LeadershipTheories and Styles
Leadershiptheories and styles
Theintegration of patterns of individual traits that reflect anassortment of personal differences and nurture consistent leaderefficiency across different organization situations and groupsdemonstrate the trait leadership. In this regards, most theorists andthinkers have developed various models and theories such as Lewin’sleadership styles, path-goal theory, Hersey-Blanchard Situationaltheory,and managerial grid to describe various leaders and their leadershipstyles (Schoel,Bluemke, Mueller, & Stahlberg, 2011).Theories such as a-great man theory in the eightieth century, traittheory, behavioral theories and the contemporary transformationaltheories have widely and extensively defined and describedleadership. According to Grimm (2010)andNorthouse (2013),every leader has to engage a certain leadership theory/model thatinfluences his or her leadership style. Thediscourse will define my leadership qualities and inclinations interms of contingency theory by aligning the discourse to existingbody of literature on theories and styles and outline a plan ofaction that I should take to improve my leadership and motivationskills.
Thecontext and support
Effectivenessof a leader denotes the amount of inspiration or influence a leaderhas on individuals or team performance, the overall effectiveness ofa group, and followers’ contentment. Various analysts havecontended that leadership is unique to a few people who possessdistinct immutable characteristics that cannot be progressed (Schoelet al., 2011 Northouse, 2013).In this regards, it is imperative to discuss my leadership traits andstyles in the context of the suggested models and theories. However,the discourse does not categorize my traits into competence,interpersonal, or proximal, but looks at an extensive body ofliterature to define traits that best suit my development andachievement.
Themost appropriate leadership style
Asa leader, contingency leadership describes my leadership approach thebest. In this regards, I have realized that I usually apply myleadership style based on the existing situation rather thancultivating the best approach to making decisions. The contingencyleadership provides that the optimum progression of action depend onthe external and internal situation thus, it is significant to applya strategy based on a specific situation. In fact, based on myachievement and relations with people, I regard myself as considerateand an initiator of strategic approaches as demonstrated by myexcellent rapport, interpersonal approach, scheduling, planning, andgoal setting and attainment. According to Winker (2010), insituational leadership theory, it is believed that there is noleadership style that is effective in all situations. Effectiveleadership is one, which is relevant to the task, and the mostsuccessful leaders are the ones who embrace their leadership style,which enables them to set high but achievable goals. Situationalleadership requires motivation and ability to take accountability forthe mission, the relevant experience/skills required for the mission.Any effective leader should vary leadership skills depending on thesituation or the group being influenced (Northouse,2013).As a leader, it is important to point out that my leadershipapproaches do not only vary on the mission being accomplished butalso on the people that am influencing or leading.
Theleadership style that I find effective for me as a leader isparticipation. Participation is a style, which allows a leader toshare decisions with the team he or she is leading. In participating,the leader provides fewer chore behaviors but maintains a highrelationship behavior. According to Grimm(2010), the most important aspect of participative leadership styleis that it allows the leader to share ideas with the group he/ she isleading, hence coming up with decisions that are easy to implementsince they receive negligible resistance.
Accordingto Cavazotte, Moreno, & Hickmann (2012) and Grimm (2010),effective leadership is manifested in distinguishable leadershiptraits. As a leader, one of my greatest traits is direction.Direction as a leadership trait denotes having a vision and going anextra mile to achieve great things. In order to achieve the setgoals, one as a leader has to implement strategies to achieve themand get to the desired destination. Bach & Ellis (2011) point outthat, good leaders always create impressive change since they have avision, set objectives as well as a strategy on how to accomplish thedesired change in its entirety. My second trait as a leader iseffective communication. Research designates that effectualcommunication is one of the key factors, which make a leadereffective. Through clear communication, a leader can keep the teamworking on the right projects while maintaining a positive attitude(Northouse,2013 Bach & Ellis, 2011).It is important for a leader to communicate effectively to yourfollowers on your expectations and issues in order to ensure thatthey meet their targets and goals.
Anotherleadership trait that I have embraced is flexibility. Winkler (2010)and Schoelet al. 2011) contend thatnot every problem demands the same strategies or solutions to beresolved. As a leader, one is required to be open minded to new ideasand be ready to put them under consideration in order to increase thepossibility of getting the best answer to every problem. On the otherhand, by being rigid and applying the usual solutions to everyproblem arising, there is a high likelihood that some issues will notbe addressed effectively since they demand a different plan of eventsapart from the usual ones. A flexible leader influences his or herteam to be flexible and open-minded and goes an extra mile byappreciating and rewarding new innovative ideas. Consistency inleadership provides some great strides in one’s undertakings, as itallows one to have a recognized perception or stand on importantaspects (Cavazotteet al., 2012). Being a consistent leader has made me earn a lot of respect andintegrity from my team members. By being consistent, the followersalways know what is expected of them in various situations and willact as expected.
Asa follower, I prefer contingency approach. Contingency approach isalmost similar to situational approach since the two rests on thenotion that there does not exist a particular resolution, which isbest for every situation. As a follower, I would like my leader to beflexible enough to accommodate new innovative ideas for solvingproblem instead of employing the usual and habitual ones that ionmost cases end up frustrating the efforts of the team. I am a personwho likes being challenged by difficult situations in order to getout of the standard and come about with innovative ideas, which cansolve problems and get the team to the desired destination.Therefore, a contingency approach would be the best for my leader toadopt in order to evaluate my skills and capacities effectively aswell as permit or influence me to come up with contemporary orinnovative concepts.
Thetransformational theory best describes how I influence others.Transformational theory of leadership is based on how a personinterrelates with others and can create a concrete rapport thatresults in a high percentage of trust (Northouse,2013 Cavazotteet al., 2012).From my leadership skills, traits and approaches, I tend to associatewith my team members in a way that I can motivate them to achieve theset goals. My aim is to transform my followers by inspiring them aninstilling in them the essential traits to get to great heights. Iembrace this model since it creates in my followers a sense ofbelonging since they easily identify with my purpose and me as aleader.
Conclusion:Implementation and Timelines
Basedon the assessment of my current leadership and motivation, one ofmain goals, which is to be an effective transformational leader whois able to influence his people in a positive way to achieve theirgoals and targets. Another goal is to be highly flexible in order tomotivate myself and my team members to develop groundbreaking ideasin resolving various difficult situations. Primarily, I willimplement transformational leadership model to enable me achievethese goals. Secondly, I will come up with a calendar of activities,which will enable me to interact with mu followers at a personallevel. Through these activities, we will interact in a manner thatwill enable us to influence each other and transform us a team toacquire behaviors and skills required to achieve our set goals. Toimprove my motivation and that of my followers, I will ensure that Ireward myself and my team members whenever one has achieved his orher targets and appreciate new ideas that enable the team achievesits set targets. I will give myself a six months’ timeline toassess my implemented plan of events to see whether I am in the rightdirection or whether I should change it.
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Cavazotte,F., Moreno, V., & Hickmann, M. (2012). Effects of leaderintelligence, personality and emotional intelligence ontransformational leadership and managerial performance. TheLeadership Quarterly, 23(3),443-455.
Grimm,J. W. (2010). Effective leadership: making the difference. Journalof Emergency Nursing.36,1, 74-77.
Northouse,P. G. (2013). Leadership:theory and practice, (6th Ed.).Thousand Oaks, CA: Sage Publications.
Schoel,C., Bluemke, M., Mueller, P., &Stahlberg, D. (2011). Whenautocratic leaders become an option: uncertainty and self-esteempredict implicit leadership preferences. Journalof Personality and Social Psychology.101, 3, 521-540.
Winkler,I. (2010). ContemporaryLeadership Theories: Enhancing the Understanding of the Complexity,Subjectivity and Dynamic of Leadership.Springer, Heidelberg.