WHAT ARE Transformational Leaders?
The concept of transformational leadership was first mentioned in the book Leadership by author James McGregor Burns in 1978. The author defines transformational leadership style as the leader and their associates working together to achieve success. to the heights of morality and motivation.
Following this idea, in 1985, Bernard M. Bass expanded the research model and clarified this leadership style through the following characteristics:
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Be an example of integrity and fairness
Set clear goals
Have high expectations
Directing people to look beyond their own self-interest
Inspire people to achieve the impossible
It can be said that a leader who pursues a transformational style is someone who has a vision of future trends, thereby seizing the opportunity to take the business to the next level. In today's fiercely competitive market, transformational leadership is considered one of the most popular and effective corporate leadership styles.
ALL IS TRUST
Change also includes learning new behaviors and letting go of old ones. It is very difficult for employees to do this without support and training.
Transformational leadership guides employees, giving them the confidence and motivation to adapt to change. They clearly understand the fact that change and new knowledge will bring added value. Transformational leadership focuses on creating trust.
A leader following this theory guides his or her employees, engages them, and encourages and motivates them to develop themselves so that they can make the best use of what they have. In addition, employees also expect certainty and safety. To do that, transformational leaders focus on employees at all levels of the organization, preparing for change, and empowering them in the process.
Pillars
Transformational leadership focuses on three main pillars: igniting and building a vision for employees, caring for each individual, and challenging their intellect.
Transformational leadership infers employee motivation not only from external factors such as salary and good working conditions but also from internal factors such as appreciation and responsibility at work.
Thus, a transformational leader will focus on the standards, values, needs, competencies and also follow them actively. It refers to intimate communication with individuals and increasing employee capacity. A transformational leader can guide them in the right direction by learning what their employees want and knowing what their ambitions are.
The Nature of the ORGANIZATION
Transformational leadership is not about thinking differently, but about seeing a situation differently. Transformation, in itself, implies that it is the nature of the organization to change.
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This requires far-reaching action and change at the very root of an organization's culture, including its values, rules, procedures, structures, systems and processes. Transformational leadership is therefore proactive, and managers must be held accountable at all levels.
The traditional style of Transactional Leadership can continue to exist in the form of tasks and tasks assigned by managers to their employees. However, the risk is that the employee will not be held accountable for his or her actions and will only focus fully (or partially) on getting a reward or not. Transformational leaders help them realize they can add value. Trust creates the measure, but respect, solidarity, equality, patience, and synergy are also key factors.
Transformational leaders are expected to talk to their employees, listen, and spark their ambitions. There are a few points that need attention:
- Open system: There is unity in the organization with a dynamic collective and the synergy between technology and people.
- Mutual influence: Different principles work together instead of being dependent on each other.
- Tolerance: In an organization, people must be open to each other about do's (or don'ts), self-organizing processes, sharing of creative ideas, and problem solving.
- Openness: We must be open to experiencing new things and listening to each other.
- Coaching: Everyone (including managers) in the organization must be willing to develop themselves personally.
QUALITY OF TRANSFORMING LEADERS:
There are four main components of transformational leadership, also known as the four I. These include:
Intellectual stimulation A transformational leader challenges followers to be creative and innovative.
Personal review a transformational leader who shows genuine concern for the needs and feelings of his followers.
Motivational Inspiration a transformative leader capable of inspiring and motivating followers.
Idealizing influence a transformational leader who acts as a role model for followers and really walks the talk.
When a leader can implement each component, acting as a role model, motivator, innovator, and coach at the same time, they will transform those around them into better, more productive individuals and more public.
Being able to achieve this is easier said than done, and requires both possessing the innate traits associated with transformational leadership and a commitment to the guiding principles of this leadership style. To meet these four components, a transformational leader must be someone who:
Empower followers to do what's best for the organization
Is a powerful role model with high value
Listen to all perspectives to develop a spirit of cooperation
Create a vision, use people in the organization
Act as a change agent in the organization by providing an example of how to initiate and implement change
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Help the organization by helping others contribute to the organization
WHAT LEADERS NEED TO DO TO CHOOSE THE TRANSFORMATION LEADING STYLE?
Step 1: Create an inspirational vision of the future
Either way, associates need a compelling reason to follow your lead. That's also why leaders need to outline and communicate an inspiring vision for the future.
A vision is effective when it sets a realistic purpose for the organization and is built on available resources. IBM CEO Ginni Rometty has outlined the potential business strategy of the supercomputer Watson with amazing speed, even being able to diagnose cancer for users. Rometty's vision set the company ahead of its competitors and opened up opportunities to penetrate untapped markets like Africa.
Leaders can use Mullins' 7-area model to analyze the business environment, thereby orienting a vision that is in line with the company's mission and vision.
Step 2: Encourage people to voice their opinions and distribute the vision
After mapping out the vision, the leader aligns it with the goals and tasks of each team member to help them see how they can contribute to it. Like William Arthur Ward once said Leadership is based on inspiration, not domination. And based on cooperation, not intimidation.
Unlike authoritarian or transactional leadership styles that are all based on subjective opinions and self-interest, transformational leadership is how you create motivation and inspire people to boldly express their values. For example, talk about a vision often with a good future that all members aspire to.
In addition, one tactic to win the hearts of transformational leaders is to pay attention to employee feedback during the work process. Because this creates a good relationship between superiors and subordinates, as well as limiting problems that may arise unexpectedly.
Step 3: Manage vision delivery
A clear vision cannot come true on its own, it must be properly distributed. To manage the delivery of the vision, you first need to combine effective project management and change management.
This will help you promptly improvise changes in the process and incorporate everyone's support. By clearly dividing each member's roles and responsibilities, it helps them fully understand what they are doing and what the purpose is, so the vision will be more easily distributed by management.
Next, define a SMART model to define short-term goals to keep the business motivated. Leaders should use a goal-based management style to combine short-term goals with long-term goals.
The survey by Ames and Flynn (2007) found that assertiveness is the most important factor for leaders than any other qualities such as charisma, commitment, and intelligence. Therefore, transformational leaders must set a good example for their employees when decisively offering solutions to the most difficult situations.
Step 4: Build strong trust-based relationships with people
The final and most important step in today's transformational leadership process. 92% of Google employees say they are completely satisfied with the organization's leadership style. As a transformational leader, you need to focus your investments on people, because it's none other than them who will make your company's vision a reality.
Some experiences that help leaders build trust with their employees include: being opinionated and consistent when making important decisions, keeping promises when rewarding employees with good performance or Simply take the time to chat and learn about employees.
Leadership is a long process, as the person running an organization, you need to stay open and honest to build relationships, build trust and help people grow in all aspects. , even stand responsible for their own mistakes.
Summary
In short, transformational leadership style is an inevitable trend today. Above are outstanding suggestions for you to pursue an inspirational leadership style and create effective productivity. Success is not easy if everyone just applies theory. The leader himself needs to spend time developing his own skills, thereby contributing to the development of the team.
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