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The Relational Leadership Model: An In Depth Study And Analysis

2091 words - 9 pages

The Relational Leadership Model focuses on context of leadership over the values and
ideals of leadership which could apply in a general case. This model emphasizes the fact that most leadership occurs in interpersonal interaction over an exposition to a large crowd. According to Scholl who performed a study at Jr. Labor Research Center, because leadership is constantly being evaluated by organizational members, superiors, and the public, there are always groups involved in the process as opposed to having a “formal leader” take charge (Scholl, 2003, pp. 2). He goes on to state that even though leadership assigns value to the individual role, there is never a point where the leader in that ...view middle of the document...

The model focuses on harnessing the five components of relational leadership and the processes of knowing/being/doing in order to create positive change. This change, however, must be purposeful between everyone involved. Everyone in the group must have a common vision and goal in order for the Relational Leadership Model to take effect and induce positive oriented change. Whether this is resolving group differences or advancing towards the common goal, as long as the end result is moving forward the model has been effective (Komives, 2007,p.80).
If one contemplates about how leadership is most widely used in our world today the
first things that come to mind are either the government, corporate arenas, small business, or organizations. The Relational Leadership Model can be utilized to positively empower, include, and ethically lead these groups of people towards a purpose or goal. The Relational Leadership Model is pragmatic and universal because in almost every scenario in our world today, one has to deal with others and what they bring to the table. Each person has agency for positive change and the relational model enhances this. Everyone has an individual persona they bring to the table and the model accounts for this by being adaptive. Many times leaders will have to support those whom they do not get along with and sometimes they will empower those whom they do get along with. In all areas, there are usually sectors in which one person is in charge and has to lead a team to accomplish a goal as Scholl stated in his research study. To go further in depth, these teams are composed of people with specialties in different areas who were hired or bought in because of their unique set of skills. Scott Ambler, CEO of Amby Soft, talks about how agile teams, which are efficient in completing their tasks, tend to have five positions involved. One is team leader, another is team member, product owner, stakeholder, and technical experts (Amby, 2005, pp2). Generalizing specialists compose the team member category and they have one or more technical expertise which differ from the rest. The team leaders job is to lead the project in such a way that everyone is agreeable and divides tasks so each person can contribute to the end result which is ultimately to please the stakeholder who funded the project (Amby, 2005, pp3). Even though they do not label the leadership process they use, they are directly utilizing the relational leadership model by constantly knowing what everyone is capable of, being present and active in the project, and doing the tasks at hand.
As has been previously stated, the relational leadership model is dependent upon interpersonal relationships that are sustained by leaders, followers, and all other people involved in the leadership process. All people have interpersonal relationships to which this model can be applied, and that is why an argument for its universality can be made. However, that being said, the reliance of...

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