example essay on transformational leadership

What is Transformational Leadership? (Examples + How-To)

You're on a quest to become a better leader, and you've stumbled upon a term that keeps popping up: transformational leadership. You're in the right place to find out what it means, why it matters, and how it could change your life and the lives of those you lead.

Transformational Leadership is a leadership style where the leader inspires and motivates team members to exceed expectations, fosters an environment of trust and respect, and ultimately drives positive organizational change.

Don't just skim the surface; let's get into the nitty-gritty of transformational leadership. We'll uncover its roots, its impact, organizational effectiveness, and even its criticisms.

What is Transformational Leadership?

Transformational Leadership is a term that gets tossed around a lot, especially when people talk about great leaders who've made a real difference. But what does it actually mean?

Imagine you're in a boat and everyone's rowing. But there's a catch: You're not getting anywhere because everyone's rowing in different directions. A great transformational leader steps in and not only aligns everyone to row in the same direction but also makes them want to row harder and faster.

In simpler terms, a good transformational leaders' leader isn't just a boss; they're more like a mentor or coach.

Transformational Leadership is when you, the leader, motivate and inspire your team to exceed usual expectations and performance levels. You achieve this through various ways: communicating a compelling vision, fostering creativity, and building strong, respectful relationships with team members.

Importantly, transformational organizational leadership is not about directing or controlling. It's about nurturing growth—in both individuals and organizations.

The History of Transformational Leadership

You now know what transformational leadership is, but where did it come from? The concept of transformational leadership isn't as new as you might think; it has roots that date back to the late 20th century.

The term was first introduced in a presidential address by sociologist James V. Downton in 1973. But the concept really gained traction when James MacGregor Burns penned his seminal book "Leadership" in 1978.

Burns drew a line between transactional leaders , those who operate on an exchange basis like "do this for me, and I'll give you that," and transformational leaders , who ignite the internal motivations of their team members to exceed expectations.

Burns argued that effective transformational leaders create a more ethical and empowering environment.

The 1980s brought more meat to the bones of transformational leadership theory. Researchers like Bernard M. Bass expanded upon Burns' ideas.

Bass introduced the concept of Charismatic Leadership , which is a component of transformational leadership. He said that transformational leaders often have strong sense of charisma, but charisma alone isn't enough. You also need to empower your team, listen to them, and encourage their personal growth.

By now, you're starting to see how this leadership style has evolved over time. Knowing its history gives you a richer understanding of why it's so impactful today.

And as you'll find out, transformational leadership is not just a theory but a practice that has been embraced across diverse settings—from businesses to politics and education.

The Four 'I's of Transformational Leadership

You're probably thinking, "Okay, transformational leadership sounds great, but what makes it tick?" Experts usually break it down into four key components, often referred to as the Four 'I's.

First up is Idealized Influence . This is all about being a role model. You set high standards for ethical behavior and show dedication. When your team sees you walking the walk, they're more likely to trust you and follow your lead.

Second is Inspirational Motivation . Imagine you're a coach giving a halftime speech. You're uplifting your team, filling them with energy and enthusiasm for the tasks ahead. You set exciting visions for the future and show how everyone plays a vital part in reaching that vision.

The third 'I' stands for Intellectual Stimulation . Here, you're not just giving orders; you're encouraging your team to think creatively and solve problems. Imagine a teacher who doesn't just want the correct answer but challenges students to explain how they got there.

Last but not least, is Individualized Consideration . This means you're tuned into each team member's needs and potential for growth. It's like a gardener knowing exactly how much water, sunlight, and nutrients each type of plant in the garden needs. You provide coaching, give feedback, and open doors for individual consideration and opportunities that will help them grow.

Together, these four components make the transformational leadership style what it is—a holistic approach to guiding a team to reach and exceed their potential.

Transformational Leadership vs Other Leadership Styles

By now, you're getting a pretty good grip on what transformational leadership entails. But how does it stack up against other leadership styles? After all, it's not the only game in town.

You might have heard of Authoritarian Leadership , where the leader calls all the shots and expects the team to follow without question. It's like a strict parent dictating every move their child makes.

Transformational leadership, in contrast, gives room for creative thinking and individual growth. Instead of telling you what to do, a transformational leader guides you in discovering the best course of action for yourself.

Then there's Laissez-Faire Leadership , a style of organizational structure where the leader takes a hands-off approach. Picture a laid-back supervisor who lets the team figure things out on their own.

While this approach can foster independence, it often lacks the motivational spark that transformational leadership provides.

Don't forget about Transactional Leadership , which we touched on earlier. This management style is more about give-and-take. It's like a business deal: "You complete this task, you get a reward."

While transactional leadership can be effective, it doesn't aim to transform or inspire on a deeper level.

Transformational leadership has its own unique flavor. It combines the best of different worlds: it's motivating but not controlling, structured but not rigid, and inspirational without being unrealistic.

Examples of Transformational Leaders

1) Nelson Mandela

First, let's talk about Nelson Mandela. He led South Africa out of apartheid and into a new era of racial equality and democracy.

Mandela didn't just give orders; he inspired a nation. His leadership wasn't about transactions; it was about transformative change.

He exemplifies Idealized Influence , one of the Four 'I's we talked about earlier, by being a moral compass for his followers.

2) Oprah Winfrey

Next up is Oprah Winfrey. She broke multiple barriers in her career, and her impact extends beyond television to education and philanthropy.

Oprah is a fantastic example of Inspirational Motivation . She has the unique ability to connect with people, inspiring them to take action and make positive changes in their lives.

3) Steve Jobs

Steve Jobs, co-founder of Apple, transformed the way we interact with technology. He pushed for innovative designs and user-friendly interfaces, changing our relationship with computers, smartphones, and tablets.

Jobs exemplifies Intellectual Stimulation by encouraging his team to think differently and challenge the status quo.

4) Malala Yousafzai

Malala Yousafzai stood up for girls' education in Pakistan, despite facing life-threatening dangers. Her courage and advocacy have inspired a global movement.

Malala represents Inspirational Motivation and Idealized Influence by standing up for what she believes in and motivating others to do the same.

5) Richard Branson

The founder of the Virgin Group, Richard Branson, is known for his adventurous spirit and willingness to take risks. He has created a culture that fosters innovation and creativity across various industries, from music to air travel.

Branson illustrates Intellectual Stimulation by continually encouraging new ideas and approaches.

6) Angela Merkel

Angela Merkel, the Chancellor of Germany for over a decade, was a stabilizing force in European politics. She managed multiple crises, from the financial downturn to the refugee situation, with a balanced and humane approach.

Merkel shows Individualized Consideration by focusing on long-term solutions that consider the well-being of all parties involved.

7) Tony Dungy

Tony Dungy, former NFL coach, transformed the Indianapolis Colts into a Super Bowl-winning team. More importantly, he did it while emphasizing the importance of character and moral integrity.

Dungy is a prime example of Idealized Influence because he led by example, setting a standard for both sportsmanship and leadership.

The Psychology Behind Transformational Leadership

You might be wondering, "What's the secret sauce that makes transformational leadership so effective?" Well, it's not just about actions; it's also about the psychological impact on the team.

Firstly, this leadership style taps into Maslow's Hierarchy of Needs . Remember Maslow? He's the guy who said we have a pyramid of needs , from basic survival up to self-actualization. Transformational leaders aim for the top. They're not just offering you a paycheck (survival); they're helping you fulfill your potential ( self-actualization ).

Second, there's the concept of Emotional Intelligence , or EQ. Transformational leaders usually score high in EQ. They're tuned into their own emotions and can read the room, sensing the team's mood and adjusting their approach accordingly.

Lastly, let's talk about Intrinsic Motivation . This means you're doing something because you genuinely want to, not because you're getting a reward or avoiding a penalty. Transformational leaders excel at firing up this kind of motivation. They inspire you to give your best not for external rewards and punishments, but because you're committed to the vision and the team.

So, the psychology of transformational leadership is a mix of meeting higher-level needs, emotional intelligence, and intrinsic motivation. It's a compelling blend that not only gets results but also fosters a positive, engaged, and loyal team.

How to Cultivate Transformational Leadership Skills

By now, you've got a solid understanding of what transformational leadership is and why it works so well. You've even seen it in action through real-world examples and psychological frameworks. But here's the kicker: you can develop these skills, too. Let's break it down step by step.

First on the list is Self-Awareness . Before you can lead others, you need to know yourself . Take some time to reflect on your strengths and weaknesses. There are tools like the SWOT analysis (Strengths, Weaknesses, Opportunities, and Threats) that can help. Knowing where you stand enables you to be a more effective leader.

Second, work on Communication Skills . Effective communication is more than just talking; it's about listening, too. If you can clearly articulate your vision and also pay attention to what others are saying, you're on the right track.

Last but not least, cultivate Empathy . This means putting yourself in someone else's shoes and understanding their perspective. Empathy allows you to connect on a deeper level, making it easier to inspire and motivate your team. It turns out, being a good leader is also about being a good human.

So there you have it—three achievable steps to hone your transformational leadership skills. And guess what? As you develop these skills, you'll not only become a better leader but also a better teammate, friend, and overall person.

Applications of Transformational Leadership

You've read about how transformational leadership works and how to cultivate the skills it requires. But where does this leadership style really shine? Let's unpack its applications in various fields, showing you that it's not a one-size-fits-all kind of deal.

In the Business World , transformational leadership helps companies adapt and innovate. Whether it's a tech startup or a century-old manufacturing firm, this leadership style can invigorate a company's culture. Leaders inspire employees to be proactive, solve problems creatively, and feel a stronger commitment to their roles.

Workplace Scenario: Improving Productivity in a Sales Team

• Identify the Issue : The sales team is not meeting its targets.
• Open Dialogue : The manager arranges a meeting to understand the challenges faced by the team. This is a form of Individualized Consideration .
• Clear Vision : The manager outlines a new sales strategy, which focuses on relationship-building with clients rather than just meeting quotas. This falls under Inspirational Motivation .
• Skill Development : The manager organizes training sessions to improve customer communication skills, tapping into Intellectual Stimulation .
• Celebrate Wins : Small victories, like landing a big client or successfully implementing a new sales tactic, are celebrated, reinforcing Idealized Influence .

Now, imagine a Healthcare Setting . Medical professionals often face high stress and life-or-death situations. A transformational leader in this space focuses on team well-being, encourages continued education, and fosters an environment where everyone feels valued. This can lead to improved patient care and job satisfaction.

Hospital Scenario: Reducing Stress and Improving Patient Care

• Identify the Issue : The nursing staff is stressed due to high patient load, leading to decreased patient satisfaction.
• Foster Team Cohesion : The head nurse organizes team-building activities aimed at reducing stress and improving collaboration. This is an application of Idealized Influence .
• Streamline Processes : The head nurse introduces a new roster system that distributes workload more evenly, embodying Inspirational Motivation .
• Education and Upskilling : Workshops are arranged to train nurses in stress management techniques and advanced patient care methods, encouraging Intellectual Stimulation .
• Personal Attention : The head nurse holds regular one-on-one meetings with each nurse to discuss challenges and offer solutions, showcasing Individualized Consideration .

Let's not forget Education . Teachers and administrators can significantly benefit from applying transformational leadership principles. By inspiring both educators and students to strive for higher standards and increased performance, learning environments become more enriching and productive.

Classroom Scenario: Boosting Student Engagement in History Class

• Identify the Issue : Students find history boring and are disengaged during class.
• Vision and Inspiration : The teacher decides to tie historical events to current social issues, making it more relatable and exciting. This is an example of Inspirational Motivation .
• Involve the Students : The teacher includes students in the lesson planning, asking them to pick current events that interest them. This exemplifies Individualized Consideration .
• Empower and Educate : The teacher breaks the class into small groups and asks them to research and present their chosen topic, fostering critical thinking and teamwork.
• Feedback Loop : After the presentations, the teacher praises individual and group efforts and gives constructive feedback, reinforcing Idealized Influence and Intellectual Stimulation .

And it doesn't stop there; transformational leadership can be applied in Non-Profits , Community Organizations , and even in Home Settings . It's that versatile. You see, this transformational leadership characteristics and style is more than just a management tactic; it's a strategy for enhancing collective effort and well-being, regardless of the context.

So there you have it—a broad look at where transformational leadership can be effectively applied. No matter the field, the core principles hold true: inspire, engage, and bring out the best in everyone.

Criticisms of Transformational Leadership

Alright, we've talked a lot about the good stuff, but nothing is perfect, right? Transformational leadership also has its fair share of challenges and criticisms. It's crucial to be aware of these to get a well-rounded understanding.

First off, there's the Hero Syndrome . Sometimes, transformational leaders are put on such a high pedestal that they become viewed as irreplaceable . This can lead to problems like lack of accountability or an over-reliance on a single individual for the group's success. It's vital to remember that even great leaders have limitations.

Then there's the issue of Manipulation . Because transformational leaders are so good at inspiring people, they could potentially use their influence for personal gain rather than the collective good. This could lead to ethical dilemmas, where the line between motivation and manipulation gets blurry.

Finally, let's talk about Sustainability . Can a leader keep up the high levels of enthusiasm and vision indefinitely? Burnout is a real concern. Additionally, once a leader has successfully transformed an organization or team, what comes next? Continuous transformation isn't always feasible or desirable.

So yes, while transformational leadership has numerous benefits, it also comes with its set of challenges. But don't fret; understanding these potential pitfalls prepares you to navigate them effectively.

The Future of Transformational Leadership

So, where is transformational leadership headed? In a world that's changing faster than ever, this style of leadership seems more relevant than ever. Let's explore some future trends and how they might shape or be shaped by transformational leadership.

First, we've got the Digital Age . Technology is revolutionizing how we work and communicate. Transformational leaders will need to adapt by fostering digital literacy and creating an environment where innovation thrives. Embracing tech tools can facilitate better communication, real-time feedback, and more efficient ways to inspire a remote workforce.

Second, there's an increasing focus on Diversity and Inclusion . Future transformational leaders will need to be well-versed in managing diverse teams . It's no longer just about being a great leader; it's about understanding different cultural perspectives and working towards inclusive growth. These leaders can act as bridges, uniting varied talents to achieve common goals.

Lastly, we have the Gig Economy . More people are opting for freelance or part-time roles . Traditional leadership models may struggle in such a setup, but transformational leaders could excel. They're skilled at quickly building rapport and aligning even short-term team members with a larger vision.

The world is evolving, and so are the challenges and opportunities that leaders face. The transformational leadership style, with its adaptability and focus on genuine connection, seems well-suited to navigate these changes. Whether you're an aspiring leader or already in a leadership role, understanding this future landscape empowers you to stay ahead of the curve.

From the very origins of transformational leadership, tracing back to James MacGregor Burns, all the way to its practical applications and future relevance, you've journeyed through a comprehensive understanding of this leadership style. You've even seen it in action across different settings like classrooms, workplaces, and hospitals.

While transformational leadership isn't the only game in town, its focus on genuine relationships, inspiration, and growth makes it incredibly relevant for today's challenges. It's a style that adapts well to change, making it a strong fit for our ever-evolving world.

Now, you're not just familiar with transformational leadership; you have the tools to implement it. Whether you’re an aspiring leader or already steering the ship, the principles you've learned can help you become more effective, empathetic, and yes, more transformational leader.

Related posts:

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• Kurt Lewin Biography - Contributions To Psychology
• Fallacy of Composition (27 Examples + Definition)

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How Transformational Leadership Can Inspire Others

The Leadership Style That Brings Out The Best In Its Followers

• Key Components
• Transformational Traits
• Transformational vs. Transactional
• Potential Pitfalls

Are You a Transformational Leader?

Transformational leadership is a  leadership style that can inspire positive changes in those who follow. Transformational leaders are generally energetic, enthusiastic, and passionate. Not only are these leaders concerned and involved in the process, but they are also focused on helping every member of the group succeed.

Transformational leaders take control of situations by conveying a clear vision of the group's goals. These leaders have a marked passion for the work and an ability to make the rest of the group feel recharged and energized.

Transformational leaders focus on helping members of the group support one another and provide them with the support, guidance, and inspiration they need to work hard, perform well, and stay loyal to the group. The primary goals of transformational leadership are to inspire growth, promote loyalty, and instill confidence in group members.

This article discusses the characteristics of transformational leadership and its effects on groups.

History of Transformational Leadership

The concept of transformational leadership was initially introduced by leadership expert and presidential biographer James MacGregor Burns. According to Burns, transformational leadership can be seen when "leaders and followers make each other advance to a higher level of moral and motivation."

Through the strength of their vision and personality, transformational leaders are able to inspire followers to change expectations, perceptions, and motivations to work towards common goals.

Later, researcher Bernard M. Bass expanded upon Burns's original ideas to develop what is today referred to as Bass’s Transformational Leadership Theory. According to Bass, transformational leadership can be defined based on the impact that it has on followers. Transformational leaders, Bass suggested, garner trust, respect, and admiration from their followers.

Components of Transformational Leadership

Bass also suggested that there were four different components of transformational leadership. The four main elements of transformational leadership are:

• Intellectual stimulation: Transformational leaders not only challenge the status quo; they also encourage creativity among followers. The leader encourages followers to explore new ways of doing things and new opportunities to learn.
• Individualized consideration: Transformational leadership also involves supporting and encouraging individual followers. To foster supportive relationships, transformational leaders keep lines of communication open so that followers feel free to share ideas and so that leaders can offer immediate recognition of the unique contributions of each follower.
• Inspirational motivation: Transformational leaders have a clear vision that they can articulate to followers. These leaders can also help followers experience the same passion and motivation to fulfill these goals.
• Idealized influence: The transformational leader serves as a role model for followers. Because followers trust and respect the leader, they emulate this individual and internalize their ideals.

Groups led by this type of leader tend to be both successful and loyal. They give a lot to the team and care deeply about the group's ability to accomplish its goals. Turnover tends to be relatively low as transformational leaders can inspire a great deal of commitment in their followers.

Transformational Leadership Traits

So what are some typical signs of a transformational leader? Common characteristics of transformational leaders include:

• Able to encourage others to communicate and participate
• Active listening skills
• Adaptability
• Authenticity and genuineness
• Emotionally intelligent
• Inspirational
• Open-mindedness
• Proactive problem-solvers
• Self-awareness
• Willingness to take responsibility
• Willingness to take well-informed risks

While each leader is different, transformational leadership is characterized by a number of key traits. Five of the main qualities of a transformational leader are authenticity, self-awareness, humility , collaboration, and interdependence.

Examples of Transformational Leadership

Recognizable figures who are often cited as examples of transformational leadership include:

• Barack Obama : The former U.S. President was known for his transformational approach to running his administration, as well as his unifying, motivating, and hopeful communication style.
• Nelson Mandela : The former President of South Africa was famous for serving as a source of authentic inspiration.
• Oprah Winfrey : The media mogul is famous for her charismatic, visionary, and inspirational leadership style.
• Steve Jobs : Jobs was famous for his visionary leadership that transformed Apple into a leader in the technology industry.

Effects of Transformational Leadership

In their classic text, Transformational Leadership , authors Bass and Riggio explained that these leaders inspire people to achieve extraordinary results. Group members are not just encouraged to participate; they are also inspired to become leaders themselves.

Transformational leaders can accomplish this by being responsive and empowering. The individual's goals become better aligned with the purposes of the entire group so that each group member's success furthers the organization's goals.

Researchers have found that this style of leadership can have a positive effect on the group. Some of these effects include:

• Better performance : Those led by transformational individuals have better performance and are more satisfied than those in groups with different types of leaders.
• Better well-being : Employees who identified a higher level of transformational leadership in their employers also reported higher levels of well-being. The effect stayed significant even after researchers controlled for factors linked to well-being, such as job strain, education, and age.
• Sense of empowerment : This is attributed to the fact that transformational leaders believe that their followers can do their best, leading group members to feel inspired and empowered.

How to Become a More Transformational Leader

Becoming a more transformational leader may provide many benefits. Researchers believe that such results can help companies develop leadership training programs that can be used to teach transformational leadership skills.

Acquiring communication skills such as resolving workplace conflicts and recognizing employees' needs are important parts of transformational leadership. Such programs can serve as essential parts of health promotion efforts in the workplace to help improve employee well-being.

What can you do to become a more transformational leader? Leadership experts suggest that a robust and positive future vision plays a critical role. Not only is it essential to believe in this vision yourself, but you've also got to inspire others to buy into your vision as well.

You can also develop your transformational skills by being:

• Trustworthy

Transformational Leadership vs. Transactional Leadership

Transformational leadership is often contrasted with transactional leadership , which is a style that is essentially the opposite of transformational. In the transactional approach, leaders motivate their subordinates through the use of rewards and punishment.

While the transformational approach focuses on communication, inspiration, and positive reinforcement, transactional leaders supervise, monitor performance, and create routines to maximize efficiency. While the transactional approach can be effective in some situations, it does not foster loyalty, innovation, or creativity.

Motivates using rewards and punishments

Focused on compliance

Tends to focus on short-term goals

Uses extrinsic rewards (pay, promotions, etc.)

Motivates using enthusiasm and charismatic inspiration

Focused on commitment

More focused on long-term success

Uses intrinsic rewards (esteem, pride, etc.)

Potential Pitfalls of Transformational Leadership

While transformational leadership is often viewed as one of the best approaches to leadership, that doesn't mean that it is necessarily right for every situation. For example, when group members need more guidance and direction, it can be more effective to utilize a more transactional approach.

The transformational style can help improve group cohesion and commitment, but it can also contribute to burnout when group members feel constantly pressured to give up all of their time and effort to support the goals of the group.

In situations where a lot of creativity and innovation are important to success, a transformational style is often a beneficial approach. But if the focus is on achieving a prescribed set of short-term goals, taking a more transactional approach might lead to less chaos and better results.

Try our fast and free quiz to find out if you tend towards transformational leadership or one of the other styles.

The transformational style of leadership can be highly effective when used appropriately, but it might not necessarily be the best choice for every situation. In some cases, groups may require a more managerial or autocratic style that involves closer control and greater direction, particularly in situations where group member are unskilled and need a lot of oversight.

One way to improve your own leadership skills is to assess your own current leadership style and think about ways in which your strengths can benefit the group you are leading. By evaluating your own skills, you will be better able to play to your strengths and work on improving your areas of weakness.

Allen GP, Moore WM, Moser LR, Neill KK, Sambamoorthi U, Bell HS. The role of servant leadership and transformational leadership in academic pharmacy .  Am J Pharm Educ . 2016;80(7):113. doi:10.5688/ajpe807113

Choi SL, Goh CF, Adam MB, Tan OK. Transformational leadership, empowerment, and job satisfaction: The mediating role of employee empowerment .  Hum Resour Health . 2016;14(1):73. doi:10.1186/s12960-016-0171-2

Psychology Today. Are you a transformational leader?

Jacobs C; Pfaff H; Lehner B, et al. The influence of transformational leadership on employee well-being: Results from a survey of companies in the information and communication technology sector in Germany . J Occup Environ Med . 2013;55(7):772-778.​ doi:10.1097/JOM.0b013e3182972ee5

Bass BM, Riggio RE. Transformational Leadership . 2nd ed. Psychology Press; 2006. doi:10.4324/9781410617095.

By Kendra Cherry, MSEd Kendra Cherry, MS, is a psychosocial rehabilitation specialist, psychology educator, and author of the "Everything Psychology Book."

Transformational Leadership Style: How to Inspire and Motivate

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People who have transformational leadership possess four attributes to varying degrees (Bass, Avolio, & Atwater, 1996).

They are idealized and charismatic (highly liked role models), demonstrate inspirational motivation (optimistic about goal attainment), are intellectually stimulating (encourage critical thinking and problem-solving), and are considerate (show empathy and purpose).

Transformational leadership inspires positive changes in those led and is invested in the success of every single member involved in the process.

Transformational leaders are full of energy, passion, and drive. It’s not a surprise that these qualities can be the things that can make or break an organization.

This kind of leadership is very popular—it can be seen in board rooms, hospitals, schools, and in the entertainment industry. Suddenly, as we look around, transformation seems to be everywhere.

What most people overlook is the time and effort required to fully understand and apply any leadership style, let alone one as dynamic and powerful as transformational leadership.

Transformational leadership style is characteristic of leaders who focus on supervision and organizational goals achieved through a system of rewards and punishments; maintenance of the organizational status quo.

What is transformational leadership?

• Transformational leadership is a leadership model that relies on a team’s encouragement to realize overall success. By raising a team’s morale and self-confidence, the team can then align itself to an overall vision or common purpose.
• This purpose, however, must be established early on for it to be effective. Transformational leadership, when properly applied, can take a struggling or stagnant team, and completely transform it into a productive and dynamic group of individuals.
• This starts by identifying the struggles and strengths of each individual member. Next, it is up to the leader to define a new common goal and guide the members of the team towards this new vision.
• Practically, transformational leadership is used to inspire team members to work together as a single unit, rather than many individual parts. For a stat so dynamic, it is no wonder that many researchers and experts had a hand in its development.

In their seminal work, Transformational Leadership , authors Bass and Riggio explained:

Transformational leaders…are those who stimulate and inspire followers to both achieve extraordinary outcomes and, in the process, develop their own leadership capacity. Transformational leaders help followers grow and develop into leaders by responding to individual followers’ needs by empowering them and by aligning the objectives and goals of the individual followers, the leader, the group, and the larger organization.

Origin and Development

Transformational leadership was started by James V. Downton in 1973. He was the first to coin the term. This was later added to by James Burns in 1978.

Burns was a leadership expert and biographer and proposed that it was only through the strength of the vision and personality that team members could be encouraged to follow.

After agreeing to follow, members then are inspired to change their expectations, perceptions, and are invited to a higher level of morality and motivation.

A few years later, Bernard Bass (1990) added even more to the concept. This is known as “Bass’s Transformational Leadership Theory”. Bass added ways to measure and rank the success of transformational leadership as well as the idea of leaders expressing authentic and focused energy to inspire the other team members to become more like them.

Bass felt that measuring the impact inspires more authentic community. He also explained the psychological mechanisms that are the basis of the theory. According to Bass, the followers of a leader must feel not only trust and admiration, but also loyalty and respect.

These emotions create an environment where the followers are willing to work harder than they originally thought they were capable. This is because transformational leaders offer followers something beyond self-gain—an inspirational mission and self-identity.

Even though it dates to the 70’s, Bass’s model looks much more like transformational leadership today. The basis of the transformational leadership style never changes, only the environment in which it must be applied. Therefore, it can apply in every industry, especially team-focused work environments.

Components of Transformational Leadership Style

Bass also suggested that there were four primary elements to transformational leadership style (also known as the “four I”s”): idealized influence, inspirational motivation, intellectual stimulation, and individual consideration.

Each of these four components is valuable to the leadership style and helps to transform its followers into better, more productive people. When these factors are combined, they help transformational leaders radically change the course of their following.

1. Idealized Influence / Charismatic

Idealized influence describes leaders who have charisma, are curious, and deliver messages with simplicity and tact. These leaders are exemplary role models and are readily trusted and respected by all members of the team.

Charisma is one of the essential pieces of this characteristic. Charisma is essential because it is how leaders can rally their followers around a shared vision. Charisma is most often expressed by their ability to listen actively to each team member and focus on the present moment.

Charismatic leaders give praise to individual members of the team with each success, and they are the first to take responsibility when things go wrong. They also provide constructive feedback to each individual team member. Intended influence is also represented through their curiosity.

Curiosity, not intelligence, is the driving force behind the success of these leaders. It is their job to find innovative solutions to problems and create new and dynamic paths for a team to follow.

Displays of charisma make others want to be more like that person, and as a role model, members will strive to mimic this leader.

2. Inspirational Motivation

Inspirational motivation describes leaders that are motivating and willing to commit to a vision. They encourage team members to also commit to this vision by raising team spirit, fostering community and a sense of purpose.

To do this, there must be simplicity in communication. This means their communication style must be best suited to the needs of the team. Leaders speak clearly and concisely to easily articulate their vision to the members.

This provides structure and order so that members can execute tasks without confusion. Leaders articulate a clear plan for the future and communicate expectations in the beginning before the work starts. Leaders must also express their messages with a sense of authority, in order for members to respect their thoughts and trust in their vision.

Along with this, leaders must be upbeat and positive, bringing energy to a room with their enthusiasm. As a visionary, transformational leaders use these skills to look toward future goals and have the foresight to see the small obstacles that may hinder this vision.

They recognize the smallest things that can turn into larger issues. Leaders have intuition towards the things that help to push their team and goals forward. These actions begin to instill trust in their followers and confidence in their leader.

3. Intellectual Stimulation

Intellectual stimulation describes leaders who encourage their members to think outside the box and be innovative. Stimulating followers promote critical thinking and problem-solving skills in order to improve the group or organization as a whole.

This challenges the normal beliefs of a group and encourages the team to perform better than they ever thought originally possible. Encouraging innovation involves each team member in the decision-making process and fosters a sense of importance and a stake in the organization’s over-all success.

The important thing about this is a leader must not criticize the thoughts or opinions of the members. Premature shutting down of ideas can create a climate of distrust and hurt.

Leaders must, therefore gently change the way followers problem-solve and brainstorm new and innovative ways to achieve their teams” goals. In short, leaders must recognize that there are many ways to achieve a goal, and no ordinary path to innovation.

Being a transformational leader requires risk-taking, creativity, curiosity, and openness to new ideas from each individual member.

4. Individual Consideration

Individual consideration is the degree to which a leader attends to each follower’s personal needs. Transformational leadership encourages members by focusing on the way each person effects the overall goal.

This means recognizing and valuing the motivations, desires, and needs of individual members. Upon recognizing the motivation behind the drive of the individual, leaders then provide opportunities for customized training.

This allows team members to grow and learn in an environment they feel comfortable in. Engaging individuals requires emotional intelligence.

Emotional intelligence includes showing genuine compassion, empathizing with the needs of individuals, and encouraging the on-going personal growth of individuals. When a leader takes into account the emotions of their followers, they then learn how to best engage with them.

Emotionally intelligent leaders connect with members, and build a bond based in trust. Leaders act as mentors, or a coach and are willing and open to listening to their followers’ concerns.

Examples of transformational leaders

Transformational leaders are all around us. Because of their marked positive impact on productivity and success, they are at the top of each of their individual industries.

Below are 5 examples of transformational leaders, their stories, and ways that you can begin to apply this leadership style to your own team.

Oprah Winfrey: Media Mogul

Oprah Winfrey was the host and producer of The Oprah Winfrey Show from 1986 to 2011. It is one of the highest rated talk shows in American history, so it is no surprise that Winfrey quickly became one of the richest women in the 20th century.

Winfrey was the continent’s first black multi-billionaire and was among Time Magazine’s most influential people for 6 years straight. Winfrey’s amazing communication skills, beginnings in poverty, and charismatic persona have enabled her to connect with people from every background and inspired people everywhere to dream big.

Amazon boss Jeff Bezos

In 1994, Jeff Bezos took the first step to creating the world’s first online bookstore. Bezos spearheaded the first initiative to create an online eBook reader, where digital eBooks could be stored in an eLibrary for later consumption.

This was introduced as the Kindle. Kindle sales, in addition to multiproduct sales, have contributed to Amazon’s current market value of 1.14 trillion as of April 2020.

Nike Corporation

Nike is one of the most famous footwear companies of the 20th century. With their slogan, “Just Do It,” it is one of the most obvious examples of transformational leadership and motivation.

Nike connected with customers through this focused marketing and created exclusive membership opportunities. By motivating its entire customer base to be the best, most healthy versions of themselves, Nike increased its product development cycle, quickly responding to changes in trends and customer feedback.

This resulted in Nike’s stock price increased from less than $50 to nearly 100 dollars in two years.

Netflix’s Reed Hastings

Reed Hastings founded Netflix in 1997, with a handful of team members. The subscription-based video streaming service offers popular movies and TV shows as well as original content.

When it first launched, despite its large competitor, Blockbuster, Hastings had a grand vision of Netflix replacing this company. He came up with the novel idea of user-friendly streaming that became the starting point of this dream’s actualization. Today, Netflix has nearly 200 million subscribers world-wide and is the largest online streaming service.

Apple’s Steve Jobs

Steve Jobs is one of the best examples of transformational leadership in the 21st century. From wearing pairs of the same clothing each day for increased productivity, to designing the break-through idea of the iCloud, Steve Jobs was the brain behind the success of Apple.

With Steve Jobs’ legacy guiding the company, the company shifted from product-based identification to more services and brand loyalty services. Apple is a 2 trillion-dollar company today, and in the next few years, this is only expected to expand.

What are the effects of transformational leadership?

Transformational leaders are those who inspire their members to achieve beyond their presumed potential. In the same way, these transformed members then go on to become leaders in their own right.

Transformational leaders’ personalized response empowers individuals and helps them to develop their potential. The effects of transformational leadership have a lasting and positive impact.

Research evidence from Psychology Today reported that teams led by transformational leaders have higher levels of performance and report overall high satisfaction than teams led by other styles.

Members develop positive psychological states and find greater meaning in their work. In addition, they also learn to think positively about themselves and the tasks that they are meant to complete.

This results in decreased burnout, social loafing, and increased individual motivation.

Leadership expert Ronald Riggio suggests that this is because of transformational leaders’ unflinching belief that each and every member brings unique talents and skills to a team, and that the voice of each member is important.

He also suggests that the leaders’ strong belief in the vision of the team has a significant impact on the overwhelmingly positive results of the leadership style. By creating a common goal, or vision, leaders enhance the quality of their relationships and create environments that are fair, respectful, and supportive.

It is important to recognize that while this leadership style is extremely effective, there are some team members who will not respond as favorably to transformational leadership. Leaders must adjust their efforts as needed in order to meet their goals.

Implications for managers

While it is important to look at the success and growth of companies and entrepreneurs, it is important to recognize that most of these companies and people did not start out successful.

It is important to recognize that these people and companies were mentored and guided by a transformational leader. The stories here show that this leadership style can help to transform you, your team, and your mission.

What can you do to become a more transformational leader? One of the critical ways to start is by having belief. You must believe in the vision and path you have created, so that you can inspire others to believe in your vision as well. Being charismatic, motivating, and focusing on each individual team member can help you accomplish this through transformative leadership.

Yukl (1994) draws some tips for transformational leadership:

• Develop a challenging and attractive vision, together with the employees.
• Tie the vision to a strategy for its achievement.
• Develop the vision, specify and translate it to actions.
• Express confidence, decisiveness and optimism about the vision and its implementation.
• Realize the vision through small planned steps and small successes in the path for its full implementation.

Bass, B. M. (1985) Leadership and Performance beyond Expectations. Free Press, New York.

Bass, B. M. (1990) From transactional to transformational leadership: Learning to share the vision. Organizational Dynamics 18, 19-31.

Bass, B. M. and Avolio, B. J. (1989). Manual for the Multifactor Leadership Questionnaire. Consulting Psychologists Press, Palo Alto.

Bass, B. M. and Avolio, B. J. (1994) Improving Organizational Effectiveness through Transformational Leadership. Sage Publications, Thousand Oaks, CA.

Bass, B. M., Avolio, B. J., & Atwater, L. (1996). The transformational and transactional leadership of men and women. Applied Psychology: An International Review, 45 , 5–34

Bass, B. M., & Riggio, R. E. (2006). Transformational leadership.

Burns, J. M. (1978). Leadership. NY: Harper & Row.

Downton, J. V. (1973). Rebel leadership: Commitment and charisma in a revolutionary process. New York: Free Press.

Yukl, G.(1999). An evaluation of conceptual weaknesses in transformational and charismatic leadership theories. Leadership Quarterly, 10, 285-305; http://dx.doi.org/10.1016/S1048-9843(99)00013-2

Further Information

• Leithwood, K., & Jantzi, D. (2005). Transformational leadership. The essentials of school leadership, 31-43.
• Bass, B. M. (1999). Two decades of research and development in transformational leadership. European journal of work and organizational psychology, 8(1), 9-32.
• Bass, B. M., & Avolio, B. J. (1993). Transformational leadership and organizational culture. Public administration quarterly, 112-121.
• Bass, B. M., & Steidlmeier, P. (1999). Ethics, character, and authentic transformational leadership behavior. The leadership quarterly, 10(2), 181-217.

Transformational leadership is a leadership style where leaders inspire, motivate, and stimulate their followers intellectually to work towards a shared and valued goal. These leaders encourage innovation, creativity, and personal development among their team members, fostering an environment of trust, respect, and admiration. They aim to transform their followers’ individual and collective consciousness to achieve organizational success.

Which leadership style can resemble transformational leadership because these leaders inspire enthusiasm in their teams and are energetic in motivating others to move forward?

Charismatic leadership style can closely resemble transformational leadership as charismatic leaders inspire enthusiasm and motivate others towards their goals. They use their personal charm and appeal to inspire, energize, and encourage their teams to move forward.

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Strategic Leadership and Organisational Transformation (MAN7068) Individual Report – Debarun Maitra — S17159950 Dr. Abdul – Razak Alhassan & Dr. Imran Akhtar Part One: Critical Review of Academic Material (1068 Words) Part Two: Critical Appraisal, Evaluation and Justification of Change within an International Organisation (2004 Words) Total: 3072 Words Abstract The following critical review serves as impetus to help the reader comprehend and understand about the association between a transformational leader with respect to change within a particular organization. The first part of the review outlines the role of a transformational leader and their characteristics. The second part of the review implements those theories in an international organization which has been introduced as a case study. Keywords: Transformational Leadership, Change Management, PESTLE, Porter, Change Management, Strategic Leadership, General Motors, External, Internal, Leadership Part One: Critical Review of Academic Material (1068 Words) Introduction In today’s competitive world, an effective leadership style has become the need of the hour. Only with the help of an effective leadership style can an organisation be propelled towards achieving their goals. This can be attributed to the fact that leadership style has a direct effect on the productivity as well as the performance of the workforce. As Cribbin, et al., (1981) suggests, leadership is an influence process that enables managers to get their people to do willingly what must be done, do well what ought to be done. We can call someone an effective leader when that person is able to influence their followers in a desired manner in order to achieve the respective set of goals. Leadership is thus seen as a very important resource for any particular firm and is showcased by the person who is called the leader with direct accordance to a wide scope of aptitudes and talents. At the same time, leadership is not limited to an individual as such. Leadership Styles Leadership can be seen as a process of social influence, where the leader generally seeks out to their subordinate employees to willingly participate in order to accomplish the company’s collective set of goals. This can be attributed to the fact that leadership is the art of influencing others to their maximum performance to accomplish any task, objective or project. (Cohen, 1990) In today’s modern and altering world, the companies need effective leaders who are able to comprehend and act upon the dynamic global environment. Effectiveness is much higher in case of tasks that are highly structured as well as when the leaders have a good rapport with the respective followers. Barchiesi, et al., (2007) measure effectiveness of leadership, its role, as well as the direct or indirect influence it has on the leadership behaviour, performance and attitude of the organisation overall. It was hence found out that high leadership indexes are not directly interlinked with the performance records of the past, instead was rather related to higher potentiality of amplified performance as well as to the higher stature of that particular firm, which clearly indicated to the fact that it has a meaningful impact of behavioural convolution and dynamics on the leadership apprehended level. There are different types of leadership styles and they are detrimental to the organization’s overall performance. An individual’s leadership style has an effect on how smoothly a firm moves towards their desired set of goals. This is why Conger, et al., (1992) has indicated that leaders are individuals who establish direction for a working group of individuals who gain commitment from this group of members to this direction and who then motivate these members to achieve the direction’s outcomes. On exploring the interlink between the culture of an organisation and the leadership styles, several factors come into account like organisational culture, transactional as well as transformational leadership styles. Voon, et al., (2011) had conducted a research and understood about the influence leadership has on the workforce of an organisation. Several factors like wages, job security as well as autonomy and flexibility at office were used. They concluded that transformational leadership style had a better direct relationship with job satisfaction. Transformational Leadership The transformational leadership style focuses on the nurturing of the respective followers as well as on what they actually need. This concept was first brought down by James MacGregor Burns, et al., (1978) in which he insists on the fact that how transforming leadership is a process in which “leaders and followers help each other to advance to a higher level of morale and motivation”. The leaders with transformational leadership style pay attention to growth and development of the value system of the workers, with their ingenuity level and ethics with the prologue of their capability. The extent of a transformational leader can be measured by the fact that how well can that individual influence the performance and motivate the follower. As suggested by Bass, et al., (1977) that the primary aim of a transformational leader is to ‘transform’ the employees as well as the company in the very literal manner, that is to change the way of their thinking in the mind and heart as well as broadening their vision and insight. It also means changing their way of comprehension making their behaviour in sync with the values of the organisation. This henceforth leads to changes deep within which are permanent in nature, self-sustaining and also builds a sense of momentum. Conclusion It is thus observed from the above and several literary texts, that all the researches that are done are related to the large sectors, which further indicate that the different styles of leadership, commitment towards the organisation as well as satisfaction at workplace are all dependent on each other. Therefore it can be concluded that the different styles of leadership directly impacts the quality and nature of work life in an organisation. The followers of a transformational leader harvest a sense of trust, loyalty, respect as well as admiration, which gradually builds up towards the leader and in light of the calibre of the transformational leader; the followers are ready to work more intensely than expected by the leader. Such an outcome eventually occurs as the transformational leader extends their followers something much more important than just working for one’s own benefit; an inspirational mission and vision is offered to them as well to accomplish and thus give an identity of their own. The leader is able to induce motivation and transforms the followers with the help of their charisma, intellect and personal consideration to the respective followers. Further, the leaders promote creativity and thus put forward innovative ways of working on the regular processes and also induce a creative environment leading to the path of success. As indicated in the beginning of this literature review, there are two sides of a leader, the first one being the optimistic and bona fide transformational leader, and the other one being an artificial pseudo-transformational leader. Both of them though being contradictory in nature to the other, depends on a particular case where a particular notion may benefit only a particular type of employees as opposed to the other and vice versa. The next part, Part B is an insight into the critical aspects of a transformational leadership style with the help of the example of the change management exercised in General Motors. Part 2: Critical Appraisal, Evaluation and Justification of Change within an International Organisation (2004 Words) Introduction As mentioned in the previous section, this part of the literature review will take a quick preview of the change management at General Motors in line to the detrimental change that was carried out in their structure and it was critical for such a big automobile manufacturing firm to carry out a change in their leadership style. Founded in 1902 by William Durant, General Motors (GM) is one of the biggest automobile manufacturers across the globe and has enjoyed a huge presence in the automobile industry for almost over a century. On July 10, 2009, the organization’s name changed from ’General Motors Corporation’ to ’General Motors Company’. This led to the organization in experiencing real changes, for example, huge wage cuts for the employees, shutting down of twelve offices, and so on. So as to appraise the extreme change experienced by General Motors, both internal as well as external factors had harbingered the way to change. Although there was a supposed immunity from change, GM needed to quickly assess the circumstance and devise new methodologies on the most proficient method to move ahead. The attainment of the advancement of an authoritative change is chiefly reliant upon the initiative of senior administration (Porter, Smith and Fagg, 2006). That time the CEO of the company used to be Mr. Fritz Henderson, but looking at the circumstances he was quickly replaced by Mr. Edward Whitacre in the year 2009. Mr. Whitacre was previously the Chairman and CEO at AT&T for the timeline of 1990-2007. He was a very accomplished man and was at that time serving on various prestigious boards in the industry, hence had a great deal of influence. Apart from that, he was even associated with The Business Council. Despite the fact that pioneers of General Motors were still struggling to find stability, the alteration leading the way to such an big change could have been more professional and convincing. Leadership Theories A true leader is able to effectively inspire their followers, which can be the subordinates in the case of an organisation. While previously the concept of leadership was based on the leader’s personal innate attributes and personality, later on several researches and theories indicated the fact that the immediate environmental factors plays a detrimental role in the effectiveness of the same. Further, an expression used to distinguish a leader who is has a great sense of influence on people, is extraordinary in his work, talented, and also herculean is known as charismatic leader. Some distinctive qualities in a charismatic leader are conviction, capability, being an achiever, and influential. A transformational leader can thus possess all the characteristics of being a charismatic leader and the other way around. Since a transformational leader imparts the vision onto the followers, he or she can do the same as such in a charismatic way. External and Internal Factors Organisations are likely to encounter changes because of the uncertainty and irregularity of their subsequent internal as well as external environment. Changes in an organisation is generally induced with the help of some main propulsions like reduction in efficiency and resources, significant reductions in the budget offered, vital new markets and customer base, and so on (Barbara and Fleming, 2006). The actual causes of changes must be comprehended with the help of an internal and external examination of the organization. The Porter’s five forces and PESTLE analysis can be utilized to lead an environmental study. Subsequently, several targets and planning can be devised and implemented to execute the changes. PESTLE Analysis PESTLE analysis is a system which includes political, efficient, social, mechanical, legal, and environmental factors. From the very start, General Motors has regularly been influenced by the legal and government ordinances. The vast majority of the guidelines are related with the subsequent environment and need for safe vehicles. For instance, the European Union as of late limited the use of substantial metals because of environmental issues. General Motors has taken a firm position in Corporate Social Responsibility to substantiate their business and be in line with the government regulations. Activities like planting of saplings and trees at the workplaces was a major step, usage of inexhaustible and recyclable materials in their production, then also the creation of eco-friendly automobiles and trucks, and lesser emission coming out of the exhausts which normally comprises of ozone depleting substances. Also, the society is hardly materialistic in nature and is rather much more driven by business. General Motors knew about this clearly ad thus laid their focus on the rich and the higher status quo. The last segment in the PESTLE analysis is the innovative segment. The ascent of the web worldwide has had a direct impact on the automotive industry, as well as numerous other industries at the same time. General Motorscould utilise the world wide web and thrive by using the same to their advantage, this will allow a larger number of people to access their resources and hence create a much bigger consumer base. Porter’s Five Forces Porter’s five forces of competition framework can be used to analyze the intensity of competition and the level of profitability (Grant, 2005). These five forces include competition from substitutes, entrants, power of suppliers, power of buyers, and established rivals. In supplant of buying cars, shoppers can utilize open transportation, for example, transports, prepares, and bikes. Additionally, shoppers can likewise look over other car items that are not GM-related making the danger of substitutes high-hazard. High obstructions to section, for example, expansive capital permit the danger of new participants okay. In the car business, the dealing intensity of providers is viewed as low, since these providers depend on the automakers to buy the crude materials, for example, steel, paint, glass, aluminum, and so on. With respect to the haggling intensity of the purchasers, the hazard is high. Clients can pick from other car producers, as well as from many vehicle merchants that exist. At last, there is a high contention existing among the contenders of General Motors. The real contenders incorporate Toyota Motor Corporation, Honda Motor Co., Ford Motor Company, Mazda Motor Corporation and a few different automakers. (Datamonitor-GM) Change Theories and Its Application to General Motors While these weights for change are consistent, preferences of a changing association are better joining, collaboration, regular qualities, and outlooks. Every one of these advantages adds up to accomplishing a superior association with more proficient and compelling results. John Kotter clarifies that a few powers for change are more noteworthy monetary coordination, development and log jam, innovation, and fall of communist nations and their reorientation toward industrialist economies (Palmer, 2006). Several change management theories depict the way toward building up an arranged way to deal with the progressions occurred in an association. The principal display is John Kotter’s 8 stages, which was distributed in 1995 in the Harvard Business Review. Initially, setting up the requirement for direness alludes to performing market examination by deciding the issues and openings. The second step, guaranteeing there is a ground-breaking change gathering to direct the change can be performed by making group structures to help drive the change and ensuring the groups have adequate capacity to manage the change. Thirdly, building up a dream can be done by giving concentration to change. At that point, the vision must be conveyed by utilizing different channels to continually impart this vision. The following stage is enabling the staff by evacuating authoritative approaches and structures that restrain the accomplishment of the vision. When this is done, the association must engage the staffs which helps bolster the requirement for change and give inspiration. Merging increases is the seventh step. Nonetheless, while the Kotter’s 8 stages plot the administration of an authoritative change, the Bridges Transition Model proposes that change won’t be fruitful if progress doesn’t happen. For this situation, progress is characterized as the consummation of something, which is the main stage. The second stage is the nonpartisan zone, which is a confounding state between the old reality and the new. Amid this stage, individuals are not prepared or agreeable to welcome the fresh starts. Much significance must be given amid this stage, on the grounds that the change may be endangered if the association chooses to rashly get away. Although, if the unbiased zone is finished effectively, numerous open doors for innovative change can be exhibited. The last stage is acknowledgment of the fresh starts and distinguishing proof with the new circumstance (Bridges, 1995). Changes in General Motors In 2007, General Motors proclaimed record sales of in excess of nine million vehicles for the third back to back year. Regardless of that this organization had such an accomplishment, ecological turbulences, for example, the worldwide retreat in 2009 constrained GM to bow out of all financial obligations. This was considered as the greatest disappointment of a mechanical organization in US history (BBC site GM prepared to document). A few causes paving the way to this shocking occasion are high creation expenses and fall in credit markets and shopper spending. Besides, the automaker was moderate in moving far from the creation of gas-chugging SUVs when buyers were searching for more eco-friendly vehicles (BBC-Website, 2009). Despite the fact that rebuilding of the organization was important, the progress and protection from change were presented testing. Resistance to Change While the new GM figured out how to leave the impartial zone of the change procedure, it was drawn out on account of the protection from change. A few reasons why people oppose change are standard, security, monetary variables, dread of the obscure and specific data handling (Porter, Smith and Fagg, 2006). On account of General Motors, administration and workers were limited to the conventional method for the organization’s activities. Significantly more along these lines, they realized that rebuilding and cutbacks would happen; hence, they lost their feeling that all is well with the world and enabled tension to assume control. Interrelation of Leadership and Change The change specialist is otherwise called the leader of the association. Amid the progress of the old GM to the new GM, Mr. Ed Whitacre was assigned as the CEO. He promptly perceived the significance of authoritative advancement by changing its structure and the general population inside it. A fruitful change is joined by the redistribution of intensity inside the organization with the goal that the basic leadership is moved towards shared power (Porter, Smith and Fagg, 2006). Mr. Whitacre along with other directors and managers needed to cooperate as a group with a specific end goal to complete the progressions effectively. They may even have needed to wind up embracing the part as a transformational leader. As leaders, they are capable in having an unmistakable ability to have their head set towards a specific end goal to keep the company moving ahead on track towards the set targets and objectives. Be that as it may, leaders can’t achieve a successful change without support from others. They have to likewise rely upon the subordinates, which can be accomplished by empowering collaboration, strengthening, and acknowledgment of specific lack of success (Porter, Smith and Fagg, 2006). Conclusion While General Motors could quick track the change procedure with the correct leadership set up, specific activities could have been done any other way to augment proficiency and limit obstruction. Palmer recommends that protection from change can be overseen by correspondence to the adherents, cooperation from everybody included, arrangement between the leaders and the subordinates, and unequivocal or understood intimidation (Palmer, 2006). Despite the fact that Mr. Whitacre consequently conveyed a companywide email when the organization was in unrest, it was not really successful. To conclude and summarise the above, General Motors could distinguish their inconsistencies and solidly chose to change the association with a specific end goal to achieve its objectives and targets. All the more significantly, it acted rapidly and understood that present leadership ability did not have the capacities to manage the extreme change. Therefore, General Motors was doled out an alluring, transformational leader to control it through change, take care of complex issues, and work for what’s to come. 2018-8-31-1535709405

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Transformational Leadership Example (5 Great examples)

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If you’re looking for some inspiration for transformational leadership, look no further! This blog post will discuss five great examples of leaders who have successfully transformed their organizations.

Each of these leaders used different techniques, but they all had one thing in common: they were able to inspire their employees and create a positive change. We hope that these examples will help you become a more effective leader and motivate you to make changes in your organization.

What is Transformational leadership?

A transformational leader motivates and inspires people to achieve their goals and be better versions of themselves. This type of leader goes beyond simply telling people what to do; they create a shared vision that everyone can buy into and work towards.

This type of leader can often see the potential in others that they might not even see in themselves. This type of leadership can be very effective in times of change or crisis when people need someone to guide them through uncertain waters. Transformational leaders can often create solid and committed teams willing to go above and beyond for the common goal. Are you a transformational leader?

Related: Leadership Philosophies

Difference between Transformational and Transactional leadership

Both leadership styles are frequently conflated, but it’s critical to distinguish between them. For example, transactional leaders pay attention to submission through rewards and punishments, whereas transformational leaders focus on intellectual stimulation, idealized influence, motivational enthusiasm, and individual consideration.

On the other hand, transformational leaders focus on the long-term goal and try to inspire and motivate their followers to achieve it. In contrast, transaction leaders are concerned with the immediate future and provide incentives for specific actions. While each leadership style has its benefits, transformational leadership is better at producing long-term change.

They also provide individualized support and encourage followers to develop their unique skills and abilities. As a result, transformational leaders are more successful in achieving long-term goals.

Related: Transactional Leadership

5 reasons why the Transformational leadership style is great

There are many reasons why the transformational leadership style is so great. Here are just a few:

• It encourages creativity and innovation: Transformational leaders are always looking for new ways to improve things. They’re not afraid to think outside the box and develop creative solutions to problems. As a result, this type of leadership often leads to breakthroughs and innovations.
• It builds trust and commitment: Successful transformational leaders are usually trustworthy and committed to their cause. This type of leader is someone others can look up to and respect. As a result, followers are often very loyal and committed to the leader and the organization.
• It fosters motivation: Also, they are often very motivating. They can inspire others to not only achieve their goals but also to be better versions of themselves. This type of leader often creates a shared vision that everyone can buy into and work towards.
• It develops leadership skills in followers: Transformational leaders often help build leadership skills in their followers. They provide individualized support and encourage followers to develop their unique talents and abilities. As a result, followers often become leaders themselves.
• It creates long-term change: They are often more successful in achieving long-term goals. This is because they focus on the long-term goal and try to inspire and motivate their followers to achieve it. In contrast, transactional leaders are concerned with the immediate future and provide incentives for specific actions.

If you’re looking for a leadership style that is creative, motivating, and produces long-term change, then the transformational leadership style is definitely for you.

5 Great examples of Transformational leadership

Some great examples that possess all the transformational leadership characteristics include:

1. Nelson Mandela

There is no doubt that Nelson Mandela was a transformational leader. He took on the Apartheid regime in South Africa and fought for the rights of all people, regardless of race. He was instrumental in changing the course of history in his country and is an inspirational motivation to people worldwide.

Mandela was born into a royal family of the Xhosa-speaking Thembu tribe in British South Africa. He was educated at a Christian mission school and later attended the University of Fort Hare and Witwatersrand, where he studied law. After graduating, he joined the African National Congress (ANC), a political party committed to fighting against the racist policies of the South African government.

Mandela quickly rose through the ranks of the ANC and became a leader in the struggle against Apartheid. He was arrested and imprisoned on several occasions, spending 27 years in prison. Following his release from prison in 1990, Mandela continued to work for peace and reconciliation in South Africa. He was elected President of South Africa in 1994, becoming the country’s first black president.

2. Steve Jobs

Steve Jobs is also often considered a transformational leader. He was the founder and CEO of Apple, and he is credited with helping to revolutionize the personal computer, music, and phone industries. Jobs was known for his visionary thinking, ability to see potential in new technologies, and willingness to take risks. He was also known for his strong belief in himself and his vision for Apple. Under Jobs’s leadership, Apple became one of the most successful companies globally.

Jobs was born in San Francisco, California, in 1955. Paul and Clara Jobs adopted him, and he grew up in the Silicon Valley area. He attended Reed College for a time, but he dropped out and took a job at Atari. He later co-founded Apple with Steve Wozniak in 1976.

Apple went public in 1980, and Steve Jobs became a millionaire. He was forced out of the company in 1985, but he returned in 1996 and helped to turn Apple around financially. In 2001, he introduced the iPod, and in 2007, he introduced the iPhone. The iPod and the iPhone were both huge successes, and they helped make Apple one of the most valuable companies in the world.

Under Steve Jobs’s transformational style of leadership, Apple became one of the most innovative and successful companies in the world. He was a transformational leader who changed the way we think about technology.

3. Henry Ford

Henry Ford was born in 1863 in Springwells Township, Michigan. He was the founder of the Ford Motor Company and is credited with helping to create the modern assembly line production process.

Ford’s impact on the automobile industry cannot be overstated. He revolutionized how cars were made and helped make them more affordable for the average person. His innovations changed the world and helped to make America an industrial powerhouse.

Undoubtedly, he was a highly effective leader who profoundly impacted his industry and the world. Ford was a transformational leader because he completely changed the way cars were manufactured. His assembly line process made it possible to mass-produce cars quickly and efficiently.

This innovation helped make cars more affordable and accessible to the average person. It also had a significant impact on the economy, as the automotive industry became one of the most critical sectors in America.

4. Bill Gates

Bill Gates was a transformational leader in the tech industry. He co-founded Microsoft and led the company to become the world’s largest software maker. Gates transformed the personal computer industry and changed the way we use technology.

He is also a philanthropist and has donated billions of dollars to charitable causes. In addition, gates’ leadership style was instrumental in Microsoft’s success. He was a demanding boss and expected his employees to work long hours.

Gates was also a visionary leader who had a clear vision for the future of technology. He was always ahead of the curve, and his technology predictions have often come true. However, he is a controversial figure and has been criticized for his business practices.

5. Jeff Bezos

Bezos founded Amazon in 1994, and it has since become the largest online retailer in the world. Under his leadership, Amazon has changed how many people shop and consume media. Thanks to its innovative technologies and business model, it has also been a significant force in changing businesses.

In the 1999 interview, Bezos talked about his vision for Amazon as a company that would focus on the customer first and foremost. He also spoke about how Amazon would use technology to its advantage and how it would become a major player in the e-commerce space.

These predictions all came true and showed that Bezos was a transformational leader who understood his company’s potential and the changes that it could bring about. Thanks to his vision and leadership, Amazon has changed how we live and work and is one of today’s most influential companies.

6 Key Traits of Transformational Leadership Style

Now that we’ve gone over what the transformational leadership style is, why it’s so great, and examples, let’s take a look at some of the key traits of this type of leader.

Some of the essential traits of a transformational leader are:

1. Effective Communicator

Any leader must be an effective communicator if they want to be successful. Transformational leaders recognize this and go above and beyond by being able to communicate effectively and comprehending how current dangers might stifle development. As a result, they can frame their decisions in the context of the team’s shared goal of success and solutions.

This allows them to gain everyone’s confidence, crucial for any leader. Because they realize how essential communication is for achievement, transformative leaders are excellent communicators. They can consider the team’s shared vision, communicate solutions explicitly, and gain credibility with their team. These qualities are required of any leader who wants to be successful.

2. Passionate

Transformational leaders must be passionate about their work to inspire others. This passion drives them to push themselves harder and encourage those around them to do the same. When a leader is passionate, it’s contagious, and that energy can be used to achieve great things.

Passion is one of the essential traits of a transformational leader because it fuels their drive to do better themselves and help those around them reach their potential. In addition, a passionate leader can inspire others and create an environment where everyone is working towards a common goal.

3. Open to New Thinking

To be a truly transformational leader, you must be open to new ways of thinking. This means being open to innovation and always looking for opportunities to do things differently. It also means being open to new ideas, no matter where they come from.

This can be difficult, as we all have biases and ways of seeing the world. But if you are genuinely committed to transformation, you must be willing to set aside your preconceptions and see the world with fresh eyes. Only then will you identify the best path forward for your organization.

4. Active Listeners

A good leader is someone always willing to listen. But a transformational leader takes this one step further by listening and actively seeking out opportunities to learn. This type of leader recognizes that they cannot know everything and that they can always learn from others.

This willingness to listen and learn makes them more open-minded, flexible, and adaptable. It also allows them to build trust with those around them, as they are seen as someone genuinely interested in hearing what others have to say.

These qualities are indispensable for any leader who wants to be successful. But they are especially important for those who want to be transformational leaders.

5. Trust in Team Members

People need the freedom to explore new ideas and find their way to success. The best leaders understand this and trust their team members to define their steps. This allows team members to feel empowered and motivated, and it often results in more creativity and innovation.

Additionally, trusting team members build strong relationships and create a sense of loyalty. When team members feel like they can trust their leader, they are more likely to go above and beyond to achieve goals. Trust is vital for any team to function effectively, and the best leaders know how to cultivate it.

You’ve probably heard the saying “loyalty is everything.” While there’s a lot of truth to that, it’s important to remember that there is such a thing as too much loyalty. So when it comes to inspiring the people around you to stand with you and the organization you represent, it’s essential to strike a balance between buy-in and blind loyalty.

The organization’s mission must match yours, and you must be able to sell it convincingly to the people you rely on. But, at the same time, you need to be genuinely committed to or enthusiastic about what you’re doing to cultivate buy-in.

Too much loyalty can lead to blindly following orders or defending bad decisions, while not enough can make it challenging to build trust or inspire others to follow your lead. Finding the right balance is key to being a successful leader.

Final Thoughts

Transformational leadership is a style of leadership that focuses on creating positive change in individuals and organizations. If you want to choose this leadership style, get inspiration from the examples listed above. Also, to be a transformational leader, you must possess essential qualities, including passion, openness to new thinking, an active listener, and someone who trusts and is loyal.

Do you have what it takes to be a transformational leader? Use these examples as inspiration and start making a difference today.

Related posts:

• 16 Leadership Styles and How to Find Your Own
• What is Transactional Leadership? (let’s dive deeper into this style)
• Fiedler’s Contingency Theory (A Complete Guide to the Theory of Leadership)
• What is Coercive Leadership? (Let’s talk about Coercive leader)

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Transformational Leadership and Related Theories, Essay Example

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Introduction

Transformational leadership and related theories are in the focus of the current review. Developed by theorists in the 1980-s, the main assumption of transformational leadership is that leaders’ behavior have an impact on the organization’s performance. The author of the current essay would like to review how the theory developed, and how it can be used to improve the performance of health care organizations.

Theoretical Review

Before analyzing the theory of transformational leadership, it is important to clarify the definition of leadership itself. Chemers (1997) defines leadership as “a process of social influence by which an individual enlists the aid and support of others in the accomplishment of a task or mission”.

The distinction between transactional and transformational leadership was developed by Bass (1991). According to the author, the main difference is that transactional leaders follow existing rules and norms to respond to emerging problems, while transformational leaders change the organization’s culture and refocus the vision, mission, while creating shared norms that increase follower engagement. Therefore, transformational leadership is an approach that initiates and facilitates change within the organization. Leaders who engage in transformational leadership are the facilitators of change.

The theory developed even further in 2008, when the elements of transformational leadership were defined (Bass & Bass, 2008). The four elements of this leadership approach are individualized consideration, intellectual stimulation, inspirational motivation, and idealized influence (4I-s). Based on the list, the main focus of transformational leadership has shifted towards the interaction between the leader and the rest of the organization. All the above elements are able to facilitate change in various ways. Individual consideration, for example, is based on the leader considering followers’ needs and aligning the organization’s mission and vision with them. Intellectual stimulation is a way of challenging assumptions, and accommodating followers’ ideas. This approach respects diversity, while involving all members of the organization in developing strategies, missions, and visions. Inspirational motivation is based on clearly articulating the vision and creating a connection between organizational goals and desired outcomes. By giving tasks a meaning and purpose, the leader can increase follower commitment. Likewise, idealized influence is based on communicating high ethical behavior patterns, such as trust and respect. By showing an example of expected behavior, the leader can positively influence the organization’s culture.

Yukl (1999) focused on the individual behavior patterns of transformational leadership, and created a research to identify the most prevalent factor loadings. Based on the research, transformational leaders treat all members of the organization as an individual, emphasize mutual trust, has a high level of commitment to ethical principles, engages in guidance and coaching of members, encourages collaboration to gain insight to problems from various perspectives, and questions the traditional assumptions.

Application

Hall et al. (2012) states that the four I-s of transformational leadership result in performance beyond expectations. Therefore, improving an organization’s transformational leadership factors would result in organizational culture change that would have  a positive impact on the entire firm. The process of transformation is something that is currently researched by authors in order to determine a framework to apply transformational leaderships to initiate change. According to Hall et al. (2012, p. 2), for leaders, making the most out of the four Is will “help “transform” their associates into better, more productive and successful individuals. The main ideas represented by transformational leadership are based on changing the organization to gain more commitment to achieve goals, improve the organization’s culture, and align it with individual values and principles.

Bass (1991, p. 21) highlights one important benefit of transformational leadership over transactional leadership: “managers who behave like transformational leaders are more likely to be seen by their colleagues and employees as satisfying and effective leaders than are those who behave like transactional leaders”. Transformational leaders have a charisma, which provides a vision for the organization and followers, so they can relate to it. Therefore, as Bass (1991) puts it, transformational leaders can create success by motivating and engaging followers. At the same time there are different aspects of transformational leadership that positively impact the organization, discussed by Bass (1991). Corporate image improves, due to the entire organization being committed to a higher level mission and working towards it together. There are also positive implications of transformational leadership to recruiting, selection, and promotion. Organizational learning and knowledge development through effective training is another important benefit of applying transformational leadership.

Health Care and Transformational Leadership

Govier (2009) states that change is one of the constants of health care management. Indeed, there is a need for dealing with organizational, regulatory, demographic, and practice changes every day. As Govier (2009, p. 20) states: “When we follow our internal compass as nurses, clinical leadership will be authentic and transformational”. Therefore, transformational leadership is not only beneficial in health care organizations to deal with performance issues and making the entire unit more effective, but can also help health care managers deal with change, and moving towards new goals and priorities. It can help improve the health care performance indicators: patient satisfaction, absenteeism rates, number of complaints, drug errors, and staff turnover. Through influencing and inspiring other people, nursing and health care managers can increase commitment, reduce turnover, and improve the overall performance of the organization, by applying transformational approaches to leadership. As the author (Govier, 2009, p. 22) confirms, the ability of transformational leaders has a positive impact on staffing, as well: “people who embrace the principles of such leadership have staff with higher levels of satisfaction, motivation and performance, as well as lower levels of stress and burnout”. Further, transformational leadership can help organizations respond  and adapt to changes within and outside of the unit, and adjust policies in a way that it is relevant to followers’  needs (individual consideration).

The above review of transformational leadership and related theories has provided an insight into improving organizational effectiveness, increasing employee commitment, and responding to change. As transformational leadership is not based on one’s personality traits, it can be learned. The four I-s of transformational leadership can help nursing leaders engage better with all stakeholders, develop missions and visions that followers can relate to, adjust processes to improve organizational performance, and effectively deal with challenges originating from change within the operating environment, society, or regulatory bodies. By being able to proactively deal with organizational challenges, leaders can become more effective, and create a higher level of collaboration with followers. Therefore, transformational leadership is highly relevant to health care management. Applying the principles of this leadership approach to training, collaboration, coaching, performance review, employee empowerment, and vision development would certainly benefit not only the health care unit, but the entire organization, as well.

Bass, B. M. (1991). From transactional to transformational leadership: Learning to share the vision. Organizational dynamics ,  18 (3), 19-31.

Bass, B. M., & Bass, R. (2008).  The Bass handbook of leadership: Theory, research, and managerial applications . Simon and Schuster.

Chemers, M. M. (1997) An integrative theory of leadership . Lawrence Erlbaum Associates, Publishers. London

Govier, I., Nash, S. (2009) Examining transformational approaches to effective leadership in healthcare settings. Nursing Times ; 105: 18

Hall, J., Johnson, S., Wysocki, A., & Kepner, K. (2008). Transformational leadership: The transformation of managers and associates.

Yukl, G. (1999). An evaluative essay on current conceptions of effective leadership.  European Journal of Work and Organizational Psychology ,  8 (1), 33-48.

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Home — Essay Samples — Business — Leadership — Transformational Leadership Style: Help Followers in Grow And Develop

Transformational Leadership Style: Help Followers in Grow and Develop

• Categories: Leadership Leadership and Management

About this sample

Words: 735 |

Published: Jan 29, 2019

Words: 735 | Pages: 2 | 4 min read

Works Cited

• Bass, B. M. (1985). Leadership and performance beyond expectations. Free Press.
• Bass, B. M. (1999). Two decades of research and development in transformational leadership. European Journal of Work and Organizational Psychology, 8(1), 9-32.
• Garcia-Morales, V. J., & Jimenez-Barrionuevo, M. M. (2012). Transformational leadership and organizational innovation: The roles of internal and external support for innovation. International Journal of Manpower, 33(4), 394-410.
• Hatter, B. J., & Bass, B. M. (1988). Superiors' evaluations and subordinates' perceptions of transformational and transactional leadership. Journal of Applied Psychology, 73(4), 695-702.
• Lowe, K. B., Kroeck, K. G., & Sivasubramaniam, N. (1996). Effectiveness correlates of transformational and transactional leadership: A meta-analytic review of the MLQ literature. Leadership Quarterly, 7(3), 385-425.
• Avolio, B. J., & Yammarino, F. J. (2002). Transformational and charismatic leadership: The road ahead. JAI Press.
• Bass, B. M., & Riggio, R. E. (2006). Transformational leadership (2nd ed.). Psychology Press.
• Podsakoff, P. M., MacKenzie, S. B., & Bommer, W. H. (1996). Transformational leader behaviors and substitutes for leadership as determinants of employee satisfaction, commitment, trust, and organizational citizenship behaviors. Journal of Management, 22(2), 259-298.
• Judge, T. A., Piccolo, R. F., & Ilies, R. (2004). The forgotten ones? The validity of consideration and initiating structure in leadership research. Journal of Applied Psychology, 89(1), 36-51.
• Shamir, B., House, R. J., & Arthur, M. B. (1993). The motivational effects of charismatic leadership: A self-concept based theory. Organization Science, 4(4), 577-594.

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Exploring purpose-driven leadership: theoretical foundations, mechanisms, and impacts in organizational context.

1. Introduction

2. theoretical perspectives on leadership: an evolutionary analysis, 3. purpose-driven leadership: a new perspective on leadership, 4. methodology.

• Conceptualization of Purpose-Driven Leadership.
• Importance of Purpose-Driven Leadership in contemporary research and practice.
• Theoretical foundations of Purpose-Driven Leadership.
• Mechanisms and impacts of Purpose-Driven Leadership.
• The role of purpose in navigating times of VUCA.
• Measurement approaches for purpose in leadership.

5. Findings

5.1. purpose-driven leadership research landscape, 5.2. purpose, organizational purpose, and purpose-driven leadership.

• Consistency: Purpose does not manifest as a fleeting intention but is grounded in its enduring nature ( Gavarkovs et al. 2023 ; Jasinenko and Steuber 2023 ; Knippenberg 2020 ). Demonstrating resilience against ephemeral shifts in external conditions or situational variances, purpose consistently maintains its vigor and steadfastness ( Rindova and Martins 2023 ; Trachik et al. 2020 ). It acts as a constant lodestar amid the dynamic terrains of both personal and professional spheres ( Bhattacharya et al. 2023 ; Qin et al. 2022 ; Rindova and Martins 2023 ).
• Generality: In contradistinction to a limited, task-centric objective, purpose is distinguished by its comprehensive scope ( By 2021 ; Gavarkovs et al. 2023 ; Jasinenko and Steuber 2023 ). Instead of being confined to proximate tasks or circumscribed aims, purpose spans a more expansive purview ( By 2021 ; Gavarkovs et al. 2023 ; Jasinenko and Steuber 2023 ). This ubiquity of purpose guarantees its applicability across multifarious contexts ( By 2021 ; Gavarkovs et al. 2023 ; Jasinenko and Steuber 2023 ).
• Two dimensions: - Internal Dimension: The internal dimension of purpose refers to the individuals’ intrinsic motivations and impulses, which are connected to their sense of purpose ( Crane 2022 ; Knippenberg 2020 ). It serves as a source of meaning, supporting the rationale of every decision, direction, or objective delineated ( Handa 2023 ; Jasinenko and Steuber 2023 ). This introspective aspect emphasizes the congruence and alignment between an individual and their purpose ( Gavarkovs et al. 2023 ; Jasinenko and Steuber 2023 ). - External Dimension: Beyond its internal impact, the influence of purpose extends to the external environment, through the efforts generated by the individual within their context ( By 2021 ; Gavarkovs et al. 2023 ; Handa 2023 ; Jasinenko and Steuber 2023 ). This is underpinned by the individual’s commitment to promoting positive change in a broader environment ( Ocasio et al. 2023 ; Qin et al. 2022 ).
• Daily embodiment and expression: Purpose manifests as a palpable instantiation in quotidian activities since it is part of every decision and action made ( By 2021 ; Jasinenko and Steuber 2023 ). Such perennial articulation provides consistency and influences daily activities ( Bronk et al. 2023 ; Hurth and Stewart 2022 ; Ocasio et al. 2023 ).

5.2.1. Attributes of Purpose-Driven Leadership

5.2.2. purpose-driven leadership construct conceptualization, 5.3. theoretical foundations of purpose-driven leadership, 5.4. mechanisms and impacts of purpose-driven leadership, 5.4.1. potential antecedents, 5.4.2. potential outcomes, 5.4.3. potential mediators, 5.4.4. potential moderatos, 5.5. purpose-driven leadership as a guiding light, 5.6. measurement approaches for purpose-driven leadership, 6. discussion, 7. conclusions, supplementary materials, author contributions, data availability statement, conflicts of interest.

• Abbas, Muhammad, and Raza Ali. 2023. Transformational versus transactional leadership styles and project success: A meta-analytic review. European Management Journal 41: 125–42. [ Google Scholar ] [ CrossRef ]
• Adobor, Henry, William Phanuel Kofi Darbi, and Obi Berko O. Damoah. 2021. Strategy in the era of “swans”: The role of strategic leadership under uncertainty and unpredictability. Journal of Strategy and Management . [ Google Scholar ] [ CrossRef ]
• Aguileta-Clemente, Carmen López, Julinda Molares-Cardoso, and V. Badenes Plá. 2023. The purpose as a dynamizer of corporate culture and value generator: Analysis of the websites of IBEX-35 Spanish companies Carmen. Revista Internacional de Relaciones Públicas 13: 41–54. [ Google Scholar ] [ CrossRef ]
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Ribeiro, M.F.; Costa, C.G.d.; Ramos, F.R. Exploring Purpose-Driven Leadership: Theoretical Foundations, Mechanisms, and Impacts in Organizational Context. Adm. Sci. 2024 , 14 , 148. https://doi.org/10.3390/admsci14070148

Ribeiro MF, Costa CGd, Ramos FR. Exploring Purpose-Driven Leadership: Theoretical Foundations, Mechanisms, and Impacts in Organizational Context. Administrative Sciences . 2024; 14(7):148. https://doi.org/10.3390/admsci14070148

Ribeiro, Marco Ferreira, Carla Gomes da Costa, and Filipe R. Ramos. 2024. "Exploring Purpose-Driven Leadership: Theoretical Foundations, Mechanisms, and Impacts in Organizational Context" Administrative Sciences 14, no. 7: 148. https://doi.org/10.3390/admsci14070148

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Transformational Leadership Theory: Pros and Cons Essay

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Transformational leadership is a type of management and control that seeks to bring change to individuals, organizations, or societies. According to Rodríguez Aboytes and Barth (2020), at its best, transformational leadership not only leads to a positive change for the organization but also seeks to leaders growing other individuals who will replace them. This form of leadership seeks to bring change to an organization by having to leader act as a role model who motivates and inspires the rest of the workforce. For the leader to achieve his mandate, they must eliminate challenges that make the organization stagnant and resistant to change. The three main principles that guide transformational leadership are Motivation, individual consideration, and intellectual incentives.

Transformational leadership is one of the core theories of psychological leadership, and being over three decades old has been widely studied, and various strengths and weaknesses about it established. Studies have established that one of the major strengths of transformative leadership is that it creates an enthusiastic culture in an organization (Carleton et al., 2018). This brings positive energy to a company key to achieving its strategic objectives. Transformational leaders are also known to be filled with innovation and creativity and seek to transfer this trait to junior managers. These traits have resulted in transformational leadership being ranked as the best leadership strategy, followed by trait and servant leadership theories.

Transformational leadership has a range of limitations, including the leaders holding a tough stand and often disagreeing with other leaders. The leadership has also been accused of bringing a lot of pressure on its followers (Carleton et al., 2018). Transformative leadership is different from servant leadership because while the former focuses on the top influence of a leader to drive change, servant leadership focuses on ethics, empathy, and collaboration between the leader and others.

Carleton, E. L., Barling, J., & Trivisonno, M. (2018). Leaders’ trait mindfulness and transformational leadership: The mediating roles of leaders’ positive affect and leadership self-efficacy . Canadian Journal of Behavioural Science / Revue Canadienne Des Sciences Du Comportement , 50 (3), 185–194. Web.

Rodríguez Aboytes, J. G., & Barth, M. (2020). Transformative learning in the field of sustainability: a systematic literature review (1999-2019) . International Journal of Sustainability in Higher Education , 21 (5), 993–1013. Web.

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• Organizational Leadership and Attitude-Behavior Theory
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IvyPanda. (2023, December 20). Transformational Leadership Theory: Pros and Cons. https://ivypanda.com/essays/transformational-leadership-theory-pros-and-cons/

"Transformational Leadership Theory: Pros and Cons." IvyPanda , 20 Dec. 2023, ivypanda.com/essays/transformational-leadership-theory-pros-and-cons/.

IvyPanda . (2023) 'Transformational Leadership Theory: Pros and Cons'. 20 December.

IvyPanda . 2023. "Transformational Leadership Theory: Pros and Cons." December 20, 2023. https://ivypanda.com/essays/transformational-leadership-theory-pros-and-cons/.

1. IvyPanda . "Transformational Leadership Theory: Pros and Cons." December 20, 2023. https://ivypanda.com/essays/transformational-leadership-theory-pros-and-cons/.

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IvyPanda . "Transformational Leadership Theory: Pros and Cons." December 20, 2023. https://ivypanda.com/essays/transformational-leadership-theory-pros-and-cons/.