Running Head: LEADERSHIP STYLE ANALYSIS PAPER

Leadership Style Analysis Paper

Luz Juliana Charles

Texas Tech University

HRDV 4301

March 8, 2015
Running Head: LEADERSHIP STYLE ANALYSIS PAPER

Have you ever wondered how you can become successful and be the best at what you do

to earn a living? Have you ever thought about ways in which you could changing people’s lives

in a positive way? Have you ever stopped and asked yourself if the organization you work for is

aligned with your personal ethics and values? Well stop wondering, start analyzing and putting

to practice those leadership behaviors that lead towards impacting everyone at your surroundings

in a positive manner. In my humble opinion, the best leader to have accomplished this has been

Herb Kelleher.

An inspirational, effective, and successful workplace leader who is known for his

virtuous, servant, and genuine leadership style is Herb Kelleher. Kelleher co-founded Southwest

Airlines in 1967 along with one of his legal clients. In 1981, he became the president and CEO of

the company (Herb Kelleher, 2015). He is a resilient supporter of placing employees first, with

his most prominent leadership style being that of a servant leader. He changed people lives in a

positive way by creating a family like culture in the workplace and ensured that his personal

ethics and values aligned with those of Southwest Airlines. He fostered innovation to the extent

in which he was such a motivational leader, that his leadership style was emphasized by the

press! You can read about him and his leadership skills in numerous magazines, websites,

newspapers, journals, books, editorials and even blogs in which he is bragged on by his former

employees.

Three specific successful leadership skills that Kelleher demonstrated to have while

leading Southwest Airlines were his servant leadership, transactional and transformational

leadership behaviors. As a Transformational leader he challenged his followers to step outside of

their comfort zone and connect with him along with the organization at a deeper level; by

engaging, exciting, and rewarding them. He engaged his employees through trainings, leadership
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seminars, innovation groups and motivation. Examination in the behavior characteristics

performed by Klein (1990) champions that innovators are categorized by "reliability, flexibility,

patience, resilience, sensitivity to others, risk-taking, a thick skin, and a preference for diversity

and new social roles." All which can be utilized to describe Kelleher.

A genuine Transformational leader inspires their followers to become transformational

leaders Woods. R. H. (2012). Transformational and servant-leadership theories, are not the same

as one another, nor is one an example of the other (Stone, Russell & Patterson, 2003). Servant

leadership theory refers to individuals who convey leadership through their actions and people

pleasing personalities which Kelleher clearly has done. With his demonstrated servant

leadership, Kelleher went above and beyond to ensure his employees, customers, and

shareholders were content with his contributions to Southwest Airlines. Furthermore, he

incorporated Transactional leadership to Southwest Airlines through his profit sharing plan for

employees. Transactional leadership refers to exchanges which involve four dimensions, those

being: contingent rewards, active management by outlooks, along with passive management by

expectations, and laissez-faire (Management Study Guide, 2013). Kelleher’s transactional

leadership was engaging to those interested in monetary rewards being employees and

shareholders.

The leadership behavior that best describes Kelleher was his transformational leadership.

With his charisma, he was able to gain employee, customer and shareholders’ trust along with

capitalize on bottom line profitable results. Transformational leadership theory is exactly that, a

“transformation” of leading by example through idealized influence and motivation through

charisma, ethical values, and accomplishment of organizational goals through successful

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strategic alignment. Ensuring that the organization is aligned strategically saves confusion, time

and money. The money saved comes from mandated training to correct a problem while the

money invested in leadership training is returned with customer satisfaction and shareholder

profitability. Being able to transform an organization to its proper strategic alignment is

beneficial to employees or people in general who are able to see how this specific organization

has transformed and create the desire to be a part of it. Motivating employees to desire

organizational success, making other organizations desire to obtain similar results and

incorporating transformational leadership into their organization as well. There are four different

components of the transformational theory, intellectual stimulation, individualized consideration,

inspirational motivation and idealized influence. The Transformational leader challenges their

followers to step outside their comfort zone and connect with them at a deeper level by engaging

and stimulating those (Woods. R. H. 2012). Challenged followers lead to critical thinking and

creativity, which fosters innovation. All of which he was able to do while Chairman of

Southwest Airlines.

Kelleher’s leadership approach correlates to the leadership skill discussed in class, being

servant leadership. Kelleher utilized innovation in order to intrigue and better “serve” his

employees. Making them feel as if their ideas matter, can make a difference and provide for the

end result of organizational success. He believes that in order to be a successful leader you must

reflect your appreciation in this order: employees, followed by customers and then shareholders.

He believes that they are all equally significant but should be considered in that order to achieve

the best results possible for the organizations success. Through the means of catering to his

employees first, the trickledown effect flows to customers. Employees go above and beyond to

make their customers feel welcome and comfortable when flying with Southwest airlines.
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Kelleher’s support for innovation also reflected on his servant leadership approach which

fostered employee support and collaboration towards achieving Southwest airlines mission,

vision, and values. It is easier to please employees and get them to please their customers if they

share the same morals and values as the organization. Corrupt organizations, or those who

embrace violations of the law in order to be profitable will find it hard to keep employees if they

do not share the same beliefs. Kelleher believes in always doing the right thing to avoid litigation

or legal implications.

The servant leadership approach has been successful for Kelleher. Kelleher used

contingent rewards exchange by setting SMART goals for management to utilize for their direct

reports. SMART goals are those that are specific, measurable, attainable, realistic, and timely

(Management Study Guide, 2013). If the employees met these SMART goals then during their

yearly appraisal review they would receive a monetary reward which includes a pay increase

percentage depending on how they ranked regarding the goals attained. This is besides the profit

sharing plan that Herb established leading to yet another form of monetary reward and

recognition. As a servant leader, he went above and beyond to ensure his employees were

content with his leadership and contributions to the organization. This describes Kelleher’s

success in terms of keeping employees happy, which in turn led to keeping customers satisfied,

and ultimately profited shareholders and kept them invested in Southwest Airlines. Because he

rewarded his employees he incorporated and capitalized on the shared profits resulting from

meeting organizational goals and objectives, followed by significant profitable success.

Southwest airlines has been the only airline to turn a profit for twenty-four (24) consecutive

years (Herb Kelleher, 2015).

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The first lesson learned from Kelleher’s leadership approach that I could incorporate

within my current or future workplace for that matter, would be to lead by example while

inspiring people at the same time. Profitable organizations need a results-driven structure, clear

roles, an effective communication system, methods of monitoring performance and giving

feedback, along with a means of documenting and constructing fact-based conclusions (Davis,

1995, p.92). I would utilize my current leadership style of transformational leadership and

strategic alignment knowledge in order to lead by example the way that Kelleher did at

Southwest Airlines. I would be sure to focus on my leadership style and keep leadership theories

in mind (both servant and transformational leadership) by discarding the negative and embracing

the positive (Robertson, T., & Demand Media, 2015). Communication is key when serving as a

leader and incorporating a results driven structure. Training is a viable source of communication

(Harris, T., & Sherblom, J., 2011). Trained employees feel supported, and included as part of the

organization which lead to positive performance and increased productivity.

As a second lesson, I would definitely incorporate Herb’s belief that in order to be a

successful leader you must reflect your appreciation for organizational success in the following

order: employees, then customers and finally shareholders. Southwest airlines strives to keep a

low cost, a high impact customer service and a focus on people (Mueller, T., & Leahy, C., 2009).

Keeping low costs while providing a high quality of service makes your organization a top

competitor. Being keen on employee appreciation, respect and loyalty are all great leadership

behaviors. Given that I am currently in the manufacturing industry, I feel as though taking these

leadership skills and behaviors into play would benefit my organization. Kelleher’s historical

performance proved this to be true and therefore, I plan on applying this knowledge and advice

in order to become a more successful leader while achieving organizational success.

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In conclusion, Herb Kelleher was a very successful leader who incorporated several

leadership behaviors to be the best leader he could be. This resulted in numerous accolades from

influential and successful people across the globe. Not only did he prove that being a great leader

can be rewarding in numerous ways but he also motivated employees to want to follow in his

footsteps. After learning about Kelleher I have found a passion and a desire to be like him and

follow his leadership behaviors. I have always known that I was destined for greatness but I did

not know how exactly I needed to go about making a change or becoming a positive and proven

leader. Having learned about the various leadership behaviors, traits and skills has expanded my

knowledge. Having broadened by horizons and equipped me with the basic tools needed to

become a successful leader; one to lead by example, change people’s lives for the best of their

future and I am confident that I will play a major role in my organizations success.
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References

Davis, J. R. (1995). Interdisciplinary courses and team teaching: New arrangements for

learning. Phoenix, AZ: American Council on Education and Oryx Press, 50-92.

Harris, T., & Sherblom, J. (2011). Small group and team communication (5th ed.). Boston:

Pearson Education/Allyn & Bacon.

Herb Kelleher. (2015). The Biography.com website. Retrieved March 7, 2015, from

http://www.biography.com/people/herb-kelleher-278970.

Management Study Guide. (2013). Transactional leadership theory. Retrieved March 7, 2015,

from http://managementstudyguide.com/transactional- leadership.htm

Mueller, T., & Leahy, C. (October 8, 2009). Southwest Airlines CEO Kelly on LUV, Leadership

and Employee and Customer Satisfaction | McCombs TODAY.

Today.mccombs.utexas.edu. Retrieved March 7, 2015, from

http://www.today.mccombs.utexas.edu/2009/10/southwest-airlines-ceo-kelly-on- luv-

leadership-and-employee-and-customer-satisfaction

Robertson, T., & Demand Media. (2015). Leadership theory vs. leadership style. Houston

Chron. Retrieved March 7, 2015, from http://smallbusiness.chron.com/leadership-

theory-vs-leadership-style-32967.html

Stone, A.G., Russell, R.F., and Patterson, K. (2003). Transformational versus servant

leadership: a difference in leader focus. Leadership & Organization Development

Journal, 25(4).

Woods. R. H. (2012). Managing Hospitality Human Resources (5th ed.) Lansing,

Michigan: American Hotel & Lodging Educational Institute, 133.