Transformational Leadership

Becoming an Inspirational Leader

Transformational leaders inspire and support their people.

iStockphoto/aydinmutlu

Everyone respects Molly. Her team members are fiercely loyal, and they're
highly successful as individuals, and as a team.
By contrast, other leaders in the organization report that their people seem
disengaged. They experience high staff turnover, and their results are often
disappointing.
So, what does Molly do that other leaders don't?
To begin with, she regularly reminds her team members of the purpose of
their work. And she knows that she's a role model for her team, so she
demonstrates integrity in all of her working relationships.
Molly is a transformational leader. She sets high expectations, but "walks
the walk" to demonstrate the standards that she expects. In this article, we'll
explore what transformational leadership is, and we'll outline how you can
become a transformational leader.
What is Transformational Leadership?
Leadership expert James McGregor Burns introduced the concept of
transformational leadership in his 1978 book, "Leadership." He defined
transformational leadership as a process where "leaders and their followers
raise one another to higher levels of morality and motivation."
Bernard M. Bass later developed the concept of transformational leadership
further. According his 1985 book, "Leadership and Performance Beyond
Expectations," this kind of leader:

Is a model of integrity and fairness.

Sets clear goals.

Has high expectations.

Encourages others.

Provides support and recognition.

Stirs the emotions of people.

Gets people to look beyond their self-interest.

Inspires people to reach for the improbable.

More than 25 years after Bass' book, transformational leadership is often
argued to be the most important ideas in business leadership.
How to Become a Transformational Leader
In our How to Lead workbook, we distill Bass' ideas into a process that you
can use to become a transformational leader.
To do this, you need to:
1.
2.
3.
4.

Create an inspiring vision of the future.

Motivate people to buy into and deliver the vision.
Manage delivery of the vision.
Build ever-stronger, trust-based relationships with your people.

Use these steps, along with the tools we outline below, to develop your
transformational leadership skills.
Step 1: Create an Inspiring Vision
People need a compelling reason to follow your lead, and this is why you
need to create and communicate an inspiring vision of the future.
Your vision sets out your team or organization's purpose why you all get
up in the morning to do what you do. You develop this partly by
understanding the values of the people you lead, partly by understanding
the capabilities and resources of your organization, and partly by
conducting an intelligent analysis of your environment, and selecting the
best way forward within it.
This is the subject of business unit strategy, and developing a coherent
strategy takes a lot of hard work and careful thought.
If you're developing a vision for your organization, use Mullins' Seven
Domains Model to analyze your environment. Then, use tools such
as Lafley and Martin's Five-Step Strategy Model to develop your
strategy. This is usually then expressed in a business plan , and
summarized in a mission statement .
If you're developing a vision for your team, start with the company's mission
and vision, and explore the ways in which your team can contribute directly
to it.
Step 2: Motivate People to Buy Into and Deliver the Vision

Now, starting with your mission statement , you need to appeal to your
people'svalues , and inspire them with where you're going to lead them,
and why.
Use business storytelling as part of your call to action: this will help
people appreciate the positive impact of your vision on the people you're
trying to help. (Hint: if the only person you're trying to help is yourself, you
won't inspire anyone.)
Then, talk about your vision often. Link it to people's goals and tasks to give
it context, and help people see how they can contribute to it.
Transformational leaders also know that nothing significant happens unless
they encourage their people. So, make sure that you know about the
different kinds ofmotivation , and use these to inspire your people to
deliver their best.
Step 3: Manage Delivery of the Vision
A vision is no use on its own: it needs to become reality. However, many
leaders make the mistake of developing a vision, but of not putting in the
hard and often mundane work of delivering it.
To manage the delivery of your vision, you'll need to combine
effective project management with sensitive change management. This
will help you deliver the changes you need with the full support of your
people.
Communicate each person's roles and responsibilities clearly, and connect
these to your plans. Everyone should fully understand what they're
responsible for, and know how you will measure their success.
Next, set clear, SMART goals for everyone, including some short-term goals
that will help people achieve quick wins and stay motivated.
Use management by objectives to link short-term achievement to your
longer-term goals.
You may need to build your self-discipline and stamina, so that you don't
let yourself down. And, set a good example to your people especially if
they're affected by delays or difficulties by being a model of hard work and
persistence.
Also, stay visible by practicing management by walking around . This is
an ideal technique for transformational leaders, because it helps you stay
connected with daily activities, and allows you to answer questions as they
arise.
Tip:
Clear communication is essential to transformational leadership.
Take time to make sure that your communications are heard and understood,
and give clear, regular feedback , so that your people know what you want.

Step 4: Build Ever-Stronger, Trust-Based Relationships With Your

People
As a transformational leader, you need to focus your attention on your
people, and work hard to help them achieve their goals and dreams.
Use Dunham and Pierce's Leadership Process Model as your starting
point. This tool outlines how important your people are to your success as a
leader.
It also underlines the fact that leadership is a long-term process, and that, as
a leader, you need to work constantly to build relationships, earn trust, and
help your people grow as individuals.
Meet your people individually to understand their developmental
needs , and help them to meet their career goals. What do they want to
achieve in their role? Where do they see themselves five years from now?
How can you help them reach this goal?
You can build trust with your people by being open and honest in your
interactions. Use the Johari Window to disclose safe personal
information about yourself, and to get a better understanding of "what
makes your people tick."
Lastly, set aside time to coach your people. When you help them find their
own solutions, you not only create a skilled team, but you also strengthen
their self-confidence and their trust in you.
Key Points
Transformational leaders inspire great loyalty and trust in their followers.
They have high expectations, and they inspire their people to reach their
goals.
You can become a transformational leader by following these steps:
1.
Create an inspiring vision of the future.
2.
Motivate people to buy into and deliver the vision.
3.
Manage delivery of the vision.
4.
Build ever-stronger, trust-based relationships with your people.
Keep in mind that, to succeed as a transformational leader, you'll need to
work on your own skills, and set aside time and space for personal
development.

What Is Transformational Leadership?

Transformational leaders inspire greater performance in group members. Image: aldomurillo / iStockPhoto

Have you ever been in a group where someone took control of the situation by conveying a clear vision of
the group's goals, a marked passion for the work, and an ability to make the rest of the group feel
recharged and energized? This person just might be what is called a transformational leader.
Transformational leadership is a type of leadership style that can inspire positive changes in those who
follow. Transformational leaders are generally energetic, enthusiastic, and passionate. Not only are these

leaders concerned and involved in the process; they are also focused on helping every member of the
group succeed as well.

The History of Transformational Leadership

The concept of transformational leadership was initially introduced by leadership expert and presidential
biographer James MacGregor Burns. According to Burns, transformational leadership can be seen when
"leaders and followers make each other to advance to a higher level of moral and motivation." Through
the strength of their vision and personality, transformational leaders are able to inspire followers to change
expectations, perceptions, and motivations to work towards common goals.
Later, researcher Bernard M. Bass expanded upon Burns' original ideas to develop what is today referred
to as Bass Transformational Leadership Theory. According to Bass, transformational leadership can be
defined based on the impact that it has on followers. Transformational leaders, Bass suggested, garner
trust, respect, and admiration from their followers.

The Components of Transformational Leadership

Bass also suggested that there were four different components of transformational leadership.

1.

Intellectual Stimulation Transformational leaders not only challenge the status quo; they
also encourage creativity among followers. The leader encourages followers to explore new ways
of doing things and new opportunities to learn.

2.

Individualized Consideration Transformational leadership also involves offering support

and encouragement to individual followers. In order to foster supportive relationships,
transformational leaders keep lines of communication open so that followers feel free to share
ideas and so that leaders can offer direct recognition of the unique contributions of each follower.

3.

Inspirational Motivation Transformational leaders have a clear vision that they are able to
articulate to followers. These leaders are also able to help followers experience the same passion
and motivation to fulfill these goals.

4.

Idealized Influence The transformational leader serve as a role model for followers.
Because followers trust and respect the leader, they emulate this individual and internalize his or
her ideals.

Observations

In their classic text, Transformational Leadership , authors Bass and Riggio explained:
"Transformational leaders...are those who stimulate and inspire followers to both achieve
extraordinary outcomes and, in the process, develop their own leadership capacity. Transformational
leaders help followers grow and develop into leaders by responding to individual followers' needs by
empowering them and by aligning the objectives and goals of the individual followers, the leader, the
group, and the larger organization."
Researchers have found that this style of leadership can have a positive effect on the group. "Research
evidence clearly shows that groups led by transformational leaders have higher levels of performance and
satisfaction than groups led by other types of leaders," explained psychologist and leadership expert
Ronald E. Riggio in an article appearing on thePsychology Today website. The reason, he suggests, is
that transformational leaders believe that their followers can do their best, leading members of the group
to feel inspired and empowered.
References
Bass,B. M. (1985).

Leadership and Performance. N. Y,: Free Press.

Bass, B. M. & Riggio, R. E. (2008).

Transformational Leadership. Mahwah, New Jersey: Lawrence Erlbaum Associates, Inc.

Burns, J. M. (1978). Leadership. N.Y: Harper and Raw.

Riggio, R.E. (2009, March 24). Are you a transformational leader.

Psychology Today. Found online at http://blogs.psychologytoday.com/blog/cutting-edge-leadership/200903/are-you-transformational-leader