These abilities cited above have helped me to become more intuitive to the individual strengths of my co-workers and to help place them at tasks where they can excel. And because I make myself approachable, I have found that personnel are forthcoming in telling me of their strengths, in providing me feedback with their progress and individual tasks and at indicating to me their unique needs. These have all helped to strengthen my role as a leader by allowing me to optimize the experience and, consequently, the productivity of individual team members. The organization as a whole would demonstrate improved overall productivity as well. This approach is further verified by consequent research on the psychodynamic approach to leadership. Literature tends to emphasize the improvement of organizational strategy when said strategy incorporates the psychological, emotional and cultural makeup of the people who comprise an organization. According to Trehan (2007), "psychodynamic perspectives not only explore underlying power and control issues but actively engage in an examination of political and cultural processes affecting the development process. Such perspectives enable one to move beyond purely instrumentalist approaches toward embracing the complexity of leadership development." (Trehan, p. 72)

This is especially important as a way of developing or refining leadership skills as a function of organizational culture, personnel needs and the interpersonal dynamics...

That is to say that a psychodynamic approach to leadership should serve as a counterpoint to the understanding of leadership as simply service in a position of authority. The article by Trehan proceeds from the recommendation that leadership be viewed as part of a crucial psychological experience both for those in the leadership position and those who must look to the leaders for delegation, cues and feedback. To Trehan, the heightened emphasis on human resource development as an element of organizational health suggests that its principles be inserted into the discourse on leadership orientation as well.
In my experience, this has been an invaluable adaptation in my leadership style. Though there is a tendency as one moves through the tiers at an established organization to take on the mantle of existing strategy, the psychodynamic approach has instructed me toward an approach to leadership that is more directly observant of the personality dynamics upon which culture will truly be based.

Works Cited:

Trehan, K. (2007). Psychodynamic and Critical Perspectives on Leadership Development. Advances in Developing Human Resources, 9(1), 72-82.

Vries, M.K. & Engellau, E. (2009). A Clinical Approach to the Dynamics of Leadership and Executive Transformation. Harvard Business School.

Winkler, I. (2009). Psychodynamic Leadership Approach. Contemporary Leadership Theories, 23-30.