We know what makes leaders effective. Its all about relationships.
Four Elements of Transformational Leadership
Transformational leadership theory is the most widely studied of all theories of
effective leadership.
Originally focused on leaders who "transform" groups or organizations,
transformational leaders focus on followers, motivating them to high levels of
performance, and in the process, help followers develop their own leadership
potential. They transform organizations and transform individuals. But how do
they do this?
The first element is to Be a Positive Role Model. In leadership jargon, this is
called Idealized Influence. The leader serves as a positive role model for
followers (I want to be like my leader). Moreover, the leader is admired because
she or he walks the talk in other words, the leader wouldnt ask followers to do others to want to become more like the leader. Idealized influence can be most expressed
something that he or she wouldnt do, and the leader never says one thing and
does another.
The second element is Inspirational Motivation. Transformational leaders have
the ability to inspire and motivate followers. Combine this with Idealized Influence,
and this is the source of the transformational leader's charisma.
The next two elements are about the leader-follower relationship.
Individualized Consideration is when transformational leaders demonstrate
genuine concern for the needs and feelings of followers. This personal attention
to each follower is a key element in bringing out their very best efforts, and in
developing the followers leadership potential.
The final element is called Intellectual Stimulation. The leader challenges
followers to be innovative and creative. A common misunderstanding is that
transformational leaders are "soft," but the truth is that they constantly challenge
followers to higher levels of performance.
These last two elements are also the keys to good parenting meeting the
individual needs of each child, and stimulating each to rise to lifes challenges.
Research evidence clearly shows that groups led by transformational leaders
have higher levels of performance and satisfaction than groups led by other types
of leaders. Why? Because transformational leaders hold positive expectations for
followers, believing that they can do their best. As a result, they inspire, empower,
and stimulate followers to exceed normal levels of performance. AND,
transformational leaders focus on and care about followers and their personal
needs and development.
Organizations emphasize the concept of leadership in training managers or group leaders to
propel a team or the organization forward. Within leadership, the effectiveness of the
transformational versus transactional leader is often debated. Transactional leadership relies
more on a "give and take" understanding, whereby subordinates have a sense of duty to the
leader in exchange for some reward. Transformational leadership, on the other hand, involves
a committed relationship between the leader and his followers. In 1985, industrial psychologist
Bernard Bass identified and wrote about four basic elements that underlie transformational
leadership.
Idealized Influence
Transformational leaders act as role models and display a charismatic personality that influences
through a transformational leader's willingness to take risks and follow a core set of values,
convictions and ethical principles in the actions he takes. It is through this concept of idealized
influence that the leader builds trust with his followers and the followers, in turn, develop
confidence in their leader.
Inspirational Motivation
Inspirational motivation refers to the leader's ability to inspire confidence, motivation and a
sense of purpose in his followers. The transformational leader must articulate a clear vision for
the future, communicate expectations of the group and demonstrate a commitment to the goals
that have been laid out. This aspect of transformational leadership requires superb
communication skills as the leader must convey his messages with precision, power and a sense
of authority. Other important behaviors of the leader include his continued optimism,
enthusiasm and ability to point out the positive.
Intellectual Stimulation
Transformational leadership values creativity and autonomy among the leader's followers. The
leader supports his followers by involving them in the decision-making process and stimulating
their efforts to be as creative and innovative as possible to identify solutions. To this end, the
transformational leader challenges assumptions and solicits ideas from followers without
criticizing. She helps change the way followers think about and frame problems and obstacles.
The vision the leader conveys helps followers see the big picture and succeed in their efforts.
Individualized Consideration
Each follower or group member has specific needs and desires. For example, some are motivated
by money while others by change and excitement. The individualized consideration element of
transformational leadership recognizes these needs. The leader must be able to recognize or
determine --- through eavesdropping or observation --- what motivates each individual. Through
one-on-one coaching and mentoring, the transformational leader provides opportunities for
customized training sessions for each team member. These activities allow team members to
grow and become fulfilled in their positions.
FOUR COMPONENTS OF THE
TRANSFORMATIONAL LEADERSHIP
STYLE
There is a wide array of acknowledged leadership styles. One such example is the
transformational leadership style.
James MacGregor Burns, a presidential biographer and leadership specialist, first introduced
the transformational leadership style. Burns professional endeavours were primarily
dedicated to the improvement of management principles and procedures. Through this
advocacy, he was able to formulate a mode of leadership skills in which followers,
alongside their leaders, are able to sustain equal drive, motivation, and enthusiasm.
Transformational leaders, as envisioned by James MacGregor Burns, have a clear grasp of
their teams goals and are adept at conveying these goals, alongside the steps and methods
necessary to the goals achievement, to his or her members in such a way that their palpable
faith and passion become contagious and transformative.
These leaders are equipped with unrivalled energy and enthusiasm, which they deftly
maximize for the advancement of both team and individual efforts. They are visionaries with
engaging personalities to boot, hence, allowing them to influence their teams beliefs and
perceptions for the good of the organisation, and for the eventual success of the task at hand.
A researcher named Bernard M. Bass eventually refined James MacGregor Burns leadership
style concept. This led to the conceptualisation of the Bass Transformational Leadership
Theory, which determined the four components of the transformational leadership style.
These are covered in our UK wide public leadership and management courses London ,
Birmingham, Exeter, Manchester, Newcastle, and Glasgow.
1. Intellectual Stimulation
One of the key advocacies of transformational leaders is to challenge the current
organisational culture for the purpose of determining ways to improve or augment
organisational practices and procedures. Through shaking the established norms and
questioning the status quo, the transformational leadership style amplifies followers level of
creativity, and fosters open-mindedness toward new avenues for learning.
2. Individualised Consideration
Transformational leadership style gives high regard to the importance of open communication
lines within a team. Such a scenario is considered vital in terms of providing individual
feedback and recognition, as well as in ensuring that each team member knows his or her voice
is valued in the organisation.
3. Inspirational Motivation
Clear communication of goals and definite delegation of tasks and responsibilities is a
leadership competency in which transformational leaders excel. Furthermore, those who
follow the transformational leadership style are aware that their entire team needs to be on the
same level of passion and enthusiasm in order to ensure utmost efficiency and productivity;
hence, they unwaveringly cater their expertise in support and motivation to each of their team
members.
4. Idealised Influence
Transformational leaders do not lead by intimidation or predetermined command. They lead
by setting an example. Through their keen observance of transformational leadership
practices, they are able to gain their team members faith and respect, which eventually
inspires these members to emulate their admirable qualities.
The transformational leadership style requires an intensive grasp and understanding of key
leadership concepts such as communication skills, interpersonal skills, process skills, and the
likes. Its efficacy is ultimately gauged by the level of impact it has on team members or
employees.