Minimum of 300 words with at least 2 peer review reference in sixth edition apa style. How do servant leaders, as compared with leaders using the transformational model of leadership, manage organization dynamics and lead change to ensure that the continued success of the stakeholders will be served? Is servant leadership or transformational leadership the best approach to these tasks? Why?

Servant leadership and transformational leadership are both highly regarded approaches to leadership that emphasize the well-being and success of stakeholders. While both models share some similarities, there are distinct differences in how these leaders manage organizational dynamics and lead change to ensure the continued success of stakeholders.

Servant leadership, as coined by Robert K. Greenleaf, focuses on serving others before serving oneself. Servant leaders prioritize the needs and growth of their followers and aim to develop their potential. They create a culture of collaboration, empowerment, and trust, where individuals are encouraged to reach their full potential. Consequently, servant leaders facilitate open communication and actively listen to the concerns and ideas of their followers.

Transformational leadership, on the other hand, places a strong emphasis on mentoring, motivating, and inspiring followers to exceed their own expectations. Transformational leaders have a clear vision and communicate it effectively to their team, motivating them to embrace change and work towards achieving shared goals. They often use charisma and inspiration to bring about transformation within individuals and the organization as a whole.

When it comes to managing organization dynamics and leading change, servant leaders and transformational leaders take different approaches. Servant leaders focus on creating a supportive culture and environment that values feedback and input from all stakeholders. They actively involve and engage their followers in decision-making processes, promoting a sense of ownership and commitment.

In contrast, transformational leaders are known for their ability to initiate and lead change. They have a compelling vision that inspires others to follow and participate in the change efforts. Transformational leaders use their influence and charisma to rally people around a common goal and push for change. They often exhibit a high degree of emotional intelligence and are skilled at understanding the needs and motivations of their followers.

Both servant leadership and transformational leadership can be effective in leading change and managing organization dynamics, but their effectiveness may vary depending on the context and desired outcomes. Servant leadership’s emphasis on collaboration and empowerment can lead to increased engagement and commitment from stakeholders during times of change. By actively involving stakeholders in decision-making, servant leaders cultivate a sense of ownership and commitment to the change process.

Transformational leadership can also be highly effective in leading change as transformational leaders have the ability to inspire and motivate followers to embrace change and work towards shared goals. Their charisma and ability to articulate a compelling vision can galvanize individuals and teams to adopt new behaviors and achieve desired outcomes.

Determining which approach is best suited for a particular situation depends on various factors. In some contexts, servant leadership may be more appropriate, such as when the organization is experiencing significant resistance to change, or when fostering collaboration and cooperation among stakeholders is critical. On the other hand, transformational leadership may be more suitable when there is a need to inspire transformative change or when there is a requirement for a strong visionary leader.

In conclusion, both servant leadership and transformational leadership possess strengths in managing organization dynamics and leading change. While servant leadership promotes collaboration and empowerment, transformational leadership focuses on inspiring and motivating others to embrace change. The choice between these approaches ultimately depends on the specific context and desired outcomes of the organization. Organizations should carefully consider their goals, the needs of stakeholders, and the nature of the change initiative to determine which approach will be the most effective in ensuring the continued success of the stakeholders.