For the success of an organization to be realized, it needs charismatic leaders who have the natural ability to lead and can transform an organization to higher levels. From the case study, Kelly can be considered to be a charismatic leader due to her managerial skills in running the affairs of the organization. Besides, her character traits say it all; she uses her personal charm in getting things done in time and in the right way. Charismatic leaders have the ability to notice the gaps that exist between the organization and its workforce needs which is essential in achieving the organizational goals and improving the existing relationship (Robbins et al., 2010, chap. 3).
From the case study, Kelly fits to be a transformational leader since she has the ability to visualize the future and make it different from the present. This was witnessed through Kelly’s innovation and abilities to retain the competent members of staff in the organization. She is well endowed with innovative and transformational ideas that seek change in an organization. Additionally, transformational leadership can be seen in Kelly through the way she made tangible steps to change the organization she had previously worked with. For instance, she initiated several changes in the bank which later led to improved profits from the share capital of the institution.
Authentic leaders have the desire to serve others through their leadership strengths. They are driven by the motive to empower the people they serve to make a positive difference in those whom they are serving instead of assuming powerful apposition and solely enjoying the prestige that comes with the position they hold. Robbins et al., 2010, Chap. 3). In the case of Kelly, she can be considered to be an authentic leader bearing in mind that she has worked relentlessly hard to empower people with whom she is working with. Besides, her authentic leadership is evident in the way she has improved the working environment. Being an authentic leader means being unique in developing leadership styles and having the ability to know your weaknesses.
Selecting effective leaders
In selecting organizational leaders, a number of factors should be taken into consideration on who suits the targeted purposes. For instance, a model should be put in place to manage the change process; the leaders must develop visions and strategies and be able to stabilize the approaches. The leaders must be able to influence, motivate, and allow others too to contribute towards the realization of the organization’s success and effectiveness (Robbins et al., 2010, chap. 4). The right leadership style must be identified for efficiency in dealing with emerging cases in the organization.
Channels of communications by organizational leaders
Most organizational leaders use two-way communication channels to pass information to their employees. They use internal focus groups and management presentations on matters affecting the organization. However, some organizational leaders are still using the one-way channel of communication which involves the flow of information from one source such as the use of newsletters and bulletins (Robbins et al., 2010, chap. 3).
The communication channels employed have different shortcomings, for instance, the two ways communication channel is time-consuming since it requires adequate preparation and execution. One way communication channel involving bulletins and newsletters is not effective since it may not capture the attention of all categories of workers in an organization and as such, reach out to only a small segment of employees with interest in reading.
Leadership and winning teams
Leadership is a key factor in creating a winning team in the organization. It is all about making things happen and getting things done. Such an approach can provide a base for creating a winning team that is responsible for the running of the organization (Robbins et al., 2010, chap.3). The weak leadership of the organization results in failures which undermine the organizational success and demoralization of the entire workforce from managerial to a subordinate. Through selective approaches to situations by leaders, leadership is a key factor in creating a winning team.
Bases of power Kelly Hold
The main base or source of Kelly’s power is her expertise skills in organizational management. Her tremendous performance in the organization has led to better returns and hence, her second base of power is the reward she gets from hard work. She has undergone professional development in the field of leadership and this has given her more powers to lead and grow (expert power). Kelly got her powers to lead from the late father who influenced and taught her on various leadership issues besides being born a charismatic leader with power and ability to influence her followers. Her traits and personality have contributed to her leadership success.
Robbins, S. et al. 2010. Organizational Behavior, (6th ed). New York: Pearson Hall.