Transformative Leadership StrategiesPresented byDebra-Dreana Marshall-StuartWhat is Transformational Leadership?According to Kouzes & Posner (2002), transformational leadership is based on the premise that a leaders action is based on ethical, moral and equitable consideration of each person in the organization. Transformational leadership involves the development and maintenance of a shared vision; empowerment of followers and the creation of a cultural environment in which acceptance to change will thrive (Bass, 1985). Transformational leadership examines the types of leaders and leadership styles and those of the follower as they exist in a strategic environment .

How do we know transformational leadership is occurring?

Transformational Leaders and followers allow each to advance to a higher level or moral and motivations.Transformational Leaders are able to inspire followers to alter their perceptions and expectations towards a shared visionTransformational Leaders stimulate and inspire followers to achieve outcomes while they develop their own leadership capacity.Transformational Leaders help followers grow and develop be responding to individual followers needs and empowering them.Transformational Leaders are able to align the goals and objectives of their followers, to those of the organization.(Burns, 1978)

Bass Transformational Leadership TheoryThis theory is based on the assumption that the leader is aware that the importance of a task is what motivates followers to produce better work. Bass (2006) saw charisma as necessary but not adequate enough to get individuals to focus on organizational goals and not their own interests. Bass (2006) posit that an authentic transformational leader is guided by his/her moral foundation.

Strategies for transformational leadership

Individualized ConsiderationThe transformational leader offers support and encouragement to each individual follower in order to foster a supportive relationship. The lines of communication are kept open and followers are free to share ideas and be acknowledged for them.Individual consideration allows followers to experience, self-actualization, self-worth and self-fulfillment.(Bass, 1985).)Strategies to develop Individualized ConsiderationAct in ways that are consistent with your stated beliefs and values; follow through on commitments,Recognize, encourage and accept the individual differences among your followers. Keep the lines of communication open and going employ feedback and effective listening skills.

Strategies for transformational leadership

Inspirational MotivationThe transformational leader has a clear vision and easily articulates this to his/her followers. Followers are motivated to fulfill these goals and share the passions of their leaders.The leader inspirational motivation will prove the follower with the impetus to engage in sharing the organizations goals and moving towards meeting them.(Bass, 1985). Strategies for Inspirational MotivationThis stage of transforming your organization will call for you to engage with employees on an personal level as well find out about the needs and desires and this will assist in finding way to further motivate them.Meet regularly with your followers and encourage them to remain committed and excited for the vision of the organization.Practice and develop a team spirit that connects you to each of your followers to the vision of the group and the organization as a whole. Communicate your vision for the organizations future and elaborate on how the work of each person and each team is connected to the vision.

Strategies for transformational leadership

Intellectual StimulationThe transformational leader challenges and encourages creativity among his/her followers.Followers are encouraged to find new ways to doing things and are provided with new opportunities to learn.Intellectual stimulation helps followers to ask questions and generate creative responses to problem.(Bass, 1985). Strategies for Intellectual StimulationAfter you have established a personal relation with your followers, you now need to provide them with rewarding, creative and innovative thinking by appealing to their intellectual capacity.Create a culture that guides each follower toward lifelong learning and creating a organizational culture that values learning.Encourage, mentoring and individual coaching opportunities with your followers challenge them to engage their creativity. the most valuable asset the organization may have is its ability to learn.

Strategies for transformational leadership

Idealized InfluenceThe transformational leader becomes a role model for their followers. Trust an respect is given to the leader and emulated by the followers.Trust between the leader and the follower should be based on moral and ethical standards.(Bass, 1985). Strategies to develop idealized influenceEnsure that you display the highest level of integrity and trust in your position as a role model.Create opportunities that will allow your followers to see your behavior and encourage them to do the same appeal to their higher moral inspirations. Engage in behaviors that are worth emulating your followers will only be eager to follow you to the extent that they see that you too believe in your own ideals.

building relationships Towards a shared visionAs a transformational leader, you must be able to inspire your followers towards a shared vision and ensure that both you and your followers connect with this vision.You must be able to encourage your followers to support the organizations vision through the sharing of ideas, talents and labour and not through your power.Create a plan that establish and maintain trust so that your followers will remain committed to acheving the organizations strategic goals. Burns (1978) stated that for transformational leaders to have the greatest impact, that must be able to motivate their followers to action by appealing to their shared values.

Empowering team membersEmpower your team to think and act independently. Allay the fears and concerns of your followers; inspire them to work towards achieving the group and organizations goals. Empower your followers to find creative and innovative ways to achieve the goals, objectives and vision. Inspire team members to embrace and pursue challenges.

fostering changeChanging the organizations cultureLeaders need to be aware of the beliefs, values and norms that are embedded in the organizations culture as these may hinder efforts towards change. A key aspect of changing is to know when to change key aspects of the organizations culture to fit with the transformation.Once the changes are articulate, leaders must consistently introduce them into the daily practices of the organization.Leaders must be able to transform their followers attitudes, beliefs and motives from a lower to a higher plane of arousal and maturity (Bass, 1985).Communicating ChangeDescribe the need for change by articulating the need for change and moving into a new working environment. From the onset, followers need to know why change is necessary and how it is designed to help them they need to know the why and therefore you will need to reinforce what you want your followers to know, feel and do.Develop trust and loyalty by communicating regularly, openly and honestly, your intentions for the transformation. Present a vision for the future, describe potential strengths, weaknesses, opportunities and threats.

Resistance to changeA transformational leader has individualized consideration in that he/she understands that fears and resistance to change among his followers A transformational leader must be able to help their followers see why change is necessary and strategic and this involves breaking down any barriers before and during the implemetation process. conclusionConclusionThe transformational leader work toward changing the culture of the organization through the creation and implementation of innovative and creative ideas. The transformational leader appeals to their followers moral values to empower and motivate them to achieve the organizations mission and vision.Transformational leadership theories states that people are usually motivated by the tasks that they have to perform. The key though, is to have tasks that are challenging and desired. recommendationsSustaining transformational leadershipRemain committed to empowering and nurturing your followers Become a strong role model for stimulating changeCreate a vision for the group and the organizationEstablish and maintain an environment of trust and collaboration.

ReferencesBass, B.M. (1985) Leadership and performance beyond expectation. New York: Free PressBass, B.M. and Riggio, R.E (2006). Transformational Leadership. 2nd Ed, RoutledgeBurns, J. M. (1978). Leadership. N.Y. Harper and RawKouzes, J. and Posner, B. (2002). The leadership challenge. 3rd ed. San Francisco: Jossey-Bass