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Humanistic leadership is an ethical philosophical approach that recognizes the dignity and value of each member of the group or team. This approach is based on building a leadership culture based on trust, ethics and empathy. Humanistic leadership is a set of principles based on humanism with a vision, mission, values ​​and expected behaviors. It is values-driven leadership based on principles such as humility, responsibility, positivity and love.

Sternberg in 2006, proposed the theory of cathexis and confluence focused on understanding creativity. According to investment theory, creativity requires a confluence of six distinct but interrelated resources called intellectual abilities, knowledge, thinking styles, personality, motivation, and environment. He emphasizes that creativity is not about one thing, but about a system of things.

The University of Iowa studies were the first leadership study to analyze leadership using a scientific methodology. The study was conducted by Lewin, Lippitt and White and worked on different leadership styles. Studies have explored three styles of leadership – authoritarian, democratic and laissez-fair leaders. This first study was very late and established three major styles of leadership.

Jung first presented his personality theory and explained that all humans have a natural impulse to relate meaningfully to the world through productive work and to people through meaningful relationships. He used four psychological functions – thinking and feeling (rational functions) and sensation and intuition (irrational functions). He also used introversion and extroversion and its impact on appropriate leader behaviors.

Robert Katz identified three leadership skills called – technical skills, people skills and conceptual skills as the basic personal skills essential for leadership. Leaders must possess these three skills that help them optimize a leader’s performance. Technical skills are related to the field, human skills are related to communicating with people and conceptual skills related to defining the vision.

David Kolb produced this popular learning model in 1984. The model suggests four stages of learning that most learners go through to learn effectively. Learning is in itself a process of change. Something adds to our perception and prepares us for the next impression, which will change our understanding even more, however small. Kolb’s contribution is significant because it practically equates change with learning.

Leader-Member Exchange Theory (LMX), also known as Vertical Dyad Bonding Theory, is a relationship-based approach that focuses on the two-way (dyadic) relationship to get the most out of all members. of the team. How leaders maintain their position in groups and develop an exchange with each of their subordinates. How leaders and members develop relationships that can help growth or hinder development.

The Leader-Participation model provides a set of rules for determining the form and amount of participatory decision-making. It helps to identify different ways to make a decision depending on the degree of participation of the followers. It offers a method for leaders to involve all members of the organization in working together to make decisions.

Kouzes and Posner presented the Transformational Leadership Leadership Inventory Model. This model is also known as Kouzes and Posner’s leadership challenge model. They identified five exemplary leadership practices: modeling the way, inspiring a shared vision, challenging the process, empowering others, and nurturing the heart.