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Transformational Leadership Analysis

The success of an organization or a company is determined by various internal and external factors. Some internal factors include the leadership style, the employees’ commitment, and the available resources. The leader of the company plays a crucial role in influencing the employees, performance, and the achievement of the set goals. The leadership style determines who makes the company decisions and policies, the roles played by every individual, and the relationship between the employees and their leaders (Gemeda & Lee, 2020). This study focuses on the transformational leadership style in healthcare.

A transformational leadership style comprises a leader who aims at introducing changes to the organization. The leader keeps employees out of their comfort zones to ensure they work towards achieving their set objectives over a while. Employees set their specific goals at the start of the work, while the leader follows up to ensure that the goals are met within the allocated time. A transformational leader may continue to give employees more complicated goals during their service in the company. This style focuses on maximizing on utilizing employees’ potential to achieve full growth of the company (Li et al., 2016). Employees are supposed to report on their accomplishments as per the set goals. If the leader does not play a clear coaching role where new responsibilities are allocated, the company may end up performing poorly.

Transformational leadership can be demonstrated using s scenario from my workplace. The manager could sometimes arrive at the workplace earlier than the employees and leave as the last person to ensure he observes the arrival and departure time of employees. He could call any employee arriving late or departing early to discuss the progress of the institution concerning the set institutional goals and the employee’s objectives. Moreover, the manager could frequently ask for weekly progress reports from the employees, and engage in talks guiding them on the necessary measures to take towards the improvement in specific aspects which can lead to institutional development. Therefore, the manager had attached value to the workforce and used his coaching skills to develop the institution.

The manager displayed several transformational leadership behaviors and actions. For instance, managers possess effective communication qualities, intellectual stimulation, individualized consideration, idealized influence, and inspirational motivation attributes. Transformational leaders’ behavior and emotions increase the organizational outcomes by improving employees’ job satisfaction, additional effort, and effectiveness (Zineldin, 2017). Moreover, the leaders have enthusiastic, hopeful, proud, happy, attentive, and inspirational emotions which enable them to exercise healthy interactions with their employees. These behaviors were evident in different ways in the organization, whereby this study will only focus on few incidences.

Transformational leaders are mentors and role models and can effectively communicate with their followers. They empower their employees by instilling crucial qualities which can lead to better performance in the company. Moreover, they cultivate interpersonal relationships through mentorship to their employees. Transformational leaders also focus on embracing cultural diversity and making the employees feel proud of the company and have a feeling of possessing and appreciating the company. The leader at my workplace could use his communication skills to empower and motivate employees by recognizing openly the contributions of the employees who perform well and achieve the objectives of the organization. For instance, he awards annually, the most innovative employee in the care and safety of the company. Therefore, leaders use their effective communication skills to promote the individualized considerations and idealized influence in the company.

Transformational leaders are inspirational motivators who challenge their employees in different ways. The leaders utilize employees’ motivation techniques to enhance the performance and commitment of workers, thus achieving the set organizational goals. Transformational leaders use their charisma to convince their employees about their ambitions and expectations for the company, and how possible they can be actualized. Through inspiration, the followers commit themselves and end up being intrinsically motivated to achieve the objectives determined by the leader (Steinmann et al., 2018). Using the example of my workplace, the manager provided all the nurses with allowances for their extra service-time and annual appreciation gifts for achieving the set objectives. In the following year, the manager had unimaginably high expectations of doubling the number of clients visiting the healthcare, out of his influence and inspiration to the employees, all the workers ended up being committed to achieving the manager’s goal.

Transformational leaders help the employees to build self-confidence and promote independence through intellectual stimulation. They encourage employees to create the company and individual development ideas. The leadership promotes the advancement of change from norms to adopting new and improved work techniques. The manager at my workplace encouraged the workers to be focused on finding their ways of solving problems they encounter at the institution and barriers to the achievement of their objectives. For instance, the manager could recognize any new thing bearing a positive impact on the company.

Leaders’ behavior and actions play a key role in contributing to healthy workplace culture, these behaviors are critical aspects of leadership that are often acknowledged in connection with promoting healthy workplaces. The behaviors include building trust by being transparent and consistent, being approachable, leading by example, employing effective communication, confident decision making, managing workloads, motivating the team, and encouraging innovation. These leadership skills bring the best abilities from team members and motivate them to work together in achieving a shared goal. A good leader is always organized and keeps the team on track and focused to avoid delays.

Transformational leadership involves the leader’s motivational effect on subordinates. In this type of leadership, the leader takes note of the abilities of his/her employees and brings the best out of them, encourages and motivates them. Transformational leaders reshape and influence their environment thus employees can identify themselves with the leader, share his/her vision, and are motivated to perform better. Transformational leadership, communication, and collaboration are related to promoting excellence in nursing practice.

The nursing profession requires strong leadership to ensure that quality patient care is delivered in healthcare. Transformational leadership style demonstrates the expected behaviors required for patient care. The leadership style can incorporate effective communication as discussed in this study and collaboration with other teams to attain excellence in performance. Collaborating with other teams would encourage the diffusion of ideas, and promote learning of new techniques of promoting safety (Sherman & Pross, 2010). Therefore, nurses can interact with new skills, knowledge, and attitudes through collaboration and where communication is effective.

Therefore, transformational leadership helps in modeling present and future leaders in various ways. For instance, leaders in the nursing profession learn and emulate certain behaviors from their leaders. The practices enable them to grow professionally and become competent thus performing excellently. Some of the behaviors evident in transformational leaders include effective communication skills, intellectual stimulation, idealized, influence, inspirational motivation, and individualized consideration. The qualities motivate workers to commit themselves more towards the achievement of organizational goals.

Transformational Leadership Analysis