Leadership is about working through people to achieve a specific target. There exists a variety of leadership style. However, Transformational and charismatic leadership styles are outstanding. Transformational leaders derive their motivation from their quest to achieve beyond the expectations. They recognize the power of motivating their followers and give them the energy to enhance their extreme performance. These leaders set their goals past the limit and look for strategies to achieve the aims. Their desire to transform the team under any condition makes them unique and hence admirable. Transformational leaders are much admirable and inspirational from the fact that they give their follows a number priority and motivate them to achieve the limit set. Much like transformational leaders, charismatic leaders are just the political geniuses. They have influential power in their hands. The most important characteristic of a charismatic leader that makes them unique is their self-belief. These individuals believe that people have internal energy and motivation that is enough to push them to the high limit. As a result, charismatic leaders motivate, influence and evoke passion in their follows and make them believe in themselves. The self-believe nature makes their followers take risks to achieve their goals. Their eloquence, self-belief, and motivation make them inspirational.
Leadership is also about noticing where the employee is excelling and fine-tuning such areas to achieve more refined results. As a result, a leader needs to identify high performing employees and share with them a positive effect and also motivate them to aim high. Notably, a leader needs to recognize that too much praise is likely to spoil an employee. As a result, such leaders need to be vigilant about how they communicate such plosive achievement to the employees. Here is how it can be done. First, a face to face communication is right in this situation. Meet the employee and identify where you think he or she is excelling. Pinpoint such areas and congratulate him or her for the effort. If possible compare the outcome with the expectation and let the employee know that he or he is on the right path towards achieving what the boss wants. Further, discuss with the employee the impact of his or her effort in the organization, and make him or she understand what it would mean to the entire organization if he or she can surpass the expectation. Lastly, discuss with the employee strategies that can make such effort even worthy. Listen to the employee and wait for feedback. This is a motivational process that aims at appreciating the effort a worker has put in place and also gives a room for performance improvement.
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Other than the positive performance, a leader needs to understand that not all employees will have a proliferating performance graph. As a result, they need to be ready to communicate with employees who are lagging behind. Team effort is critical in an organization. Therefore, a leader needs to ensure that employees are all reading the same page. In this situation, face to face communication is still preferable ( Angouri & Kirilova, 2017). Meet the employee and identify the area under question. Ask the employee reasons why achieving the target or a positive result is seemingly impossible. Let the answer come from the worker. Listen to an employee, identify and share with them their weaknesses. Do not criticize the employee, but, give them a more refined alternative and let them chose the best. Tell the employee to set goals within a specific period and avail the resources needed to achieve the set goals. Wait for feedback. This is also a more respectful and motivational means of making an employee realize where the mistake lies and correct such errors.
Reference
Angouri, J., & Kirilova, M. (2017). Communication practices and policies in workplace mobility. The Routledge Handbook of Migration and Language (pp. 560-577). Routledge.
