Leadership Plan

Running Head: LEADERSHIP DEVELOPMENT PLAN-LEADERSHIP THEORY AND MANAGEMENT 1

LEADERSHIP DEVELOPMENT PLAN-LEADERSHIP THEORY AND MANAGEMENT 10

Leadership Theory and Management

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LEADERSHIP DEVELOPMENT PLAN-LEADERSHIP THEORY AND MANAGEMENT

Abstract

Leadership development and implementation is a strong word in any context. The word context here may imply to any situation and any organizational sector. Leadership development and its practices vary a lot than to be a leader. The skill will drive the organization to a next level, and it is not a sole person’s talent but a team work. In the further discussion, we will be looking onto a detailed view of leadership development, its practices, and benefits and how can one manage the growth of the company by acquiring these skills. One noticeable work that is written in the Center for Creative Leadership Handbook of Leadership Development (McCauley, Moxley, & Van Velsor, 1998) which comprises about the research centers and how trainers have come up with the learning sessions about developing leadership in past 30 years.

Later in the paper we will see how a leadership skills and practicing them will have a high impact on people and the company they own with some real time examples. To get a fully developed theory we will also discuss how some factors like self-confidence, awareness, adaptability, regulations, faith and trust will influence the personality development of any individual. We will be seeing how transformational leadership has been a winner amongst all. How it has influenced the leaders of today world and what were the approaches that were used to become a successful organizational leader of present world.

Introduction

“Leadership” this term is very popular in every aspect of field that a human competes in the world. There are many discussions, debates, books, journals and many more which elaborates the practices and approaches how one can become successful and popular to develop their organizations. A person can be successful only if has proper leadership skills and when he or she knows how, when and where to utilize them. Many of us have seen number of books, blogs essaying How to Become CEO (Fox, 1998) or some discussions on various types of leadership and how to utilize them all over the world. In terms of leadership, there are two sides of it; both positive and negative. The fact is that we need to assess and make correct decision which side to follow in what circumstances. On this topic particularly, there have been many discussions that have been conducted on national and international platforms in order to come to a systematic assessment of the organizational growth and how to achieve goals.

Such kind of skill need to be drill down and all the aspects that embrace the culture of each business should be studied in depth and everyone who wants to acquire the winning title should be able to inculcate things in a very coordinative way and should try to get a full view of the leadership qualities.

Leadership Skill

According to me, owing a leadership quality is not by being dictator or self-abided, it is a skill that forms with proper understanding and able to accept the pros and cons while making any decision. A person can only be a perfect leader if he or she can accept their imperfections and willing to accept the feedback provided by others in order to make a change that might have a great impact to reduce the complexity or inconsistency. In simple words, it is called as transformational leadership where the leader would work with a team, creating new visions, ideas, and inspirations and executing the changes made to keep up the challenges in a successful path. The theory has become as popular as it comprises of some very crucial elements. According to Bass, they have identified four major components of transformational leadership and all the four start with the letter “I” and thus it is called as 4I model (Transformational Leadership, 2nd Ed, Bass and Riggio, 2006). Let us break down the 4I model and see each section in detail:

1. Idealized Influence: this is the element where the leaders act as the role models so that the other team members or the followers would inculcate their behavior. In addition to this, they would seek more knowledge on taking risks, maintaining consistency, and how to develop and implement ethics and integrity.

2. Inspirational Motivation: in this scenario, the leaders behave in a way to inspire their followers. They would influence and motivate them in a way to pursue the challenges that might occur during their work. This also feature communicating clearly and understanding the expectations to meet the committed goals and vision of the team.

3. Intellectual Stimulation: this is an element where the transformational leaders and the team will get to know about the issues or the problems that are occurring while doing their respective works. The leader here will understand, stimulate and support them by bringing up some creative ideas to implement and innovation of new possibilities that might prevent them from happening again.

4. Individualized Consideration: in my point of view all the other components are important but the current one is much more important than the rest three. In this element, the transformational leader will give each member of the team individual attention and will guide them as a mentor. The key feature is that the leader will know what his or her member is proficient in and in what they lack by doing individual assessment. This feature will enhance the skills of every individual and will make them turn into more unique person.

Benefits of Transformational Leadership

Practicing transformational leadership has led to the effective leadership techniques and have proved to be the best leadership theory among its competitors. Let us briefly see some of the benefits of transformational leadership:

1. It is value centered.

2. It is comprised of mutual understanding, trust and respect.

3. It is very much diversified and yet united.

4. It maintains human relations.

5. The motto is to follow ethics and integrity.

Having said all the above positive points on transformational leadership theory, there are some other points that are to be considered that led to the positive outcomes of the theory.

Positive Outcomes

There are many benefits of transformational leadership theory, and as we have discussed most of them above, we will now see the positive outcomes as a resultant.

· As this leadership theory comprises of all good things in one place, people would be more cooperative to one another without going for further egos.

· Everyone’s opinion is considered and if a team thinks in various other ways to resolve an issue then the outcome will definitely be a success.

Change in leadership

According to Bass, “Libertarians would agree that one's life plans are paramount but they are close to espousing anarchy as are the OD extremists who charge immorality if the transformational leader intervenes in the individual follower's life plans” (Bass, 1998a, p. 179). The above mentioned line would make us think that with the transformational leadership; sometime we may lose the authenticity. Sometime the situation turns in a way that it seems to be forced opinion on the team by the leader to follow his or her ethical values to implement the theory. So by making leaders satisfied, employees obviously feel elated on their leader’s happiness in their deeds. Sometimes this may be termed as over-shadowing on the opinions.

One thing that can be changed on the basis of modern ethics is to evaluate the benefits and opportunities that are assessed at heart of conflicts on the team compensation, and the bonuses. There should be regulations that should be made while following a theory very strictly.

Personal leadership philosophy

My 100% vote goes to transformational leadership theory, but I will only stand by it when the people follow it abide by the truth, and when promises made are kept. There isn’t much differentiation between transformational leadership and transactional leadership. According to Hollander, the transactional leadership theory is very ideal when the negotiation are fair enough and the choices that are took are fair, promises are kept that are told before the implementations and whatever are told are true (Hollander, 1995). This theory would be considered immoral when it is harmful to the followers and when bribery comes into the scene. When we compare the transactional leadership to transformational leaderships, the growth or the profits assessed is more when transformational leadership is implemented. Meta-analytical research supports that the transformational leadership to be more productive, effective and satisfied many of the followers than to transactional leadership. There are some critical acclamations where they are ready to obey transformational leadership theory is a success, but according to me they have to understand that there are more benefits and a team that works collaboratively irrespective of theory inspirational leadership theory.

Conclusion

While being more immoral following the transactional leadership, following inspirational and being more creative by imbibing transformational leadership theory is more ideal for any organization. This has become a necessity in every organization in order to fetch egoless outcome and innovations. We can also say that transformational leadership will also become immoral if it became the path to be self- reputed and growing all by selfish ends. Pseudo-transformational leaders can also be categorized under this immorality.

Sharing positivity, visions, creativities and innovations will lead any organization to a better place where leader and the followers have their own horizons to follow their minds and hearts together. Everyone should remember that every coin has two sides and it depends on every individual that with which side he or she should follow their mind and heart.

References:

Fox, J.J. (1998). How to become the CEO: The rules for rising to the top of any organization.

New York, NY: Hyperion.

C.D. McCauley, R.S. Moxley, E. Van Velsor (Eds.), The Center for Creative Leadership

handbook of leadership development, Jossey-Bass, San Francisco (1998).

Bass, B. M., & Riggio, R. E. (2006). Transformational leadership (2nd ed.). Mahwah, NJ, US:

Lawrence Erlbaum Associates Publishers.

B.M. Bass. The ethics of transformational leadership J. Ciulla (Ed.), Ethics, the heart of

leadership, Praeger, Westport, CT (1998), pp. 169-192

E. Hollander. Ethical Challenges in the Leader-Follower Relationship. Business Ethics

Quarterly, 5 (1995), pp. 54-65

K. Lowe, K.G. Kroeck, N. Sivasubrahmanian. Effective correlates of transformational and

transactional leadership: A meta-analytic review

Leadership Quarterly, 7 (1996), pp. 385-425 Bass. B, Steidlmeier. P. (1999, December 31).

Ethics, character, and authentic transforamtional leadsership behavior. Retrieved from:

https://www.sciencedirect.com/science/article/pii/S1048984399000168#BIB58

Wolinski. S. (2010, June 3). What is Transformational Leadership? Retrieved from:

https://managementhelp.org/blogs/leadership/2010/06/03/what-is-transformational-leadership/