Relational Leadership and how it Compares to Positional Transactional and Transformational Leadership

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Relational leadership is a style of leadership that focuses on building trust, relationships, and collaboration. The goal of relational leadership is to create an environment that encourages people to feel safe and comfortable in expressing their ideas. Relational leadership is a style of leadership that is based on the relational perspective, which emphasizes the importance of relationships and trust.

In a relational leadership, it’s not what you know that matters but who you know. The best leaders are those who build deep relationships with their followers and other stakeholders. They also have the ability to create a sense of belonging in a group and provide support to others.

The skills of a relational leader are the ability to listen, understand the perspective of others, build relationships with those around you, be present and aware of the needs of your team members, and provide feedback.

What is Relational Leadership Philosophy?

The relational leadership philosophy is a set of principles that are derived from the relational model of leadership. It emphasizes the importance of trust, mutual respect, and understanding. The basic idea behind relational leadership is that the best way to lead people is to be genuinely interested in them as people.

Relational leaders focus on building relationships with their followers, which helps them to build trust and respect for their followers. They also focus on creating a culture where everyone can contribute to the success of the organization.

Relational leadership has been around for decades but has only recently become popular in recent years due to its emphasis on human connection rather than hierarchy and control.

What is relational leadership model?

The relational leadership model is a framework for understanding the relationships between leaders and followers. It provides an understanding of how the follower’s needs are met in the context of their relationship with their leader.

The relational leadership model was developed by James Kouzes and Barry Posner in 1991. They were trying to understand how leaders could effectively lead people into action, which they did by looking at relationships between leaders and followers.

Relational leadership

The two main principles of the model are:

  • Leaders as Servant Leaders: “Leaders serve others through actions that create value”. They help others grow, develop, and progress in their careers by providing guidance, support, and opportunities for personal growth.
  • Followers as Competent Followers: “Followers are task-oriented” Followers strive to be competent individuals who can contribute to the group or organization.

5 elements of relational leadership

These 5 elements of relational leadership are a set of guidelines that will help leaders understand the importance of relationships in a work environment.

The 5 elements of relational leadership are:

Empathy: The ability to understand the people around you and their needs

Empathy is one of the most important aspects of leadership. It is the ability to put yourself in someone else’s shoes, understand their emotions and feelings, and be able to relate to them. A leader who has empathy is better able to understand what makes their employees happy or unhappy, what they need from their a leader, and how they can improve. This helps the manager establish trust with their employees which ultimately leads to increased productivity at work.

Feedback: Giving your team feedback on what they do well and what they need to improve on

Giving feedback is a necessary component of any project. It’s important to know what areas your team has strengths and weaknesses in so that you can provide them with the support they need.

Trust: Building trust with your team members so that they can trust in you as a leader

Trust is an important element of any relationship. It is a vital component in the development of relationships and it is key to a team’s success. Trust can be built through discipline, consistency and transparency.

Respect: Treating your team members with respect so that they will respect you in return

Respect is a powerful tool. It can be used to enjoy a positive connection with your team members, build trust, and improve productivity at work. Respectful behavior includes listening, putting good intentions into action, and giving credit to others.

Commitment: Making sure that you commit to the success of your team members

It is important to make sure that your team members feel committed to their success. This helps motivate the team and keep them focused on the task at hand. It also increases productivity of your entire team which leads to increased profits and growth for the company.

pillars of relational leadership
pillars of relational leadership

Transactional vs relational leadership

Transactional leadership is the type of leadership where the leader is concerned about their own success, and the success of their organisation. They are focused on individual achievements and personal rewards.

Relational leadership is a type of leadership that focuses on building relationships with people, developing trust and understanding, and achieving goals through collaboration rather than competition.

Transactional leaders are more likely to be effective in transactional organisations such as businesses, whereas relational leaders are more likely to be effective in relational organisations such as non-profits.

Transactional leadership focuses on the task at hand while relational leadership focuses on building relationships and understanding one’s team members.

The difference between transactional and relational leadership can be seen in how they handle conflict. Transactional leaders often avoid conflict by delegating tasks to subordinates while relational leaders try to understand the perspective of their team members in order to resolve conflicts.

Relational leadership vs transformational leadership

Transformational leadership is a style of leadership that focuses on the future, while relational leadership focuses on the present. Transformational leaders want to make sure they have their vision for their organization in place before taking any action. They also want to make sure they have their team members’ support before taking any action. On the other hand, relational leaders focus on people’s emotions and how they feel about themselves and others within the organization.

Transformational leadership is a process of changing the culture, structure, or systems of an organization. It is often associated with charismatic leaders who have a vision for change and are able to inspire others to follow that vision.

Relational leadership is a style of leadership that focuses on building relationships with people and developing trust in order to motivate them towards achieving common goals. The focus is on building relationships rather than taking charge.

This is a topic that is often debated and discussed. There are different schools of thought on this and there are also some who believe that the two leadership styles can coexist in one person.

Positional leadership vs relational leadership

In the past, leaders were focused on the power they had in their position. They would use that power to take care of their people and make sure that they were happy. However, with the introduction of relational leadership, leaders are now focusing on getting to know their people and forming a close relationship with them so they can be successful as a team.

Positional leadership is focused on the leader’s position in society, while relational leadership is focused on the leader’s relationship with the followers.

Leaders who are good at relational leadership will have stronger relationships with their followers and more success as a team.

The difference between relational and positional leadership is that the former is more about building relationships and working with people, while the latter is about getting results and being in control.

Positional leadership has been more popular because it has been easier to quantify, but the relational approach has started to gain traction. This shift from positional to relational leadership is happening due to a number of factors such as an increase in introverts, a move towards work-life balance and the need for more empathy in business.

Relational leadership examples today

Relational leadership is a form of leadership that is based on the principles of relationships. It is a form of leadership that focuses on building and maintaining relationships with people, rather than just being in charge.

Today, many companies have been adopting relational leadership practices as a way to create stronger connections with their employees. Some examples include the use of social media to communicate with employees and build trust, or creating an open-door policy for employees to ask questions about company policies or make suggestions for improvement.

Relational Leadership and how it Compares to Positional Transactional and Transformational Leadership Instagram Story

Leaders need to be aware of their followers’ needs in order to lead them effectively. There are several ways that leaders can show this type of awareness:

  • They can ask questions about how they feel and what they want;
  • They can take time to connect with their followers;
  • They can provide feedback on what is going well and what could be improved
  • Leaders should make sure that they are not only leading but also following as well.

Start Leading with a Relationship-Based leadership Today

Relationship-Based leadership is a way to lead by building and maintaining trust. It is a way to create an environment in which people feel respected, valued, and cared for.

Leading with a Relationship-Based leadership today means that you should start by focusing on the people in your teams. You want to establish trust with them as well as build relationships with them so that they feel like they are part of your team. This will help you become more effective leaders and build better relationships with your employees.

Relationship-Based leadership should be applied in the workplace because it helps create an environment where people feel respected, valued, and cared for. It also helps companies to have more effective leaders and build better relationships between their employees

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