University Leadership: Transformational Leadership Reflection Report

This assignment is a reflective report on transformational leadership, a style where leaders inspire and motivate employees to drive innovation and change. The author discusses the core elements of transformational leadership, including idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. The report highlights the strengths of this leadership style, such as fostering employee engagement and creating enthusiasm, while also acknowledging weaknesses like potential for negative outcomes and overlooking reality. The author outlines goals for implementing transformational leadership, focusing on collaborative work culture, employee development, and effective problem-solving. The report emphasizes the importance of continuous improvement, collective responsibility, and motivating employees towards corporate vision and mission, citing relevant academic sources to support the analysis. The assignment provides insights into the practical application and implications of transformational leadership within a community leadership context.

Running head: Transformational Leadership
Transformational leadership
Name of Student
Name of the University
Author notes

1TRANSFORMATIONAL LEADERSHIP
Transformational leadership can be explained as the leadership style under which
leaders inspire, motivate and encourage the employees to make innovations and create
changes which will reshape the future success of the organization (Odumeru & Ogbonna,
2013). I think that, the transformational leaders mainly inspire as well as motivate the
workforce and trust their employees and allow them to take part in the decision making
process. Furthermore, in my point of view, more than just a leadership style, it is a
management style which mainly designed to give workforce more chances of being creative.
It is important for the transformational leaders to possess certain characteristics such as,
exemplifying moral standards inside the organization, encouraging and motivating others to
perform efficiently, fostering an ethical and professional workplace that is enriched with
cultural and moral values (Menon, 2014). In my point of view, this leadership style creates
positive and valuable changes in the followers, having the end goal of train or develop the
followers into the leaders. Individualized consideration, intellectual simulation, inspirational
motivation and idealized influence are four essential elements that the transformational
leaders need to focus on.
Similar to all other leaders, I think the leaders who are adopting this leadership style
also possess some strengths and weaknesses. Other than dictating changes to the team,
transformational leaders usually inspire individuals to change their own expectations,
motivations and perceptions towards work for achieving common organizational objectives
and goals. As this leadership style focuses towards formulating visions quickly, creating
enthusiasm, encouraging the learning and development activities; for me, these will act as
major strengths. In addition, other strengths of this leadership style also includes changing of
the low-moral situations, excellent communication quality, and understandable relationship
with the every organizational personality and focus towards maintenance of the ethics and
culture of the organization (Roueche, Baker III & Rose, 2014). Overall, in my point of view,

2TRANSFORMATIONAL LEADERSHIP
the main strength of this leadership quality is encouraging the staff engagement and creating
and maintain higher passion among the staffs. Meanwhile, I think that, the fear of negative
outcome, negative feedbacks, conflict with the followers and other organizational members
and higher employee burnouts can turnout a major weakness for me. In addition, for me, the
major weakness of this leadership style is risk. Without any assurance of right or wrong,
people follow the leader’s decision and any single mistake can create disaster for the
organization and can put higher impact on the leadership style. Moreover, the overlooking
reality along with the unidirectional influence might also stand as weakness for these type of
leaders.
I think, for being an efficient and impactful transformational leader, I need to set three
major goals: 1) helping the staffs in developing and maintaining a collaborative working
culture, 2) fostering the employee development and 3) helping the employee in efficient
problem solving and decision making activities. Norms of continuous improvement and
collective responsibilities will improve and encourage the working ability of the employees.
Hence, transformational leaders must focus towards goal setting, which will put major focus
on creating employee motivation, maintenance of the company goals, reducing the isolation
in the workplace, energize individuals for achieving the organizational goals and objectives
(McCleskey, 2014). Additionally, as a transformational leader, I will motivate the employees
to work smarter, avoiding the internal conflict and staying committed towards the corporate
vision and mission.

3TRANSFORMATIONAL LEADERSHIP
Reference
McCleskey, J. A. (2014). Situational, transformational, and transactional leadership and
leadership development. Journal of Business Studies Quarterly, 5(4), 117.
Menon, M. E. (2014). The relationship between transformational leadership, perceived leader
effectiveness and teachers’ job satisfaction. Journal of Educational Administration.
Odumeru, J. A., & Ogbonna, I. G. (2013). Transformational vs. transactional leadership
theories: Evidence in literature. International Review of Management and Business
Research, 2(2), 355.
Roueche, J. E., Baker III, G. A., & Rose, R. R. (2014). Shared vision: Transformational
leadership in American community colleges. Rowman & Littlefield.