An Effective Leader Must Possess The Skills Of Emotional Int

An Effective Leader Must Possess The Skills Emotional Intelligence A

An effective leader must possess the skills, emotional intelligence, and knowledge base to influence and convince the members of the organization to not only adopt, but to become advocates for the change that the leader seeks to implement. In order for one to develop the leadership skills that are required to affect change within the organization, one must become familiar with a variety of approaches previously utilized by successful leaders and managers in organizational transformation. For this assignment, utilize one of a library's business databases such as Business Source Complete via EBSCO or Business via ProQuest to research a business case study of an organization going through strategic change.

Then, research two leadership strategies that have been used to successfully drive organizational change during the past 10 years. Once you have located these strategies, write a paper analyzing the effectiveness of each strategy and relate how effective management strategy alone may well be challenged to achieve desired change. In your analysis, address the following: identify and research two leadership strategies; develop a description of each leadership strategy; provide an overview of how the strategy is used and rate its effectiveness; argue whether the strategy remains relevant and effective in current organizational contexts and explain why or why not; describe how effective management alone will fall short of achieving organizational change.

Paper For Above instruction

Leadership strategies play a pivotal role in guiding organizations through periods of change, especially in an era marked by rapid technological advancements and volatile markets. Two notable leadership strategies that have proven effective over the past decade are transformational leadership and servant leadership. These strategies have been extensively studied and applied by organizations aiming for sustainable change and growth, illustrating their continued relevance in contemporary organizational management.

Transformational leadership is a strategy rooted in inspiring and motivating employees to exceed expectations by fostering a shared vision and encouraging personal development. Leaders employing this strategy focus on creating an engaging organizational culture that values innovation, collaboration, and adaptability. According to Bass and Avolio (1994), transformational leaders influence followers through idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. This approach proves highly effective in driving organizational change because it aligns individual goals with organizational objectives, thereby fostering commitment and enthusiasm. For example, Satya Nadella’s leadership at Microsoft exemplifies transformational leadership, as his emphasis on innovation and a growth mindset revitalized the company's culture and strategic direction (Kohli & Johnson, 2022). Transformational leadership remains relevant today because organizations continue to face dynamic environments requiring adaptable and visionary leadership that inspires collective effort towards change.

Servant leadership, on the other hand, emphasizes prioritizing the needs of employees and stakeholders to promote trust, empowerment, and ethical behavior. This strategy is grounded in the philosophy of serving others first, which often leads to higher employee engagement and the development of a shared sense of purpose. Greenleaf (1977) argued that servant leaders cultivate an environment where followers feel supported and valued, which enhances organizational loyalty and performance. During recent years, servant leadership has been leveraged in sectors demanding strong ethical standards and employee well-being, such as healthcare and social services (Liden et al., 2014). It is particularly effective in fostering organizational resilience during times of change by ensuring that staff buy-in and morale are maintained. Despite some criticisms regarding its scalability, servant leadership remains pertinent today as organizations increasingly recognize the importance of ethical leadership and social responsibility (Eva et al., 2019).

Both transformational and servant leadership strategies demonstrate distinct pathways to successful organizational change. While transformative leadership ignites innovation and visionary change, servant leadership ensures sustainable, ethically grounded growth by nurturing stakeholder relationships. Nevertheless, relying solely on leadership strategies without effective management processes can prove insufficient. Management functions such as planning, organizing, and controlling are essential to operationalize these leadership visions. However, strategies rooted only in management tend to focus on stability and efficiency rather than transformation, making them inadequate for navigating complex change. For instance, rigid adherence to traditional management routines can hinder adaptive responses needed in fast-changing environments.

In conclusion, the integration of effective leadership strategies—like transformational and servant leadership—is crucial for driving meaningful organizational change. These strategies foster employee engagement, inspire innovation, and uphold ethical standards, thereby enhancing an organization’s adaptability and resilience. While management skills are fundamental in executing tactical plans, they often fall short in fostering the cultural and strategic shifts necessary for successful change. Therefore, combining visionary leadership with skilled management provides a more comprehensive approach to overcoming organizational challenges and achieving long-term success.

References

• Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage.
• Eva, N., Robin, M., Sendjaya, S., van Dierendonck, D., & Liden, R. C. (2019). Servant leadership: A systematic review and call for future research. The Leadership Quarterly, 30(2), 111-132.
• Greenleaf, R. K. (1977). Servant leadership: A journey into the nature of legitimate power and greatness. Paulist Press.
• Kohli, A., & Johnson, M. (2022). Transformational leadership in tech giants: The Microsoft turnaround. Journal of Business Strategy, 43(4), 56-65.
• Liden, R. C., Wayne, S. J., Liao, C., & Meuser, J. D. (2014). Servant leadership and serving culture: Influence on individual, team, and organization outcomes. The Leadership Quarterly, 25(3), 502-517.