Transformative Leadership Paper - Part I

Transformative Leadership Paper, Part 1

Lisa A. Stamp

BSHS/465

May 13, 2016

Regina Peacock

Transformative Leadership Paper, Part 1

Introduction

Transformative leadership is considered one of the highest standards in moral leadership in which a leader can be found at different global, national, and community levels and in economic, political, and societal sectors.  Caldwell (2011), “Transformative leadership is an ethical based leadership model that integrates a commitment to values and outcomes by optimizing the long-term interests of stakeholders and society and honoring the moral duties owed by organizations to their stakeholders.” (para.5). Leaders who proactively incorporate their character and competence will produce universal qualities in their efficiency, integrity, and strengthen their personal credibility by establishing their leadership style within the workforce. Transformative leadership is a leadership model that facilitates commitment to outcomes based on values that enhance the long-term interest of its stakeholders by honoring moral responsibilities. The ability to maintain organizational trust among the agency’s stakeholders brings merit to the leader when they are able to effectively demonstrate their character, expectations, and standards.

 In this paper there will be a discussion of self-awareness in staff members, how staff perceives their roles and the impact on working relationships it has, if practices are harmful to clients. The paper will provide a definition of personal values, along with an explanation of how these values are a good match in human services. The paper will discuss the agency’s belief systems the staff adheres to, and it will offer suggestions in how to maximize positive work experiences in order to maintain a high quality in the delivery of services.  

Self-Awareness among Staff Members

Personal self-awareness is an important attribute to possess when working within an agency or organization that requires its staff to be sensitive to the feelings and experiences of its co-workers and clients. Self-awareness can be referred to as the ability for an individual to comprehend his or her feelings and understand why they are experiencing those feelings.  Personnel who are able to show self-awareness will enhance morale and improve the quality of client services and outcomes. A staff member who is cognitive of their moods will be able to determine how it might affect their clients.

In the story, “Half-Empty? Half-Full?” the staff members in this agency are self-aware in the sense that they fully understand the personal and financial issues the agency is faced with in their daily operations, but it seems that management struggles with their ability to make good decision which causes major disagreements in their staff meetings. The staff is self-aware and recognizes the importance of creating funding opportunities that will secure funding for programs and services for clients despite them being a non-profit agency. The cohesive interactions between staff members and clients will facilitate a good funding plan to support services. Self-awareness can allow a person to have a positive outlook and see things from many different perspectives. For example, in the story, “Half-Empty? Half-Full?” there was a big meeting held among executives and Helen, who is a CEO of a neighboring agency, was invited to the meeting to offer her opinions and input to improve standards. Helen offered the explanation of seeing the “cup half empty” as a positive.