Leadership and its Methods

Different Modes of Leadership It seems that one of the most effective collaborative approaches to leadership involves situational leadership. Situational leadership, of course, is a paradigm in which leaders vary their leadership style and methodology according to the various situations they encounter (Wright, 2017, p. 27). In this respect, this form of leadership is highly effective for situations in which there are rapid changes, such as leading others during a merger or an acquisition.

Moreover, it is collaborative in that the input from one’s followers regarding the sort of changes impacting situational leadership affects the type of leadership model one chooses to deploy next. Thus, both the situations and their consequences for followers informs the type of leadership involved, which is a collaborative means of implementing this flexible type of leadership. Additionally, it also appears that transformational leadership is an efficacious approach to collaborative leadership.

This particular leadership approach typically involves leaders getting their followers to wholeheartedly believe in both the former as well as the specific change those leaders are attempting to induce. The collaboration involved in this process evident. Leaders require followers to believe in the changes they are trying to make to produce the best results, which means both parties are involved in realizing organizational goals. Coercive leadership approaches are an ineffective means of achieving desired results largely because they are the inverse of transformational leadership.

Whereas transformational leadership necessitates belief in the leader as the principle actuating followers, coercive leadership is predicated on determining some means to make followers adhere to leadership—whether they are inclined to or not. Therefore, there is less motivation, and certainly less positive motivation, for followers to want to achieve organizational objectives with coercive leadership. That lack of genuine motivation or belief in a leader’s desired ends reduces coercive leadership’s effectiveness. Reflect on three articles you have chosen for the Literature Review assignment.

How will these articles help you proceed from here? The article by Epitropaki and Martin will help me to understand how to apply the different paradigms of transformational and transactional leadership. Both of these concepts are explored at length within this article. Specifically, the article has clarified for me the importance to receiving organizational support in relation to these different forms of leadership. That support can produce a profound impact on the effectualness of both transformational and transactional leadership. It also helps to contextualize these different forms of leadership.

This added context let me know that ideally, I would like to use a transformational model of leadership rather than a transactional one. The article by Ignatius has informed me just how relevant transparency is to leadership. Such transparency and its resultant “culture of candor” (Ignatius, 2010) is an integral means of getting people to actually trust a leader. Therefore, the key takeaway for me and for how I will proceed after reading this article is to be more open in my leadership practices.

I want people to understand my choices and decisions as a leader, so that they will trust me in this regard. This.