Transformational Leadership

#UPPF6033DynamicsofLeadership #Assignment4

Definition

One of the first psychological and methodological techniques used to comprehend and interpret leadership itself is transformational leadership theory. According to Burns (1978), it is a procedure including internal relationships and ideals in which a leader persuades people and changes their behavior in response to difficulties so that they can eventually take part in organizational change (Tengi et al., 2017: 79).

Burns (1978) stated there is a distinction between transactional leaders-who seek to meet the immediate needs of followers by emphasizing exchanges- and transformational leaders, who seek to increase followers' needs and promote significant changes of individuals, groups, and organizations. This study is credited with the development of the transformational leadership theory (Yammarino et al., 1993: 81–82). According to Burns (1978), leadership encompasses the capacity of the leader to inspire people and foster their moral principles in order to affect the behaviors, attitudes, values, and expectations of the followers, which in turn alters the behavior of the organization as a whole (Tengi et al., 2017:794).

4 Basic Dimensions of Transformational Leaders

According to the philosophy of transformational leadership, the leader and his followers must have a strong bond. James Burns initially used the term "transformational leadership" in 1973, according to St. Thomas University. Bernard Bass, an industrial psychologist, defined four elements that can be called dimensions of transformative leadership in 1985.

Idealized Influence of Leaders

One of the characteristics of transformative leadership that can be identified the quickest is charisma. This is a necessary component of being a good role model since it exhibits a charismatic personality that motivates people to aspire to be more like the leader, as Ronald E. Riggio, PhD, writes in Psychology Today. A transformational leader's willingness to take chances and act in accordance with a set of basic beliefs, values, and moral standards is how he best exemplifies the idealised impact. The leader establishes trust with his followers through this idea of idealised influence, and the followers in turn grow confident in their leader.

Inspirational Motivation and Ability to Inspire Confidence

The ability of the leader to inspire his followers with a sense of confidence, passion, and purpose is referred to as an inspirational motivator. The transformational leader must clearly explain the group's expectations, present a vision, and show dedication to the specific goals. Excellent communication skills are necessary for this part of transformative leadership because the leader must deliver his messages with authority, clarity, and power. Other than that, essential behaviors of a leader include consistent positivity, determination, and the capability to give positive reinforcement. 

Intellectual Stimulation and Creativity

Transformational leaders see creativity and autonomy as important aspects of their followers. The leader encourages his followers to be as creative and imaginative as possible in order to find solutions by incorporating them in the decision-making process.

To achieve this, the transformational leader questions presumptions and, without judging, seeks out ideas from followers. She influences how followers perceive and frame issues and challenges. The leader's vision enables followers to see the broad picture and be successful in their endeavors.

Individualized Consideration of Group Members

Every follower or group participant has different needs and aspirations. For instance, some people are driven by financial gain while others are by innovativeness and interest. These demands are acknowledged by the transformational leadership component of personalised treatment. The leader must be able to identify or ascertain what drives each person through listening and observation.

The transformative leader offers each team member the chance to participate in specialized training sessions through one-on-one coaching and mentoring. Team members can develop and find satisfaction in their roles due to these activities.

Strength and weaknesses

Transformational leadership has the ability to operate across diverse populations, without fear of cultural differences and with a bias-free style. Transformational leadership also focuses on using values as motivation rather than routines or structure as motivational tools.

This leadership is very frequently associated with positive outcomes for both the leader and the followers.

Pros of transformational leadership include:

• Fostering a positive and productive work environment

• Improved communication and collaboration among team members

• Encourages creativity and innovation

• Helps to build a strong sense of shared purpose and teamwork

• Enhances the overall well-being and development of followers

However, there are some possible negative outcomes of this leadership style.

Cons of transformational leadership include:

• It may be challenging for some leaders to adopt this style

• It may not be suitable for all types of followers or in all types of situations

• It may require more time and effort to build relationships with followers

• The expectations and high standards may not be met by every follower

• In conclusion, transformational leadership can be a powerful approach when it comes to motivating and inspiring followers, but it is not without its challenges.

• It may not be the best fit for all leaders or in all situations. It requires effort, patience, and persistence to develop effective transformational leadership skills.

In summary, transformational leadership can be a potent strategy for inspiring and motivating followers, but it is not without difficulties. It might not be appropriate for all leaders or circumstances. Effective transformative leadership qualities must be developed via work, perseverance, and patience.

The World Transformational Leaders

Leaders change the world by introducing new ways for people to feel, behave, and think. This idea has been applied in many ways by philosophers, novelists, religious leaders, and coaches. It is taken from psychology and religion education. Fundamentally, transformational leadership is a style that helps to improve the world.

Since they affect change in the world, global leaders are frequently referred to as transformative. They have the ability to affect change on a worldwide scale since they hold positions of authority over numerous other individuals. They are typically powerful public personalities like politicians or religious leaders. Their charisma, or the capacity to sway others' opinions and behavior, is what gives them power. When a charming individual has this kind of impact on your thoughts and emotions, it might be difficult to resist. As a result, when they have power over a sizable population, they become exceedingly deadly; an unfettered radical can wreak havoc on humanity with little opposition.

It's crucial to remember that a transformative leader's ability to influence people is based on their skill set. Someone is more or less likely to successfully apply transformational ideas depending on their skill set. Family values, upstanding morality, academic achievement, communication skills, time management, and the capacity for multitasking are some of these. Fundamentally, transformational leaders require sound mental health in order to effectively affect the thoughts and emotions of others. They also require great time management skills in order to put their ideas into practice in daily life.

There are many world leaders that practise transformational leadership. Some examples include:

Mahatma Gandhi, who led India to independence through nonviolent civil disobedience

Martin Luther King Jr., who is one of the key person in the American Civil Rights Movement

Nelson Mandela, who fought against apartheid in South Africa and later served as President

Angela Merkel, a German politician who has been a strong leader and advocate for Europe and the EU

Bill Gates was a forerunner in personal computing and the creator of Microsoft. Through the Bill and Melinda Gates Foundation, he has concentrated on philanthropy and advancing global health and education.

References: Lai, F. Y., Tang, H. C., Lu, S. C., Lee, Y. C., & Lin, C. C. (2020). Transformational Leadership and Job Performance: The Mediating Role of Work Engagement. SAGE Open, 10(1), 215824401989908. https://doi.org/10.1177/2158244019899085

Moradi Korejan, M., & Shahbazi, H. (2016). An analysis of the transformational leadership theory. Journal of Fundamental and Applied Sciences, 8(3), 452. https://doi.org/10.4314/jfas.v8i3s.192

Morley, M. (2016, October 26). Types of Transformational Leadership. Small Business - Chron.com. https://smallbusiness.chron.com/types-transformational-leadership-79286.html

Nuel, O. I. E., K., N. E., Ifechi, A. N., & Emmanuella, U. I. (2021). Transformational Leadership and Organizational Success: Evidence from Tertiary Institutions. Journal of Economics and Business, 4(1). https://doi.org/10.31014/aior.1992.04.01.329

Smith, R. & Walden University. (2015). Advantages and Barriers to Transformational Leadership Implementation in a Scientific Laboratory. Walden University ScholarWorks. https://scholarworks.waldenu.edu/cgi/viewcontent.cgi?referer=&httpsredir=1&article=1301&context=dissertations