Transformational Leadership
A planned change is dependent on effective leadership that is presented by a transformational leader. There are many characteristics that make up a transformational leader; they should be visionaries, be knowledgeable, encourage growth, be inspirational, goal-oriented, a catalyst of change, practice shared leadership, be motivational, respectful, authentic, charismatic, creative, and have expertise. In this paper, it is discussed how creativity is key to transformational strategy presented through a leader, the difference between a leader and a manager, and the four phases for a leader to have a successful change.
Creativity
Having creativity coincides with being motivational, and authentic. First, creativity and …show more content…
what makes a manager. Researcher Burns categorized leaders as being transformational and discontinuous, while categorizing managers as transactional and continuous (Burk, 2014). In 1978, Burns made a comparison chart with nine characteristics to compare leaders and managers. Here they are as follows; a leaders’ emotional involvement is with the institution and with the ideals and vision, where as a manager is more interested in the task and people associated with the task. In their personal life a leaders work and personal life are not distinguishable, a manager can keep work separate from personal, private life. A leader achieves commitment with inspiration, a manager with involvement. A leader holds people accountable via with guilt induction, a manager contractual transaction and wanting task accomplishments. A leader has a value of emphasis that is terminal, an end state, a manager is instrumental to a means. Creating problems is what a leader would do, a manager fixes them. A leader plan is long-range, while a manager is short-range. A leader appreciates from followers’ contrariness, a manager through conformity. While a leader instigates followers through intense feelings such as love, sometimes hate and has a desire to identify with turbulent, a manager has feelings not as intense but rationalizes smoother and …show more content…
First, the Prelaunch Phase which consists of leader self-examination, gathering information from the external environments, establishing a need for change, and providing clarity of the vision and direction in which the company is going. Next, is the Launch Phase, this phase includes communicating the need for change, initiating key activities, and dealing with resistance from co-workers. Post Launch is the following phase in which there is multiple leverage, taking the heat, consistency toward change, perseverance, and repeating the message. Furthermore, this last phase is Sustaining the Change, this phase is dealing with unanticipated consequences, keeping momentum, choosing successors to carry on the change, and launching yet again any new initiatives. In communicating and asking for feedback before and throughout this process of change it can help alleviate anxiety (Castranova, 2013).
In conclusion, Lutz Allen, Smith, and DaSilva (2013) deduced from their studies that a transformational leader has a direct positive relationship in the psychological climate for organizational change. Consequently, this paper starts with the characteristics that make a transformational leader, with most of these characteristics being positive. In following, it is shown how creativity is helpful for a transformational leader, as well as describing the difference between a leader
A planned change is dependent on effective leadership that is presented by a transformational leader. There are many characteristics that make up a transformational leader; they should be visionaries, be knowledgeable, encourage growth, be inspirational, goal-oriented, a catalyst of change, practice shared leadership, be motivational, respectful, authentic, charismatic, creative, and have expertise. In this paper, it is discussed how creativity is key to transformational strategy presented through a leader, the difference between a leader and a manager, and the four phases for a leader to have a successful change.
Creativity
Having creativity coincides with being motivational, and authentic. First, creativity and …show more content…
what makes a manager. Researcher Burns categorized leaders as being transformational and discontinuous, while categorizing managers as transactional and continuous (Burk, 2014). In 1978, Burns made a comparison chart with nine characteristics to compare leaders and managers. Here they are as follows; a leaders’ emotional involvement is with the institution and with the ideals and vision, where as a manager is more interested in the task and people associated with the task. In their personal life a leaders work and personal life are not distinguishable, a manager can keep work separate from personal, private life. A leader achieves commitment with inspiration, a manager with involvement. A leader holds people accountable via with guilt induction, a manager contractual transaction and wanting task accomplishments. A leader has a value of emphasis that is terminal, an end state, a manager is instrumental to a means. Creating problems is what a leader would do, a manager fixes them. A leader plan is long-range, while a manager is short-range. A leader appreciates from followers’ contrariness, a manager through conformity. While a leader instigates followers through intense feelings such as love, sometimes hate and has a desire to identify with turbulent, a manager has feelings not as intense but rationalizes smoother and …show more content…
First, the Prelaunch Phase which consists of leader self-examination, gathering information from the external environments, establishing a need for change, and providing clarity of the vision and direction in which the company is going. Next, is the Launch Phase, this phase includes communicating the need for change, initiating key activities, and dealing with resistance from co-workers. Post Launch is the following phase in which there is multiple leverage, taking the heat, consistency toward change, perseverance, and repeating the message. Furthermore, this last phase is Sustaining the Change, this phase is dealing with unanticipated consequences, keeping momentum, choosing successors to carry on the change, and launching yet again any new initiatives. In communicating and asking for feedback before and throughout this process of change it can help alleviate anxiety (Castranova, 2013).
In conclusion, Lutz Allen, Smith, and DaSilva (2013) deduced from their studies that a transformational leader has a direct positive relationship in the psychological climate for organizational change. Consequently, this paper starts with the characteristics that make a transformational leader, with most of these characteristics being positive. In following, it is shown how creativity is helpful for a transformational leader, as well as describing the difference between a leader