The phrase transformational leadership was coined by James MacGregor Burns in his book Leadership in 1978. The idea and ideal of this leadership style has been studied, talked about, and sometimes misunderstood ever since. At the core, transformational leadership is a style that focuses on inspiring and motivating people to achieve their highest potential while fostering significant desired change within an organization.
When you look at it that way, it is hard to argue with the dual goal of helping team members while supporting the organizational goals. It is a win/win approach.
But how do we get there?
The foundation of the style points to four characteristics or skills:
- Idealized Influence: Transformational leaders act as role models, gaining the trust and respect of their followers.
- Inspirational Motivation: Transformational leaders articulate a clear and compelling vision, inspiring and motivating followers to strive towards shared goals.
- Intellectual Stimulation: Transformational leaders encourage innovation and creativity, challenging followers to think critically and solve problems in new ways.
- Individualized Consideration: Transformational leaders provide personalized support and mentorship, addressing the unique needs and aspirations of each follower.
Again, this is good stuff.
And while transformational leadership is about helping others grow and helping the organization reach its goals too, it takes a transformed leader to make this happen.
The first step to transformational leadership is a transformed leader.
Five Questions
If you want to support transformational leadership in your organization, use these five questions to help you think about what is needed. But don’t stop there. Consider these questions for yourself first….
- What do we expect of our leaders? Does it match and align with the principles and skills of transformational leadership?
- What is the mindset of our leaders? Do they see the ideals and behaviors of transformational leadership as desirable?
- How willing are our leaders to embrace change? We’re not talking organizational change here – we are talking personal change. Are your leaders willing to go to work on themselves?
- What are the habits of our leaders now? Are there approaches, skills and habits that have developed (or we have trained) that don’t support transformational leadership?
- How can we support our leaders in their own personal transformation? Individuals must decide and do the work, but what can you to do support and encourage that choice?
You won’t get to a team of transformational leaders until you look at these questions and have answers that support the changes needed.
The Power of Personal Proficiency
The organization can have a vision, the leadership style can be outlined, and expectations can be set; but the transformation must start with individual leaders.
Since individual leaders are the first step towards transformational leadership, organizations must support the personal development of leaders.
You have likely seen leadership development programs create significant change for just a few, while most change very little after attending. Why is that? It’s because some are ready and willing to adapt, change and grow and others aren’t. That’s why “leadership development” isn’t enough, and likely doesn’t come first.
If we want to create more transformational leaders, we must help, support, and encourage them to transform themselves. That means providing training, coaching and other development opportunities to them individually to help them build their personal skill set. As your leaders become better versions of themselves, they can become more effective leaders.
And, as an individual leader, are you ready?
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