Introduction
Leadership is one of the critical components of an effective and productive guidance team or organization. This phenomenon includes the acquisition of a particular style, skills, and competencies that will help not only to achieve goals quickly and efficiently but also to motivate people. I believe that the most effective leadership style is a transformational approach, as it is based on inspiring the team. Communication, emotional intelligence, flexibility, and strategic thinking can be singled out among the most valuable skills and competencies, the incorporation of which into the management process of the team’s activities will help achieve common goals.
Discussion
Transformational leadership style is, for me, the most productive way to manage a team to achieve the most successful outcomes. First, this is due to the fact that this approach is based on the creation of shared values and a common goal. In this way, team members get an idea of what goal they need to achieve and what contribution it will have in the future. Moreover, this awareness will positively affect aspects such as motivation (Paais and Pattiruhu, 2020). Research stated that “motivation constitutes a central topic for business management because of its critical impact on job performance” (Ouakouak, Zaitouni, and Arya, 2020, p. 257). Thus, the transformational leadership style can be considered one of their most successful approaches to team management, as it helps to build a high level of employee engagement through motivation and inspiration.
To achieve the most significant effectiveness of any style, leaders should focus on building key skills and competencies. The main thing, in my opinion, in this context is communication skills. It implies the formation of the ability to communicate ideas, goals, and expectations clearly and effectively to team members (Mulyana et al., 2022). This action will contribute to the creation of a shared value and a sense of community among individuals. The next skill is emotional intelligence, which is one of the highest values for a leader. This is because, with the help of this competence, people gain the opportunity to understand the feelings and emotions of others better (Mysirlaki and Paraskeva, 2020). Hence, when using this ability, it is possible to transform the work plan by taking into account the needs and feedback of employees. Transformational leadership: A leadership style that emphasizes inspiring and motivating followers to achieve their full potential and to work towards a common goal.
Flexibility is essential because it focuses on the ability of the leader to adapt to the constantly changing external and internal working conditions. Thus, the team gains resistance to possible critical transformations and can effectively cope with emerging problems. The leader, in this case, will guide and advise team members to gain positive outcomes. The last but no less important quality for me as a leader is strategic thinking. It includes the skill of taking a critical look at what is happening and making decisions based on the organization’s goals and objectives (Alatailat, Elrehail, and Emeagwali, 2019). Considering these factors will provide an opportunity to develop the most effective plans to achieve success.
Conclusion
In conclusion, my style is transformational leadership, since in the work of the team, I value motivation and team cohesion, which is created at the expense of a common goal. To improve this approach, I can use skills such as communication skills, emotional intelligence, strategic thinking, and flexibility. These characteristics make it possible to significantly improve the activities of the team and find the most satisfactory and positive outcomes.
Reference List
Alatailat, M., Elrehail, H. and Emeagwali, O.L. (2019) ‘High performance work practices, organizational performance and strategic thinking: A moderation perspective,’ International Journal of Organizational Analysis, 27(3), pp. 370-395.
Mulyana, A., et al. (2022) ‘Socio-emotional leadership style as implementation of situational leadership communication in the face of radical change management,’ Academic Journal of Interdisciplinary Studies, 11(3), p. 150.
Mysirlaki, S. and Paraskeva, F. (2020) ‘Emotional intelligence and transformational leadership in virtual teams: Lessons from MMOGs,’ Leadership & Organization Development Journal, 41(4), pp. 551-566.
Ouakouak, M.L., Zaitouni, M.G. and Arya, B. (2020) ‘Ethical leadership, emotional leadership, and quitting intentions in public organizations: does employee motivation play a role?’ Leadership & Organization Development Journal, 41(2), pp. 257-279.
Paais, M. and Pattiruhu, J.R. (2020) ‘Effect of motivation, leadership, and organizational culture on satisfaction and employee performance,’ The Journal of Asian Finance, Economics and Business, 7(8), pp.577-588.
