Transformational Servant Leadership: A Personal Perspective

This assignment explores transformational servant leadership through a personal lens. The author details their observations of leaders in their organization who embody this style, emphasizing commitment, improvement, and employee motivation as key characteristics. They also delve into the five core ways servant leaders serve their followers: leading by example, teaching, providing resources, inspiring, and mentoring. Finally, the importance of employee participation and empowerment in achieving organizational transformation is highlighted.

Running head: LEADERSHIP
Leadership
Name of the Student:
Name of the University:
Author note:

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LEADERSHIP
Transformational leadership according to my personal experience aims at bringing certain
changes in the organization. Transformational servant leadership always aims at the motivating
the employees or the followers to gain the objective or the goals of the organization. It is my
personal experience and I have seen leaders who practice transformational servant leadership
they keep inspiring their followers to carry out certain activities that with an aim to gain the
objectives of the organization. Transformational servant leaders are goal oriented, they does not
limit themselves to achieving the goals rather they want change and transformation for which
they keep motivating the employees or their followers (Northouse, 2015).
In my organization, I can see leaders who are continuously striving to a particular
objective that is to bring change, that can be in terms of profit or increasing customer base.
Transformational leadership requires the full commitment and dedication of the leaders. I have
seen leaders who work passionately and motivate their staffs for improvement, improvement are
not set objectives of any organization yet it is a very important element when any organization
focuses on growth, profit or change (Seto & Sarros, 2016). Therefore, it becomes easy to identify
the transformational leaders because they put efforts for not just the achievement of the
organizational goals but they strive for improvement and change. Improvement is a continuous
process, the leaders of my organization focus on quality more than they focus on quantity, and
therefore it makes me conclude that the leaders of my organization are transformational leaders
(Choudhary, Akhtar & Zaheer, 2013).
In transformational service leadership it is very important for the leaders to be
considering the need of others, no matter what the objective is, motivation of the staffs is very
important for transformational service leadership. As per this leadership, the leaders lead by
serving, strong leaders can be more influential if they focus more on the service component,

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therefore I believe that when I I will serve my followers and colleague then only I can be able to
lead properly. I can serve my followers in five ways
Lead- I do not believe in commanding people to work hard rather I believe that when I work
harder, my followers will do the same.
Teach- I spread the knowledge that I have to my peers and subordinates
Provide- I provide all the required resources so that my followers are motivated to work hard.
Inspire- Motivation and encouragement are very important and one can inspire only by setting
example through one’s own commitment and dedication towards the goals.
Mentor- Mentoring here refers to assisting the employees and counseling them (Avolio &
Yammarino, 2013)
The empowerment of the employees can be done by encouraging them towards achieving
the goals of organization and bringing change through continuous improvement. Employee
participation is very important when it comes to transformation if the employees are reluctant to
change then the process will never be successful so their participation is very important (Liden et
al., 2014). Employees should be involved in the decision making process if the change has to be
brought this way they will not be reluctant to any new changes, if the decisions are related to the
operations of the employees and it does not involve strategic decisions then employees should be
given chance to keep forth their view.

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References
Avolio, B. J., & Yammarino, F. J. (Eds.). (2013). Introduction to, and overview of,
transformational and charismatic leadership. In Transformational and Charismatic
Leadership: The Road Ahead 10th Anniversary Edition (pp. xxvii-xxxiii). Emerald Group
Publishing Limited.
Choudhary, A. I., Akhtar, S. A., & Zaheer, A. (2013). Impact of transformational and servant
leadership on organizational performance: A comparative analysis. Journal of Business
Ethics, 116(2), 433-440.
Liden, R. C., Wayne, S. J., Liao, C., & Meuser, J. D. (2014). Servant leadership and serving
culture: Influence on individual and unit performance. Academy of Management
Journal, 57(5), 1434-1452.
Northouse, P. G. (2015). Leadership: Theory and practice. Sage publications.
Seto, S., & Sarros, J. C. (2016). Servant Leadership Influence on Trust and Quality Relationship
in Organizational Settings. International Leadership Journal, 8(3).

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