Some of the most loved and respected leaders in the world are known for their imagination, risk-taking, perseverance and their well-known success. They have always been one step ahead everyone else and created what no one else was able to do. They influenced other people to be as imaginative and hardworking as they were. They never stopped believing in what they were doing. The two most leaders who fit all these descriptions would be Walt Disney and Bill gates, even thought they have a lot in common, their leadership style was completely different.
Transformational leadership describes a leader moving followers beyond immediate self-interests through idealized influence (charisma), inspiration motivation, intellectual stimulation, or individualized consideration. Transformational leaders are change agents. They influence the mission and objectives to make way for a brighter future for the organization. Followers are motivated to do more than is originally expected because of their feelings of trust and respect for the leader.
Transformational leaders must have a high level of self-confidence. It is this self-confidence that gives them the power to take action and lead. However, if they rely on their own thoughts, ideas, and actions alone, rather than collaborating with their followers, they are likely to fail as leaders.
The transformational leadership works to motivate the followers to put the mission and vision of the organization as the priority over their self interests. This motivation drives them towards broadened needs and development for higher potential.
As Northouse (2015) explained, transformational leadership is a process that can change and transform the emotions, values, ethics, standard, and long term goals of the people. It also involves transforming followers to accomplish more than what is expected of them. The four factors that are closely associated with transformational leadership includes being an idealized influence or charisma leaders who act as strong role models, have a high standard of moral and ethical conduct, and deeply respected by his or her followers. A leader who can inspire and motivate their followers to be part of a shared vision of the organization. A leader who can also stimulate followers to become more creative and innovative, and provide the necessary coaches and advice to the followers (p.167).
Transformational leadership. Burns (1978) is recognized as one of the earliest theorist on transformational leadership, who introduced transformational leadership over 30 years ago. Transformational leaders are perceived as leaders who uplift their employee morale, subsequently uplifting the entire organizational. Transformational leaders are known by their capacity to inspire followers to forgo self-interests in achieving superior results for the organization (Clawson, 2006). Avolio and Yammarino (2002) shared Bass’s explanation of transformational leadership as leaders who act as agents of change that stimulate, and transform followers’ attitudes, beliefs, and motivate from lower to higher level of arousal.
Additionally, " Transformational Leadership inspires wholeness of being, so your thoughts, feelings and actions are consistent. It is about leading with an integrity and authenticity that resonates with others, and inspires them to follow. Not only does it inspire others to follow, but to become leaders themselves" (Cox, 2007, p. 10).
Transformational leaders motivate by utilizing values, care, and inspiration (Marquis & Huston, 2015). These leaders are developing their employees to strive for growth. Transformational leadership enables companies to look towards the
Transformational Leadership can be defined as a style of leadership in which the leader identifies the needed change, creates a vision to guide the change through influence and inspiration, and
These leaders are role models to their followers. A key ideal of transformational leadership is the readiness to test the position quo. Transformational leaders must have personality and self-confidence; with these characters it will help the leader to encourage the followers. Transformational leadership can encourage their followers in either a positive or negative way. This form of leadership can get muggy only because leaders attempt to try and change their follower’s thoughts. Additionally charisma can have a down side
Those that follow a transformational leadership framework believe that leaders possess many of the aforementioned qualities, but the focus is on one’s ability to inspire and empower others (Ross, Fitzpatrick, Click, Krouse, & Clavelle, 2014). These leaders literally ‘transform’ their followers by inspiring enthusiasm and performance towards a
Biographical facts: placing emphasis on crucial experiences, episodes, pre-occupations and challenges that created turning points in advancing the subject’s leadership role.
A TRANSFORMATIONAL LEADER is a person who stimulates and inspires followers to achieve extraordinary outcomes (Robbins, 2007)It has been shown to influence organisational members by transforming their values and priorities while motivating them to perform beyond their expectations (Rowold, 2007)Increased levels of job satisfaction & reduced turnover intentions are consequences of transformational leadership. It is all about leadership that creates positive change in the followers whereby they take care of each other’s interests and act in the interestsof the groupas a whole (Warrilow, 2012)
Transformational leadership is defined as having four conceptually distinct elements: charismatic leadership/idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration (Bass, 1996). Servant leadership has