This article will discuss the concept of reviewing leadership from a perspective that is a typical. When speaking about leadership; one needs to assess the common denominators associated with the perceptions of leadership and how they impact outcomes. Therefore, addressing issues of styles and leadership behavior models that drive people that drive organizations that drive outcomes. The questions often ask in people, businesses or organizations are one dimensional leadership good or bad? Is it productive or is counterproductive.

Let’s take a look at what some have said about One Dimensional Leadership. It has been noted by some that one dimensional leadership has to do with control and one’s perception of how much control one should give to people. If one dimensional management practices is about controls and/or influences then a lengthy discussion could take place about the positive or perhaps the negative influences of leadership as it pertains to one dimensional leadership. How could one dimensional leadership be practiced and when is it best to use such a leadership style. Would a leader get the best practices from one dimensional leadership or would such a leader be accused of being autocratic or perhaps dictatorial. One would ask the question is there room for discussion or does the door get slammed in front of one face in effort to convey a organizational recommendation leaving no room for participative talks.

Leaders are always looking for the appropriate method to utilize their desired model of leadership style. There is something to be said about one dimensional leadership. In my view during a crises situation I could envision a one dimensional concept of incorporating the variable of one dimensional management style. During a crisis there is very little time to stop and form a committee and have an open casual democratic approach and laying out a plan of action. Decisions need to be made swiftly, courageously and boldly. One quite honestly needs to have a one dimensional focus in quickly seeking resolve to a particular situation and act immediately.

Though not amongst the most popular in leadership style there could be room for one dimensional leadership as there are times when people want to be lead on to victory or accomplishment and one dimensional leadership could be the prime candidate for a fruitful outcome.



Thanks to Dr. Richard C. Baiz, D.B.A. for contributing this article to our Leadership Development blog:

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Can you answer Ashley’s question about Leadership Development?:

I got a new job working with troubled teenagers and part of their therapy is working with horses. this program never really had anyone who knew much about horses until they hired me so they can now expand the program farther than trail riding I have lots of ideas for ground work games, riding games etc. but need lots more ideas. any and all are welcome!

e.g. one person is blindfolded leading a *VERY BOMBPROOF* horse the other person explains obstacles the blindfolded person needs to do therefore building trust and teamwork.

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Transformational leadership assumes that people will follow that person who has the ability to inspire and motivate them. A person that has the passion and vision to excel can do great things. It also assumes that tasks can be accomplished by injecting energy and enthusiasm among the followers.

Transformational leadership uplifts the energy and passion of its followers. It takes cares about its followers.  You will get a wonderful experience working with a transformational leader. Transformational leadership begins with the growth of a vision, a vision that will look into the future. This may excite followers. This vision can be developed by your leader, by a senior team member or by a series of discussions.

Transformational leadership will take every opportunity to convince and sell their vision t others. This leadership is adaptable and flexible Transformational leadership creates trust and personal integrity among its followers. It implements new ideas. Transformational leadership knows the route to move forward and simply wants other people to follow it. The forward route may not be in detail but it has a clear vision and the direction to follow. It accepts the fact that there are going to be failures ahead.

Transformational leadership can help its followers how to behave by their actions.  This leadership makes efforts to inspire their followers, constantly enthusing and listening to its followers Transformational leadership should have a strong commitment to serve the people It influences its followers to follow the right path and encourages them to make a change in the environment around them. This leadership guides the followers from darkness to light. Transformational leadership should organize cultural programmes, rituals and ceremonies to sustain motivation among its followers.

Transformational leaders believe that can success through sustained commitment.

Transformational leadership are often be charismatic. Passion and confidence in transformational relationship should not be mistaken for truth and reality. Just because transformational leader believes that he or she is right does not mean he or she is right. Transformational leadership provides lots of enthusiasm to its followers but if it is relentlessly applied, the followers may wear out. Transformational leadership transform followers into leaders who are self empowered.

Transformational leadership articulate values and vision clearly so that the new leaders can move ahead in the right direction, Transformational leaders set an example and become a role model for its followers. Transformational leadership also does the job of mentoring its followers. That is it they give individual consideration to its followers. It s also provide some intellectual stimulation to its followers to enhance their creativity and innovation. It also recognizes the existing need of a potential follower and tries to fulfill it. Transformational leadership reshapes social and physical relationship. That is they destroy old way of living and make way for new one. Transformational leadership encourages people to surpass their previous levels of achievement. It is dynamic and innovative and can motivate an entire organization. It persuades and inspires its followers to excel. Transformation leaders show new way of looking at an old problem



Thanks to Muna wa Wanjiru for contributing this article to our Leadership Development blog:

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As a "key leader" CEO, CFO, CIO, VP, etc. you have a very powerful influence on both the leadership style and culture of the organization.

STOP…Close your door, set all of your papers aside, do not answer the phone and take some reflective time out.

Think about your answers to the following important leadership questions.

• What "leadership philosophy" am I communicating at my staff meetings?

• With regard to "people leadership" do I clearly and constantly communicate what I expect of my senior executive team or my department?

• With regard to "business leadership" do I clearly and constantly communicate what I expect of my senior executive team or my department?

• What leadership tone and corporate culture do I expect my executive/management team to set…and model…and are they?

• What "specific leadership message" do I want them to communicate to those they directly lead and on down the line throughout the organization?

• Do I use/discuss the contents of leadership books and articles with my staff?

• What degree of tolerance do I and my staff have for those who don’t practice solid leadership, grow the corporate talent…and live the corporate culture?

• With regard to modeling the corporate culture…At the senior level does my staff demonstrate customer value focus (internally as well as externally)? Do they unleash employee potential? Do they challenge the status quo and allow others to do the same? Do they ensure inspired leadership? Do they encourage diversity, especially diversity of thought? Do they practice and instill excellence everywhere? Are they committed to teamwork when it is needed?

The reason the answers to these questions are important is that quite often the subjects of leadership and corporate culture are not fully engaged at the senior level. Many people in supervisory roles get so involved in day-to-day tactics that they miss almost completely the impact their role as a leader has on "all" the individuals they are charged to lead.

Most leadership books provide solid roadmaps for going from good to great and orchestrating good leadership principles. But a book alone does not make people change. It takes key individuals in leadership positions to truly engage in the process of forming and nurturing organizational culture and ethically leading organizations in today’s chaotic environment. To be most successful, organizational culture can not be treated simply as a program, but rather it must be viewed at all levels as a way of "being and doing." This "soft stuff" is hard work, but as a leader you already knew that.

Now that you have taken the time to think about "Leadership by Example" take the time to write down in concrete terms some of the things you will specifically do to model the way for those you lead. The shadow you cast can be seen and felt by everyone with whom you come in contact! As a leader model the way…Action Beats Brilliance!



Thanks to Roger M. Ingbretsen for contributing this article to our Leadership Development blog:

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