Transformational Leadership and Mentoring: Theoretical Links and Practical Implications

Organizations are becoming increasingly aware of the advantages of generating a stream of transformational leaders who will be able to successfully move their companies into the future. Yet, theory providing guidance for developing such leaders is at a premium. In particular, prior research has not explored in detail the complexity of the relationship between mentoring and the development of transformational leaders. To address this important topic, we develop logical links between traditional mentoring activities and the behaviors associated with the Four I\u27s of transformational leadership (individualized consideration, idealized influence, inspirational motivation, intellectual stimulation). Based upon our review and synthesis of the literature, we conclude that existing models of mentoring may be insufficient for developing transformational leaders. Building on these two literatures, we propose a process of transformational mentoring and describe eleven propositions depicting the relationship between transformational mentoring activities and protege outcomes associated with transformational leadership. We also identify and discuss mentor- and protege-based barriers that may mediate that relationship. We conclude with directions for future research that capitalize on the overlap between mentoring and the activities identified with transformational leadership. Request a copy of the paper from the author: Lynda St. Clair ([email protected]

Relationship Among American Presidential Charismatic Leadership, Narcissism, and Rated Performance

Presents information on research which seeks to examine the relationship of American presidential narcissistic behaviors, with leadership and rated performance. Methodology utilized in the research; Results of the study; Benefits, and detrimental aspects of leader narcissism

Relationship of Resident Assistant Conscientiousness, Extraversion, and Positive Affect with Rated Performance

Three personality traits theoretically associated with effective Resident Assistants (RAs) were the focus for this study. Self-report conscientiousness, extraversion, and positive affect survey data were collected from 99 university RAs. The RAs performance data were gathered from 372 resident students. Hierarchical regression analyses supported the prediction that RA extraversion and positive affect would be associated with performance. Contrary to the prediction, RA conscientiousness was not related to the resident student evaluations. The extraversion and positive affect findings are explained in terms of the RAs\u27 highly interactive relationship with resident students. Similar to earlier research (e.g., Hough, in press; Tett, 1998), the conscientiousness data are examined with regard to those occupational conditions (e.g., the need for quick decision making and flexible responses) where conscientiousness may not be strongly connected with performance