Everyone respects Molly.

Her team members

are fiercely loyal, and they're highly successful
as individuals, and as a team.
By contrast, other leaders in the organization report that their people
seem disengaged. They experience high staff turnover, and their results
are often disappointing.

So, what does Molly do that other leaders don't?

To begin with, she regularly reminds her team members of the purpose
of their work. And she knows that she's a role model for her team, so
she demonstrates integrity in all of her working relationships.

Molly is a transformational leader. She sets high expectations, but

"walks the walk" to demonstrate the standards that she expects. In this
article, we'll explore what transformational leadership is, and we'll
outline how you can become a transformational leader.

What is Transformational Leadership?

Leadership expert James McGregor Burns introduced the concept of
transformational leadership in his 1978 book, "Leadership." He defined
transformational leadership as a process where "leaders and their
followers raise one another to higher levels of morality and motivation."
Bernard M. Bass later developed the concept of transformational
leadership further. According his 1985 book, "Leadership and
Performance Beyond Expectations," this kind of leader:
Is a model of integrity and fairness.

Sets clear goals.

Has high expectations.
Encourages others.
Provides support and recognition.
Stirs the emotions of people.
 Gets people to look beyond their self-interest.
Inspires people to reach for the improbable.
More than 25 years after Bass' book, transformational leadership is often
argued to be the most important ideas in business leadership.

Note:
See our article on leadership styles to explore other ways to lead, and
to select the one that's right for your situation.

How to Become a Transformational Leader

We've distilled Bass' ideas into a process that you can use to become a
transformational leader. This involves you:

1. Creating an inspiring vision of the future.

2. Motivating people to buy into and deliver the vision.
3. Managing delivery of the vision.
4. Building ever-stronger, trust-based relationships with your people.
Note:
As you can see, our process doesn't map directly onto Bass' list.
However, it does translate the traits that he set out into clear and
actionable steps.
Use these steps, along with the tools we outline below, to develop your
transformational leadership skills.

Step 1: Create an Inspiring Vision

People need a compelling reason to follow your lead, and this is why
you need to create and communicate an inspiring vision of the future.

Your vision sets out your team or organization's purpose why you
all get up in the morning to do what you do. You develop this partly by
understanding the values of the people you lead, partly by
understanding the capabilities and resources of your organization,
and partly by conducting an intelligent analysis of your environment,
and selecting the best way forward within it.
This is the subject of business unit strategy, and developing a coherent
strategy takes a lot of hard work and careful thought.
If you're developing a vision for your organization, use Mullins' Seven
Domains Model to analyze your environment. Then, use tools such
as Lafley and Martin's Five-Step Strategy Model to develop your
strategy. This is usually then expressed in a business plan , and
summarized in a mission statement .
If you're developing a vision for your team, start with the company's
mission and vision, and explore the ways in which your team can
contribute directly to it.

Step 2: Motivate People to Buy Into and Deliver

the Vision
Now, starting with your mission statement , you need to appeal to
your people'svalues , and inspire them with where you're going to lead
them, and why.
Use business storytelling as part of your call to action: this will help
people appreciate the positive impact of your vision on the people you're
trying to help. (Hint: if the only person you're trying to help is yourself,
you won't inspire anyone.)
Then, talk about your vision often. Link it to people's goals and tasks to
give it context, and help people see how they can contribute to it.

Transformational leaders also know that nothing significant happens

unless they encourage their people. So, make sure that you know about
the different kinds ofmotivation , and use these to inspire your people
to deliver their best.

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Step 3: Manage Delivery of the Vision
A vision is no use on its own: it needs to become reality. However,
many leaders make the mistake of developing a vision, but of not
putting in the hard and often mundane work of delivering it.

To manage the delivery of your vision, you'll need to combine

effective project management with sensitive change management .
This will help you deliver the changes you need with the full support of
your people. Communicate each person's roles and responsibilities
clearly, and connect these to your plans. Everyone should fully
understand what they're responsible for, and know how you will
measure their success. Next, set clear, SMART goals for everyone,
including some short-term goals that will help people achieve quick
wins and stay motivated. Use management by objectives to link
short-term achievement to your longer-term goals.
You may need to build your self-discipline and stamina, so that you
don't let yourself down. And, set a good example to your people
especially if they're affected by delays or difficulties by being a model
of hard work and persistence.
Also, stay visible by practicing management by walking around .
This is an ideal technique for transformational leaders, because it helps
you stay connected with daily activities, and allows you to answer
questions as they arise.
Tip:
Clear communication is essential to transformational leadership.

Take time to make sure that your communications are heard and
understood, and give clear, regular feedback , so that your people
know what you want.

Step 4: Build Ever-Stronger, Trust-Based

Relationships With Your People
As a transformational leader, you need to focus your attention on your
people, and work hard to help them achieve their goals and dreams.
Use Dunham and Pierce's Leadership Process Model as your
starting point. This tool outlines how important your people are to your
success as a leader.
It also underlines the fact that leadership is a long-term process, and
that, as a leader, you need to work constantly to build relationships, earn
trust, and help your people grow as individuals.

Meet your people individually to understand their developmental

needs , and help them to meet their career goals. What do they want to
achieve in their role? Where do they see themselves five years from
now? How can you help them reach this goal?
You can build trust with your people by being open and honest in
your interactions. Use the Johari Window to disclose safe personal
information about yourself, and to get a better understanding of "what
makes your people tick."
Lastly, set aside time to coach your people. When you help them find
their own solutions, you not only create a skilled team, but you also
strengthen their self-confidence and their trust in you.
Key Points
Transformational leaders inspire great loyalty and trust in their
followers. They have high expectations, and they inspire their people to
reach their goals.

You can become a transformational leader by following these steps:

1. Create an inspiring vision of the future.

2. Motivate people to buy into and deliver the vision.
3. Manage delivery of the vision.
4. Build ever-stronger, trust-based relationships with your people.
Keep in mind that, to succeed as a transformational leader, you'll need to
work on your own skills, and set aside time and space for personal
development.
This site teaches you the skills you need for a happy and successful
career; and this is just one of many tools and resources that you'll find
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