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The role of transformational leaders in Organizations

 The role of transformational leaders in Organizations

Introduction

Developing a high-performance employee is becoming increasingly vital in today's businesses. To accomplish thus, leaders are required to motivate employees to go above and beyond their job descriptions. Therefore, new leadership paradigms have developed, one of which is transformational leadership (Masi & Cooke, 2010). Transformational leadership is defined as a style of leadership that results in positive changes within individuals and the social systems (Bass, 2007). 

Figure 1: Role of transformational leaders - Author Developed

The role of transformational leaders in organizations

Model the way

Leaders who are transformational speak up for what they believe in. Every transformational leader should be clear regarding their guiding values and speak up for just a belief (Bottomley, et al., 2014). To reform, one must first develop their personal voices, and afterwards give a platform to their values in a clear and honest manner.

Inspire a shared vision

Leaders in transformation are certain that they might make a significant difference (Masi & Cooke, 2010). They want to develop something more than it is now, to disrupt the status quo, and to build something which no one had ever done before.

Challenge the status quo

Pioneers are transformational leaders. They are willing to take risks; their job is to make a difference, as well as the status quo is not satisfactory to them (Eyal & Kark, 2004).

Encourage the heart

Encouragement is indeed a serious business; recognizing people fosters team spirit and keeps people focused through basing celebrations mostly on achievement of key ideals and milestones (Eyal & Kark, 2004) .

Enable others to act

Transformational leaders cultivate an environment where people are engaged and valued, which empowers them (Bass, 2007). They understand that when people have a sense of personal power as well as ownership, they function effectively.


Real world transformational leaders

·       Reed Hastings

Netflix transitioned from DVD mail-order renting to streaming movies as well as entertainment straight to customers, led by co-founder as well as co-CEO Reed Hastings (Eid, et al., 2008). According to Hastings, “Incredible people don’t want to be micromanaged. We manage through setting context and letting people run”.

·       Jeff Bezos

Even though Amazon was not the first company to sell books via dial-up modems, Jeff Bezos had an unquenchable dream (Eid, et al., 2008). He aspired to be the world's largest online "everything store." When he leaves his position as CEO in 2021, the company is ready to disrupt even more traditional brick-and-mortar businesses, such as grocery stores.

·       Satya Nadella

Microsoft's market dominance was threatened by several important industry disruptors, including mobile phones as well as media technology (Eid, et al., 2008). Including its innovative cloud solutions, the firm has once again risen to the top under the visionary leadership of Satya Nadella.


Conclusion

Leaders can change the attitudes, aspirations, expectations, as well as values among their followers (Masi & Cooke, 2010). Followers are drawn to a leader due to his or her trustworthiness, honesty, as well as other attributes, and the stronger these characteristics are, the more devoted they are to the leader.

 

References

Bass, B. M., 2007. Transformational leadership: industry, military, and educational impact. Mahwah, NJ: Lawrence Erlbaum Associates.

Bottomley, K., Burgess, S. & Fox, M., 2014. Are the Behaviors of Transformational Leaders Impacting Organizations? A Study of Transformational Leadership. International Management Review, Volume 10.

Eid, J., Helge Johnsen, B., Bartone, P. T. & Arne Nissestad, O., 2008. Growing transformational leaders: exploring the role of personality hardiness. Leadership & Organization Development Journal, 29(1), pp. 4-23.

Eyal, O. & Kark, R., 2004. How do Transformational Leaders Transform Organizations? A Study of the Relationship between Leadership and Entrepreneurship. Leadership and Policy in Schools, 3(2), pp. 211-235.

Masi, R. J. & Cooke, R. A., 2010. Effects of transformational leadership on subordinate motivation, empowering norms, and organizational productivity. The International Journal of Organizational Analysis, 8(1), pp. 16-47.

Comments

  1. Sujeewa RupasingheDecember 10, 2021 at 10:15 PM

    A leader can change the individual positively to fit in to to the role that could effectively deliver results could be the best outcome one can achieve. A transformational leader possess such qualities a team can benefit.

    ReplyDelete
  2. PrabathDecember 10, 2021 at 10:52 PM

    Transformational leadership theory in implementing change since only the two dimensions related to idealized influence and inspirational motivation were well identified , Good article thanks for shearing

    ReplyDelete
  3. Vishwa GunarathnaDecember 11, 2021 at 1:13 AM

    The results of this study provides valuable
    information that can be used to propose human
    resource management and leadership development
    interventions relevant for creating a constructive
    culture

    ReplyDelete
  4. Diana HarshaniDecember 13, 2021 at 2:01 AM

    Transformational leaders are defined as leaders,who positively envision the future scenarios for the organization,

    ReplyDelete
  5. N R Waduge. MBADecember 13, 2021 at 8:10 PM

    Transformational leaders provide coaching and mentoring but they are allowed to hold the responsibilities of their own duties assigned by the employer. Also they foster the ethical work environment etc. The attribute of transformational leader style let to grow employees professional life and it accompanied organisational success.

    ReplyDelete
  6. E127918December 16, 2021 at 10:33 PM

    Through a variety of techniques, transformational leadership improves the motivation, morale, and performance of followers. These include connecting the follower's sense of self to the project and the organization's collective identity; serving as a role model for followers who inspires and motivates them; challenging followers to take greater ownership of their work; and understanding the strengths and weaknesses of followers so the leader can assign tasks that will improve their performance.

    ReplyDelete

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