Servant and Transformational Leadership

Such tools enhance personal creativity in leaders as well as encourage creativity in the minds of their employees. In this context, my personal leadership model is the Blake and Mouton’s Leadership Grid. The model is commonly referred to as the Managerial Grid leadership model. This model focuses on a leader’s concern for people and concern for tasks to predict the leadership outcomes. Under the Managerial grid model, the concern for tasks is the degree to which a leader focuses on an organization’s objectives, efficiency, and high productivity when deciding how best a task can be accomplished. The Managerial Grid Model of Leadership and Servant Leadership The Managerial Grid model of leadership reflects the practice of servant leadership in that it has a dimension that concerns leaders with the needs and interests of people.

The concern for people in the model enables the leader to consider the needs and interests of others when deciding how jobs or tasks should be accomplished. A leader who uses the Managerial Grid model of leadership will have concern for other people’s interests and needs and, therefore, will value everyone’s contributions and regularly seek out opinions from others (Bush, 2014). The Managerial Grid model of leadership also enables leaders to focus on people’s strength and encourage them to grow and succeed. This also means developing other leaders by teaching them to lead and providing opportunities for growth. The servant leadership style involves a leader focusing on the interests and needs of the followers over one’s own interests, focusing on the development of others, and demonstrating strong moral behavior toward others, the organization, and other stakeholders.

On the other hand, in transformational leadership, the leader engages with followers and creates a relationship that increases the level of motivation and morality in both the leader and the followers (Arnold et al. In comparing these two definitions, servant leadership works to help others while transformational leadership works to motivate others. The Authentic leadership style involves knowing and acting on what is real and true inside the leader, team, and organization, and knowing and acting on what is real and true in the world (Arnold et al. Authentic leadership style and servant leadership style are both positive leadership concepts that are similar in many ways. These styles of leadership fit into my personal leadership model of Managerial Grid because they touch on the dimension of focus on people.

All these leadership styles place value on the interests and development of people. Whether from the aspect of serving followers or from the aspect of empowering them, these leadership styles place emphasis on the leaders’ relationships with the followers. As such, they fit with my personal model of leadership. Effectiveness of the Models to Bring About Change in an Organization Transformational and servant leadership styles bring about change in an organization by impacting on the organization’s strategy, structure, and culture. Clearly communicating expectations As a transformational leader, I will need to use communication to inspire followers and enhance an atmosphere of open exchange and support. I must develop the personal skills of motivating followers to see the organization’s vision despite challenging conditions.