assignment

Transformational leaders

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Transformational leaders inspire their followers to transcend their self-interest for the good of the organization. This means that as leaders they ably empower others so that they can fully exploit their capabilities and reach successful heights that they never realized that they could. The inspiration they offer others leads to positive change which translates to not only personal growth but also growth of the organization as a whole. Thus by empowering those that they lead transformational leaders make these people more aware of their capabilities and skills. They motivate them to use them well which leads to their betterment as practice makes perfect. A person who feels empowered and that their skills matter to leader of the organization not only has more self-esteem as well as confidence to be creative and innovative but also presents the these ideas well to the organization leading to benefits. Such employees also performs well thus the organization has increased productivity and overall profit or attainment of set visions. Group identity derived from such an institution can also be attributed to transformational leaders meaning that the employees have a positive image of the organization; it is good for the public relations as such employees tend to be ambassadors of the organization’s brand.

With transformational leadership the employees and the administration ably set goals and visions that are not only common, sustainable and attainable but which also have a good implementation and coordination plan. The whole team knows who is responsible for what, at what stage and how they will handle it. This makes consultation easier, smoother, faster and more effective as roles are clearly marked yet one knows the rest of the team is on board thus they have the support needed to attain the objectives (Bass, 1990). Team work has been pointed out to be more advantageous than group work. Team work requires that a person transcend from self-interest and give priority to the organization. This requires a courageous transformational leader to inspire others towards a clear vision. The planning and coordination is done with the set standards which in turn should fit well with the beliefs and personality of the administration as well as the employees. This is critical as it is the foundation of the inspiration the leader gives.

In addition to the passion and energy the transformational leader has these factors uplift followers towards transcending their personal interests and place the organization first. It inspires commitment to the vision of the organization by making it appear that through the attainment of these will automatically lead to the attainment of the self-interest each employee has. This is the biggest achievement any transformational leader can attain; making feel that it is more important and essential for the organization to succeed that for them to attain the utility/satisfaction that they had intended when joining the company (Richards, 2012).

Transformational leaders differ from other types of leaders as they adapt changes more easily. Change in any organization is difficult as people are used to a certain way of doing thing. It can lead to many challenges which if not handled well can lead to the downfall or lower performance of the organization. These leaders are vision-oriented and will be charismatic enough to take charge of the changes by inspiring others to embrace them. It eases the implementation making the process smooth and more likely to be successful. They also offer higher levels of inspiration to their employees compared to other leaders as they engage more with them reminding them their roles and the importance/purpose that role has to contribute towards the attainment of the overall organizational goals. It makes employees feel recognized and appreciated thus they commit more to the organization. Transformational leaders are also known to act on their talk by taking the lead. They believe and realize that for any transformation to occur they must demonstrate the standard they want to see. They are role models who offer the support others need to meet the high standards they set.

For a manger to become a transformational leader they should identify a need for a change in the organization. Otherwise if change is not needed there will be no basis for a transformation. After identification they should have both an applicable and sustainable plan to put the change in effect. After planning they should incorporate the changes into the long-term visions of the organization and set up a plan to realize it. He/she is to be the source of support for the juniors and should recognize their roles and contributions towards attaining the vision. This means the need to be good communicators so that they can alter people’s affect. With an inspiring vision and enough motivation for the staff, the manager will need only to manage how the vision is delivered and to create a strong relationship with the staff to become a transformational leader (Hog, 2012).

References

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

Hog, B. (2012, April 2). Retrieved from http:www.billhog.ca/2016/02/7-must-have-transformational-leadership-qualities/

Richards, J. (2012, May 12). Changingminds. org. Retrieved from http:www.changingminds.org/disciplines/leaders/styles/transformational-leaders