When performing in a job, employment duty is usually imagined in terms of an exchange of value. An individual is hired by a company, fills a role and receives a set of tasks to perform in that role. In performing the tasks, he or she creates value, which is received by the company or theContinue reading “Contemporary models: Transformational leadership”
Category Archives: A new paradigm
Contemporary models: Servant leadership
We’ve probably all heard it before: patients’ needs should be at the heart of healthcare. The same is true elsewhere: education should be about students and (local) public administration should be about residents of each (local) community. However, we should not forget the following: the essence of a leader in a healthcare system should beContinue reading “Contemporary models: Servant leadership”
Contemporary leadership models
Contemporary leadership models contrast traditional autocratic structures with modern, inclusive ones. Traditional models relied on centralized decision-making and a transactional relationship between bosses and employees. Modern approaches emphasize defining an organization’s identity through mission, vision, and strategy statements. This clear identity fosters participative decision-making, allowing broader member involvement in problem-solving and shaping the organization. Instead of top-down control, modern leadership champions shared purpose, collaboration, and a transformational relationship between leaders and followers. An organization’s well-defined identity is pivotal for the success of modern leadership practices.
New paradigm of leadership, part two
We’ve come to a New leadership paradigm. Should a great leader have things in control, know precisely what is going on in an organisation, make sure that he or she has all the answers ready when challenges occur, and that he or she has to be a role model for all?
Well, think again. Establish trust with sharing tasks and responsibilities. Let go of control and let innovations happen. Find our what colleagues know and what they are capable of. And yet, there is just so much more in it.
New paradigm of leadership, part one
The way we work is always best to be compliant with an environment in which we work. Discordance will bring negative impact that will be hidden in our frustrations, powerlessness, and so on. We are on the move from something, what we could call a quantitative working environment, where efficiency is the boss, to a qualitative working environment, where demands are drastically switched. In this world, doing more-achieving more is not a rule anymore.
Contemporary models: Authentic leadership
The last two papers, on servant and transformational leadership, belong to the latest, state-of-the-art step in the evolution of leadership perspectives. The relational or relational view developed as researchers turned to exploring the question of how to build performance in an environment that is changing faster, where more reactions, shifts and changes are needed; thatContinue reading “Contemporary models: Authentic leadership”
Paradim 