How Transformational Leadership can be used to manage people in an organization

 

How Transformational Leadership can be used to manage people in an organization 

According to Burkus (2010), transformational leaders focus on "transforming" others so that they can help one other and the organization as a whole. Followers of a transformative leader respond with trust, adoration, loyalty, and respect for the leader, and they are more eager to work more than expected.

According to Juneja (2015), there are four characteristics of a transformational leader.

Inspirational Motivation: The promotion of a consistent vision, mission, and set of values to members is the foundation of transformative leadership. Because their goal is so powerful, they know exactly what they want from every engagement. Transformational leaders inspire their followers by providing them with a sense of purpose and challenge. They labor tirelessly and positively to promote a sense of cooperation and dedication.

Intellectual Stimulation: Innovative and creative leaders inspire their followers. They promote new ideas from their followers and never publicly condemn them for their blunders. Leaders concentrate on the "what" of problems rather than the "blaming" aspect of them. They have no qualms about abandoning an old technique that they established if it is proved to be inefficient.

Idealized Influence: They feel that a leader can only influence followers if he acts what he preaches. Leaders serve as role models for followers to emulate. Through their actions, such leaders always earn the trust and respect of their followers. They often prioritize their followers' needs over their own, forego personal benefits for them, and exhibit high ethical standards. Such leaders' use of power is intended to persuade them to work toward the organization's common goals.

Individualized Attention: Leaders serve as mentors to their followers, rewarding them for their ingenuity and invention. The followers are treated differently based on their abilities and expertise. They are given the authority to make decisions and are always given the necessary support to put those decisions into action.

It concludes that in the modern environment, employees look for leaders who "walk the walk." To compete with other organizations, a corporation must have a competitive advantage, which may be obtained by innovation and becoming inventive. Employees in the social revolution age of business demand the quality of life, which includes the quality of the job. The manner in which the superior works can be a factor in deciding the quality of an employee's employment. An organization may drive its employees through transformational leadership because the transformational leader not only raises personal standards but also influences others by providing a clear image of where the business needs to strive.

Reference 

Burkus, D. (2010) Transformational Leadership Theory. [Online] Available from: https://davidburkus.com/2010/03/transformational-leadership-theory/. [Accessed 2 December 2021]

 Juneja, P. (2015) Transformational Leadership Theory. [Online] Available from: https://managementstudyguide.com/transformational-leadership.[Accessed 2 December 2021]