Leadership Development: Exploring the Ideal Leadership Style Match

This essay explores the correlation between personality types, as determined by the Jung Typology Test, and various leadership styles, including transformational, servant, adaptive, and authentic leadership. The author, identified as having extravert, intuitive, thinking, and judging characteristics, argues that authentic and adaptive leadership styles are the most suitable. The essay defines each leadership style, providing examples of leaders who embody them, and discusses the advantages and disadvantages of each. Ultimately, the author concludes that authentic and adaptive leadership foster engagement, confidence, and the ability to face new challenges, aligning with their personality profile. The essay references academic journals and books to support its analysis of leadership theories and their practical applications.

Running head: LEADERSHIP DEVELOPMENT
LEADERSHIP DEVELOPMENT
Name of the Student:
Name of the University:
Author Note:

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Introduction
The essay examines the four leadership types that suit the personality type. According to
the Jung Typology Test, I have acquired different percentages that constitute four characteristics,
such as extravert, intuitive, thinking, and judging. There are four leadership types, including
transformational, servant, adaptive, and authentic. Transformational leadership is an approach of
leadership in which a leader works with a different set of teams so that they can recognize all the
necessary changes in any field of work. (Braun et al., 2013). Servant leadership is the leadership,
which is known as the philosophy where the primary objective of the leader is to serve one’s
organization. Adaptive leadership is the leadership that shows a practical set of frameworks,
which will benefit the individuals along with the organizations to adapt to transforming
ambiance and adequately responding to the recurring issues. Authentic leadership is the
leadership that demonstrates the method to leadership, which will emphasize in constructing the
leader’s legitimacy via honest relationships along with their followers. Therefore, it will help the
readers to understand the ideal match for my personality types along with the leadership types.
The primary purpose is to gather more information on the leadership types so that it will help to
suit my personality type and will benefit the readers to stimulate their ideas and thoughts
appropriately.

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Discussion
Transformational leadership refers to as the leadership approach that appears to bring a
change in the individuals, along with social systems. It is one of the ideal forms that help in
producing a valuable as well as a positive difference to the followers. It is going to constitute an
end goal for enhancing the followers into distinguished leaders. Four components together form
the transformational leadership, and they are a consideration, inspirational motivation,
intellectual stimulation, along with idealized influential aspects (Ghadi, Fernando & Caputi,
2013). This type of leadership is quite beneficial to all the individuals of a group in order to
transform them beyond self-actualization as well as satisfying one’s interests in an organization.
The leader may help in improving his or her followers their individual moral development to
sustain the same principles and values (Braun et al., 2013). For example, Tabatha Bull, who
COO of the Canadian Council for Aboriginal Business, refers to as the motivational character,
who manages all the tasks effectively.
Servant leadership is the leadership that defines as the philosophy as well as a set of
practices that are going to enrich the lives of the individuals that help in building better
organizations. Finally, it produces more caring, along with just the world. In this type of
leadership, an individual needs to be suited for the organizations that are socially-related (Spears
& Lawrence, 2016). It is a classic concept that is acquainted with some common aspects of
servant leadership, such as the necessities of employees first, developing employees into
expertise and organization as a positive contribution to society. Therefore, it is necessary to
understand that leading as a servant with some advantages such as improvement in the long term
and caring treatment (Liden et al., 2014). Some disadvantages are associated with requires
immense time to obtain favorable outcomes, along with overrated and gender discrimination. For

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example, Paulette Tremblay, CEO of Administration Association, is referred to as an expert in
handling her work adequately.
Adaptive leadership refers to the practical leadership framework, which may acquire
benefits to all those individuals, along with organizations (Obolensky, 2014). It is associated
with adapting and thriving in all the challenging environments. It recognizes in both individuals
as well as collectively to proceed on the gradual, but the process of meaningful may vary and
change. It is purposeful evolution in reality (Murthy & Murthy, 2014). The primary principles
that are attached to an adaptive leadership style, and they are emotional intelligence,
organizational justice, development, and character. In this type of leadership style, leaders aid
their followers to do the work, which they are required to do so that they can learn to adapt to
different kinds of challenges. For example, David Tkachuk is a conservative political organizer
and supports some essential values to lead the followers.
Authentic Leadership is the leadership that defines the process of leadership that
emphasizes on constructing the leader’s authority by conducting honest relationships along with
its followers that value their efforts and to generate an ethical foundation (Wong & Laschinger,
2013). There are some essential components such as self-awareness, focusing on long-term
results, leading a vision, listening skills, transparency, and consistency (Leroy et al., 2015).
Therefore, authentic leaders have some personal strengths as well as vulnerabilities, and it will
lead to self-awareness from their shortcomings. In this way, they may get to know how to
compensate for themselves. In this way, self-awareness allows constructing rapport and helps in
developing the quality of their communication skills. For example, Chad Hartnell has been a
responsible person who is leading his followers for further developments to form a new impact.

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Therefore, after knowing and understanding the leadership types, it is going to be easier
to figure out which kind of leadership theory suits me adequately. In my Jung Typology test, I
have got seventy-eight percent in extravert, twenty-two percent in intuitive, thirty-eight percent
in thinking, and sixty-two percent in judging. I believe authentic leadership as the authoritative
leader is associated with positive people with honest self-concepts, who will promote openness.
Thus, they have enough ability to engage their followers to participate in their workplaces.
Another concept that fits well is adaptive leadership, where this type of leadership style refers to
the process of diagnosing the significance from the increase as well as occupying a real
challenge to the status quo. In this way, leaders can easily aid their followers to do their work
and they have enough courage to face the challenges. They are concerned about how their
followers change and adjust to new situations. They encourage their followers to cope up with
severe problems.

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Conclusion
Therefore, authentic and adaptive leadership styles have helped to understand that it helps
in creating a change in the field of leading aspects. It helps in engaging the followers to face new
challenges and assist in incurring strengths and confidence. It helps in influencing other
followers to understand all the things accurately. An authentic leadership style may help in
gaining self-awareness, listening skills, and leading a vision. They are well aware of their
strengths and weaknesses.

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References
Braun, S., Peus, C., Weisweiler, S., & Frey, D. (2013). Transformational leadership, job
satisfaction, and team performance: A multilevel mediation model of trust. The
Leadership Quarterly, 24(1), 270-283. (Journal)
Ghadi, M. Y., Fernando, M., & Caputi, P. (2013). Transformational leadership and work
engagement. Leadership & Organization Development Journal. (Journal)
Leroy, H., Anseel, F., Gardner, W. L., & Sels, L. (2015). Authentic leadership, authentic
followership, basic need satisfaction, and work role performance: A cross-level study.
Journal of management, 41(6), 1677-1697. (Journal)
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. (Journal)
Murthy, V., & Murthy, A. (2014). Adaptive leadership responses. World Journal of
Entrepreneurship, Management and Sustainable Development. (Article)
Obolensky, M. N. (2014). Complex adaptive leadership: Embracing paradox and uncertainty.
Gower Publishing, Ltd. (Book)
Spears, L. C., & Lawrence, M. (Eds.). (2016). Practicing servant-leadership: Succeeding through
trust, bravery, and forgiveness. John Wiley & Sons. (Book)
Wong, C. A., & Laschinger, H. K. (2013). Authentic leadership, performance, and job
satisfaction: the mediating role of empowerment. Journal of advanced nursing, 69(4),
947-959. (Journal)