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150-200 words
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include 2 references per post
Post #1
Select and define two (2) components of transformational leadership (idealized influence, inspirational motivation, intellectual simulation, and/or individualized consideration); and discuss the value and importance of each component to being a transformational leader. In addition to using two sources, support your responses with specific examples.
“Transformational leadership is concerned with improving the performance of followers and developing followers to their fullest potential (Avolio, 1999; Bass & Avolio, 1990a).” (Northouse, 2016, p.167) As a transformational leader you are someone who has a vision and set of ideals and values that you are able to impart on others to motivate them to work toward the big picture rather than looking out for number one. (Northouse, 2016, p. 167)
One component of transformational leadership is idealized influence. “…Idealized influence leaders most clearly enact behaviors that emphasize collective interests: emphasizing a collective sense of purpose, making personal sacrifices for the benefit of the group, setting a personal example, and demonstrating ethical standards.” (Zdaniuk & Bobocel, 2015, p.866) The two components of idealized influence are attributional, referring to what followers think of their leaders based on their perceptions of them and behavioral which refers to followers observations of their leader’s behavior. Idealized influence is critical in leadership. In the church there is a reason that the scripture says an overseer must be above reproach and in the military, it is emphasized that even the perception of wrongdoing is a no go. Followers are watching everything. If leaders behave just like everyone else are they worth following? It’s a tough road because every leader is a human being just like everyone else, but they must take the high road and live sacrificially to be the best leaders they can.
A second component of transformational leadership is inspirational motivation. “Leaders’ inspirational motivation refers to leader behaviors that “inspire and motivate followers to reach ambitious goals that may have previously seemed unreachable, by raising followers’ expectations and communicating confidence that followers can achieve ambitious goals” (Wu et al., 2010, p. 92)”. (Jiang, Gao, & Yang, 2018, p.35) My mind always runs to generals preparing soldiers for battle. Amazingly, human beings perform at superhuman levels when a transformational leader shares their belief in their abilities to be victorious. This can also be achieved in an office setting regarding reaching a seemingly unattainable goal or quota.
I’ll leave you with these words from General Dwight D. Eisenhower ordering the Normandy invasion in 1944. “You are about to embark upon the Great Crusade, toward which we have striven these many months. The eyes of the world are upon you. The hopes and prayers of liberty-loving people everywhere march with you. In company with our brave Allies and brothers-in-arms on other Fronts, you will bring about the destruction of the German war machine, the eliminations of Nazi tyranny over oppressed people of Europe, and the security for ourselves in a free world.”
Jiang, J., Gao, A., & Yang, B. (2018). Employees’ critical thinking, leaders’ inspirational motivation, and
voice behavior: The mediating role of voice efficacy. Journal of Personnel Psychology, 17(1), 33-41. doi:10.1027/1866-5888/a000193
Northouse, P. G. (2016). Leadership: theory and practice (7th ed.). Thousand Oaks, CA: SAGE
Publications, Inc.
Zdaniuk, A., & Bobocel, D. R. (2015). The role of idealized influence leadership in promoting workplace
forgiveness. The Leadership Quarterly, (26) 863-877. doi:10.1016/j.leaqua.2015.06.008.
Post #2
Transformational leader allows an exchange between leaders and followers to identify change and work together to drive said change. Thus, this leader is motivational and empowering, resulting in a positive change in individuals. In transformational leadership, there are multiple components. Two such are intellectual stimulation and idealized influence.
In intellectual stimulation, it is defined as leadership that “stimulates followers to be creative and innovative and challenges their own beliefs and values as well as those of the leader and the organization” (Northhouse, 2016). Thus, we see this style pushing the boundaries of conventional thinking and embracing techniques that enhance and develop creativity. Thus, with a growth mindset, we see leaders not simply embracing what is tried and true, but rather attempting new projects and innovating into the unknown. In my work, I find that using “time-outs” and “morning pages” to accentuate my team’s creativity helps me excel at work. I have scheduled meetings (with lunch) for people to do nothing but brainstorm new ideas.
Further, idealized influence is required for leaders “who act as strong role models for followers; followers identify with these and very much want to emulate” these leaders (Northouse, 2016). Thus, leaders must be charismatic and behave in ways that their followers will want to emulate them. And this may change depending on the follower. In an example, as a leader, I will never expect my followers to do anything I wouldn’t do. I set a great example when I’m working on a project, and always hit deadlines, offer crystal clear communication, and do exceptional work. I want my followers to walk the same walk I walk. This is essential to being a transformational leader because subordinates will follow their leader through change into the new paradigm. It makes the transition easier with a role model to emulate.
References
Bryan, M., Cameron, J., & Allen, C. (1998). The Artist Way at Work, Riding the Dragon. New York, NY: William Morrow and Company.
Northouse, P. G. (2016). Leadership: theory and practice (7th ed.). Thousand Oaks, CA: SAGE Publications, Inc.
Post #3
Transformational leader allows an exchange between leaders and followers to identify change and work together to drive said change. Thus, this leader is motivational and empowering, resulting in a positive change in individuals. In transformational leadership, there are multiple components. Two such are intellectual stimulation and idealized influence.
In intellectual stimulation, it is defined as leadership that “stimulates followers to be creative and innovative and challenges their own beliefs and values as well as those of the leader and the organization” (Northhouse, 2016). Thus, we see this style pushing the boundaries of conventional thinking and embracing techniques that enhance and develop creativity. Thus, with a growth mindset, we see leaders not simply embracing what is tried and true, but rather attempting new projects and innovating into the unknown. In my work, I find that using “time-outs” and “morning pages” to accentuate my team’s creativity helps me excel at work. I have scheduled meetings (with lunch) for people to do nothing but brainstorm new ideas.
Further, idealized influence is required for leaders “who act as strong role models for followers; followers identify with these and very much want to emulate” these leaders (Northouse, 2016). Thus, leaders must be charismatic and behave in ways that their followers will want to emulate them. And this may change depending on the follower. In an example, as a leader, I will never expect my followers to do anything I wouldn’t do. I set a great example when I’m working on a project, and always hit deadlines, offer crystal clear communication, and do exceptional work. I want my followers to walk the same walk I walk. This is essential to being a transformational leader because subordinates will follow their leader through change into the new paradigm. It makes the transition easier with a role model to emulate.
References
Bryan, M., Cameron, J., & Allen, C. (1998). The Artist Way at Work, Riding the Dragon. New York, NY: William Morrow and Company.
Northouse, P. G. (2016). Leadership: theory and practice (7th ed.). Thousand Oaks, CA: SAGE Publications, Inc.
