discussion post response

I need a 300 word response to the below discussion post. It needs three cited sources published within the last three years. One of the three can be from the bible.

Good Day Class,

Two concepts that stood out to me from this weeks reading were supportive leadership from the path-goal theory and the role-making phase from leader member exchange (LMX) theory. Both ideas connect strongly to what I experience daily in my civilian role supervising a team that handles detailed, compliance-heavy processes. Even though the theories come from different angles, they both highlight how leadership is shaped by the needs of followers and the quality of the relationship between leader and employee.

Supportive Leadership in Path-Goal Theory

Supportive leadership focuses on creating a work environment where employees feel valued, understood, and encouraged. Northouse (2026) explains that this style is especially effective when tasks are stressful or when employees feel overwhelmed. That description fits my workplace perfectly. Our deadlines, audits, and constant policy updates can easily create burnout if leaders dont pay attention to how people are doing emotionally.

In my role, Ive learned that sometimes the most important thing I can do is simply acknowledge the pressure my team is under. When someone is struggling with a new system or a complicated case, being present, patient, and approachable makes a noticeable difference. Lahiri et al. (2022) found that employees perform better when leaders show genuine care and involvement, especially in high-stress environments. Ive seen this play out many timeswhen I take the time to check in, listen, or even jump in to help with a task, the team becomes more confident and collaborative.

Farhan (2018) also emphasizes that leaders should create a culture of continuous learning. That idea aligns with how I try to lead: encouraging questions, sharing knowledge, and making sure no one feels alone when facing a challenge. Supportive leadership isnt about lowering expectations; its about giving people the confidence and resources to meet them.

Role-Making in LeaderMember Exchange Theory

The second concept that resonated with me is the role-making phase in LMX theory. Northouse (2026) describes this phase as the point where leaders and followers begin to build trust and negotiate expectations. What I appreciate about this idea is that it acknowledges leadership as a process not something that happens instantly because of a title.

In my civilian experience, Ive seen how relationships with employees evolve over time. When someone consistently communicates, follows through, and shows initiative, the relationship naturally deepens. I start trusting them with more complex tasks, and they start trusting me to support their growth. Siyal and Peng (2018) found that high-quality LMX relationships can reduce turnover intentions, which makes sense. People stay where they feel respected and where their contributions matter.

What stands out to me is that LMX doesnt assume every relationship will look the same. Instead, it challenges leaders to be intentional about how they build trust and fairness. Thats something I try to practice being consistent, transparent, and approachable so that every employee has the opportunity to develop a strong working relationship.

Bringing Both Concepts Together

Supportive leadership and rolemaking work hand in hand because both emphasize the human side of leadership. Supportive leadership ensures that followers feel cared for and understood, while rolemaking focuses on building trust through consistent actions and shared responsibility. When these two elements come together, the workplace becomes a space where people feel guided, respected, and connected to the mission. Proverbs 27:17 captures this idea well: As iron sharpens iron, so one person sharpens another (New International Bible, 2011). Healthy leadership relationships strengthen everyone involved, and that strength grows when leaders invest in both the work and the people carrying it out.