transformational leadership
TRANSCRIPT
Leadership Theories Transformational leadership is a more humane leadership
theory, as compared to the militaristic transactional theory
It believes in inspiring employees to do great work through example and the force of a leader's personality
People rise higher through positive motivation, than negative motivation
It is a leadership theory which appeals to the higher need of an individual in the Maslow's hierarchy of needs, which is
self-actualization!
INTRODUCTIONO As an idea, transformational leadership was first
mentioned in 1973,in the sociological study conducted by the author “Downton, J.V”.
O After that ,“James McGregor” used the term transformational leadership in his book “Leadership” (1978).
O In 1985, “Banard M. Bass” presented a formal transformational leadership theory which ,in addition to other things also includes the models and factors of behavior.
O One year later (1986)“Noel M. Tichy” and “Marry Anne Devanna” published a book under the title “The Transformational Leadership”.
What is TRANSFORMATIONAL LEADERSHIP?
Definition TRANSFORMATIONAL
LEADERSHIP is a leadership style where one or more
persons engage with others in such a way
that leaders and followers raise one another to higher
levels of motivation and morality
DefinitionTRANSFORMATIONAL LEADERS stimulate and inspire their followers to
achieve extraordinary outcomes and, in the process, develop their followers’ own
leadership capacity. These leaders help followers to grow and develop by responding to followers’ individual needs by empowering them and aligning the objectives and goals of
the individual followers, the leader, the group, and the larger organization
(Bass & Riggio, 2006).
A TRANSFORMATIONAL LEADER’S GOAL
To inspire followers to share the leaders’
values and connect with the leader’s
vision
Assumptions The prime assumption is, that people will
willingly follow a leader who inspires them
The vision and passion of one man can transform his followers and together they can achieve great things
Energy and enthusiasm are the tonics that get things done
Transformational Leadership - A Process -
Process that changes and transforms
Process that is concerned with the Emotions, Values, Standards, Ethics, and Long Term Goals
A transformational leader motivates followers to accomplish more than what is usually expected
The sum becomes more powerful than its parts
4 I's of Transformational Leadership
Idealized Influence Leader serves as an ideal role model for followers and is
admired for this
Inspirational Motivation Transformational leaders have the ability to inspire and
motivate followers
Individualized Consideration Transformational leaders demonstrate genuine concern for
the needs and feelings of followers which brings out the best efforts from each individual
Intellectual Stimulation Transformational leaders challenges followers to be
innovative and creative
FOUR COMPONENTS OF TRANSFORMATIONAL LEADERSHIP
O Idealized influence
O Inspirational motivation
O Intellectual stimulation
O Individualized consideration
Transitional LeadershipInception of creative ideasClear understanding of current scenarioPre-defined objectives and a clear road map to achieve themNo self-serving motives Focus approach on identified objectives
Transactional LeadershipPlanning and following process oriented methodologyBuilding team and supportIdentifying expertise in various fields of workchallenges
Transparent LeadershipCongruence between leadership and goalIntegrity in finances and in information
Transcendent LeadershipIdentifying future leader and teamRelinquishing control Inspiring and motivating potential to lead
Transformational
Leadership
Components of Transformational Leadership
Idealized influenceO Ideal role modelOHigh moral and ethical standardsOShow respect, attention, and consideration
towards followersOConsider differences between followers
levels of abilities, ways of learning, and approaches to work
OEncourages the followersOUnderstanding personal feelings and
needs
Inspirational motivation
OAbility to inspire and motivate followers
OProvides followers with challenges and meaning for engaging in shared goals and undertakings
OShow followers how their work applies to real world
OBehave in an enthusiastic, passionate and energetic way
Individualized consideration
OCoaching, mentoring, and growth opportunities
OSelf-actualization, self-fulfillment, and self-worth
OAttend to each follower's needsOListen to the follower's concerns
and needs.
Intellectual stimulationO Re-examine their assumptions about
their work and re-think how it can be performed
O Innovative and creativeO Helps followers see the big picture and
how they connect to the leader, organization, each other, and the goal.
O Challenge followers to come up with new ideas
O Ask questions that make the followers think
Transformational Leadership Behaviors
Developing Vision
• Starts with creating a vision• Vision that is exciting and attract potential followers
Selling the
Vision
• Constantly sell the vision and build a strong network of high potential
Road Map
• Transformation leaders have a clear vision• Have a fair idea about the direction to move and want followers
to move in the same direction• Ready to accept failures
Leading the
charge
• Transformation leaders remain in the fore-front during the action• Always visible and stand up to be counted • Bolster and infect the followers with commitment and
enthusiasm
Steps for Transformational Leadership
Transformation Leadership
Competency
Continuous Personal Development • Wide Range of Leadership Styles • Personal Values, Vision, & Goals• Risk-taking & Courage • Resilient & Resolute
Managing Information & Knowledge• Inquisitive Mind & Critical Thinking To Apply Research Findings• Measures Performance• Breakthrough Technologies & Networking
Mental Health Future • Recovery-oriented • Science ↔ Service• Evidence-based Practices• Elimination of Disparities• Interagency Perspectives• Consumer & Family-Relevant Outcomes
Trans. Management • Org. & System Shifts & Learning• Congregate Vision &
Innovation • Strategic Alliances• Mgmt. of Collaborative
Relationships
Business Acumen• Financing Strategies• Organizational Dynamics• Human Resource Development• Internal/External Radar• Marketing & Branding
Process Toolkit • Negotiation Skills• Dispute & Conflict Resolution• Group Facilitation• Concept Mapping, Future Casting, Lateral Thinking
Competencies of a Transformational Leader
James Macn Gregor Burns (1978)
“Leaders and followers make each other to 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.
Burns was influenced by Abraham Maslow’s Theory of Human Needs
BERNARD BASS (1985)
He identified three ways in which leaders transform followers:
• Increasing their awareness of task importance and value.
• Getting them to focus first on team or organizational goals, rather than their own interests.
• Activating their higher-order needs.
How Does Transformational Leadership Work?
O Transformational leaders set out to empower followers and nurture them to change.
O They become strong role models for their followers.
O They create a vision.
O They act as change agents who initiate and implement new directions.
O They act as social architects.
Application of Transformational Leadership
Provides ideas as to what a leader should be in a transforming environment
Vision statements create discussion
Can be used in recruitment, selection and promotion, and training and development
Effect of Transformation Leadership on Organizational
Structure
Groups under
Transformational
Leadership
Solution Clarificati
on
Higher Performan
ce
Extra Effort
Satisfaction
Original Solutions
Supportive Remarks
Effect of Transformation Leadership on Organizational Structure
Transformational leadership and organizational culture hold the key to understanding organizational effectiveness
Decisions taken by a manager are very important as they affect a large number of people
Thus the leadership skills of the manager have to be very pronounced
An organic, non-formalized organization with a larger span of control are conducive for transformational leadership to appear
Self Sacrifice and Transformational Leadership
SelfSacrifice
Leader Effectiven
ess
Public Good
Cooperation
Extra Effort
Belongingness
Reciprocity
Self Sacrifice and Transformational Leadership
Display of self sacrifice behaviors by leaders enhances transformational leadership
Transformational leaders have the ability to transform self-interests of followers into collective interests
They do so by enhancing salience of collective identity in the self-concept of followers
Followers of transformational leaders work towards advancing overall mission of the group rather than their own personal interests
Self Sacrifice and Transformational Leadership
Martin Luther King, Mahatma Gandhi, Mother Teresa demonstrated a form of transformational leadership that was based on values
Without morally uplifting the followers, leadership cannot be transforming
They motivate followers to go beyond their self-interests for the good of the group, organization, or society
Such actions mutually benefit both the organization/ society and the employees
Transformational Leadership in Schools• To transform the value system of its students • To enhance perception of oneness with others
Objective of Management
Education
• Self-oriented values like a comfortable life and pleasure becoming more important
• Others-oriented values like being helpful and polite becoming less important
Value system of MBA students
• The corporate world interested in managers whose relative ordering of values is just the reverse
• An MBA program that reduces the relative importance given to values like being helpful and polite might find it difficult to market its graduates to business organizations
Cause for concern
The findings of this study provide some preliminary evidence on the changes in value systems that are caused by management education. Self-oriented values become more important and others-oriented values become less important
Benefits Widely researched intuitive appeal Focuses on the follower too Emphasis on followers’ needs, values,
and morals Enthusiastic work atmosphere Innovations Higher output and efficiency Develops future leaders People will work for leader even if
monetary compensation is less
LimitationsX Lacks conceptual clarity X Validity of MLQ is questionableX Fixed trait or malleable state X Potentially elitist or antidemocraticX Totally depends on ability of leaderX Leaders might lack the required
characteristics
StrengthsOWidely researched from many different
perspectives.O It has intuitive appeal as a concept.O It treats leadership as a process between leaders
and followers.O It offers an expanded picture of leadership. Most
other models are transactional.O It has a strong emphasis on followers’ needs,
values, and morals.O It has substantial evidence of being effective.
CriticismsOLacks conceptual clarity.OThe measurement scale does not always
distinguish clearly among factors.O It is a trait theory rather than a behavioral
theory.OTends to be elitist and antidemocratic.OHas a heroic leadership bias.OMay not work on all levels of the organization.OHas the potential to be abused.
Conclusion
Lead and inspire people. Don't try to manage and
manipulate people. Inventories can be managed
but people must be lead. --- Ross Perot
CONCLUSION