In the past century, researches on leadership have registered an increment. The studies discover new leadership theories as well as frameworks for their exploration. They provide a vivid meaning of who a leader is and how they should carry themselves to ensure they play their leadership roles correctly (Antonakis, & Day, 2017). This article will outline five of the latest leadership theories and how leaders practice them in their capacities. These are theories that explain the various types of leaders.
Transformational leadership theory is a theory that explains how a leader can link up with the other stakeholders to raise the level of cooperation among them (Landis, Hill, & Harvey, 2014). This theory also focuses on bringing up changes to the organization to put it to a higher level. The approach in practice may include a leader involving the participation of stakeholders in making decisions about the firm.
Adaptive leadership is among the most recent theories. The theory makes a difference between authority and leadership. It provides that leadership is about the influence and ability to put people together. On the other hand, authority is personal and requires power. For instance, a leader who has no connections about tackling severe issues may learn these connections and eventually be able to solve those issues (Landis, et al. 2014). This is adaptive leadership theory.
Servant leadership theory, on the other hand, is that which perceives a leader as a person who takes up the wants of the others instead of their interests. The approach provides that a leader should be selfless. Robert Greenleaf believed that a leader has the role of taking care of the less fortunate and serve them first (Landis, et al. 2014).
Strength-based leadership theory aims at pointing out and maintaining their strengths. It also involves discovering their weakness to work on them and make them better (Landis, et al. 2014). The approach has its interests in self-analysis about particular qualities. This theory works well with the leaders who want to know what they can do well and the areas they need to improve.
Finally, the leader-member exchange approach individualizes the issues that they can shift to others to handle (Martin, Guillaume, Thomas, Lee, & Epitropaki, 2016). The strategy explains about two groups with diverse members. The members of one group can work well with a leader while the other group does not cooperate with the supervisor. The out-group members may have clashes with their leaders from time to time.
Antonakis, J., & Day, D. V. (2017). The nature of leadership. Sage publications.
Landis, E. A., Hill, D., & Harvey, M. R. (2014). A synthesis of leadership theories and styles. Journal of Management Policy and Practice, 15(2), 97.
Martin, R., Guillaume, Y., Thomas, G., Lee, A., & Epitropaki, O. (2016). Leader–member exchange (LMX) and performance: A meta‐analytic review. Personnel Psychology, 69(1), 67-121.
You have clearly described and discussed the latest leadership theories and how leaders practice them in their capacities, however, you need to expand your discussion to include the following:
Post two key insights you had from the scholarly resources you selected.
Describe a leader whom you have seen use such behaviors and skills, or a situation where you have seen these behaviors and skills used in practice. Be specific and provide examples.
Then, explain to what extent these skills were effective and how their practice impacted the workplace.