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Transformational Leadership Focus:

Jump Start Your Year With More Effective Leadership
Dr. Bob Wright January 7, 2010

Transformational Leadership Characteristics

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Ron Riggio defines the characteristics as. Charismatic, visionary leaders who transform organizations through empowering followers. Leaders who bring out the best in followers and develop them into leaders. Leaders who motivate and challenge teams to perform at levels beyond expectations.

How do you measure up?

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Honest self assessment is key. We all fall short. We need to keep working. We need to be willing to measure ourselves and fall short. Lets review the four behaviors of Transformational Leaders

Components of Transformational Leadership

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Idealized Influence - serving as positive role models

for followers (walking the talk).

Inspirational Motivation - motivate and inspire

followers by providing meaning and challenge.

Intellectual Stimulation - stimulate followers to be

creative/innovative by questioning assumptions, reframing problems, and devising new solutions. attention to followers needs and concerns; developing followers via mentoring/coaching

Individualized Consideration - paying special

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Summary of Transformational Leadership Characteristics

Congruent Visionary Thought-provoking Personal

Idealized Influence

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What do you stand for as a leader? Have you articulated your leadership touchstones? This will be your idealized influence touchstone for the coming year.

What does my company most need?

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Empowerment my staff need to be believed in Inclusion My staff need to feel full ownership Encouragement They need to know that they
have the freedom to act and the acceptance to make mistakes, as well as ongoing acknowledgement and enthusiastic support

Idealized Influence Touchstone

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Reminder: the other three behaviors are Inspirational motivation: vision Intellectual stimulation: thought-provoking Individualized consideration: personalized Your idealized influence touchstone possibilities are: ___________________________ ___________________________ ___________________________ ___________________________

Rating Yourself

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Look at the value or principle you chose to use for the coming year. How do you rate yourself now? Are you willing to have the staff rate you on a scale of 1-10? If so, are you willing to be re-evaluated quarterly? It could be a great benefit to all.

Assessing Inspirational Motivation

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Inspirational Motivation - motivate and inspire

followers by providing meaning and challenge. How do you rate yourself? How inspirational are your Meetings? Interactions with staff? Your direct reports with their staff? Interactions with clients/customers?

Assessing Intellectual Stimulation

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Intellectual Stimulation - stimulate followers to be

creative/ innovative by questioning assumptions, reframing problems, and devising new solutions. How do you rate yourself? How stimulating are your
Assignments? Interactions with staff? Meetings?

How often do you ask questions? How much creativity and innovation do you expect from your staff?

Assessing Individualized Consideration

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Individualized Consideration - paying special attention

to followers needs and concerns; developing followers via mentoring/coaching How do you rate yourself? How well do you recognize your individual staff strengths and weaknesses? To what extent do you identify individual staff support needs? Are all staff clear on the skills they are developing, and are you providing what you need to provide for them to do it?

Mapping Success: 2010 Focus

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1) Your selection for idealized influence 2) One of the other three behaviors of Transformational Leaders.

Implementation Intentions

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My larger goal Whom I told about my larger goal Mistaken beliefs challenged Rematrixing strategy Behavioral limitations/skill deficits Emotions muted or arisen

Implementation Intentions

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Whom I told about the assignment Whom I invited to join me Cost assessment Benefit analysis Rewards Consequences Review schedule

Implementation Intention Tracking

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How many ifthen statements? Rate your focus, application, and risk taken in doing the assignment Recap risks, results, learns, growth, and feedback

Next Steps

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Two-day seminar with Dr. Don Beck, date TBD Visit Dr. Bob Wrights blog: www.drbobwright.com