Please respond to this discussion post from a student. It must be at least 250 words. Please use two sources and one bible reference.
Servant leaders do not develop their skills overnight. They are honed over many years and are normally sharpened through both successes and failures. Leaders who have a “servant’s heart” have a unique desire and passion to help others, regardless of their own personal gain. Philippians 2:5-7 teaches us that “in your relationships with one another, have the same mindset as Christ Jesus: who, being in very nature God, did not consider equality with God something to be used to his own advantage; rather, he made himself nothing by taking the very nature of a servant, being made in human likeness.” (NIV) When leaders ask how Jesus would handle tricky situations, they are really wondering how they can be more God-centered and not self-centered. All people who are in leadership positions have made mistakes, it’s a fact of life. However, employing the transformational leadership theory, the team has a greater role in the company’s success.
Transformational leadership is defined by change – change within the organization’s vision, change in leadership styles and traits, and change in how workflows are created and divided among the team. This very concept means that leaders and managers must work with their teams beyond their own ideals and self-interests. By creating a vision with the team, there is greater success in the long term since the entire team will be working towards a common goal. Those leaders who fail to share the strategic vision of the company and embark on this journey alone will be alone at the end – whether there is success or failure. Those that have key team members involved from the creation of those goals will ensure that the team has full knowledge of the overarching objectives, understands their role within that goal and be empowered to share in the power of what they have learned.
There are three main aspects of transformational leadership. First is communication. One would think that it should go without saying, but a little communication goes a long way. When leaders share thoughts with the rest of the team, they are not left in the dark wondering how the company is performing, what they should be working towards or how long-range plans may affect their jobs within the organization. The second is inspiration. Inspirational leaders often lead by example, share their passion for the company with others, and foster an environment that spurs creativity and thought sharing. When the team has a voice that is truly heard, wonderful things can happen! The leader should only be the brains or head of the organization, they should be the heart also. East (2019) points out that “the leader as steward is the heart work of leadership” (p. 3). The care they take in building the team’s morale and job growth can mean the difference in the roles and tasks that their team is willing to be challenged and undertake. The third is executing. Those who lead the charge should have the passion and energy to keep the momentum going throughout the year, not just at the beginning of any project. This shows the team that change is happening, everyone is behind it, and it is sustainable. When passion and energy run out, the company can experience stalls and stagnant behavior. That is when the effective team members either leave or lose their spark.
Norlin (2020) explains that transformative leaders have four aspects that characterize them as positive leaders. The first is idealized influence or helping to create a moral compass within their company. The second is inspirational motivation, where leaders deliver a vision that engages and encourages those around them. The third is intellectual stimulus, where the team develops the next generation of leaders due to successful leadership. The fourth characteristic is individual care. A leader who gets to know their team personally and professionally by showing empathy and support ensures a positive and productive work environment.
