the early stages of any team environment, the team usually doesn't know exactly what to do when working together. This is where the directing leadership styles usually shines. With directing people where to be and what to do withing the group environment, team members will usually start to come together in time. As the team gets more comfortable with each other and finds it easier to work together, they often lose some motivation. The coaching leadership style often helps in this area. Using high levels of support and encouragement, leaders are able to keep the team motivated and working hard. As the team continues to thrive, less direction is needed to keep the team running. Using the supporting style of leadership will maintain the high levels of commitment already being demonstrated. The delegating style of leadership seems to be the ideal style for mass team production. At this stage, the team can work with little to no support or direction and still complete the …show more content…
In contrast to transformational leadership, transactional leadership is based more on exchanged between the leader and follower (Aarons, G.A, 2006).With transactional leadership, followers are rewarded for meeting specific goals of performance criteria. The outcome of transformational leadership is the ability to motivate followers in ways that go beyond exchanges and rewards. This method focuses more on supervisory relationships where the follower is motivated through the connection they have with the leader. This method is popular with first line leaders who interact with followers often. The outcome of transactional leadership is usually followers who are very goal and task oriented. Followers are always trying to meet a specific deadline in order to receive their reward. This method is most impactful when deadlines are at the top of the organizations importance. The issue with transactional leadership is the subordinate is usually not effective at thinking innovatively and may have to be closely monitored based on the task at