Leadership refers to the act of goal accomplishment and the way in which organizations are provided with effective and higher results (Hill, 2009). An efficient leader should have a vast vision which means that they should be able to inspire others with integrity. To gain their follower’s trust, the leaders should be authentic, reliable and trustworthy. Furthermore, a leader is not only responsible to create but also enhance the overall value of the organization (Hill, 2009).
A transformational leader works closely with his subordinates or follower to incorporate change creating strategic vision for them. In addition to this, they also identify why change is needed and inspires them to follow and execute the said vision with intensity (Eagly et al., 2003).
Posner and Kouzes suggested a leadership model in 1987 explaining what leaders should do. They also argued, leadership is about the behavior of the leader and not the personality. It is about leading by an example because of your abilities and skills, for people who think of you as a role model. They further explained that leaders, should have clear understanding, sound knowledge of people needs and what they want. In addition to this they should be fearless. He shouldn’t be scared to lose and should be able to prove his words by actions (Posner, 2016).
Steve Jobs, one of the biggest names in the IT industry is my inspirational leader. Throughout his life, he followed transformation leadership style. Jobs did not only transform the IT industry, he also touched many people’s lives and thus his name will remain till the end. Even today, he is remembered as an inventor, a transformer and a true leader. Steve Jobs, identified needs of his people and then inspired them to accomplish their goals. His followers were given a clear sense of direction and a road map regarding the goals to be accomplished. He is not only an inspiration to me but for millions of people across the world (Smith, 2011).
Personally, I believe leadership is about behavior of the person. It is about being an example for others, by defining a vision first and then inspiring followers to follow your footsteps. Transformational leadership style is the one I idealize, as a transformational leader brings a major change in people’s lives by transforming individual (Bass, 1988). Leaders like M.A. Jinnah, Richard Branson, Steve Jobs, Nelson Mandela and Bill Gates inspire me as some of them transformed live of the people and others transformed their nations. Bass (1988) states that both followers and leaders support each other in reaching at a higher level. With the goal of starting my own business, I believe, transformational leadership style would be the approach I would prefer using the three-step mentioned below:
Intellectual Stimulation: being a transformational leader, I will provide my subordinates with the opportunities to develop their level of creativity so that they can think critically to come up with better results.
Inspirational Motivation: My subordinates and employees will be given due recognition to motivate them and reward them. Sometimes, to motivate an employee just a pat on the back would do the job.
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In 1943, Maslow introduced his theory of needs. His theory explained the five levels of needs in a representation of pyramid. The theory suggests that people have different needs on different levels and that needs of lower levels are fulfilled first before reaching to self-esteem, which is the end need. The first four needs of an individual are psychological needs, while growth need is at the top of the pyramid (Benson & Dundis, 2003)
I should be at the top of the pyramid i.e. level of self-actualization to be a transformational leader. I should include ethics in my daily work and not only I should be creative but also think critically to come up with unique and innovative ideas. In addition to this, problem solving should be my strength so that I can grow personally and help my organization grow as well (Benson & Dundis, 2003).
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Benson, S. G. & Dundis, S. P., 2003. Understanding and motivating health care employees: integrating Maslow’s hierarchy of needs, training and technology. Journal of Nursing Management, 11(5), pp. 315-320.
Caldwell, R., 2003. Change leaders and change managers: different or complementary? Leadership & Organization Development Journal, 24(5), pp. 285-293.
Eagly, A. H., Johannesen-Schmidt, M. C. & van Engen, M. L., 2003. Transformational, transactional, and laissez-faire leadership styles: A meta-analysis comparing women and men. 129(4), pp. 569-591.
Hill, M. G., 2009. A Theory of effective leadership. s.l.: s.n.
Posner, J. M. K. a. B. Z., 2016. The credibility factor: what followers expect from their leaders. Management Review, 6(1), pp. 29-35.
Smith, M. A., 2011. Are you a transformational leader? Management, 42(9), pp. 44-50.