Transformational Leadership
INTRODUCTION
My initial thoughts after doing the self-assessment questionnaire were that as a transformation leader, I have strong motivation skills since I am very optimistic about the future. Furthermore, I frequently reassess assumptions about the correctness of a question. I realized that not everyone is born with leadership skill, but one can learn and apply those skills. Being an effective leader requires expertise in managing, monitoring and organizing projects and employee. As a transformational leader, a person should have strength in personality and vision to inspire others to change their perceptions, motivations and expectations to work for a common goal.
TRANSFORMATIONAL LEADERSHIP
Apple is an American company that deals with production, designing and marketing of electronic merchandises. The company was founded in 1976 by Steve Jobs and Steve Wozniak. Since the company products are marketed internationally, they have provided the organization with a probable financial history. This organization has developed company loyalty when compared to its competitors because of its ability to foster creative designs and original ideas in their products.
In Apple, production is characterized by the increased advancements in technology. Managing this organization requires the proper control of the input and available resources. Input in the production line is initiated by the movement of activities in the strategic management of the organization. The mission of this company highly depends on employees’ involvement in every level of production. The employees should also be motivated and instilled the importance of accountability as a group like when one person fails, and the whole team is answerable.
This company differentiates its products through unique designs of its product. As a transformation leader, a person should be able to create intellectual stimulation by challenging the existing parameters and encouraging creativity among the employees. This provides the team members with a chance to explore various opportunities and learn new behaviors. One should also trust that the employees can take charge of their decisions regarding their assigned responsibility.
To manage an international company, one is required to have a preparation of viable goals and objectives. These goals should be measurable, achievable, realistic and specific to achieve a target. Certain strategies should be implemented to achieve these goals, which would enable new products to be consistently availed into the market. Operational procedures allow an increase in the yield and performance of the employees. A leader should inspire commitment to the company’s vision to be able to attain its goals.
A leader is a role model, and therefore they should mimic most of their actions and motivate through self-efficacy (Bass et al., 2014). To have an idealized influence, one must contemplate the needs of their followers and prioritize those needs. Followers respect and trust their leaders, and hence they imitate that individual and adopt their ideas. Leading teams using the style of transformation leadership brings success and loyalty into the organization.
A transformation leader should consider and establish personal relations with employees. As a manager, one should be a supportive source who cares for their followers. They should be able to mentor, guide and coach their followers and subordinates. Knowing each individual in person helps one to identify the unique talents of each employee and be able to help them to develop their fundamental skills and abilities.
CONCLUSION
Transformation leaders engage employees in acquiring commitment towards the mission and vision of an organization. An essential part of transformation leadership is learning communication skills like resolving employees conflicts in the workplace and recognizing the needs of employees. To improve leadership skills, a person has to evaluate their current skills and strengths to be able to improve in areas of weaknesses, transformation leaders aid employees in developing and growing into leaders by empowering them. Eventually, the objectives and goals of the followers, the group and those of the leader are aligned with the organization at large.
References
Bass, B. M., & Riggio, R. E. (2014). Transformational leadership. Routledge.