Leadership Models

Leadership Models

The purpose of this paper is to describe the similarities and differences between Leadership models. The paper also discusses how each model might address contemporary leadership issues and challenges.

 

Relational Leadership Model

Relational leadership is a perspective that stresses leadership as a process that involves many people working together to create a positive difference or change. Relationships are at the forefront of this type of leadership, and the model identifies five key components of the relational leadership model: purpose, inclusive, empowering, ethical, and process (Figure 1). Each component is briefly described below (Komives et al., 2007):

Purpose is at the core of the model; it involves identifying a common group goal or vision and being committed to work toward this common purpose. In addition, purpose involves creating a positive difference.

Inclusive involves being aware of and valuing difference and diversity on many levels, such as opinions, background characteristics, and styles. Inclusive also means including a variety of people in the leadership process and working to develop the skills and capacity of group members.

Empowering reflects shared power in a group, whereby group members step up and become involved in the group process and are supported to do so through the creation of an environment that promotes involvement and ownership.

Ethical is the component of the model that identifies the importance of acting in line with the values of the individual and group to create something positive that serves something beyond self.

Process encompasses each of the other components of the model, focusing on how a group works together. This involves how a group functions and makes decisions when working toward its purpose. The group should be aware of its process and act intentionally.

This model stresses the importance of the process and the group, challenging the more traditional leadership perspectives of focusing solely on the outcome and the individual leader. In fact, this model does not even distinguish between the roles of leader or follower; everyone is part of the group leadership process and plays important roles, which may shift depending on the activity or point in the process. The model provides guidelines for an effective group leadership process.

Social Change Model of Leadership

The social change model of leadership shares some of the same assumptions about leadership as the relational leadership model. The social change model also stresses the importance of the leadership process and the role of the group. In addition, values and positive change are cornerstones of this model (see Table 2). Its ultimate outcome and goal are changing, more specifically, positive social change. There are eight key values that can be described in behavioral terms.

Figure 1 Relational Leadership Model

The individual dimension refers to the individual's role and commitments in the leadership process; it stresses the inner work in which one must engage. The three values associated with this dimension of the model are: consciousness of self, congruence, and commitment. The group dimension reflects how a group of people works together and interacts in a way that supports the goals and purpose of the group (Cilente, 2009). The values associated with this dimension of the model include: collaboration, common purpose, and controversy with civility.

Last, the society/community dimension of the model recognizes the various communities to which people belong and in which they should ...