Leadership Skills for Transformational - myassignmenthelp.com

Question: Discuss about theLeadership Skills for Transformational andCharismatic. Answer: My experience: While I was placed in an organization in my internship years, I was given the position of a leader of eight member team. Previously I had never demonstrated any leadership skills and therefore I was quite concerned about my leadership skills. While working in the team, I decided on a strategy in order to complete a task. When I conveyed the strategy of time management, two of the members suggested that the strategy would not bring out positive effect as this would require more time. However, I became quite disappointed and stated that since I am the leader they are bound to follow my decisions. Though they expressed dissatisfaction initially, they acted as per my guidance eventually. Moreover, I also noticed that I was not being able to socialize with them and only communicated with them when I needed to talk about work. This was making the working environment very strenuous and was creating pressure as I was not supporting an informal environment to be developed in workplace. There was no question of showing empathy towards the team members as they could not be trusted with the work. I had little confidence that they would work successfully towards fulfillment of the goal. The productivity of the team members was very poor under my leadership and they felt highly stressed. Leadership skill that I will follow: The leadership theory which I select is my transformational leadership. Transformational leadership is a form of leadership where the leaders inspire their team members in every possible way so that they are able to fulfill the companys goals and missions. This style mainly shows a model of integrity and fairness along with having a set of goals (Avolio and Yammarino 2013). Here the leaders encourage others and at the same time provide support and recognition of the performance of the team members. A transformational leader mainly provides importance to the development of trust and relationship among the team members helping each of them to look beyond their self interest and inspiring them to reach beyond expectations (Dumdum, Lowe and Avolio 2013). They create an inspiring vision for the future by allowing everyone to contribute their precious suggestions while decision making so that innovative and creative ideas can be implemented. All these help the leaders to ensure that the ca pability for the team members is maximized (McClesky et al., 2014). Researchers have stated that leaders following this style of leadership need to be well organized and expect their members to be creative allowing effective feedback giving and receiving skills. Their main goal should be team oriented where members should be influenced to work together by developing strong bonds (Kark and Shamir 2013). Moreover researchers have also stated that such leaders become successful in building strong coalitions and can establish mutual trust. In addition, they have high integrity as well as high emotional intelligence showing empathy with others (Antonakis and House 2014). Lessons learnt from this theory: After going thoroughly through this theory, I learnt that I had actually made a number of mistakes while leading my team. The first weakness I noted is that I did not have proper feedback giving and receiving skills. Therefore, I got very disappointed when my team members wanted to give me feedback on my decisions. I was more of autocratic leader than the transformational leader. As I did not allow them to express their feelings, they feel disrespected and their self esteem got hurt. This affected their productivity and they developed a negative feeling. Secondly, due to my poor socializing skills, I failed to develop an informal relationship with them. Researchers say that informal environment helps employees in releasing their stress and reduces work pressure. They feel comfortable in the working environment and as a result can dedicate more to the organization. I also showed less empathy to them which resulted in developing negative feelings towards me and so we could not develop a stable working environment. My internal complexes did not allow me to trust them completely which was a weak point of my leadership skills. I should develop a trustworthy relationship with my fellow teammates so that they feel themselves important in the organization. They should be given a scope of expressing their views and suggestions. More, they feel involved in the team and better the rapport developed between team members, the more stable is the workplace environment and better the productivity of the organization. I would try to achieve all the traits of transformational leadership so that in future, I can develop as an expert leader and help my team reach the zenith of success in the organization. Future aspirations: I have always cultivated the desire to serve individuals in the context of healthcare, and for fulfilling this aspiration I considered getting a degree healthcare science. I have a wish to work in the pharmacy center in any healthcare center. My job is to provide advice to patients and also work in association with medical and nursing staffs on the wards in order to ensure that best quality treatment is delivered to patients. While working here, I have to communicate with a multidisciplinary team where beside me as a pharmacist in-charge and care coordinator; there will be doctors, speech therapists, occupational therapists, physiotherapists, dieticians, podologists and many others. Often in a nation like Australia, there is a high chance that I may have to face experts from different cultures and backgrounds. As an effective leader, I have to make sure that I undertake proper initiatives and decisions which never harm the cultural traditions and beliefs of the experts. Not only that , I also have to handle patients and their family members from different backgrounds and therefore I have to train the experts under me in an effective way by which they can maintain the cultural preferences and inhibitions of the patients and their members. Therefore, I would be following the cross cultural leadership styles which mainly help the leaders to understand how different individuals interact with each other. This leadership style would help me maintain a working environment in my future healthcare center so that no conflicts arise at workplace. Leadership theory: Cross cultural leadership is a new form of leadership which is often followed by leaders of global organizations as well as organizations having a multicultural environment. In this type of leadership styles, the leaders ensure that they can work with diverse team effectively and efficiently (Eissenbeis and Broadbeck 2014). In this type of leadership style, the leaders need to have not only knowledge about their work but also have to ensure that they are aware of the cultural differences of the different countries. These leaders have to work with employees of different culture and have to develop knowledge about their cultural traditions and preferences so that they are not forced to perform any activities which are not supported by their cultures (Dinh et al. 2014). Moreover different workers of different cultures can perform same task in different ways according to their traditional beliefs which also needs to be monitored by the leaders (Liden et al. 2014). Such leaders have to ad apt strategies so that there arise no conflict among the team members where every member do not respect each others cultural preferences an engage in conflict. It becomes the duty of the leaders to establish strategies which help them to understand how to respect each others traditions and establish strong bonds (Yoshida et al. 2014). Moreover, this kind of leaders should influence the team members to incorporate their own ideas and suggestions so that the decision taken is highly creative and innovative which would assure tremendous success in the workplace. This kind of leadership also ensures that with proper innovation and creativity they can set new goals and keep the members motivated and making them deliver the best (Thomas and Peterson 2017). Such leaders also ensure that they have proper personal skills, empathy, socializing skills and self awareness skills which make them develop bonds among all the members irrespective of their personal likings and cultural traditions whe re they respect each other and care for each others. Lesson learnt from theory: I believe that in order to be an effective leader in pharmacy department, I have to first overcome the language barriers so that I can effective communicate with the pharmacy assistants and the pharmacy technicians and junior pharmacists. I have to develop a collaborative work culture by establishing a common bond among the team members. As they would be coming from the different backgrounds and cultures, there remains high chance that they will all have stereotypes and biasness towards their cultures. I would first be trying to implement the concept of cultural competency in them by making them develop knowledge about how to treat their colleagues and respect them of their cultural traditions, preferences and inhibitions. I would implement strategies which would help them in developing binds among themselves so that communication remains uninterrupted and no conflict arises. I should ensure that all members are respectful of each others choices and provide effective feedback harbori ng a positive attitude. I will ensure that all the team members maintain three important features of emotional intelligence, flexibility and cultural awareness so that smooth workflow is maintained in the workplace. If I am being able to successfully incorporate these capabilities in my leadership skills, I will be able to ensure a culturally competent working environment which will help to provide highest productivity and maintain safety at the same time. 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Yoshida, D.T., Sendjaya, S., Hirst, G. and Cooper, B., 2014. Does servant leadership foster creativity and innovation? A multi-level mediation study of identification and prototypicality.Journal of Business Research,67(7), pp.1395-1404.