Leader-Member Exchange and Transformational Leadership styles are two leadership theories that encourage healthy and close leader-follower relationship. “LMX theory is unique because it is the only leadership approach that makes the concept of the dyadic relationship the centerpiece of the leadership process. Other approaches emphasize the characteristics of leaders, followers, contexts, or a combination of these, but none of them addresses the specific relationships between the leader and each follower” (Northouse, 2016 p.145). Its other exceptional feature is the priority it lays on the development of the followers. While many other leadership styles are more of give and take (transactional) in their approach, the MLX is more on building relationship and atmosphere of respect and trust.
Similarly, in terms of prioritizing the needs of the followers, the transformational theory has many things in common with MLX. As the name implies, a transformational leader goes out of his way to attend to the needs of his followers. “It is a process that changes and transforms people. It is concerned with emotions, values, ethics, standards, and long-term goals. It includes assessing followers’ motives, satisfying their needs, and treating them as full human beings.” (Northouse, 2016 p. 160). The approach ensures that a leader is fully involved in his followers’ struggles.
Leader-Member Exchange and Transformational leadership approaches are very useful tools that unite leaders and followers, and allow a free-flow communication; establishes mutual trust; and maintain a high level of respect between a leader and his subordinates. Having taking the questionnaires that follow the studies of the two approaches, it is worthy of note to say they gave me a clear picture of my leadership qualities.
From my responses to the LMX 7 Questionnaire, using the survey to measure my relationships that exist between me and my leader s in different spheres of life, I found myself scoring a very high grade 30 – 35. For instance, judging by the relationship which I naturally build and maintain with my leaders, I have discovered that I have a higher-quality leader-member relationship with them, which places me in the in-group member category. More often than not, I do know where I stand with my leaders. Without any doubt, my leaders always put me in the position of authority and delegate me to act on their behalf on several occasions, their actions towards me in this area confirm that my presence, commitment and skills are appreciated. They sometimes contact me for suggestions when making critical decisions to show that my ideas are also treasured by them. I am always confident that my leaders understand my problems and challenges; they know my strength and potentials; and are always ready to use their influence in solving any challenges I might...
Reference
Northouse G.P (2016). Northouse, G. (2016) Leadership Theory and Practice: Situational Approach Strength 7, 137-193. Retrieved from Sage Publication DOI: 9781483317533
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