Idealized Influence – 10 (Moderate) – Idealized Influence indicates whether you hold subordinates’ trust, maintain their faith and respect, show dedication to them, appeal to their hopes and dreams, and act as their role model.
Inspirational Motivation – 10 (Moderate) – Inspirational motivation measures the degree to which you provide a vision, use appropriate symbols and images to help others focus on their work, and try to make others feel their work is significant.
Intellectual Stimulation – 9 (Moderate) – Intellectual stimulation shows the degree to which you encourage others to be creative in looking at old problems in new ways, create an environment that is tolerant of seemingly extreme positions, and nurture people to question their own values and beliefs and those of the organization.
Individualized Consideration – 12 (High) – Individualized consideration indicates the degree to which you show interest in others’ well-being, assign projects individually, and pay attention to those who seem less involved in the group.
Contingent Reward – 10 (Moderate) – Contingent reward shows the degree to which you tell others what to do in order to be rewarded, emphasize what you expect from them, and recognize their accomplishments.
Management-by-exception – 11 (Moderate) – Management-by-exception assesses whether you tell others the job requirements, are content with standard performance, and are a believer in “if it ain’t broke, don’t fix it.”
Laissez-faire Leadership – 8 (Moderate) – Laissez-faire measures whether you require little of others, are content to let things ride, and let others do their own thing.
I was not very surprised to see my results, however, it is good to take these surveys to remind yourself of your values. I was pleased to see that my Individualized Consideration was the highest. I like to believe that I care about people and want people to work towards their full potential. I also enjoy caring for people that seem to have few people that do care for them. I also wasn’t to surprised that my lowest score was Laissez-fare Leadership. It is possible that I require a lot of people but it is because those people have the potential for it.
“Even though these theoretical models of Transformational leadership vary in their elements, the collection of behaviors that define the elements of theses various constructs, remain consistent enough that transformational leadership stands as a distinct approach to leadership that can be powerful and effective.” (McManus, Ward, & Perry, 2018,p.339) I appreciate the transformational leadership theory because it challenges everyone – leader and subordinate. If you are working on a team, then teamwork is a necessity. Transformational leadership is just that. Everyone wants to work harder and better because they all push each other.
As you all know, I was at a Senior Leadership Course in Little Rock, Arkansas over the past month. I learned so much that correlates perfectly with this course. Transformational leadership was one of those things that we learned about. If we, as leaders, can take care of and push our subordinates to be better, they will do the same for us. People do amazing things when they know that they are cared for. As you may also know, I currently have awful leadership in my position. I do not feel cared for, I do not feel encouraged or pushed to self develop, and that comes in to play with my work performance. I will very likely not go above and beyond for my leadership when they can’t acknowledge small wins.
Leadership Communication 