Leaders' Overall Style Will Influence The Way They

Overviewa Leaders Overall Style Will Influence The Way They Communica

Write a reflective journal video about different styles of leadership and how a leader communicates to varied stakeholders.

As an adaptive leader, your communication strategy or style may pivot depending on your audience. You are not required to use sources; however, you can emphasize and support your thinking with resources if you feel it is applicable. Specifically, you will address the following questions:

• Comparison: How does transactional leadership differ from transformational leadership? Explain.
• Communication: How do you think each leadership style would approach communication with various stakeholders?
• Impact: What is the impact if a leader does not recognize the need to adjust their communication based off the audience’s needs?

Submit this assignment in a 1-page Word document.

Paper For Above instruction

Leadership styles fundamentally influence a leader's approach to communication, especially when engaging with diverse stakeholders. Two prominent leadership paradigms are transactional and transformational leadership, each shaping communication strategies distinctly. Reflecting on these styles reveals how adaptable communication enhances effectiveness and fosters stakeholder engagement.

Transactional vs. Transformational Leadership

Transactional leadership is grounded in structure, task orientation, and clear expectations. Leaders employing this style rely heavily on formal channels, explicit instructions, and reward or punishment systems to motivate followers (Bass & Avolio, 1994). Communication under transactional leadership tends to be straightforward, focused on exchanges and compliance, and often one-way. Leaders specify roles and responsibilities clearly, emphasizing efficiency and short-term goal achievement. This approach suits environments that require routine, procedural work and where compliance is critical.

In contrast, transformational leadership seeks to inspire and motivate followers by appealing to higher ideals and moral values (Burns, 1978). Transformational leaders foster open, empowering communication that encourages innovation, feedback, and shared vision. They focus on developing relationships, establishing trust, and stimulating followers intellectually and emotionally. Their communication style is typically two-way, participative, and emotionally resonant, facilitating a collective pursuit of organizational goals (Avolio & Bass, 2004). This style is particularly effective in dynamic, complex settings where change and creativity are valued.

Approach to Communication with Stakeholders

Transactional leaders tend to communicate in a formal, directive manner. They often relay information through structured channels such as reports, memos, or meetings, suited to monitor compliance and clarify expectations. Stakeholders such as employees in routine roles or regulatory bodies respond well to this style because it provides clarity and stability.

Transformational leaders, on the other hand, employ more engaging, motivational communication strategies. They often inspire stakeholders through vision casting, storytelling, and personalized dialogues. For instance, in engaging employees or community partners, transformational leaders foster trust and enthusiasm by emphasizing shared values and future possibilities. Stakeholders are more likely to feel committed and innovative when approached with genuine openness and emotional appeal.

Consequences of Inadequate Communication Adjustment

Failing to adapt communication styles to the audience can have detrimental effects. When leaders use a one-size-fits-all approach, it risks misalignment, disengagement, and misunderstandings. For example, using transactional messaging with creative or innovative teams may stifle motivation, while overly emotional communication in routine operations might undermine perceived professionalism. Leaders who ignore audience needs may inadvertently lead to decreased trust, lowered morale, and reduced organizational effectiveness.

Adaptive communication is essential in modern leadership, requiring leaders to recognize stakeholders' diverse preferences, motivations, and cultural contexts. By tailoring their communication strategies, leaders can foster mutual understanding, drive engagement, and enhance organizational success (Goleman, 2000).

References

• Avolio, B. J., & Bass, B. M. (2004). Multifactor leadership questionnaire manual. Mind Garden.
• Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage.
• Burns, J. M. (1978). Leadership. Harper & Row.
• Goleman, D. (2000). Leadership that gets results. Harvard Business Review, 78(2), 78-90.
• Yukl, G. (2012). Leadership in organizations (8th ed.). Pearson.
• Northouse, P. G. (2018). Leadership: Theory and practice (8th ed.). Sage Publications.
• Antonakis, J., & House, R. J. (2014). Instrumental leadership: Measurement and extension of transformational–transactional leadership theory. The Leadership Quarterly, 25(4), 543-562.
• McGregor, D. (1960). The human side of enterprise. McGraw-Hill.
• Riaz, M. (2017). Impact of transactional and transformational leadership styles on organizational performance. International Journal of Business and Management, 12(3), 122-132.
• Edmondson, A. C. (2012). Teaming: How organizations learn, innovate, and compete in the knowledge economy. Jossey-Bass.