My leadership style involves encouraging collaboration between the whole team and motivating team members to gain confidence in their decision-making process. This style is based on the belief that each team member is an integral part of the team and should be equipped to play their role in the organization (Guzmán et al., 2020). The leadership style calls for smooth communication channels which allow for consultations, feedback, and information sharing. This style relates to transformational leadership in that it encourages employees to take ownership of their roles and perform beyond expectations through continuous improvement.
Leaders in a healthcare organization play a significant role in determining if the workplace culture is healthy. Healthy workplace culture is one where an employee is valued and treated with respect (Leitão et al., 2019). Leaders can achieve this by creating an environment where all employees have a voice. Employees can raise any concerns regarding anything and anyone in the organization, and these concerns are positively received. Again, a healthy workplace culture can also be created by building the capacity of each employee and giving them the resources they require to perform and grow their career (Pandita & Ray, 2018). Lastly, collaboration is essential in creating a healthy workplace culture, and leaders should ensure they encourage all employees to work together towards a common goal. My transformational leadership style can be leveraged to create a healthy workplace culture by focusing on each employee and encouraging them to take ownership of roles and thus avoid unfinished work and blame games in the workplace.
Transformational leadership helps leaders ensure the organization’s mission and values are upheld by creating a team of employees that are well motivated to work in achieving the goals. A transformational leader will ensure that the organization’s values and mission are well known and adhered to by every employee (Lasrado & Kassem, 2020). The leader will use these values and mission to encourage employee growth and collaboration by building a solid team working towards a common goal.
References
Guzmán, V. E., Muschard, B., Gerolamo, M., Kohl, H., & Rozenfeld, H. (2020). Characteristics and skills of leadership in the context of industry 4.0. Procedia Manufacturing, 43, 543-550. Web.
Lasrado, F., & Kassem, R. (2020). Let’s get everyone involved! The effects of transformational leadership and organizational culture on organizational excellence. International Journal of Quality & Reliability Management, 38(1), 169-194. Web.
Leitão, J., Pereira, D., & Gonçalves, Â. (2019). Quality of work life and organizational performance: Workers’ feelings of contributing, or not, to the organization’s productivity. International Journal of Environmental Research and Public Health, 16(20), 3803.
Pandita, D., & Ray, S. (2018). Talent management and employee engagement – a meta-analysis of their impact on talent retention. Industrial and Commercial Training. Web.