Transformational leadership in the modern business world positions itself as a new type of managerial activity. The first to make a clear distinction between leadership and management was the American management classics Peter Drucker and Warren Bennis. They explained it this way: the goal of management is to do this or that task correctly, and leadership is to choose what needs to be done correctly. Next, we will talk about transformational leadership, the disadvantages and advantages of this approach, the self-organization of employees, and so on. So, let's begin.
What is transformational leadership for?
Due to the fact that the structure of modern sales markets is changing every year, most of the products and services that were recently in demand are not interesting to anyone today. That is, staff who previously knew and understood the policy of their field of activity, turned into incompetent workers. Transformational leadership helps to take into account all the innovations, guess ahead the wishes and needs of customers, as well as create new motives, thanks to which innovative drugs, services and products appear. That is why every industry in our time requires, first of all, competent leadership, and only then management. If a person fails directly in leadership, then no control will save the "sinking ship."
History of Transformational Leadership
The concept of this type of leadership was introduced by distinguished expert and biographer James McGregor Burns. He argued that the task of a true leader is to find the coveted point of interaction with his followers, to use the appropriate motivation to change their own needs, thereby reaching a new level of work. In addition, the theory of transformational leadership helps to rally the team with the goal of increasing their level and changing their own expectations.
Somewhat later, the American psychologist Bernard Bass expanded the theory of his predecessor and added that a transformational leader can be identified by his ability to influence other people. Such a person arouses trust and respect among those who follow him.
Theory of Transformational Leadership
James McGregor Burns has developed and systematized a leadership theory that explains that a transformational leader can change or adjust the behavior and views of his followers. To change the way people think and direct their actions in the right direction, the leader must be able to see a certain situation outside generally accepted boundaries, as well as calculate all possible options for the development of a particular event for which the followers are preparing.
In the theory of transformational leadership, there are four forms of a leadership position that affects followers:
- charisma;
- intellectual stimulation;
- inspirational motivation;
- individual participation.
There are other factors that matter, but they are less significant than those already listed above, so they can be lost sight of without loss of information.
Charisma
Charismatic and transformational leadership are closely related. A true leader should serve as an example to follow his followers, not show himself what they can become if they do what they are advised. The concept of transformational and charismatic leadership carries an idealized influence, that is, it is a strong model of a perfect person. This does not mean that the leader should be tough and assertive, but even vice versa. Followers should see that their head really wants only the best for the company and for them in particular: sets goals that will bring them to a new standard of living, and also sacrifices his material achievements for the good of his mission. In addition, transformational leadership implies the constant self-development of the chapter. Without this, one cannot take such a position for a long time. The main tasks of the leader are “vision” and “action”. The first allows you to clearly see the goal, and with all the difficulties that will have to be encountered on the way to its implementation. The second forms the behavior of followers.
Promotion
Intelligent stimulation implies a system of rewards for followers for a new interesting approach to the task, new ways of doing work. This method helps people discover something new in themselves, learn new things and develop themselves. In addition, incentives develop a sense of self-confidence, activate a person’s intellectual activity, fresh ideas for new projects appear, an unusual and rational way to solve problems. With encouragement, the transformational leader points to a rational and creative approach, and also thinks about the best solution to the task.
Inspiration
Inspirational motivation carries the character of inspiring people. In a clear and simple language, the transformational leader describes options for the near future, which will become accessible to all if the goals are achieved. With the correct setting of motivation, employees will complete any task with pleasure. For any person to perform work that will improve their quality of life will be a joy.
Personal approach
Individual participation or leadership through the development of people is a way of caring for their followers. This refers to taking into account the personal needs of each employee, you need to create comfortable conditions for work. It is necessary to give tasks from different categories, as routine work will tire any, even the most hardy employee. Another necessary detail: a leader is always open for communication and advice. Employees coming to him with a new idea should be listened to and praised. This will allow followers not to be afraid to share their thoughts, develop professional skills and hone their skills.
Self-efficacy
The transformational leadership style also implies the development and consolidation of a sense of self-efficacy of employees. Every person from time to time needs to make sure that society needs him. This gives a big leap in the personal growth of a person, as well as a sense of effectiveness.
To raise the sense of employee efficiency, you need to perform some actions:
- The challenge for success. The leader sets a task for followers, which will certainly succeed. When fulfilling the goal, the employee develops a sense of self-confidence, and the fear of failure automatically decreases. Gradually, the leader complicates the tasks, but it is already easier for employees to complete them, since a self-confident person can do everything.
- Emotional challenge. The most effective way to develop your own employee productivity. In this case, a goal is set that requires maximum effort for its implementation: the task is very difficult, but doable. Giving an employee a similar task, the leader confirms that the task is difficult and will require a lot of effort. The essence of transformational leadership in the organization in this situation is that there is a veiled call for an employee to try himself in a difficult task, to check his own strengths. As you know, after completing such a task, a person with a sense of accomplishment will report to his superiors, receive encouragement and begin to work with renewed vigor.
- Demonstration of own success. A personal example of success always effectively affects followers. Looking at him, a person seeks to increase his own significance, adopting the style of action and thinking from his leader.
