Last week's article outlined the study of leadership. Today's article addresses one of the most important, and perhaps most influential, leadership models. Have you ever encountered a manager or leader who focuses on people before anything else? This focus is to engage employees in reshaping the organization's vision and ambition, knowing the strengths and weaknesses of each team member, and then encouraging them to take advantage of their strengths and help them develop themselves. He does not blame who makes mistakes, but helps him learn from wrong? He celebrates the success of his team, which makes the team adopt the vision and objectives of the institution and consider it a personal matter that must be accomplished and engaged in work with all its prey. This is the transformational leader, and that is the Transformational Leadership model. You might think that this kind of leader does not exist, but I assure you that it does exist.
The concept of transformational leadership emerged in the early nineties in the field of political science. Pure science, where man learns a lot from the animal world of different factions. This model of leadership works for many, but not all, institutions. A state of discontent and frustration.
It is very important for each manager and leader to study all management models and methods, as well as to evaluate himself through rigorous and specialized tests. Other leadership, which will be talked about later.
But whatever the model is, the leader must reinforce the morale of the team, instill a love of learning and self-development, provide all material possibilities, moral support, and create a culture of responsibility and continuous learning. Institutional culture, commensurate with the values and objectives desired to achieve, and if the leader did only change the culture for the better, he did a lot.
"The leader must enhance the morale of the team, instill in them a love of learning and self-development, and provide material potential and moral support."
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Garad@alaagarad.com
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