Key Attributes of the Transformational Style of Leadership Essay Example for Free

Key Attributes of the Transformational Style of Leadership EssayThe key attributes of the transformational style of attractership are as follows designate versus RelationshipWorking together in organizations is increasingly the norm, yet the challenges of working effectively are considerable. One challenge is conflictthe process resulting from the tension surrounded by team members because of real or perceived differences.Empowerment versus ControlThe empowerment leadership style calls for delegation and collaboration of the team, while control is about the emulous style of conflict, which is task orientedtaking a firm stand and operating from a position of power. Getting Results versus Building CapacityGetting results and grammatical construction capacity should work hand in hand but can be at odds as well, depending on strategy and objectives. To gain results, a leader must build capacity of the team however, building capacity takes time and resources away from getting resu lts.Shared VisionShared vision is cerebrate to the traditional concept of goal-oriented implementation and consensus building in strategy and leadership (related to products, technologies, or markets), and values are developed by strong, charismatic leaders and imbued in the organizations they create. A shared vision is imperative in that it is communicated and developed as the organizational culture.Self versus Team InterestsSelf versus team interest affects or is extremely influenced by the organizations culture. How does the team or organization achieve itsobjectives and goals? Does the union promote and incentivize individual effort in lieu of team objectives? With one and only(a) person excelling and the team suffering, does the entire organization succeed? Many times, individual goals or incentives must be sacrificed for the good of the team.One example of a transformational leader is Sam Walton, founder of Wal-Mart, who often visited Wal-Mart stores across the country to meet with associates to show his appreciation for what they did for the company. Sam Walton gave rules for success in his autobiography, one of which was to appreciate associates with praise (Walton, 1996). Wal-Mart leaders embrace a philosophy called servant-leadership, which simply means that if you are a leader you need to put the needs of your people first. Said another way, company leaders need to give ear their employees (associates). When you boil it all down, the secret to Sam Waltons leadership philosophies is servant-leadership. His belief was that to truly be an inspirational leader, you must serve those whom you lead. In this regard, Sam was as much an amateur psychologist as he was a merchant (Bergdahl, 2004).There are 4 components to transformational leadership, sometimes referred to as the 4 IsIdealized Influence (II) the leader serves as an ideal role model for pursual the leader walks the talk, and is admired for this.Inspirational Motivation (IM) Transformation al leaders have the qualification to inspire and motivate followers. Combined these first two Is are what constitute the transformational eaders charisma.Individualized Consideration (IC) Transformational leaders demonstrate genuine concern for the needs and feelings of followers. This personalized attention to each follower is a key element in bringing out their very best efforts.Intellectual Stimulation (IS) the leader challenges followers to be innovative and creative. A common misunderstanding is that transformationalleaders are soft, but the truth is that they constantly challenge followers to higher levels of performance (Riggio, 2009).ReferencesBergdahl, M. (2004). What I Learned From Sam Walton How to Compete and Thrive in a Wal-Mart World. Hoboken, N.J. John Wiley Sons. Retrieved from http//web.ebscohost.com.libproxy.edmc.edu/ehost/detail?sid=2a112ec6-1217-47cc-8f02-3e3e27a41db7%40sessionmgr10vid=5bk=1hid=22bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3ddb=nlebkAN=119365Kouzes, J. (2007). The Leadership Challenge (4th ed). Jossey-Bass. Retrieved from http//digitalbookshelf.argosy.edu/books/9780470633397/Root/0Riggio, R. (2009). Cutting-Edge Leadership. Retrieved fromhttp//www.psychologytoday.com/blog/cutting-edge-leadership/200903/are-you-transformational-leader