Thursday, October 15, 2015 1 Foundations of Leadership Steven M. Hays Leadership and Ethics Bishop...

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Foundations of Leadership

Steven M. HaysLeadership and Ethics

Bishop Kearney High School


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ReferencesNorthouse, P. G. (2004).

Leadership: Theory and practice (3rd ed.). Thousand Oaks, CA: Sage Publications.

Weber, M. (1947). The theory of social and economic organizations (T. Parsons, Trans.). New York: Free Press.


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Transformational Leadership

Transformational Leadership Transformational leadership is a process that changes process that changes

and transformsand transforms individuals. It is concerned with:

Emotions Values Ethics Standards Long-term goals

It includes assessing followers’ motives, satisfying their needs, and treating them as full human beings.


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Transformational leadership involves an exceptional form of influence that moves followers to accomplish more than what is usually expected of them.

It is a process that often incorporates charismatic and visionary leadership.


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Transactional Leadership

Transactional versus Transformational Transactional leadership

Refers to the bulk of leadership models, which focus on the exchanges that occur between leaders and their followers.

Managers who offer promotions to employees who surpass their goals are exhibiting transactional leadership.

The exchange dimension of transactional leadership is very common and can be observed at many levels throughout all types of organizations.


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Transformational leadership Refers to the process whereby an individual engages others and

creates a connection that raises the level of motivation and morality in both the leader and the follower.

This type of leader is attentive to the needs and motives of followers and tries to help followers reach their fullest potential.

Mohandas Gandhi is a classic example of transformational leadership. Gandhi raised the hopes and demands of millions of his people and in the process was changed himself.


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Charisma

Transformational Leadership and Charisma The concept of charismacharisma was first used to

describe a special gift that select individuals possess that gives them the capacity to do extraordinary things.


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Max Weber and Transformational Leadership

Weber (1947) provided the most well-known definition of charisma as a special personality characteristic that gives a person superhuman or exceptional powers, is reserved for a few, is of divine origin, and results in the person being treated as a leader.

(For more information about Weber, go to www.bolender.com and click on “Sociological

Theorists.”)

http://www.bolender.com/


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Despite Weber’s emphasis on charisma as a personality characteristic, he also recognized the important role played by followers in validating charisma in these leaders.


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The Leadership Continuum


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How Does the Transformational Approach Work?

The transformational approach to leadership is a broad-based perspective that encompasses many facets and dimensions of the leadership process.

In general, it describes how leaders can: Initiate, Develop, and Carry out significant changes in organizations.


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Transformational leaders set out to empower followers and nurture them in change. They attempt to raise the consciousness of

individuals and get them to transcend their own self-interests for the sake of others.

To create change, transformational leaders become strong role models for their followers.


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It is common for transformational leaders to create a vision. The vision emerges from the collective interests

of various individuals and units within an organization.

Transformational leaders also act as change agents who initiate and implement new directions within organizations.


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Chapter 9: Transformational Leadership

The transformational approach also requires that leaders become social architects. This means they make clear the emerging values

and norms of the organization. They involve themselves in the culture of the

organization and help shape its meaning.


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Team Leadership

Team Leadership Teams are organizational groups composed

of members who are interdependent, who share common goals, and who must coordinate their activities to accomplish these goals.


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Team Leadership


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Team Excellence


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Strengths of Team Leadership

The strength of this approach includes its focus on real-life organizational teams and their effectiveness.

The model also emphasizes the functions of leadership that can be shared and distributed within the work group.

The model offers help in selecting leaders and team members with the appropriate diagnostic and action-taking skills.

Furthermore, the model is also appropriately complex, providing a cognitive model for understanding and researching organizational teams.


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Psychodynamic Approach – Emotional Intelligence

Psychodynamic Approach Leaders are more effective when they have

insightinsight into their own psychological makeup. The specific model or terminology used to obtain

insight is less important than having gained an understanding of needs, predispositions and emotional responses.


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Psychodynamic Approach

Leaders are more effective when they understand the psychological makeup of their subordinates. Again the particular labels are less important

than having a knowledge of the personality characteristics of team members.


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It is important to distinguish this approach from the trait, style and situational approaches. In the trait approachtrait approach, certain characteristics of a person are

assumed to be important in attaining leadership status or performing leadership tasks.

The style approachstyle approach suggests that a certain leadership style, particularly the team management style, is the best.

Situational leadershipSituational leadership moves on to suggest that the key element is the match between the leader’s style or behaviors and the needs of the subordinates.


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The psychodynamic approach makes none of these assumptions.

There is no particular personality type that is better than any other in a leadership position.

There is no need to match the personality type of the leader to that of the subordinates in order to have an effective work situation.


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Emotional Intelligence

The psychodynamic approach focuses more on learned and deep-seated emotional responses that are not in immediate awareness.

The leader is not conscious of his or her emotional responses or of their consequences in behavior.

This aspect of the approach is unique and results in an entirely different way of dealing with leadership development.


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Emotional Intelligence

An important underlying assumption in the psychodynamic approach is that the personality characteristics of individuals are deeply ingrained and virtually impossible deeply ingrained and virtually impossible to change in any significant wayto change in any significant way.

The key is acceptance of one’s own personality features and quirks and understanding and acceptance of the features and quirks of others.

IMPORTANT CONCEPT!IMPORTANT CONCEPT!


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EI Principles

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Thursday, October 15, 2015 1 Foundations of Leadership Steven M. Hays Leadership and Ethics Bishop...

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