Leaders have the responsibility of identifying the causes of slow and adopt a transformational leadership strategy to limit the adversities associated with slow death.
One of the elements of transformational leadership is individualized consideration. A transformative leader attends to the needs of his followers in the organization. Through adopting a transformative leadership, leaders in the institution will give empathy and support, keep communication open and place beneficial challenges before the followers. During the process of extensive communication, institutional leaders will have the opportunity to identify possible evidences of slow and death counteract them before they mature (Verlage, Rowold & Schilling, 2012). Additionally, transformative leaders have a will and aspirations for self development in addition to intrinsic motivation towards their work. Chances of transformative leaders experiencing slow death are minimal because they have the intellectual stimulation to adopt innovation and creativity when approaching organizational problems.
According to Shields (2011), deep change is a function of discipline, courage and motivation. Leaders can achieve inspirational motivation if they are transformative leaders. Leaders with inspirational motivation are usually challenged to leave abandon their comfort zones, convince themselves about optimism concerning future goals, and provide meaning for task at hand. This motivation can also be translated into junior employees to develop a strong sense of purpose for work. Inspirational motivation prevents possible victimization, psychological death and even active exit because it does not allow postponement of responsibilities (Verlage, Rowold & Schilling, 2012). Situational leadership model also focuses on self-motivation as critical element of proper leadership. The proponents of ...Show more