Leadership Model

Running head: LEADERSHIP MODEL
LEADERSHIP MODEL
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1LEADERSHIP MODEL
Introduction
Leadership forms the crux upon which an organization successfully achieves it objectives
and provides direction upon which its members work in harmony and unison. The concept of
leadership can be considered as the organizational strategies used by a leader or a guiding figure
for the purpose of collective fulfillment of policies and objectives (Grint, Jones & Holt, 2016).
However, as postulated by Dr. Nicholas Coppola, present day models of leadership, have been
criticized to be merely theoretical, authoritative and ignorant of the cultures of followers as well
as the need to implement spirituality as a guiding concept (Ledlow & Stephens, 2017). The
following paper will hence, aim to develop a simple model of leadership, taking insights from
the ‘Omnibus Model of Leadership’ by Dr. Nicholas Coppola, as well as additional concepts of
leadership.
Discussion
Parts of the Model
The key inspiration behind the proposed model of leadership will be the ‘Omnibus Model
of Leadership’ developed by Dr. Nicholas Coppola (Ledlow & Stephens, 2017). The proposed
model of leadership will be hypothetically named as the ‘4 Constructs of Leadership’ Model. As
the name suggests, this leadership model will consist of four major constructs or components,
primarily: Spirituality Constructs, Individual Constructs, Cultural Constructs and Environmental
Constructs.
The principle of ‘Spiritual Constructs’ highlight the need for leaders to apply higher order
principles of spirituality such as ethical principles and altruism while directing or leading their

2LEADERSHIP MODEL
followers. This means that leaders must ensure that their principles are directed towards the
overall benefit of followers (beneficence) as well as prioritize the needs of the team collectively
as a whole, and not for the fulfillment of personal agenda (altruism) (Green, 2016). Additionally,
leaders must also demonstrate skills of emotional intelligence which implies that he or she must
demonstrate awareness of the emotions of himself, as well as his followers and hence, implement
strategies and improvement plans in alignment of the same (McCleskey & Berrios, 2016). The
principle of ‘Individual Constructs’ emphasize that leaders must allocate tasks to followers as per
transformational leadership principles where the competencies, skills and capabilities of the each
member will be prioritized (Mathew & Gupta, 2015). Thirdly, the principle of ‘Cultural
Constructs’ emphasizes the use of cultural competence where leaders must be sensitive to the
cultural preferences of the followers (Dauvrin & Lorant, 2015). Finally, the principle on
‘Environmental Constructs’ outline situational styles of leadership which entail that a leader
must allocate and direct followers towards implementation of duties as per the situation’s
urgency or priority (Thompson & Glasø, 2015). All of these components within the proposed
model of leadership will interact and work towards achievement of organizational goals. The
uniqueness of this model lies in its collective usage of situational, transformational, emotional
intelligence signs of leadership, where the order with which, each component is implemented, is
not fixed, but is administered as per the unique situation to be treated (Gardner & Dunkin, 2018).
For further understanding the components of the model have been outlined in the following
diagram (Figure 1).