The psychodynamic approach to leadership is a philosophy of human behavior that focuses on reasons or forces that drive individualistic societal attributes. The proponents argue that people tend to portray their way of action based on their past experiences. Accordingly, childhood encounters and psychoanalysis can help understand the type of leadership style displayed by such a person. Thus, everyone is unique in personality as social decision lies in their consciousness and depends on their history.
As a leader, one needs to recognize that each person has distinctive traits. Each team member will, therefore, behave according to their inward feelings and emotions. The mind and self-reflection play a significant role in character development (De Vries, Korotov, Florent-Treacy, & Rook, 2016). Leaders with a good understanding of their teams know that there is an unlimited diversity of people because they all come from different backgrounds. Consequently, the successful development of an organization will depend on its psychodynamic strengths.
Essentially, whatever individuals endure during their childhood years will leave a long memory and define their understanding of jobs and work environment. Thus, their socialization will depend on family unity and social values. Work environments often contain people with varied backgrounds whose values differ in several ways. Surviving such situations require crucial interpersonal relation skills and communication principles (Nelson & Quick, n.d). Therefore, the psychodynamic approach becomes pivotal in analyzing the psychological environment.
To conclude, the psychodynamic prospects of the work environment and jobs often portray varying characters of people because they all have different psychological upbringings. Notably, the critical aspect of this philosophy is that everybody has a force behind their actions. Hence, it is essential to create a conducive environment for everyone to help them unleash their potential. Likewise, competent leaders need to embrace diversity at workplaces to realize maximum potential from their team members.
References
De Vries, M. F. K., Korotov, K., Florent-Treacy, E., & Rook, C. (2016). Introduction: A psychodynamic approach to leadership development. In Kets de Vries, M.F.R., Korotov, K., Florent-Treacy, E., Rook, C., Coach and Couch (pp. 1-15). London: Palgrave Macmillan.
Nelson, D. L. & Campbell, J. (n.d.). Management of ORG Behavior (5th ed.). Boston, MA: Cengage Learning.