The Leadership Theory
The leadership theory that will be used in this assignment is the transformative leadership. This is a theory that was designed as a means to guide leaders in making decisions and taking actions that are meant to improve on the lives, output, productivity, effectiveness, and professionalism of employees under the leader’s domain. This theory is essential since it instills positive attributes in the employees, such as innovation, inspiration, motivation, and intellect.
The three strengths under review that act, as my leadership style is hard work and being focused, self-realization and self-esteem, and social networking. All these attributes are important when dealing with different people in a leadership position. Hard work and focus is retrieved from the seven habits profile, with the pertinent categories for this strength being two, three, and five. According to the transformational leadership theory, it is prudent that a leader acts as a role model whose actions, attributes, and behaviors can be mimicked by his/her juniors. This is important since people are often drawn to people they consider as acting in a manner that is responsible and focused. Therefore, being hard working and focused would also instill a sense of productivity in the employees, hence driving the organizations goals and objectives with little effort.
Self-realization and self-esteem are important for leaders to understand their strengths and weaknesses. This is essential to ensure that leaders structure their actions, decisions, and duties in a way that ensures the best possible results. According to the transformational leadership theory, intellectual stimulation, motivation, and inspiration are the core principles of the theory. If individuals are able to learn and manage their actions, tasks, and decisions, it instills confidence, inspiration, and motivation to seek to rise and perform them impeccably. In this instance, knowledge of a person’s strengths provides an avenue to pursue issues, tasks, and decisions where an individual has an assurance of completion and excellence in the task.
This confidence provided in the individual can easily transfer to other subjects. Social proof dictates that individuals can be influenced by others if the right mix of emotions, attributes, and actions are exhibited by the individual. Understanding one’s weaknesses are also important since an individual can look for ways to improve on these weaknesses through education or training, better task allocations, and outsourcing some of these tasks to more qualified individuals, among other strategies (Covey, 2006). Therefore, I believe that this trait will be crucial in my advancement and development of my leadership skills, knowledge, and experiences.
The third and final strength I possess is the social networking skills. This is represented in the self-habits profile using categories 6, 3, and 9. Social networking involves being a good communicator, and has strong interpersonal skills that other people would be interested in whatever views a person is airing. From a leader’s point of view, the subsets of social networking are essential in learning and understanding their subjects. This is paramount to understand their knowledge, skills, and competencies when assigning tasks. Additionally, it is essential to know which employees are the most proficient in specific tasks, and those with poor work outputs. This is similar to knowing the employees strengths and weaknesses.
In this context, the leader can structure a set of strategies that they can use on collective or specific employees to motivate, challenge, and inspire them to seek to become more productive in an enabling environment. According to the transformational leadership theory, inspiring, motivating, and challenging of employees are the core principles of the theory. The use of these strategies would be paramount in inducing an environment of autonomy and innovation since employees are constantly thinking up new ways to improve their job performance, skills, and intellect.
The weaknesses that were identified as most likely to impede on my execution of effective leadership are inconsideration, poor planning, and decision-making, and not ready to take on challenging tasks. These weaknesses are detrimental in the execution of effective leadership since they would impede on the employees, tasks needed, and on my personal inhibitions (Stewart, 2013). Therefore, it is paramount that they be analyzed and possible solutions identified. Inconsideration is derived from category 7. Being inconsiderate of people’s needs and wishes can result in one being unfair, prejudicial, and selfish. This are bad attributes for leaders since they are supposed to always have an ear for all the employee’s needs and ideas regardless of their usefulness, or lack thereof. According to the transformational leadership theory, being inconsiderate lowers morale and productivity of the workers.
The second weakness that needs attention is the poor planning and decision-making. These are derived from categories 3 and 4. Poor planning results in poor task execution, completion, and poor quality of the task. This does not just reflect on the leader, but also on his/her subjects since they tend to mimic his/her actions. The transformational individualized influence refers to the ability of a person to act as role models to their subjects through presentation of a character and lifestyle that others can emulate. Therefore, being a poor planner results in the leader being a poor role model who would adversely affect the growth and development of the workers in their professional and personal lives. Poor decision-making results in the leader seeming confused and not in control since his/her, confidence is waning.
Finally, not being able to take on challenges is a detrimental attribute due to an individual’s poor leadership style. A leader should be a person that is flexible in decision-making and task execution styles (Kent, 2005). This is because these two can change abruptly and the leader would need to make the necessary adjustments at a moment’s notice. Leaders incapable of handling even the simplest challenges needs to quit their position immediately, since they cannot be able to accomplish their duty effectively. When differentiating between a leader and a manager, a manager sets some form of order for systems and structures, while a leader generates a set of directions for accomplishing task. This is inclusive of handling challenges, and hence one who cannot accomplish a duty has failed and should not be referred to as a leader.
According to research, a person cannot achieve perfection in the execution of certain tasks. Instead, a person completes these tasks in the best possible manner that can be classified as having met the project’s parameters. Therefore, a leader can also not be 100% effective in his/her capacity as a leader. Therefore, the weaknesses provided above are few among many others. This is because a person’s inherent abilities cannot be exhaustively defined or analyzed since they keep changing.
One of the strategies that can be used by the leaders to hone their skills and leadership style is the use a mentor. According to the transformational leadership theory, role modeling is one of the core strategies for production of effective and productive employees. Consequently, the leader can find a suitable role model or mentor from whom he/she can emulate, assess, and study his/her leadership and how to deal with challenges (Bassand Riggio, 2006). Another strategy that can be used is the use of critical thinking in leadership. People can set up a set of pointers and stages to assess their decision-making and planning styles. Learning from a person’s mistakes is a good way for reformation.
The leader can undertake a set of assessments on his/her character and actions and formulate strategies to identify poor planning and decision-making, and formulate blueprints to change this situation (Papworth, Milne & Boak, 2009). It is vital that these strategies be implemented singly, or as a series of steps. This would ensure that every point is identified, marked, sorted, and outcomes analyzed to assess the viability of the strategy.
A leader is a person with an overwhelming amount of duties, dependents, and responsibilities. Therefore, it is paramount that the leaders perform regular checks on their strengths, weaknesses, and developments to realize their progress, or lack thereof. The seven habit profile is one of the viable tools created to assess the leaders characters and if answered accurately can give an overview of the leader character traits. The use of the transformational leadership theory is another useful avenue in the promoting of sound and effective leaders. It can act as blueprint for ensuring that the leader‘s actions are comparable to an accredited leadership theory.
Bass, M. B., & Riggio, E. R. (2006). Transformational Leadership. New York: Routledge.
Covey, S. (2006). The 8th Habit: From Effectiveness to Greatness. New York: Simon and Schuster.
Kent, T. (2005). Leading and managing: it takes two to tango. Management Decision. 43 (7-8),1010-1017.
Papworth, M., Milne, D., & Boak, G. (2009). An exploratory content analysis of situational leadership. Journal of management development, 28 (7), 593.
Stewart, G. (2013. Transformational Leadership and Healthcare. The Journal of the International Association of Medical Science Educators. 23 (1), 55-60