Models of Leadership
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    • Last updated June 28, 2021
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Models of Leadership

Posted By Sandy Green     June 28, 2021    


Application of Leadership Model in Professional Setting

My personal model of leadership encompasses several key distinct characteristics, including listening, empathy, healing, awareness, foresight, inspiration and motivation, persuasion, conceptualization and teamwork. At the core of the entire model is the basic principle of placing the needs of all the parties, including patients and healthcare administrators, before my own needs. In clinical settings, patients diagnosed with different ailments visit a medical center to seek adequate medical care. Thus, it is my duty to critically listen to the needs of the patient as this provides the best approach to understanding the specific medical problem facing the patient. Listening is vital not only in terms of the medical process but any other factors that affect the well-being of the patient. I also empathize not only with the patient visiting the clinical setting, but also with my co-workers in regard to their roles within the organization. It is important for everyone in this setting to be recognized and accepted for the important role they play in the current setting regardless of their behavior or performance at the clinical setting. I am also a keen demonstrator of the importance of the healing process. Many people coming to the clinical setting suffer from both physical and emotional ailments. I normally take this opportunity to make them feel better again through the use of different principles related to my leadership style

Great awareness, persuasion, and conceptualization are examples of other three key aspects that I tend to practice on a daily basis. Great awareness ensures that all issues addressed in the clinical setting have an element of specific values and ethics. It also helps me to unleash some of the hidden potential in different individuals so that they can reach the goals they are reluctant event to set. Instead of focusing on the use of positional authority, I choose to focus on persuading different parties in the clinical setting in the importance of some specific practices. This reduces chances of coercing one into compliance, which may have negative health effects not only on the patient in the clinical setting, but also on other individuals visiting it. In addition, I focus on building a consensus among different groups with different views on various issues. In most clinical settings, conflicts in the work setting are bound to arise due to a number of reasons. As a leader, I have a duty to ensure that all the issues are solved in a proper manner without any complications. Conceptualization in the work setting ensures that nursing concepts are converted into tangible information that could be applied in the current work setting. I also tend to motivate or inspire other members of my team so that they show their best qualities. Inspiring other employees and patients is required in clinical settings considering the myriad of challenges individuals face on a daily basis. Lastly, I am a firm believer that people should work together in teams to accomplish specific tasks. This increased interaction ensures increased communication and reduces a number of conflicts in the workplace.

Comparison with other Leadership Models

My personal mode of leadership differs significantly from most other models of leadership. This model is focuses mainly on the needs of all followers, while other models, such as the transformational leadership, view the needs of the followers as secondary outcomes with the primary outcomes being the fulfillment of organizational goals. If to compare my personal model with the transformational leadership, one may say they still have numerous similarities with the major difference being the focus on the followers. For instance, both models advocate for inclusion of followers in making specific decisions regarding the organization.

My mode of leadership is significantly different from situational leadership, which is largely based on the prevailing circumstances the leader finds themselves in. In case the leader is faced with challenging needs and some tasks to be accomplished, the leader may choose to apply autocratic models in meeting specific targets. In case the leader needs the input of all employees, they may apply servant leadership. My model also differs slightly from servant leadership since it has two key components, teamwork and inspiration, which are not a part of the servant leadership model. Inspiration is largely considered to be hugely a transformational attribute, while teamwork fits in nearly all models. The focus of this model is therefore not certain and largely based on the prevailing circumstances. This model may be appropriate for the specific organization since it allows the leaders to address different concerns at different times.

Charismatic models of leaderships focus on ensuring that there is a high-profile figure in an organization that defines the direction of the company. Followers of such a figure admire and emulate him or her in their deed. In essence, this figure serves as a model of the company and is an individual of high integrity. If the image of this individual is damaged by any negative activity, the face or brand of any organization becomes negatively affected. Such models are dangerous as power is given to one individual. The last model is referred to as the autocratic model, in which all focus are implemented regardless of the position of the followers. This method never takes into consideration the needs of the followers, and, in most cases, has punitive measures for all those not implementing tasks associated with meeting the organizational objectives. This leadership model is considered to be largely dictatorial. Most employees do not prefer this system since it imposes numerous restrictions on them. It therefore has a high turnover rate as compared to the other systems.

Personal Model

My personal model follows most of the attributes associated with the principles of servant leadership rather than transformational leadership. The latter is defined by specific attributes, including agreeableness, low levels of neuroticism, extraversion, openness to experience and conscientiousness. On the other hand, servant leadership is defined by variables attributed to Robert Greenleaf. Some of these attributes include the power to heal, raise awareness, be empathetic, exhibit foresight and stewardship in respective roles within a specific setting, as well as to build communities. The ultimate goal of servant leadership is to ensure that all people irrespective of their demographic variables are served equally without any issues. My model of leadership is similar to the servant leadership though it lacks three key elements that are present in the Robert Greenleaf model. It also includes other element absent from those articulated by Robert Greenleaf, such as teamwork and inspiration. However, my model does not take into consideration three different aspects: foresight, building community and stewardship. These elements are considered key in showcasing servant leadership.