Super Leadership and Creativity Potential :: Business, Super Leadership Approach

Research ObjectivesThe body of the literature on management and exitership primarily concentrate on the vibrant nature of the common organization. This penning augments the abundantly available literature on leadership studies for organizations. The minor intentions of this paper is to generate an forward motion that will induce other academics and scholars to contract on the topic of leadership at a much wider level having more comprehensive objectives in mind. The main focus would be to explore the link in the midst of super leadership behavior and creative potential through idea generation for an innovative and creative culture within organization.Research QuestionsThe research questions in this case are presented as follows 1.What is the relationship between super leadership and creativity potential? 2.How super leadership provoke an employee to perform at its scoop up level?REVIEW OF LITERATUREWhy to shift from traditional leadership to Super- lead?Super-leadership, sometim es also called as Self-Leadership, may be defined as the dodging to lead others is hidden in by leading oneself (Manz & Sims, 2001). The main difference between traditional leadership management concept and Super-Leadership is the main focus on followers rather than leader itself, and especially the belief of improving followers capacity to lead who are effective self-leaders. Therefore, concisely, super-leadership is the way of leading others to lead themselves. As argued (Sims & Manz, 1996), for super leadership behavior to be implemented, a leader has to adopt 10 most significant shifts from traditional approach of leadership in order to move towards super leadership approach are as follows- 1.The leader helps out the team members/group to switch from external observation to self-observation. 2.The focus is on moving from designated goals to goals that are self developed. 3.Organic control is exercised by team/group members i.e. external reinforcement for task performance chang es in to innate reinforcement with an addition of external reinforcement for self-leadership behaviors. 4.Leadership prefer to motivation techniques not only based on external compensation but also based on the natural rewards associated with work. 5.The leader shifts the group to focus on self criticism rather than external criticism from the organization, which often creates bad tint upon team/group members. 6.There is a move from external problem solving towards self-problem solving techniques.7.There is a shift from external job assignments to self-job assignments. 8.Leadership moves from external planning to self planning and from external task design to self-design of tasks at step eight. 9.Any problem or issue arises should be enured as an opportunity instead of threat by the group/team members.