Leadership Philosophy

Aaron Cirzan
Leadership is, and has been, conceptualized in many different manners. It has been studied using
qualitative and quantitative methods. It has been examined as a set of skills that can be learned and as
a set of traits that are innate. Researchers have studied leadership from the top-down, and well as from
the bottom-up. Great leaders, such as Indira Gandhi and Nelson Madela have been examined to better
understand leadership, as have mid-managers and other lesser known and less powerful leaders.
Ultimately, as people desire to become better leaders, and better understand key components of
leadership, research will continue. In response to the current research and evidence that exists, people
view leadership as important to success in both personal and professional realms. In fact, in education,
research has shown that school leadership is the second most important component for student success
in the classroom (Anderson, Leithwood, Lewis, Wahlstrom 2004). Leadership is a complex process, and
out of experiences and research, numerous different theories about leadership have come to fruition.
Transformational leadership, for example, has become one of the most popular approaches. Focusing
on charismatic and affective qualities of leadership, transformational leadership desires to change or
transform people by focusing on individual needs and meeting them (Northouse 2016). Authentic
leadership is another leadership theory that has gained popularity in the past couple decades.
Authentic leadership focuses on providing genuine leadership. Recently, society has pushed for more
authentic leadership in government positions as well as high ranking business positions (Northouse
2016). Regardless of the theory that a leader prescribes to, it is important to note that leadership
should be susceptible to the desires and needs of the situation at hand, whether immediate or long
term. This ultimately means, all leaders must utilize the situational approach to leadership when
evaluating the direction a group or institution needs to go. Furthermore, leaders must employ sound
morals and conviction, to assure that the ideals and actions being perpetrated are the best for the
desired business or community. In my personal life, there are numerous actions I can take to become a
better leader. Last week, I was offered a coordinator position, on the campus of Northern Arizona
University, in which I will be in charge of running the South Student Learning Center. In this capacity, I
will manage both professional and student workers. Therefore, I plan to utilize the theory of
transformational leadership. Because the situation requires that I lead a diverse group of students and
faculty, it will be important to evaluate the needs and desires of the different groups and meet them
appropriately. As I work to effectively lead individuals in the South Student Learning Center, I must
demonstrate, not just a situational approach to transformational leadership, but sound morals and
leadership skills and behaviors.
The skills approach, in leadership theory, focuses on skills that a leader can develop and learn.
One of the prominent theories in the skills approach is the three-skill approach. The three-skill approach
is comprised of technical skill, human skill and conceptual skill. Technical skill is knowledge of the
specific task at hand. Human skill is the ability to work with people. Conceptual skill is the ability to
work with broad concepts and ideas (Northouse 2016). The skills approach notes, that you need
different amounts of these skills depending on the leadership level at which one is employed. At the
South Student Learning Center, I will act at times as supervisory management and at other times middle
management. In this capacity, I will need to have a good amount of technical skill, as far as tutoring and
test preparation go, but not as far as subject information. I will need to have in depth human skills, as I
will be working with students, student workers and professional faculty. I will also need some
conceptual skills, as it is my job to sustain and grow Student Learning Center programs and goals. The
skills based approach to leadership will play a role in my ability to fulfill the requirement of my new
position.
The behavioral approach to leadership focuses on what behaviors a leader
employs as well as the way a leader acts. Leadership behaviors can be split into two categories; task
behaviors and relationship behaviors (Northouse 2016). Task behaviors focus on accomplishing tasks,
while relationship behaviors focus on making followers comfortable with themselves in the situation
they are in. In the Blake and Moutons managerial leadership grid, I will need to utilize team

Leadership Philosophy
Aaron Cirzan
management (9,9) to effectively lead at the Student Learning Center. Team management calls for
participation and teamwork within the workplace. Because I will be working with student workers, I will
need to be flexible, as they are students first. This will require, at times, for others to step up and
complete tasks outside of their typical scope. If I utilize team management, it will promote commitment
to the work at hand, and through teamwork, the tasks at hand will be accomplished.
Both the skills approach and behavioral approach will be part of my larger leadership philosophy
based out of the theory of transformational leadership. Transformational leadership is part of a larger
trend of the new leadership paradigm (Northouse 2016). It focuses on followers development and
intrinsic motivation through concerns in response to emotions, values, ethics, standards and goals
(Northouse 2016). For this reason, it has become one of the more popular leadership theories today.
Transformational leadership requires that the leader be a strong and confident role model, show
competence and understanding and be able to communicate goals and expectations (Northouse 2016).
It should be noted, that all of the above behaviors require that the leader be charismatic. This most
often will result in followers trusting and accepting the leader as well as increased confidence with
emotional involvement (Northouse 2016). Researcher Bernard Bass claims the key characteristic of
transformational leadership is motivation through increased confidence and emotional involvement
(Givens 2008). He claims one can motivate followers through raising followers understanding of goals,
supporting followers ability to put team goals above individual goals, and moving followers to address
higher level needs (Northouse 2016). Bass claims the best way to do this is to utilize the four
components, or factors, of transformational leadership; idealized influence, inspirational motivation,
intellectual stimulation, and individualized consideration. Idealized influence appeals to the emotional
side of leadership, requiring the leader to employ high morals and standards for themselves. Through
this, followers may be inspired to employ the same characteristics in their work (Northouse 2016).
Inspirational motivation requires that leaders communicate high standards and desires. Leaders who
employ inspirational motivation also motivate team members through encouraging words. Intellectual
stimulation inspires followers to be creative. Through this, leaders can encourage their teams to create
and develop new methods for completing work. Individualized consideration supports followers and
requires that the leader listen to individual concerns of each person. This will allow followers to feel
supported and utilize their individual skills and understandings to engage in effective work (Northouse
2016). Transformational leadership is an effective approach to leadership when diverse groups of
people are all managed under one individual or one scheme.
At the South Student Learning Center, I will be managing, or leading, a large group of student
workers, as peer tutors, and a small group of professional faculty, as test preparation professors. For
this reason, it will be crucial for me to utilize individualized consideration within the larger theory of
transformational leadership. Because the background, as well as the experience, of each individual I will
be managing is so diverse, I will need to treat each individual in a unique manner. Furthermore, even
within the smaller subsection of student-workers, that I will manage, experiences, schedules and classes
will vary so greatly, I will need to make sure employees feel comfortable coming to me with issues, and
will know that I will listen. Furthermore, because I will be working with developing college student
workers, who may lack extensive experience, it will be important to use individualized delegation to help
followers grow through challenges (Northouse 2016). One major challenge will be supporting peer
tutors in developing their skills as a teacher. In this, I will encourage tutors to develop new approaches
to tutoring, and engage in intellectual stimulation. Through research, as well as experience, the peer
tutors will need to be creative and innovative. I will provide support, feedback and suggestions as
student workers engage in intellectual stimulation. This will often lead to positive results, and as an
inspirational motivator, I will make sure to encourage student workers through praise and emotional
appeals. After taking the Multi Factor Leadership Questionnaire, I fall within the parameters of the

Leadership Philosophy
Aaron Cirzan
transformational leadership style (Northouse 2016). Finally, as a transformational leader, I will make
sure to exemplify all of the above characteristics and act with high moral and ethical conduct.
Remembering the strengths and weaknesses of transformational leadership is key, to make sure
I am utilizing the best and strongest parts of the theory. Transformational leadership is appealing due to
the fact that the leader calls for reasonable and effective change of individuals and of policies for
individuals. Because of this, the needs, values and morals of followers, are at the forefront, and are
cared about. Transformational leadership also utilizes leadership as a relationship between leaders and
followers. This partnership is important to a successful, safe and fun work environment. This ultimately
leads to effective leadership, as research has shown transformational leadership is effective (Northouse
2016). On the flip side, transformational leadership can be viewed as lacking conceptual clarity as well
as being autocratic. Furthermore, transformational leadership, due to the fact it deals with changing
people and peoples motivation, can be abused. This can lead to a leader attempting to change
individuals for personal gain. Therefore, I will remember to utilize the established partnerships I
develop to effectively communicate and create a more democratic atmosphere, which will allow
followers to develop in a manner that is befitting to their own goals as well.
Within my own personal research, I have run into different leaders and leadership styles. Two
leaders I have more recently interviewed were Lisa Campos, Vice President of Northern Arizona
University in charge of athletics and Melissa Welker, Executive Director of University College at Northern
Arizona University. Dr. Campos clearly exhibited the leadership qualities of transformational leadership.
She has made numerous different changes, within the athletics department, to support a higher moral
as well as meet necessary initiatives and goals. Lisa Campos promotes team management and has
created an atmosphere of interdependence. Furthermore, Dr. Campos discussed the necessity of
utilizing a situational approach to leadership, in which she talked about her changing and evolving
management style due to the needs of her followers and her department. Ultimately, I aspire to be a
leader, and employ leadership behaviors and skills, similar to that of Lisa Campos. Melissa Welker
employed techniques geared more toward the principles of authentic leadership. That is not to say, I do
not appreciate her leadership style. Melissa discussed how she leads from conviction and is straight
forward and direct. I think these qualities are something I will employ, as they are part of my
personality as well. Furthermore, after taking the authentic leadership survey, it is clear I will use
aspects of authentic leadership (Nothouse 2016).
Regardless of who an individual is as a leader, what theory they employ, or which approach they
put more weight into, all leaders must lead with morals and ethics. Both Dr. Lisa Campos and Melissa
Welker showed a strong set of morals and ethics. While working in a public institution like a University,
that is funded by tax dollars, it is imperative that leaders work within the rules and have a solid set of
ethics. Both the direct followers of a leader and the general public have interest in leadership ethics.
During my interview for the South Student Learning Center, I was asked about my ability to mange
myself, and act ethically, as there would be no one in my office who would regulate me and my work on
a day to day basis. I explained that I do what I need to do, and will be honest, because of my own
internalized morals. I hold myself to a high standard and will not compromise my ethics. Unbeknownst
to me, I was describing Stage 6: Universal Principles, in Kohlbergs Stages of Moral Development
(Northouse 2016). It is crucial that all leaders display ethics based out of internalized and universal
principles of justice (Nothouse 2016).
All aspects of the workplace involve leadership skills and capabilities. Issues like gender and
cultural background can play a role as well. As a leader it will be my job, and the job of any leader, to
resist and reduce prejudice. Because my staff will be so diverse, it will also be important for me to
understand how different cultures interact and exist within my office and around campus.
Leadership plays a vital role in the health and productivity of companies, educational institutions
and individuals. Therefore, it is imperative that leaders have a flexible leadership plan and philosophy.

Leadership Philosophy
Aaron Cirzan
In my own case, I plan to implement transformational leadership theory, with a situational approach to
effectively lead the South Student Learning Center, in my new position. I look forward to furthering my
understanding and experience with leadership through Northern Arizona University.
Works Cited
Anderson, S, Leithwood, K, Louis, K.S., & Wahlstrom, K (2004). How Leadership Influences
Student Learning. Wallace Foundation. Retrieved from http://www.wallacefoundation.org/
knowledge-center/school-leadership/key-research/documents/how-leadershipinfluences-student-learning.pdf
Given, R.J. (2008). Transformational Leadership: The Impact on Organizational and Personal
Outcomes. Retrieved from https://www.regent.edu/acad/global/publications/elj/issue1/
ELJ_V1Is1_Givens.pdf
Northouse, P.G. (2016). Leadership: Theory and Practice. Thousand Oaks, California: Sage
Publications.
Vernon, A. (2015). Developing the 3 Habits of Transformational Leadership. Forbes. Retrieved
from http://www.forbes.com/sites/yec/2015/08/27/developing-the-3-habits-oftransformational-leaders/