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Transformational leadership assignment: A Critical Reflection

Question

Task: The task for this assessment is to prepare and present a plan for your development as a leader. The period of your plan could be 2, 5 or 10 years. Select the period that makes most sense to you, depending on the current stage of your life and career. Briefly explain the reason for the time period that you have selected.
Your plan needs to be based on or anchored by an established model of personal development. A number of possible models were provided in Module 1. The choice of a model is up to you. The Whitman GROW and Boyatzis Intentional Change models are two of the most comprehensive at a personal level. However, other models may be more relevant to your current needs. You are also welcome to use an appropriate model that was not included in Module 1, provided it meets the tests of academic rigour and usefulness to you. Provide a brief description of your chose model and a justification for your selection. It is important that you go to the source documents and not rely only on the summary version of your chosen model.
Additional information on leadership development to help you prepare your plan and to continue your reflexive journal is provided in the subject Resources section of each module.

Answer

Introduction
In this task of transformational leadership assignment, a detailed illustration of my personal development as a transformational leader has been discussed. To strive for growth and success in my future career, the need to develop appropriate strengths and skills as a leader. Transformational leadership is based on the context of working with teams to analysed the required change and develop a vision to support the change through motivation and inspiration. Based on my leadership journey, I established that the leadership style of Steve Jobs and Jeff Bezoshave been highly inspiring to develop my leadership skills. Additionally, the internship at the digital marketing agency also assisted me to comprehend my strengths and weaknesses. To induce the skills and abilities as a transformational leader, effective communication and knowledge-sharing are essential to attain the objectives and goals of the organisation.

On the other hand, decision-making ability and keeping calm during stressful tasks are essential to becoming an effective leader. Such skills are still lacking within me based on my leadership journey. Additionally, people management skills and motivating others to work as a team is also a significant skill, required to develop my leadership skills. However, my adaptive nature in changing scenarios, acceptance of innovation, and new ideas, as well as the skills to support and analysed every situation from a positive point of view, have been my major strengths that can complement the leadership skills. Hence, I believe 2 years would be germane to develop my knowledge and skills for becoming a successful transformational leader. The development plan has been created within the transformational leadership assignment using the Whitman GROW model.

Discussion
The time period for the development as a leader

As put forwarded by Linet al. (2019) with regards to the case scenario of transformational leadership assignment, developing skills and abilities to induce appropriate behaviour and model as a leader takes a significant amount of time. Based on such context, I think that to eliminate my weaknesses and develop potential abilities to become a transformational leader, would require 2 years of the period. In this time, I will explicitly focus on my skills and abilities that required further improvement to accomplish both personal and organisational goals in the long-term. Being an innovative visionary is essential and I have to develop the level of confidence to persuade and convince other team members which can assist to lead the team as a transformational leader. However, I have to focus on the development of my technical competencies, soft skills, and hard skills for becoming a better transformational leader, provided with the 2 years.

Furthermore, it is stated in the transformational leadership assignment thattransformational leadership is highly based on communication and people management skills which require informed decision-making abilities, clear vision and direction, Hawkins (2017). Concerning such context, the leadership journey also highlighted that I need to comprehend the tools for making decision effective is also essential which I have also included in my development plan as a transformational leader. Likewise, I believe motivation and positively influencing other is also essential for attaining organisational goals. Hence, 2 years’ time period is essential and justified for me to convert my weaknesses into my strengths which have been elaborately discussed through the Whitman GROW model.

What is the role of Whitman GROW model irrespective of the scenario explored in the transformational leadership assignment?
As opined by Madanchianet al. (2017), the GROW model was delineated by Sir John Whitmore in the late 1980s and has been popularly accepted as a model for performance improvement, problem-solving, and goal setting. Besides, this model also guides individuals to become a successful coach and leader. This point provided in the transformational leadership assignment reflects that the GROW model is one of the most effective leadership tools that can be integrated into each culture and discipline. Besides that, this model encompasses four significant steps including Goal, Reality, Options/Obstacles, and Will. In the GROW model, the ‘O’ can be used for developing two meanings which are Options and Obstacles, Limet al. (2017). As a result, it forms the backbone that supports individuals to attain success personally as well as a part of the team.

Goal:It represents the endpoint of the development plan discussed in the transformational leadership assignment where an individual wants to be. This has to be defined explicitly so that it becomes clear for the individual after its achievement, Diebig et al. (2017).

Reality: It represents the present scenario or reality of the individual, Germain (2017). The challenges and issues are well highlighted in this section to comprehend the gap between the present reality and the goal.

Obstacles: It specified the factors and challenges associated with the achievement of the goal, Allenet al. (2017).

Options: It highlights the possibilities or options for dealing with the obstacles and challenges. This, in turn, assist to make progress in achieving the goal,Ahmad et al. (2017).

Will:Herein transformational leadership assignment, in this stage, the options is transformed into action steps which have to be considered by the individual to attain the goal. The intention and commitment for the way forward are well highlighted in this step, Duanet al. (2017).

Based on the analysis and understanding of the GROW model, I established that using this model as a development tool to become a successful transformational leader in the next 2 years would be beneficial.

Justification for selecting the personal development model
The transformational leadership assignmentexamines the words ofDiebig et al. (2017) that the GROW model can assist to develop a great deal of knowledge and skill at each stage. I believe that as my focus is primarily on becoming a transformation leader, the goals are realistic and attainable given the period. Additionally, each stage in the model can assist to develop my knowledge and understanding about my current reality and obstacles associated with the achievement of the goal. This, in turn, can assist me to focus on my weaknesses and convert each into strengths for goal attainment. Besides that,the possibilities and options to overcome the challenges and obstacles can be better highlighted through the model. The stages consist of a clear and explicit understandingof the personal attributes of individuals which can reflect significant areas for growth and opportunities based on the goal. As a result, significant steps and actions can be formulated explicitly.

On the other hand, Lord et al. (2017) argued that the GROW model illustrated in the transformational leadership assignmentassists individuals in the area of business and sports whereas its ability to develop life-coaching and the person-role fit is limited. However, it has been well suggested by Whitmore and others that the GROW model can integrate transpersonal goals. I think it is true that the GROW model has not only the potential to offer development in professional areas but also offers significant suggestions and options for personal areas. Besides, this particular development model is very simple and easy to comprehend compared to other models for problem-solving and goal setting. Likewise, the weaknesses and challenges that I have comprehended in my leadership journey can be explicitly highlighted through this model. This, in turn, can act as a potential source to develop appropriate possibilities and options. Hence, the use of this model for accomplishing my goal to become a successful transformational leader is highly justified.

The personal development plan for being a leader using the Whitman GROW model
In this part of the discussion on transformational leadership assignment, a detailed personal development plan has been highlighted using the GROW model. Additionally, I have established significant aspects required to become a successful transformational leader in my future career aspects.

Goal: My goal is to become a successful transformational leader. For which, I need to focus on both soft and hard skills including effective decision making, innovative visionary, good communication skills, people management skills as well as support and guide my team members. It has been well stated by Anderson (2017) in this transformational leadership assignment, that to accomplish a particular goal, the need to accomplish each significant aspects of the goals are highly essential. Likewise, the need to develop my skills and abilities for achieving the goal of becoming a successful transformational leader. As a result, it can assist me to comprehend the counter-intuitive start to achieve the goal instead of just focusing on reality. In the long-run, successful leadership is highly associated with people management skills and the ability to make informed decisions that can not only assist to motivate others but also attain organisational goals.

Furthermore, Adegoke (2017) suggested that it is essential to comprehend and bring clarity in what people want or want to achieve before defining the particular goal. Concerning such context presented in the transformational leadership assignment, the need to develop my decision-making abilities and communicate effectively to other members is highly essential for achieving the required traits of a transformational leader. Additionally, I have attained significant knowledge about bringing clarity in attaining my goal because particular traits that are required to become a transformational leader is essential to achieve as well. On the other hand, the need to become an innovative visionary and to convince other member is highly needed to attain my goal.

Reality: As opined by Wang et al. (2017), the purpose of this stage is to uncover the motivation and emotions connected to the desired goal or change associated with the goal. I believe that it is significant to comprehend the present situations based on my journey of leadership to analyse the obstacles in the next stage. Based on such context mentioned in the transformational leadership assignment, I have performed a leadership skills psychometric test which has provided me with significant knowledge about my present scenario, (Refer to appendix A). Based on the test outlined in the transformational leadership assignment, I analysed that my abilities to envision an explicit direction and to communicate plans to others, significantly excites others. Furthermore, such a skill set is highly essential to become a transformational leader and I believe that other members will be highly convinced and motivated to attain organisational goals. Additionally, the need to consider individuals with respect and equality is also essential for becoming a transformational leader, that I will focus explicitly on.

On the other hand, Hoogeboom & Wilderom (2019) stated that communicating the vision explicitly is highly essential as it is an effective aspect in people management and development of soft skills. About the test, I have also comprehended that my abilities for becoming an innovative visionary by persuading and convincing others have to be developed for becoming an effective leader. Such traits are highly essential to influence and motivate others. Hence, leadership traits including communication are highly essential for guiding and supporting others. At present, such traits require significant development. However, the feedback from my partner has also made me realize my potential skills including effective relationship management, adaptable, and focus on positivity while generating new and creative ideas. Therefore, I would like to mention in the transformational leadership assignment that my focus would be to develop a strong vision and technical competence to direct members of the organisation through idealized influences.

Obstacles: To become an effective transformational leader, I have analysed that there are significant traits that require consideration as they are the major challenges towards my goal. I have analyzed in the transformational leadership assignment that my communication skill requires significant concentration as, during the internship, I failed to do so which affected my leadership skills. Hence, idealized influencesare highly essential being one of the most important traits of transformational leadership, Turnnidge & Côté (2017). On the other hand, intellectual stimulationis well induced in me to create an open environment of innovation but to form an organisational culture based on innovation is highly essential. Such leadership traits are also a challenge for me and have to be developed efficiently to attain my goal.However, individualized consideration is highly induced in me as I have been able to respect people with equality irrespective of cultural differences as analysed in the leadership journey.

Additionally, I have a good emotional intelligence ability that assists to comprehend and manage my emotions in a positive way. This, in turn, assists to relieve stress, overcome challenges and conflict as well as empathize with others. On the contrary, I have comprehended that the need to develop the art of motivating individual members is also a major challenge because of communication and hard skills issues. For becoming a transformational leader, the need forinspirational motivation trait is highly essential as it can assist to create a culture of motivation and increases morale among team members, Fiazet al. (2017). Hence, I have to overcome this challenge illustrated in the transformational leadership assignment as well so that each member of the organisation would be highly motivated to work efficiently and effectively. As a result, it can assist not only to gain satisfaction at work but also would contribute to the accomplishmentoforganisational goal.

Options: The readings developed in the transformational leadership assignment mentions thatthe first option to remove the obstacle of communication and communicating the vision explicitly is by creating a motivating and inspiring vision for members to accomplish an organisational goal. This means that effective decision-making skill and good communication skill has to be induced just like transformational leaders like Steve Jobs. Such idealized influence has assisted towards the growth and success of the company Apple Inc. On the other hand, due to a lack of technical competencies and people management skills, my innovative ideas fail to reach the understanding and knowledge of other members. Transformational leaders like Jeff Bezoshave intellectual stimulation for creating an open environment for each member of the organisation. Hence, the second option noted in the transformational leadership assignment is to foster ahealthyenvironment of innovation where the opinions and ideas of each member would be valued. For which, I have to understandand develop my people management skill explicitly to support and guide others, Smith et al. (2017).

Other than that, I also analysedin this context of transformational leadership assignmentthat inducing inspirational motivation traits is essential for becoming an effective transformational leader. This is the third option that requires to create an effective culture where I need to motivate the other members. It can certainly assist to increase the morale of each member is relatively high that directly influence the achievement of both personal and organisational goals, Xenikou (2017). Besides, the art of motivation is highly essential to motivate team members of my peers and team members. Likewise, interpersonal communication and the skills to guide and support others is the fourth option that can induce the necessary traitsof becoming a successful transformational leader. As a result, my technical competence would be strategically influenced developed which in turn can inspire and motivate others, making me more confident and motivated to accomplish both personal and professional goals in the future.

Will:For eliminating the challenges and induce the traits of transformational leaders successfully, I will act upon four significant steps for the next two years. The first step for me stated herein transformational leadership assignment is to induce the trait of idealizedinfluences for which I will focus on developing and creating an inspiring vision of the future. I will participate in meetings and discussion forums to enhance my soft and hard skills as well. This, in turn, can assist me to overcome challenges of effective communication, knowledge sharing as well as to inspire other members of the organisation. The second step is to induce the trait of intellectual stimulation for which I have a focus on creating an environment of innovation. I will strongly focus on influencing the mindset of members and peers by valuing their ideas and sharing my ideas as well. This can assist to induce the culture of innovation shortly, Wheelenet al. (2017). The investigation carried on the transformational leadership assignment signifies that the challenges of making informed decisions and people management skills could be overcome through its step. Additionally, I will work in projects where teamwork and leadership skills are required for developing my abilities and skills.

On the other hand, I considered the advice of integrating individualized consideration traits for effective transformational leadership. This is the third step. Although I have significant consideration of each individual while offering respect and equality without any cultural differences, I believe that my emotional intelligence can assist to minimise any conflicts or issues while working as a group or individual. I will carry on conducting different emotional intelligence development tests in the future to develop such traits. The fourth stepdiscussed in this section of transformational leadership assignmentis to develop my motivating skills for others so that I and my peers can work collaboratively and efficiently. Such traits of inspirational motivation are highly essential for transformational leadership, Cote (2017). I will take part in programs that increase motivation and the ability to motivate others.

Time scale

Events

Strategy

1-6 months

Induce idealized influences

Meetings and discussion forums

7-12 months

Induce intellectual stimulation

Work in projects where teamwork and leadership skills are developed

13-18 months

Induce individualized consideration

Conduct different emotional intelligence development test and mix in groups with different cultural peers and members

19-24 months

Induce inspirational motivation

Take part in programs that focus on developing motivation

Conclusion
In conclusion of the above discussion on transformational leadership assignment, I analysed that the need to accomplish four steps to overcome my challenges and focus on strengthening my skills and abilities are essential for becoming a successful transformational leader. Furthermore, the traitsrequired to become such an effective leader would require 2 years for accomplishing each step strategically. The use of the GROW model has highlighted the areas which are lacking and requires effective measures and action for attaining the goal of becoming a successful transformational leader. Furthermore, the psychometric test discussed in the transformational leadership assignment has certainly developed my knowledge based on leadership skills explicitly. As a result, the soft and hard skills along with significanttraits of the transformational leader were identified which I will focus on in the next two years. ?

References Adegoke, K. A. A. (2017). Novice to transformational leader-a personal critical reflection. Transformational leadership assignmentInternational Practice Development Journal, 7(1).

Ahmad, R. B., Mohamed, A. M. B., & Manaf, H. B. A. (2017). The relationship between transformational leadership characteristic and succession planning program in the Malaysian public sector. International Journal of Asian Social Science, 7(1), 19-30.

Allen, G. W., Attoh, P. A., & Gong, T. (2017). Transformational leadership and affective organizational commitment: mediating roles of perceived social responsibility and organizational identification. Social Responsibility Journal.

Anderson, M. (2017). Transformational leadership in education: A review of existing literature. International Social Science Review, 93(1), 4.

Cote, R. (2017). Vision of effective leadership. Journal of Leadership, Accountability and Ethics, 14(4).

Diebig, M., Bormann, K. C., & Rowold, J. (2017). Day-level transformational leadership and followers’ daily level of stress: A moderated mediation model of team cooperation, role conflict, and type of communication. European journal of work and organizational psychology, 26(2), 234-249.

Diebig, M., Poethke, U., & Rowold, J. (2017). Leader strain and follower burnout: Exploring the role of transformational leadership behaviour. Transformational leadership assignmentGerman Journal of Human Resource Management, 31(4), 329-348.

Duan, J., Li, C., Xu, Y., & Wu, C. H. (2017). Transformational leadership and employee voice behavior: A Pygmalion mechanism. Journal of Organizational Behavior, 38(5), 650-670.

Fiaz, M., Su, Q., & Saqib, A. (2017). Leadership styles and employees' motivation: Perspective from an emerging economy. The Journal of Developing Areas, 51(4), 143-156.

Germain, J. (2017). Reflections on Leadership: Theory, Experience, and Practice: National Association for Kinesiology in Higher Education 36th Dudley Allen Sargent Commemorative Lecture 2017. Quest, 69(2), 169-176.

Hawkins, P. (2017). Leadership team coaching: Developing collective transformational leadership. Kogan Page Publishers.

Hoogeboom, M. A., & Wilderom, C. P. (2019). Advancing the Transformational–Transactional Model of Effective Leadership: Integrating two Classic Leadership Models with a Video?Based Method. Journal of Leadership Studies, 13(2), 23-46.

Lim, A. J. P., Loo, J. T. K., & Lee, P. H. (2017). The impact of leadership on turnover intention: The mediating role of organizational commitment and job satisfaction. Journal of Applied Structural Equation Modeling, 1(1), 27-41.

Lin, S. H., Scott, B. A., & Matta, F. K. (2019). The dark side of transformational leader behaviors for leaders themselves: A conservation of resources perspective. Academy of Management Journal, 62(5), 1556-1582.

Lord, R. G., Day, D. V., Zaccaro, S. J., Avolio, B. J., & Eagly, A. H. (2017). Leadership in applied psychology: Three waves of theory and research. Transformational leadership assignmentJournal of Applied Psychology, 102(3), 434.

Madanchian, M., Hussein, N., Noordin, F., & Taherdoost, H. (2017). Leadership effectiveness measurement and its effect on organization outcomes. Procedia Engineering, 181, 1043-1048.

Smith, M. J., Young, D. J., Figgins, S. G., & Arthur, C. A. (2017). Transformational leadership in elite sport: A qualitative analysis of effective leadership behaviors in cricket. The Sport Psychologist, 31(1), 1-15.

Testyourself.psychtests.com. (2020). Retrieved 7 August 2020, from https://testyourself.psychtests.com/bin/transfer

Turnnidge, J., & Côté, J. (2017). Transformational coaching workshop: Applying a person-centred approach to coach development programs. International Sport Coaching Journal, 4(3), 314-325.

Wang, H. J., Demerouti, E., & Le Blanc, P. (2017). Transformational leadership, adaptability, and job crafting: The moderating role of organizational identification. Journal of Vocational Behavior, 100, 185-195.

Wheelen, T. L., Hunger, J. D., Hoffman, A. N., & Bamford, C. E. (2017). Strategic management and business policy (p. 55). Boston, MA: pearson.

Xenikou, A. (2017). Transformational leadership, transactional contingent reward, and organizational identification: The mediating effect of perceived innovation and goal culture orientations. Transformational leadership assignmentFrontiers in psychology, 8, 1754. ?

Appendices
Appendix A (Leadership skills psychometric test)

Leadership skills psychometric test

Source: (Testyourself.psychtests.com, 2020)

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