Leader-member exchange theory and transformational leadership questionnaires

LMX questionnaire may be helpful in improving leadership by showing how strong relationships are between leaders and followers. The questionnaire aims to open the eyes of the participant by asking questions about whether or not he or she is on the same page, so to speak, with followers or leaders, as may be the case. The questions range from such things as how well your follower/leader recognizes your potential to how helpful your leader/follower is in helping you solve problems. Essentially the questionnaire helps to gauge the authenticity of your relationship with followers and leaders. By showing the results, it can highlight strengths and weaknesses. My results, for example, showed that I have a high or strong relationship with both followers and leaders. I view this as being the result of my strong desire to cultivate clear and honest relationships with people.

I view the leader-member exchange theory as being very useful in the establishment of good, two-way relationships between superiors and inferiors or leaders and followers. Channels have to be open and for organizations to work, there has to be a two-way flow so that both sides of the structure (above and below) can communicate effectively and help each other achieve a common goal. The exchange helps boost morale all the way around and is thus very positive.

I have never been part of the "out" group but I have known others who were. I helped them move to the "in" group by accepting them on their own terms and setting a good example in this way to others so that no one felt any need to view him as different. As people in the "in" group saw that I accepted him, they were more inclined to go along with accepting him too and eventually he was organically adopted into the "in" group.

2. Multifactor Leadership Questionnaire.

The multifactor leadership questionnaire may be helpful in improving leadership because it reveals habits of interaction that I have with others, whether I express myself clearly and sufficiently, whether I help others to succeed, or whether I back off and let others operate as usual with a minimalist approach. My own results indicate that I am outgoing and helpful with others and express myself well and try to make others feel good around me. This latter point is perhaps the most helpful in understanding my success with others, because I put others first and people like that.

I view this theory of transformational leadership as particularly useful because it highlights the essential aspects of building good EI (Emotional Intelligence), of using various techniques to help communicate ideas and potential to others in order to boost creativity and results. I think this theory has been so widely discussed because it actually works to help others to change for the better and to transform into the kind of person with good habits that leaders want them to be.