Review The Leadership Theories You Have Learned About

Review The Leadership Theories You Have Learned About Over The Past Fe

Review the leadership theories you have learned about over the past few modules. Relate the leadership theories to your own Personal Leadership Conceptual Framework. Do one or more of these approaches fit with your leadership style? Explain how and give examples. Use your insights from this journal assignment to add to your Personal Leadership Framework.

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Leadership theories provide foundational frameworks that explain how effective leadership is enacted and understood. Over the past few modules, I have studied various leadership theories, including transformational leadership, transactional leadership, servant leadership, authentic leadership, and situational leadership. Each theory offers unique insights into leadership behaviors, traits, and contextual influences that shape leadership effectiveness. Reflecting on these theories allows me to analyze how they resonate with my personal leadership style and contributes to evolving my own Personal Leadership Conceptual Framework.

Transformational Leadership emphasizes inspiring followers through vision, motivation, and personal development (Bass & Avolio, 1994). This approach aligns with my leadership style, as I value motivating others to achieve their potential and foster innovation. For example, in team projects, I often inspire colleagues by articulating a compelling vision, encouraging creativity, and recognizing individual contributions. This approach contributes positively to my leadership by creating an environment of trust and engagement.

Transactional Leadership focuses on clear structures, rewards, and discipline to achieve specific goals (Burns, 1978). While transactional elements are practical, I find this style less aligned with my leadership philosophy, which prioritizes intrinsic motivation and personal growth over mere compliance. However, I recognize that transactional leadership can be effective in routine or crisis situations where clear directives are necessary, such as managing project timelines.

Servant Leadership prioritizes serving others, emphasizing empathy, ethics, and community-building (Greenleaf, 1977). This model resonates strongly with my values, as I believe that effective leadership involves putting others' needs first and fostering a supportive environment. For instance, I consciously practice active listening and show genuine concern for team members’ well-being, which enhances trust and collaboration.

Authentic Leadership focuses on self-awareness, transparency, and ethical conduct (Avolio & Gardner, 2005). I consider authenticity a vital component of my leadership style, as I believe that being genuine encourages trust and openness. Sharing my strengths and vulnerabilities has helped build stronger relationships with colleagues, aligning with my personal integrity and commitment to ethical leadership.

Situational Leadership asserts that effective leadership depends on adapting to the maturity and competence levels of followers (Hersey & Blanchard, 1969). I see myself adopting this flexible approach, adjusting my leadership style based on the context and individual needs. For example, I offer more guidance and supervision when working with inexperienced team members and grant autonomy to those who are more experienced, which fosters development and accountability.

Integrating these theories into my Personal Leadership Framework enables me to develop a more comprehensive, adaptable, and ethical leadership style. I recognize that no single theory fully captures the complexity of leadership; rather, blending elements from transformational, servant, authentic, and situational leadership allows me to be more effective and responsive. An important insight from this reflection is the value of self-awareness and intentionality in my leadership development. By understanding my preferred approaches and recognizing areas for growth—such as balancing transactional methods when necessary—I can foster a more holistic leadership identity that aligns with my core values and aspirations.

Moving forward, I plan to continue refining my Personal Leadership Framework by seeking opportunities for self-reflection, feedback, and ongoing learning. Emphasizing authentic and servant leadership principles will guide me in creating a positive, ethical, and motivating environment for those I lead. In addition, embracing situational adaptability will ensure my leadership remains relevant and effective across various contexts and challenges.

References

• 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.
• Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage Publications.
• Burns, J. M. (1978). Leadership. Harper & Row.
• Greenleaf, R. K. (1977). Servant leadership: A journey into the nature of legitimate power and greatness. Paulist Press.
• Hersey, P., & Blanchard, K. H. (1969). Management of organizational behavior: Utilizing human resources. Prentice-Hall.
• Northouse, P. G. (2018). Leadership: Theory and practice (8th ed.). Sage Publications.
• Liden, R. C., Wayne, S. J., Zhao, H., & Henderson, D. (2008). Servant leadership: Development of a multidimensional measure and multilevel assessment. Leadership Quarterly, 19(2), 161-177.
• Avolio, B. J., & Walumbwa, F. O. (2014). Authentic leadership theory, research, and practice: Steps taken and steps that remain. Leadership Quarterly, 25(4), 632-638.
• Graeff, C. L. (1997). Evolution of situational leadership theory: A critical review. Leadership & Organization Development Journal, 18(1), 33-36.
• Northouse, P. G. (2016). Leadership: Theory and practice (7th ed.). Sage Publications.