Business Question

Write a paper appropriate research citations using the APA method, integrate readings, class exercises, and discussions on leadership for which the paper is assigned paper should be formatted use double spacing and 12-point Times New Roman font. Use appropriate 12-15 research sources.Use the concepts you covered in your previous 5 leadership plan papers. Develop leadership competencies by examining the behaviors, skills and styles of effective leaders and use them as benchmarks to access their own strengths and needs for improvement. Include topics include such as: participative leadership, coaching and empowerment; power and influence strategies; contingency models of leadership; and innovation-oriented leadership. Develop a personal leadership action plan for yourself that focuses on influence strategies you will use throughout your career in leadership roles. 1
Leadership Assessment: A Case Study
Juan Pacini
Keiser University
Leadership Development
Dr. John Buchanan
March 15, 2024
2
Introduction
Leadership stands as the key element of organizational success and the scaffolding of
teams to reach one goal while steering the ship clear of obstacles and striving to improve it in the
process. The intricacies of the role of leadership will remain a never-ending pursuit due to the
fact that theories and concepts will always be tested and analyzed to identify the strengths and
weaknesses of any leader. In this research paper, we will evaluate the leadership traits of Mr.
Billings, who is the most renowned person in my previous organization, utilizing the theories and
frameworks from the leadership course that we have completed.
Mr. Billings had a leadership style that was quite apparent as I was given the chance to
see his role for myself and the effects it had on teamwork and overall organizational
performance. This will be achieved through drawing upon those perspectives as applied in our
coursework with the desired end of providing a thorough and detailed examination of Mr.
Billings’s leadership approach; strengths and weaknesses will be points of focus.
Via this study, we intend to gain an in-depth view of the adaptability of Mr. Belling’s
leadership style, building on established theories of leadership to ground our assessment.
Through critical evaluation of them, we will derive a plan of action, which will help his ongoing
professional development as well as organization performance enhancement.
That being said, we can’t underrate this research for its meaning beyond reviewing Mr.
Billings’ leadership capabilities; it also generally serves to reveal other effective leadership
themes and leadership implications on organizational success. Advocating for a thorough and
theory-driven study method, we will attempt through this research to accelerate understanding of
leadership theory and practicality and discuss some of the complexities of leadership in modern
corporate setup.
3
Profile of Mr. Billings
Mr. Billings was able to develop and demonstrate the necessary business and technical
acumen to make him a valuable member of the organization’s executive team for the past ten
years in the IT industry. Mr. Billings’ career saw significant growth based on his expertise in the
IT industry gaining him abilities to control the risks that may come with the territory and the
income that comes with it.
Mr. Billings’ leadership style is characterized by several elements: on the one hand, we
find strategic vision, and on the other hand on engagement. He exhibits a grasp of VA’s purpose
and goals that he then duly communicates to his subordinates. Mr. Billings of to his vision to
lead the company to a better future which motivates the employees to coordinate their actions in
the same line to achieve common goals, building a feeling of shared purpose and commitment.
In addition, Mr. Billings is referred to as a trendsetter, mostly due to the fact that he
consistently inspires an atmosphere of innovation and overall progress within the company. He
helps team members to consider things profoundly, search for new concepts, and see how
methods and technology which is developed every day can change our lives. He has powered the
organization toward new technology and approaches that work as a driver of innovation and a
multiple portfolio of diverse products.
Mr. Billings’ master plan does not prevent him from wanting to roll up his sleeves and
actively participate in the daily organizational processes. He practices what he preaches and
always sets the pace by showing a high work ethic that gets the job done no matter what
obstacles stand in the way. He actively assembles the team with members from both high level as
well as grass-root functions of the organization, which in a way not only enables them to
4
collaborate but also develop mutual respect, getting to the point when individuals feel
championed and recognized in terms of their personal growth at work.
Assessment of Leadership Abilities
Transformational Leadership
The transformational leadership theory is the most obvious one, which highlights that a
leader must possess this ability which, in turn, helps in inspiring and motivating followers with
shared goals in mind (O’Reilly et al., 2020). Mr. Billings reaps the benefits by being a good
example of a transformational leader. They have a direct understanding of the organization’s
objectives, which they then articulate to their team, giving them a strong perspective and
cohesion within the organization. Moreover, he cultivates innovation by encouraging the team to
be creative and creative thinking, thus providing a favorable environment and encouraging each
member to put out their thoughts and ideas that can help in achieving organizational goals.
On the other hand, though, a desirable quality of a transformational leadership approach
will be this leader’s micromanagement tendency. However, the profound dedication to success
that they exhibit is also worth emulation. Nevertheless, constant supervision over trivial matters
may frustrate the employees, meaning less autonomy, lower creativity, and lower team morale.
Situational Leadership
In accordance with the situational leadership theory, the most effective leaders do not rely
on a single management style but rely on changing their behavior as per the capacities of their
followers (Wuryani et al., 2021). In their management style, Mr. Billings expresses adaptability
or changing the style of their leadership to suit the circumstances. In circumstances where the
organization faces uncertainty, mayhem, or transition, they interpret the role of leaders
differently, taking a more directive approach and providing clear direction and support to the
5
team. On the contrary, if team members prove to be competent and responsible, Mr. Billings will
behave as a silent partner, allowing his subordinates the freedom to make decisions and shoulder
the responsibilities of the tasks at hand.
However, one area in which Mr. Billings’s situational leadership can be improved is
making sure they do not hold on to tasks while other employees are able to do the job. They say
that a good leader exhibits trust in themselves and the other team members, but there are times
when it appears that they are reluctant to delegate when such delegation is required to increase
the team’s development and growth (Bakker et al., 2023).
Summary of Findings and Recommendations
Overall, Mr. Billings has shown good leadership capacities. This has been more
manifested in change leadership and situational leadership skills. They are creative personalities,
good communicators, and highly adaptive individuals who have played a very important part in
the organization attaining success. While this model delivers such great rewards as reduced
micromanagement, it must also address the areas of empowering and delegating to the team
members.
To enhance his leadership effectiveness, Mr. Billings should consider the following
recommendations: To enhance his leadership effectiveness, Mr. Billings should consider the
following recommendations:
1. By offering a detailed job description along with a scope of work and offering freedom of
room but with some bounds.
2. Listening to employees’ suggestions and identifying instances where micromanagement may
occur so that he can act swiftly and eradicate them.
6
3. Equipping the leaders with capacities for leadership development both in their skills and
cutting-edge trends in leadership theory and practice. Leadership development programs.
However, now, this team leader must capitalize and build upon their strengths in order to
achieve his goal of empowering the team so that the organization as a whole can continue to
perfect its democratic business operation model.
7
References
Bakker, A. B., Hetland, J., Olsen, O. K., & Espevik, R. (2023). Daily transformational leadership:
A source of inspiration for follower performance? European Management Journal, 41(5),
700-708.
O’Reilly, C. A., & Chatman, J. A. (2020). Transformational leader or narcissist? How grandiose
narcissists can create and destroy organizations and institutions. California Management
Review, 62(3), 5-27.
Wuryani, E., Rodlib, A., Sutarsib, S., Dewib, N., & Arifb, D. (2021). Analysis of decision support
system on situational leadership styles on work motivation
performance. Management Science Letters, 11(2), 365-372.
and employee
1
Failure of Leadership
Juan Pacini
Keiser University
Leadership Development / MAN 671
Dr. John Buchanan
March 22, 2024
2
Failure of Leadership
Situation
I worked in a mid-sized technology firm where project management leadership failed.
Our organization started a significant software development project to enhance our flagship
product. A senior project manager with industry experience could have led it better.
Communication, team motivation, and direction became challenges as the project developed.
Analysis and Assessment
From a leadership theory perspective, several key aspects contributed to the failure. The
project manager should have communicated with the team. Team members rarely knew project
objectives, timetables, or roles. Lack of openness caused uncertainty, dissatisfaction, and low
team morale. Transformational leadership argues strong communication fosters teamwork—
project managers who don’t talk damage teams (Benmira & Agboola, 2021). Team members
sometimes need clear communication to understand. Thus, essential project upgrades and
alterations could have been more efficient and timely. Skepticism and cynicism grew as the
project’s direction and team members’ involvement were hidden. Therefore, teamwork and
synergy suffered, delaying project deadlines and delivery. Poor communication could have been
improved, and the project could have been complicated.
Team delegation and empowerment needed to be increased. Project managers
micromanaged everything, causing delays and bottlenecks. Situational leadership theory suggests
that leaders match team competency and commitment. Project managers should assign
assignments based on team experience in this situation (Hieu, 2020). Project managers who let
team members own their work may improve collaboration and efficiency. There needs to be
more delegation burdened the project manager and impeded team members’ professional
advancement. Instead of leveraging the team’s skills and experiences, the project manager
3
micromanaged, limiting autonomy and innovation (Coun et al., 2021). Due to organizational
constraints and decision-making, team members felt constrained and uncreative. Thus,
inadequate delegation slowed project progress and prevented the development of a dynamic,
empowered team culture for long-term success.
Unexpected dangers and challenges arose. The project manager had to foresee its
complexity despite their skill. Contingency theory argues good leaders adapt. Here, the project
manager should have identified and minimized risk (Shala et al., 2021). Proactive risk
management may have reduced project delays and expenses.
Further research demonstrated that risk management complacency and a lack of
knowledge of potential impediments caused risk anticipation failure. The project manager
reacted by not monitoring risks. This reactive approach raised project risk and impact. No one
anticipated unanticipated developments, leaving the project vulnerable. Lack of risk and
contingency planning wrecked the project.
Due to unregulated leadership, the project manager criticized team members instead of
taking responsibility for the results. Openness and responsibility foster effective leadership. The
project manager built team trust and accountability by communicating accomplishments and
setbacks. To elaborate, the lack of accountability made team members feel unsupported and
unfairly punished for mistakes beyond their control, eroding trust and cohesion. Fear and blame
from the project manager kept team members from taking risks and learning from failures,
inhibiting creativity (Lam et al., 2021). Lack of leadership accountability damaged the project
manager’s reputation and authority, setting a bad example for the team. Disillusioned team
members lost interest in project goals, reducing morale. Leadership failed because the project
manager needed to have accountability and responsibility.
4
Recommendations
Based on the analysis, many recommendations can prevent leadership failures. Firstly,
leaders must communicate well to unite teams and team meetings; fast feedback and open
discussion of concerns are shared. Leadership should encourage teamwork and information
exchange via email, instant messaging, and project management software. Leaders should
encourage active listening and team input for responsive communication to changing demands
and difficulties.
Second, leaders should delegate and empower team members to succeed. Leaders who
trust and empower their people foster collaboration, innovation, and accountability. Leadership
should distribute assignments depending on team members’ skills, interests, and growth goals.
Leaders should also set goals and give resources for projects. Leaders who empower team
members to make decisions and take responsibility can boost performance and career.
Third, leaders should foresee problems. Risk assessments, contingency planning, and
project status and priority reviews are provided. Leadership should create a project risk
management framework to identify, assess, prioritize, and reduce risks. To identify risks and
make good decisions, leaders should consult critical stakeholders. Project managers can reduce
risk and boost stakeholder value by managing risk during planning and execution.
Finally, leaders must be honest, ethical, and accountable to gain trust. It entails taking
responsibility for triumphs and shortcomings, seeking team feedback, and improving. For
honesty and integrity, leaders should live their values. To grow personally and organizationally,
colleagues must speak honestly, admit mistakes, and learn from them.
5
References
Benmira, S., & Agboola, M. (2021). Evolution of leadership theory. BMJ Leader, leader-000296.
https://doi.org/10.1136/leader-2020-000296
Coun, M., Peters, P., Blomme, R. J., & Schaveling, J. (2021). ‘To empower or not to empower,
that’s the question’. Using an empowerment process approach to explain employees’
workplace proactivity. International Journal of Human Resource Management, 33(14),
2829–2855. https://doi.org/10.1080/09585192.2021.1879204
Hieu, V. M. (2020). Employee empowerment and empowering leadership: A literature review.
Technium, 2(7), 20–28. https://doi.org/10.47577/technium.v2i7.1653
Lam, L. N. H., Nguyen, P. V., Le, N. T., & Tran, K. T. (2021). The Relation among
Organizational Culture, Knowledge Management, and Innovation Capability: Its
Implication for Open Innovation. Journal of Open Innovation: Technology, Market, and
Complexity, 7(1), 66. https://doi.org/10.3390/joitmc7010066
Shala, B., Prebreza, A., & Ramosaj, B. (2021). The Contingency Theory of Management as a
factor of acknowledging the Leaders-Managers of our time Study case: The Practice of
the Contingency Theory in the Company Avrios. OAlib, 08(09), 1–20.
https://doi.org/10.4236/oalib.1107850
1
Leadership
Juan Pacini
Keiser University
Leadership Development / MAN 671
Dr. John Buchanan
March 30, 2024
2
Organizational Situation
Within our organization, there has been considerable focus on a recent endeavor
concerning the introduction of a fresh diversity and inclusion program. Acknowledging the
necessity to cultivate a workplace environment that embraces diversity and various perspectives
among our workforce, the company embarked on this initiative. Its primary goal is to tackle
entrenched disparities and advocate for fair treatment and opportunities for every team member,
regardless of their backgrounds or personal identities.
The initiative involved various strategies, including targeted recruitment efforts to
increase diversity in the workforce, comprehensive training programs to raise awareness about
unconscious biases and the establishment of employee resource groups to provide support and
networking opportunities for underrepresented groups. Additionally, the company revamped its
policies and procedures to ensure fairness and equity in hiring, promotion, and compensation
processes.
A recognition of the business case for diversity and inclusion drove the decision to
embark on this initiative. Research has consistently shown that diverse teams are more
innovative, perform better, and are better equipped to meet the needs of diverse customer bases.
Moreover, fostering an inclusive work environment is essential for attracting and retaining top
talent in today’s competitive job market.
While the new program has been welcomed enthusiastically by numerous employees, it
has encountered hurdles and opposition from certain groups. Introducing change is inevitably
difficult, and there are worries about whether the company is emphasizing diversity over
meritocracy. Nonetheless, the management is steadfast in their support for the program, stressing
3
the significance of establishing a workplace where every employee feels appreciated, respected,
and empowered to deliver their best performance.
Overall, the implementation of this diversity and inclusion initiative represents a
significant step forward for our organization, signaling our commitment to fostering a culture of
equality and belonging for all employees.
Communication, Coaching, and Conflict skills
In executing the diversity and inclusion initiative, clear communication proved essential
in keeping all involved parties informed and involved every step of the way. Our leadership
employed diverse communication avenues, such as company-wide emails, town hall gatherings,
and departmental updates, to consistently relay progress updates on the initiative and gather input
from team members (Ugwuanyi et al., 2023). By ensuring transparent and uniform distribution of
information throughout the organization, we cultivated a culture of trust and accountability
among our staff, motivating them to actively engage in the various activities and efforts of the
initiative.
Furthermore, the company places a strong emphasis on transparent communication,
actively encouraging team members to freely express their thoughts, worries, and ideas
concerning the diversity and inclusion program. Various feedback channels, including
anonymous surveys and dedicated feedback sessions, are employed to gather insights from
employees and assess how they perceive the effectiveness of the initiative (Ugwuanyi et al.,
2023). This dedication to transparent communication cultivates an environment of trust and
inclusiveness within the team, empowering individuals to play an active role in molding the
company’s diversity endeavors.
4
Moreover, coaching emerged as a critical component of the organization’s approach to
supporting employees through the transition. Recognizing that cultural change can be
challenging for individuals, especially those who may resist or need clarification on the
initiative, the company invested in coaching and mentorship programs to provide personalized
support and guidance (Digirolamo & Tkach, 2019). Trained coaches worked closely with
employees at all levels to address concerns, dispel misconceptions, and help navigate the
complexities of diversity and inclusion in the workplace. Employees received practical strategies
and tools through one-on-one coaching sessions and group workshops to enhance their cultural
competence and contribute positively to the organization’s diversity goals.
Additionally, the organization provides continuous coaching and mentorship programs
for its employees, with a focus on supporting those from underrepresented backgrounds. These
initiatives aim to assist individuals in advancing their careers and surmounting obstacles to
success (Digirolamo & Tkach, 2019). Such coaching not only improves individual performance
but also fosters a culture of support and collaboration within the organization. This environment
helps employees feel appreciated and empowered to achieve their maximum potential.
Navigating challenges and addressing resistance while implementing the diversity and
inclusion initiative requires adept conflict-resolution skills. The organization acknowledges that
change often creates conflicts and tensions among employees, mainly when dealing with
sensitive topics like diversity, equity, and inclusion. Therefore, managers and HR professionals
undergo conflict resolution training to acquire the necessary skills and techniques for managing
and resolving conflicts constructively (Folger et al., 2021). This training encompasses active
listening, empathy, mediation, and negotiation, empowering them to address concerns, clarify
misunderstandings, and find mutually beneficial solutions. Through open dialogue and
5
understanding, the organization ensures that conflicts are handled consistently with its values of
respect, fairness, and inclusivity.
Moreover, the organization has implemented support systems for staff encountering
conflicts or discrimination associated with diversity and inclusion matters. Employee resource
groups offer a secure environment for individuals from marginalized backgrounds to exchange
experiences, seek counsel, and utilize available support resources (Folger et al., 2021).
Furthermore, specialized HR staff members are on hand to offer confidential guidance and aid in
resolving grievances or issues. These supportive frameworks underscore the organization’s
dedication to cultivating an inclusive environment where all employees are esteemed, respected,
and encouraged to excel.
In general, strong communication abilities, coaching aptitude, and adeptness in resolving
conflicts are fundamental elements of the organization’s strategy for advancing diversity and
inclusion. By nurturing open and honest communication pathways, offering encouraging
coaching sessions, and employing effective conflict resolution methods, the organization
cultivates a work environment that embraces and empowers every employee, ensuring they feel
appreciated, esteemed, and inspired to deliver their utmost efforts. Through these capabilities, the
organization showcases its dedication to nurturing an environment of fairness, belonging, and
teamwork among all employees, leading to favorable organizational results and broader societal
influence.
Leader-Member Exchange
Leader-member exchange (LMX) theory delves into the interactions between leaders and
their team members within organizations, revealing insights into the quality of these
relationships and their effects on organizational outcomes. Within the framework of our diversity
6
and inclusion initiative, LMX theory offers valuable perspectives on how leaders engage with
various workforce members.
Implementing the diversity and inclusion initiative exemplifies the significance of leaderfollower relationships. Leaders are crucial in championing diversity and fostering an inclusive
workplace culture. Through targeted recruitment efforts and comprehensive training programs,
leaders demonstrate their commitment to promoting equal opportunities for all employees,
regardless of their backgrounds or identities (Lussier & Achua, 2022). These proactive measures
reflect leaders’ support for diversity and signify their investment in building trust and rapport
with their followers.
Furthermore, creating employee resource groups highlights the significance of fostering
an inclusive environment. These groups allow individuals from underrepresented backgrounds to
express their thoughts and build connections. Through this initiative, leaders showcase their
dedication to embracing diverse viewpoints and catering to the specific requirements of their
team members (Papoutsi et al., 2019). Such inclusive approaches cultivate feelings of belonging
and empowerment within the workforce, ultimately enhancing their dedication to achieving the
company’s objectives.
In the context of LMX theory, the diversity and inclusion initiative allow leaders to
expand their exchange relationships with followers. As leaders actively involve employees in
decision-making processes and seek their input on diversity-related initiatives, they elevate the
quality of their relationships with followers from mere transactional exchanges to more
collaborative partnerships (Burke, 2022). This shift towards a higher quality of LMX is essential
for fostering employee engagement, job satisfaction, and organizational commitment.
7
Furthermore, the challenges and resistance faced by the diversity and inclusion initiative
highlight the role of followership in organizational change processes. While some employees
may enthusiastically support the initiative, others may express concerns about its potential
impact on meritocracy (Burke, 2022). Followership involves not only following the lead of the
leaders but also critically evaluating and providing constructive feedback on organizational
initiatives. In this regard, followers who express dissent or skepticism contribute to the dialogue
surrounding diversity and inclusion, prompting leaders to address legitimate concerns and refine
their approaches accordingly.
In conclusion, the Leader-Member Exchange theory offers valuable insights into the
dynamics of leader-follower relationships within organizations, particularly in the context of
diversity and inclusion initiatives. By fostering inclusive leadership practices and acknowledging
the role of followership in organizational change processes, leaders can strengthen their
relationships with followers, promote diversity, and create a more inclusive workplace culture.
8
Reference
Digirolamo, J. A., & Tkach, J. T. (2019). An exploration of managers and leaders using coaching
skills. Consulting Psychology Journal: Practice and Research, 71(3), 195.
Folger, J. P., Poole, M. S., & Stutman, R. K. (2021). Working through conflict: Strategies for
relationships, groups, and organizations. Routledge.
Ugwuanyi, J. C., Okeibunor, N. B., & Sabo, S. (2023). Small group communication as a
counseling intervention strategy for promoting interest, skills, and behavioural intention
towards business start up among youth who are victims of conflict in Nigeria. Ianna
Journal of Interdisciplinary Studies, 5(1), 61-73.
Lussier, R. N., & Achua, C. F. (2022). Leadership: Theory, application, & skill development.
Sage Publications.
Papoutsi, C., Drigas, A., & Skianis, C. (2019). Emotional intelligence as an important asset for
HR in organizations: Attitudes and working variables. International Journal of Advanced
Corporate Learning, 12(2), 21.
Burke, W. W. (2022). Organization development. In Oxford Research Encyclopedia of
Psychology.
1
Organization Teams
Juan Pacini
Keiser University
Leadership Development / MAN 671
Dr. John Buchanan
April 4, 2024
2
Introduction
The backbone of many successful organizations lies in their ability to leverage the power
of teams. Teams bring together diverse skills, perspectives, and experiences, fostering a
collaborative environment that drives innovation, problem-solving, and overall efficiency. This
essay explores the concept of self-managed teams, a structure where team members have a high
degree of autonomy in decision-making and task completion. This essay explains the practices of
three prominent organizations renowned for their self-managed team approach: tech giant Valve
Corporation, online retailer Zappos, and employee-owned company Morning Star. This essay
aims to evaluate the effectiveness of self-managed teams and explore how strong team leadership
can further optimize operations within this structure.
Organizations with Self-Managed Teams
A. Valve Corporation
Industry: Video Game Development & Digital Distribution
Valve is famous for its unconventional “flat” structure. They eschew traditional managers
and job titles, opting for a system where employees self-organize into teams based on projects
and interests. This fosters a highly autonomous environment where skilled individuals are
empowered to make decisions and drive projects forward. Instead of rigid teams assigned from
above, Valve employees with relevant skills and passion for a particular project come together to
form a team. This allows for a dynamic and organic flow of talent based on current needs. To
further facilitate this, Valve utilizes a unique system called “desk voting.” Employees physically
move their desks to be near colleagues working on projects they’d like to join, indicating their
3
interest (McQuillan, 2016). This allows teams to organically form and disband based on project
needs, ensuring a strong alignment between individual interest and project success.
B. Zappos
Industry: Online Shoe & Apparel Retailer
Zappos is known for its focus on company culture and employee happiness. They utilize
self-managed teams with a high degree of ownership over their work and decision-making. One
way they achieve this is through a framework called Holacracy (Golden et al., 2017). Holacracy
distributes authority and decision-making to small, cross-functional circles. These circles have
clear roles and objectives and operate autonomously within a larger organizational framework.
This allows employees to take ownership of their work and make decisions that directly impact
their area of responsibility. Additionally, Zappos employs a unique hiring process that prioritizes
cultural fit over specific job skills (Golden et al., 2017). By focusing on finding employees who
align with the company’s core values, they create a foundation for strong team collaboration and
shared decision-making within their self-managed teams.
C. Morning Star
Industry: Tomato Processing & Agricultural Products
Morning Star is a unique example of a self-managed company entirely owned by its
employees. They leverage self-managed teams in several ways. Employees organize themselves
into small, self-directed work teams responsible for specific areas of operation, such as
production or quality control (Frydman et al., 2000). This allows for a high degree of ownership
and accountability within each team. To ensure smooth operation within these teams, Morning
Star utilizes a system of “peer-elected leaders.” These leaders hold temporary positions and
facilitate communication, collaboration, and problem-solving within the team. They don’t hold
4
traditional managerial authority but ensure the team functions smoothly. Another unique aspect
of Morning Star’s self-managed structure is their market-based pricing system. Teams internally
set prices for their products and services provided to other teams within the company. This
fosters a sense of economic responsibility and teamwork, as each team’s success is directly tied
to the value they provide to others (Frydman et al., 2000).
Evaluating Performance
A. Analyzing the Performance of Valve Corporation with Self-Managed Teams
Valve allows employees to work autonomously and pursue projects of personal interest,
Valve fosters a culture of innovation and creativity. One notable example of the effectiveness of
self-managed teams at Valve is the development of the highly acclaimed game “Portal.” The
project was led by a small team of developers who had the freedom to experiment and
collaborate without traditional hierarchical constraints. This approach resulted in the creation of a
groundbreaking game that received critical acclaim and commercial success, showcasing the
effectiveness of self-managed teams in driving innovation within Valve.
B. Analyzing the Performance of Zappos with Self-Managed Teams
Zappos encourages decentralizing decision-making and empowering employees to take
ownership of their work, this fosters a culture of autonomy and accountability. A specific
example illustrating the success of self-managed teams at Zappos is the company’s renowned
customer service department. Employees are given the freedom to address customer inquiries
and resolve issues creatively, resulting in exceptional customer satisfaction ratings and high
levels of customer loyalty. This demonstrates how self-managed teams contribute to Zappos’
reputation for exceptional customer service and overall business success.
5
C. Analyzing the Performance of Morning Star with Self-Managed Teams
Morning Star is a leading producer of tomato-based products, has embraced selfmanagement principles throughout its operations. This company organizes the company into
self-managed teams, Morning Star empowers employees to collaborate, innovate, and make
decisions autonomously. One notable example of the success of self-managed teams at Morning
Star is the company’s manufacturing department. Teams are responsible for managing their own
production schedules, ensuring quality control, and optimizing efficiency. This decentralized
approach has led to increased productivity, reduced waste, and enhanced product quality,
positioning Morning Star as a leader in the food processing industry.
Effectiveness of Team Leadership
Role of team leaders
Team leaders play a crucial role in the success of self-managed teams. They serve as
facilitators, coaches, and mentors, providing guidance and support to team members. Team
leaders are responsible for creating an environment that fosters collaboration, communication,
and trust. They help team members understand their roles, responsibilities, and goals, and ensure
that each team member has the necessary resources and support to perform their job effectively.
Team leaders also monitor progress, provide feedback, and help the team navigate challenges and
conflicts (Tannenbaum & Salas, 2020).
Leadership styles in teams
Effective team leadership requires a leadership style that is adaptable to the unique needs
and dynamics of the team. Transformational leadership, a style that inspires and motivates team
members to exceed their own individual performance goals, has been found to be particularly
effective in team contexts. Transformational leaders foster a positive work environment,
6
encourage collaboration and communication, and empower team members to take ownership of
their work. Servant leadership, another effective style in team contexts, focuses on meeting the
needs of team members, providing support and resources, and enabling team members to reach
their full potential (“Leadership theories and styles,” 2012).
Impact of team leadership on team performance
Effective team leadership has a significant impact on team performance. Research has
shown that teams with strong leadership are more productive, engaged, and satisfied than teams
with weak or absent leadership. Team leaders who are able to build trust, establish clear goals
and expectations, and foster a positive work environment are more likely to create highperforming teams. Effective team leadership also helps to reduce conflicts and improve
communication, leading to better decision-making and problem-solving (Keil & Zangrillo,
2023).
Optimizing Operations with Team Leadership
Team leadership plays a crucial role in optimizing the operations of self-managed teams.
Effective team leaders empower team members to take ownership of their work, encouraging
autonomy and accountability. They facilitate communication, collaboration, and decisionmaking, enabling teams to work together more effectively and efficiently (Keil & Zangrillo,
2023). Team leaders also provide guidance and support, helping teams overcome challenges and
achieve their goals. By establishing clear goals, expectations, and processes, team leaders can
help self-managed teams stay focused and motivated, leading to improved performance and
productivity.
Potential drawbacks of relying solely on self-managed teams.
7
Self-managed teams may struggle with decision-making, particularly in complex or highstakes situations. They may also lack the necessary expertise or resources to address certain
challenges. Additionally, self-managed teams may experience conflicts or power struggles,
leading to decreased productivity and morale. Relying solely on self-managed teams may also
lead to a lack of accountability, as there is no clear leader responsible for the team’s success or
failure (Keil & Zangrillo, 2023). Therefore, it is essential to have effective team leadership to
support and guide self-managed teams, ensuring that they have the necessary resources,
expertise, and accountability to achieve their goals efficiently.
Conclusion
In conclusion, team leadership is essential for optimizing operations in organizations that
rely on self-managed teams. Effective team leadership involves good planning, clear
communication, and timely feedback, which can help teams build collective efficacy and achieve
their goals efficiently. However, relying solely on self-managed teams can have potential
drawbacks, such as a lack of focus, poor communication, and unproductive conflict. To mitigate
these challenges, team leaders should be aware of the common pitfalls of teamwork and work
towards building effective teams by assigning roles, encouraging accountability, and fostering a
positive and engaging work environment. By doing so, organizations can harness the full
potential of self-managed teams and achieve their objectives more effectively.
8
References
Frydman, B., Wilson, I., & Wyer, J. (2000). The power of collaborative leadership: Lessons for
the learning organization. Routledge.
Golden, B.,
Pandey, A.,
&
O’Rourke, J.
(2017).
Zappos:
An
experiment
in
Holacracy. https://doi.org/10.4135/9781526489968
Keil, T., & Zangrillo, M. (2023). Optimizing leadership team performance over time. The Next
Leadership Team, 143-165. https://doi.org/10.4324/9781003324577-12
Leadership
theories
and
styles.
(2012). Project
Management
Leadership,
81-
at
valve
Work,
187-
98. https://doi.org/10.1002/9781119207986.ch6
McQuillan, D.
(2016).
Flat
management
structure
Corporation. https://doi.org/10.4135/9781473953673
Tannenbaum, S.,
&
Salas, E.
(2020).
Team
leaders. Teams
191. https://doi.org/10.1093/oso/9780190056964.003.0012
That
1
s
Charismatic and Transformational Leadership
Juan Pacini
Keiser University
Leadership Development / MAN 671
Dr. John Buchanan
April 12, 2024
Charismatic and Transformational Leadership
2
Charismatic and transformational leadership is essential in building an organization and it
s followers. According to Khan (2021), Charismatic leaders inspire loyalty and enthusiasm
through their vision and magnetic personalities, while transformational leaders inspire change by
fostering growth and motivating employees to exceed expectations. Some of the three leaders
with these qualities include SpaceX and Tesla CEO Elon Musk in the technology and automotive
sector who is renowned for his bold charismatic and transformational leadership style, Oprah
Winfrey Rui (Oprah Winfrey) in the entertainment sector who is renowned for his bold and
charismatic leadership style and Richard Bramson, the founder of Virgin Group who is renowned
for his bold and charismatic leadership style. When comparing Elon Musk, Oprah Winfrey, and
Richard Branson, we can see that all those leaders have great values and change but demonstrate
these characteristics differently. While Musk’s visions and passion for innovation inspire others
to push boundaries, Winfrey’s imagination and originality inspire trust and support among her
audience (Khan, 2021). Additionally, Branson’s adventurous and unconventional approach to
business encouraged creativity and risk-taking at the company. Despite their difference, these
three leaders greatly impacted their businesses and inspired many people to achieve greatness.
Therefore, their unique styles show that there is no one-size-fits-all approach to leadership and
that great leaders come from different backgrounds and use different strategies to achieve their
goals.
Elon Musk
3
Charismatic Leadership
Elon Musk’s charisma attracts people to him and his projects. His charismatic leadership
is characterized by the ability to inspire and motivate others through sympathy, confidence, and
vision (Khan, 2021).
Vision and ambition: Musk is known for his bold goals and grand vision for the future.
Whether making humanity more diverse with SpaceX or transitioning to sustainable energy with
Tesla, Musk’s ability to share ideas fascinates audiences and inspires his employees.
Communication and Storytelling: Musk has a unique ability to communicate complex
ideas directly and engagingly. He often uses stories to convey his vision and plans, making his
plans meaningful and exciting for a wide audience.
Risk taking and innovation: Musk’s willingness to take risks and challenge the status quo
makes him popular. His adventures often push the boundaries of what is thought possible, and
his ability to solve seemingly insurmountable problems inspires admiration and loyalty.
Transformational Leadership
In addition to charisma, Elon Musk also exhibits transformational leadership, which
involves inspiring others achieve positive results, resulting in significant change.
Transformational change agent: Transformational leaders strive to create meaningful
change, and Musk’s businesses often aim to change the entire business (Nassif et al., 2021). Tesla
revolutionized the automobile industry with its electric cars while SpaceX revolutionized the
aviation industry with its reusable rockets.
4
Support and Coaching: Musk encourages his team to take responsibility for their work
and strive for excellence which often delegates responsibility to employees, allowing them to
lead projects and innovate in their own fields. This incentive supports employee growth and
development.
Challenging the status quo: Musk is known for questioning traditional methods and
producing new solutions (Khan, 2021). He encourages his employees and himself to think
outside the box and strive for continuous improvement to achieve challenges and change.
Role Model: The transformational leader sets an example for the team, and Musk’s work
ethic and dedication to his work set a high standard. His relentless pursuit of his own vision
despite the challenges became an inspiration to others.
Oprah Winfrey
Personal Charisma
Oprah Winfrey’s charisma is evident in her ability to connect with people from all walks
of life. Her warm personality, confidence and openness attract people to her. Whether it is
interviewing celebrities, hosting a talk show, or giving a speech, Winfrey’s ability to make others
want to be seen and heard is the hallmark of her passion.
Empathy and Compassion: Winfrey’s empathy allows her to connect with her audience
on a personal level (Zaretsky, 2020). She listens and responds thoughtfully, creating a safe space
for guests to share their stories and vulnerabilities. This exciting approach helps her build
relationships with the audience and guests.
5
Confidence and elegance: Winfrey exudes eye-pleasing confidence wherever she goes.
Her confidence allows her to handle difficult situations with grace and happiness (Zaretsky,
2020). Additionally, her confidence allows her to handle difficult situations with grace and
happiness. This self-confidence also gives him the courage to tackle difficult topics and ask
questions, making his interviews and insightful.
Storytelling: One of Winfrey’s greatest strengths is her ability to tell compelling stories
(Zaretsky, 2020). Whether she is sharing her own experiences or the journey of others, she
engages her audience through narratives that resonates on a personal level which allows her to
inspire, entertain and educate her audience.
Originality: Winfrey’s originality is one of her favorite things. Being open about her
struggles and flaws makes her relevant to her audience (Stock et al. 2022). This transparency
increases the sense of trust and self-esteem in the audience who see her as a real and decent
person.
Richard Branson
Transformational Leadership
Transformational leadership is a leadership style that focuses on motivating and
motivating followers to achieve good results (Tokbaeva, 2022). Transformational leaders often
have a clear vision for the future, create an environment for innovations, encourage personal
growth in their followers, and build relationships.
Vision and Innovation: Branson has always demonstrated a clear vision for the future,
pushing boundaries and taking risks in industries as diverse as sugar cane, music, aviation, travel
and healthcare (Nasif et al., 2021). Additionally, he is known for his willingness to explore new
6
areas and common sense. This vision inspires employees and followers to embrace change and
achieve desired goals.
Promote personal growth and empowerment: Branson promotes empowerment and
belief in its founding since he likes to encourage employees to take responsibility for their work
and think creatively. This approach is not only effective, but also supports personal growth and
development.
Build relationships: According to Stock et al. (2022), Branson’s kind and friendly
personality, combined with his ability to connect with people personally and allows him to build
strong relationships with employees and customers.
Charismatic Leadership
According to Budur (2020), Charismatic leadership is a leadership style that is based on the
leader’s passion, communication and ability to arouse passion.
Magnetic Personality: Branson’s magnetic personality is one of his best qualities since
his sense of humor and self-confidence makes him a have an attractive face (Tokbaeva, 2022).
Additionally, he is known for his adventurous spirit, whether trying to circumnavigate the world
in a hot air balloon or diving into the deepest depth of ocean.
Effective Communication and Storytelling: Branson is an expert and professional. He
uses anecdotes and personal experiences to convey his vision and inspire others. His
performance allows him to connect with his audience on a deeper level, making his message
more effective. Branson’s ability to convey enthusiasm and passion is key to his success in
developing his business.
7
Passion and Purposeful Leadership: Branson’s passion for his work and determination
to make a positive impact on the world is evident in his leadership in dining. It aims to challenge
the status quo and bring change to various sectors. Her involvement in financial and social
philanthropy further exemplifies her mission and makes her a role model for others.
Comparison and Differences
All these leaders share certain aspects of leadership and change; for example, the ability
to motivate and inspire others and the willingness to take action against dangers to realize their
visions (Tokbaeva, 2022). However, their traditions differ in some important aspect.
Musk’s approach is rooted in technological innovation and bold goals that challenge existing nor
ms. He emphasized the importance of hard work and perseverance to achieve his vision for the
future. Musk’s approach is rooted in technological innovation and bold goals that challenge
existing norms (Strock et al., 2022). He emphasized the importance of hard work and
perseverance to achieve his vision for the future. Winfrey’s model is more about connecting
emotions and feelings, using their power to encourage personal growth and self-improvement
since she uses her platform to inspire and motivate others. Branson’s leadership is focused on
promoting positive and enjoyable work practices that encourages creativity and collaborating
across the business. Additionally, he is known for his adventurous spirit and willingness to
explore new ventures. Therefore, Bransons leadership is focused on promoting positive and
enjoyable work practices that encourage creativity and collaboration across the business (Brown
et al., 2020). He was known for his adventurous and willingness to explore new ventures.
Although all these three leaders are successful in their jobs, their leadership styles show different
styles that encourage innovation and success. Therefore, by understanding and studying these
8
leaders, we find that a combination of charismatic and transformational leadership can be used
effectively in a variety of industries and settings.
Conclusion
In Elon Musk, Oprah Winfrey, and Richard are the three leaders who have a unique
leadership style. Musk’s leadership vision is shaped by his passion for innovation, and he has set
lofty goals in sectors such as space exploration and electric vehicles. Consequently, Winfrey’s
leadership style is characterized by her deep connection with people and her ability to inspire
positive change through storytelling and advocacy. Therefore, Branson’s leadership style is
chrematistics by a risk-taking attitude and willingness to take risks since he fosters a culture of
creativity and innovation across all his businesses. While his positive attitude helps build strong
relationships with employees and customers. He is committee to create a fun and engage in work
environment that encourages loyalty and empowerment. Despite their differences, all the three
leaders have the ability to inspire others since they lead as an example, setting bold visions and
inspiring others.
9
References
Brown, S., Marinan, J., & Partridge, M. A. (2020). The moderating effect of servant leadership
on transformational, transactional, authentic, and charismatic leadership. Journal of
International Business Disciplines, 15(2), 67-86.
Budur, T. (2020). Effectiveness of transformational leadership among different
cultures. International Journal of Social Sciences & Educational Studies, 7(3), 119-129.
Khan, M. R. (2021). A critical analysis of Elon Musk’s leadership in Tesla motors. Journal of
Global Entrepreneurship Research, 11(1), 213-222.
Nassif, A. G., Hackett, R. D., & Wang, G. (2021). Ethical, virtuous, and charismatic leadership:
An examination of differential relationships with follower and leader outcomes. Journal
of Business Ethics, 172, 581-603.
Stock, G., Banks, G. C., Voss, E. N., Tonidandel, S., & Woznyj, H. (2022). Putting leader
(follower) behavior back into transformational leadership: A theoretical and empirical
course correction. The Leadership Quarterly, 101632.
Tokbaeva, D. (2022). Charisma and charismatic leadership in organizations. In Research
Handbook on the Sociology of Organizations (pp. 311-328). Edward Elgar Publishing.
Zaretsky, N. (2020). The Odd Couple: Donald Trump, Oprah Winfrey, and Contemporary
Charisma. The Hedgehog Review, 22(1), 88-102.