Critical Elements Of Application Of Personal Leadership Theo

Critical Elementsapplication Of Personal Theory Of Leadershipa Briefl

Critical Elements Application of Personal Theory of Leadership A. Briefly describe a scenario that occurred in your past or present workplace. What was the impact on internal and external stakeholders? B. Describe how your personal theory of leadership can be applied to this scenario. Be sure to address your theory’s influence at the individual, group, and organizational levels. C. Explain how your personal theory of leadership influenced your decision making in this scenario. How did your decisions impact transformational change in your workplace? D. Evaluate the effectiveness of your personal theory of leadership in this application. Be sure to include potential issues or weaknesses of your personal theory as it relates to transformational change. E. Determine what tool might be valuable for the evaluation of your personal theory of leadership as it relates to transformational change. Be sure to include key features of the evaluative tool that supports the continuous improvement of your personal theory of leadership. II. Conclusion A. Summarize your personal theory of leadership. Be sure to make connections to the identified leadership theories, exemplary and anti- exemplary leaders, and your past or present organizational context. B. Describe how your personal leadership theory can be taught to others . Be sure to include how your personal theory of leadership would influence transformational change in a contemporary organization.

Paper For Above instruction

Leadership is a dynamic and multifaceted concept that significantly influences organizational success and change. My personal theory of leadership synthesizes elements from transformational, servant, and authentic leadership paradigms, emphasizing the importance of ethical behavior, emotional intelligence, and empowering others. This integrated perspective guides my approach to leadership situations and fosters positive transformational change within organizations.

Scenario Description and Stakeholder Impact

In my previous role as a team leader in a healthcare organization, I encountered a situation where a new process was introduced to improve patient discharge procedures. This change was met with resistance from some staff members due to concerns about increased workload and unfamiliarity with the new protocol. External stakeholders, including patients and regulatory bodies, were impacted by these changes. Patients experienced delays initially, and the organization faced scrutiny from oversight agencies for adherence to new compliance standards.

Application of Personal Leadership Theory

My personal leadership theory manifested through active engagement, transparent communication, and fostering trust among team members. At the individual level, I prioritized emotional intelligence to understand staff concerns and motivate them by linking the change to their professional values. At the group level, I facilitated collaborative problem-solving sessions, encouraging shared ownership of the new process. Organizationally, I aligned the change initiative with organizational goals of patient safety and regulatory compliance.

Decision Making and Impact on Transformational Change

My leadership approach influenced decision-making by emphasizing transparency and inclusivity. I involved staff at every stage, which fostered a sense of ownership and reduced resistance. This inclusive approach catalyzed transformational change by reshaping attitudes towards continuous improvement and innovation. My decisions supported a culture where feedback was valued, and adjustments were made based on staff input, leading to improved patient outcomes and operational efficiency.

Evaluation of Leadership Effectiveness and Potential Weaknesses

The effectiveness of my leadership theory was evident in enhanced team cohesion, improved communication, and successful implementation of the new process. However, potential weaknesses include over-reliance on emotional intelligence, which may not be sufficient in high-pressure situations requiring authoritative decision-making. Additionally, fostering consensus can sometimes delay urgent actions necessary in crises, highlighting a limitation in rapid response scenarios.

Evaluative Tool for Continuous Improvement

A 360-degree feedback tool would be valuable for evaluating my personal leadership theory's impact on transformational change. This tool involves receiving anonymous feedback from supervisors, peers, and subordinates, providing comprehensive insights into leadership effectiveness. Its features—regular feedback intervals, actionable recommendations, and focus on emotional intelligence and decision-making—support ongoing self-awareness and adaptation. This iterative process enables continuous improvement, ensuring leadership remains aligned with organizational needs and transformational goals.

Conclusion

My personal leadership theory centers on authentic, transformational, and servant leadership principles. It emphasizes ethical behavior, emotional intelligence, and empowerment, which have been exemplified by leaders like Mahatma Gandhi and Martin Luther King Jr., whose transformational leadership inspired social change. In my organizational context, this approach fosters a culture of trust, continuous learning, and innovation. Teaching this leadership style involves experiential learning, mentorship, and reflective practices, enabling others to embody ethical and transformational leadership qualities. When applied effectively, this theory can catalyze significant organizational change, aligning individual and collective efforts towards shared vision and purpose in contemporary organizations.

References

• Bass, B. M. (1985). Leadership and performance beyond expectations. Free Press.
• Greenleaf, R. K. (1977). Servant leadership: A journey into the nature of legitimate power and greatness. Paulist Press.
• George, B. (2003). Authentic leadership: Rediscovering the secrets to creating lasting value. Jossey-Bass.
• Northouse, P. G. (2018). Leadership: Theory and practice (8th ed.). Sage Publications.
• Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The Leadership Quarterly, 16(3), 315-338.
• Liden, R. C., Wayne, S. J., Zhao, H., & Henderson, D. (2008). Servant leadership: Development of a multidimensional measure and multi-level assessment. The Leadership Quarterly, 19(2), 161-177.
• Yukl, G. (2013). Leadership in organizations (8th ed.). Pearson.
• Ciulla, J. B. (2004). Ethics and leadership effectiveness. In J. Antonakis, A. T. Jacobson, & C. P. Whetzel (Eds.), Transformational and charismatic leadership (pp. 94-116). Lawrence Erlbaum Associates.
• Komives, S. R., Lucas, N., & McMahon, T. R. (2013). Exploring leadership: Developing students' capacity to lead (8th ed.). Jossey-Bass.
• Eisenman, D. (2013). Ethical leadership and organizational change. Journal of Organizational Change Management, 26(2), 350-370.