Transformational leadership in the modern business world is positioning itself as a new type of management activity. The American management classics Peter Drucker and Warren Bennis were the first to clearly formulate the difference between leadership and management. They explained it this way: the goal of management is to do this or that task correctly, and leadership is to choose the right thing to do. Further, we will talk about transformational leadership, the disadvantages and advantages of this approach, self-organization of employees, and so on. So let's get started.
What is transformational leadership for?
Due to the fact that the structure of modern sales markets is changing every year, most of the products and services that were in demand recently are of no interest to anyone today. That is, the staff, who previously knew and understood the policy of their field of activity, turns into incompetent workers. Transformational leadership helps to take into account all the innovations, anticipate the desires and needs of customers in advance, and also create new motives,that lead to innovative drugs, services and products. That is why every industry in our time requires, first of all, competent leadership, and only then management. If a person fails directly in leadership, then no management will save the "sinking ship".
The History of Transformational Leadership
The concept of this kind of leadership was introduced by veteran expert and biographer James MacGregor Burns. He argued that the task of a true leader is to find a cherished point of interaction with his followers, to use the appropriate motivation to change his own needs, thereby reaching a new level of work. In addition, the theory of transformational leadership helps to rally the team in order to improve their level and change their own expectations.
Somewhat later, the American psychologist Bernard Bass expanded on the theory of his predecessor and added that a transformational leader can be identified by his ability to influence other people. Such a person inspires trust and respect among those who follow him.
Transformational Leadership Theory
James McGregor Burns developed and systematized the theory of leadership, which explains that a transformational leader can change or correct the behavior and attitudes of his followers. In order to change the way people think and direct their actions in the right direction, the leader must be able to see a certain situation outside the generally accepted boundaries, as well as calculate all possible options for the development of an event, towho prepares followers.
In transformational leadership theory, there are four forms of leadership that affect followers:
- charisma;
- intellectual stimulation;
- inspirational motivation;
- individual participation.
There are other factors that matter, but they are less significant than those already listed above, so they can be overlooked without losing information.
Charisma
Charismatic and transformational leadership are closely related. A true leader should serve as a role model for his followers, show not to himself what they can become if they do what they are advised. The concept of transformational and charismatic leadership carries an idealized influence, that is, it is a strong model of the perfect person. This does not mean that the leader must be tough and assertive, but quite the contrary. Followers should see that their leader really only wants the best for the company and for them in particular: he sets goals that will take them to a new level of life, and he also sacrifices his material achievements for the benefit of the mission. In addition, transformational leadership implies the constant self-development of the leader. Without this, it will not be possible to take such a position for a long time. The main tasks of a leader are "vision" and "action". The first allows you to clearly see the goal,and with all the difficulties that will have to be encountered on the way to its implementation. The second shapes the behavior of followers.
Encouragement
Intellectual stimulation implies a system of rewarding followers for a new interesting approach to a task, new ways of doing work. This method helps people discover something new in themselves, learn new things and develop themselves. In addition, encouragement develops a sense of self-confidence, activates the intellectual activity of a person, fresh ideas for new projects appear, an unusual and rational way of solving problems. When rewarded, the transformational leader points to a smart and creative approach, and thinks about the best way to solve the problem.
Inspiration
Inspirational motivation has the character of inspiring people. In clear and simple language, the transformational leader describes the options for the near future, which will become available to all if the goals are achieved. With the right setting of motivation, employees will perform any task with pleasure. It will be a joy for any person to do work that will improve their quality of life.
Personal touch
Individual involvement or leadership through people development is a way of caring for your followers. This means taking into account the personal needs of each employee, you need to create comfortable conditionsfor work activities. It is necessary to give tasks from different categories, as routine work will tire any, even the most enduring employee. One more necessary detail: the leader is always open for communication and advice. Employees who come to him with a new idea should be listened to and praised. This will allow followers not to be afraid to share their thoughts, develop professional skills and hone their skills.
Self-efficacy
The transformational leadership style also involves developing and reinforcing employees' sense of self-efficacy. Any person from time to time needs to make sure that he is needed by society. This gives a big leap in the personal growth of a person, as well as a sense of effectiveness.
There are a few things you need to do to raise your employees' sense of efficiency:
- The task of success. The leader sets a task for the followers, which is sure to succeed. When the goal is achieved, the employee develops a sense of self-confidence, and the fear of failure is automatically reduced. Gradually, the leader complicates the tasks, but it is already easier for the employees to complete them, since a confident person can do everything.
- Emotional challenge. The most effective way to develop an employee's own productivity. In this case, a goal is set that requires maximum effort to achieve it: the task is very difficult, but doable. Giving an employee a similar task, the leader confirms that the task is difficult and will require a lot of effort. The essence of transformational leadership in the organization in this situation is that there is a veiled call for the employee to try himself in a difficult task, to test his own strength. As you know, after completing such a task, a person with a sense of accomplishment will report to his superiors, receive encouragement and start working with renewed vigor.
- Demonstration of own success. A personal example of success always has an effective effect on followers. Looking at him, a person seeks to increase his own significance, adopting the style of action and thinking from his leader.
Transformational leadership theory: strengths and weaknesses
Each way of leadership has its pros and cons. This theory has more advantages, as it is incredibly thoughtful and clear. Unlike all types of leadership, transformational theory is more popular, as it is convenient for both the head of the organization and employees. With the right and competent motivation, the return on followers will be one hundred percent. It was when choosing this theory of doing business that the highest productivity and participation of each employee in the business was noted.
The only disadvantage for the leader himself is that he needs a person whom he can speak out and trust. Holding a leadership position means taking on a lot of responsibility and having a colossal moral burden.
