Leadership Theories Transformational leadership is a more humane leadership

theory, as compared to the militaristic transactional theory

It believes in inspiring employees to do great work through example and the force of a leader's personality

People rise higher through positive motivation, than negative motivation

It is a leadership theory which appeals to the higher need of an individual in the Maslow's hierarchy of needs, which is

self-actualization!

INTRODUCTIONO As an idea, transformational leadership was first

mentioned in 1973,in the sociological study conducted by the author “Downton, J.V”.

O After that ,“James McGregor” used the term transformational leadership in his book “Leadership” (1978).

O In 1985, “Banard M. Bass” presented a formal transformational leadership theory which ,in addition to other things also includes the models and factors of behavior.

O One year later (1986)“Noel M. Tichy” and “Marry Anne Devanna” published a book under the title “The Transformational Leadership”.

What is TRANSFORMATIONAL LEADERSHIP?

Definition TRANSFORMATIONAL

LEADERSHIP is a leadership style where one or more

persons engage with others in such a way

that leaders and followers raise one another to higher

levels of motivation and morality

DefinitionTRANSFORMATIONAL LEADERS stimulate and inspire their followers to

achieve extraordinary outcomes and, in the process, develop their followers’ own

leadership capacity. These leaders help followers to grow and develop by responding to followers’ individual needs by empowering them and aligning the objectives and goals of

the individual followers, the leader, the group, and the larger organization

(Bass & Riggio, 2006).

A TRANSFORMATIONAL LEADER’S GOAL

To inspire followers to share the leaders’

values and connect with the leader’s

vision

Assumptions The prime assumption is, that people will

willingly follow a leader who inspires them

The vision and passion of one man can transform his followers and together they can achieve great things

Energy and enthusiasm are the tonics that get things done

Transformational Leadership - A Process -

Process that changes and transforms

Process that is concerned with the Emotions, Values, Standards, Ethics, and Long Term Goals

A transformational leader motivates followers to accomplish more than what is usually expected

The sum becomes more powerful than its parts

4 I's of Transformational Leadership

Idealized Influence Leader serves as an ideal role model for followers and is

admired for this

Inspirational Motivation Transformational leaders have the ability to inspire and

motivate followers

Individualized Consideration Transformational leaders demonstrate genuine concern for

the needs and feelings of followers which brings out the best efforts from each individual

Intellectual Stimulation Transformational leaders challenges followers to be

innovative and creative

FOUR COMPONENTS OF TRANSFORMATIONAL LEADERSHIP

O Idealized influence

O Inspirational motivation

O Intellectual stimulation

O Individualized consideration

Transitional LeadershipInception of creative ideasClear understanding of current scenarioPre-defined objectives and a clear road map to achieve themNo self-serving motives Focus approach on identified objectives

Transactional LeadershipPlanning and following process oriented methodologyBuilding team and supportIdentifying expertise in various fields of workchallenges

Transparent LeadershipCongruence between leadership and goalIntegrity in finances and in information

Transcendent LeadershipIdentifying future leader and teamRelinquishing control Inspiring and motivating potential to lead

Transformational

Leadership

Components of Transformational Leadership

Idealized influenceO Ideal role modelOHigh moral and ethical standardsOShow respect, attention, and consideration

towards followersOConsider differences between followers

levels of abilities, ways of learning, and approaches to work

OEncourages the followersOUnderstanding personal feelings and

needs

Inspirational motivation

OAbility to inspire and motivate followers

OProvides followers with challenges and meaning for engaging in shared goals and undertakings

OShow followers how their work applies to real world

OBehave in an enthusiastic, passionate and energetic way

Individualized consideration

OCoaching, mentoring, and growth opportunities

OSelf-actualization, self-fulfillment, and self-worth

OAttend to each follower's needsOListen to the follower's concerns

and needs.

Intellectual stimulationO Re-examine their assumptions about

their work and re-think how it can be performed

O Innovative and creativeO Helps followers see the big picture and

how they connect to the leader, organization, each other, and the goal.

O Challenge followers to come up with new ideas

O Ask questions that make the followers think

Transformational Leadership Behaviors

Developing Vision

• Starts with creating a vision• Vision that is exciting and attract potential followers

Selling the

Vision

• Constantly sell the vision and build a strong network of high potential

Road Map

• Transformation leaders have a clear vision• Have a fair idea about the direction to move and want followers

to move in the same direction• Ready to accept failures

Leading the

charge

• Transformation leaders remain in the fore-front during the action• Always visible and stand up to be counted • Bolster and infect the followers with commitment and

enthusiasm

Steps for Transformational Leadership

Transformation Leadership

Competency

Continuous Personal Development • Wide Range of Leadership Styles • Personal Values, Vision, & Goals• Risk-taking & Courage • Resilient & Resolute

Managing Information & Knowledge• Inquisitive Mind & Critical Thinking To Apply Research Findings• Measures Performance• Breakthrough Technologies & Networking

Mental Health Future • Recovery-oriented • Science ↔ Service• Evidence-based Practices• Elimination of Disparities• Interagency Perspectives• Consumer & Family-Relevant Outcomes

Trans. Management • Org. & System Shifts & Learning• Congregate Vision &

Innovation • Strategic Alliances• Mgmt. of Collaborative

Relationships

Business Acumen• Financing Strategies• Organizational Dynamics• Human Resource Development• Internal/External Radar• Marketing & Branding

Process Toolkit • Negotiation Skills• Dispute & Conflict Resolution• Group Facilitation• Concept Mapping, Future Casting, Lateral Thinking

Competencies of a Transformational Leader

James Macn Gregor Burns (1978)

“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.

Burns was influenced by Abraham Maslow’s Theory of Human Needs

BERNARD BASS (1985)

He identified three ways in which leaders transform followers:

• Increasing their awareness of task importance and value.

• Getting them to focus first on team or organizational goals, rather than their own interests.

• Activating their higher-order needs.

How Does Transformational Leadership Work?

O Transformational leaders set out to empower followers and nurture them to change.

O They become strong role models for their followers.

O They create a vision.

O They act as change agents who initiate and implement new directions.

O They act as social architects.

Application of Transformational Leadership

Provides ideas as to what a leader should be in a transforming environment

Vision statements create discussion

Can be used in recruitment, selection and promotion, and training and development

Effect of Transformation Leadership on Organizational

Structure

Groups under

Transformational

Leadership

Solution Clarificati

on

Higher Performan

ce

Extra Effort

Satisfaction

Original Solutions

Supportive Remarks

Effect of Transformation Leadership on Organizational Structure

Transformational leadership and organizational culture hold the key to understanding organizational effectiveness

Decisions taken by a manager are very important as they affect a large number of people

Thus the leadership skills of the manager have to be very pronounced

An organic, non-formalized organization with a larger span of control are conducive for transformational leadership to appear

Self Sacrifice and Transformational Leadership

SelfSacrifice

Leader Effectiven

ess

Public Good

Cooperation

Extra Effort

Belongingness

Reciprocity

Self Sacrifice and Transformational Leadership

Display of self sacrifice behaviors by leaders enhances transformational leadership

Transformational leaders have the ability to transform self-interests of followers into collective interests

They do so by enhancing salience of collective identity in the self-concept of followers

Followers of transformational leaders work towards advancing overall mission of the group rather than their own personal interests

Self Sacrifice and Transformational Leadership

Martin Luther King, Mahatma Gandhi, Mother Teresa demonstrated a form of transformational leadership that was based on values

Without morally uplifting the followers, leadership cannot be transforming

They motivate followers to go beyond their self-interests for the good of the group, organization, or society

Such actions mutually benefit both the organization/ society and the employees

Transformational Leadership in Schools• To transform the value system of its students • To enhance perception of oneness with others

Objective of Management

Education

• Self-oriented values like a comfortable life and pleasure becoming more important

• Others-oriented values like being helpful and polite becoming less important

Value system of MBA students

• The corporate world interested in managers whose relative ordering of values is just the reverse

• An MBA program that reduces the relative importance given to values like being helpful and polite might find it difficult to market its graduates to business organizations

Cause for concern

The findings of this study provide some preliminary evidence on the changes in value systems that are caused by management education. Self-oriented values become more important and others-oriented values become less important

Benefits Widely researched intuitive appeal Focuses on the follower too Emphasis on followers’ needs, values,

and morals Enthusiastic work atmosphere Innovations Higher output and efficiency Develops future leaders People will work for leader even if

monetary compensation is less

LimitationsX Lacks conceptual clarity X Validity of MLQ is questionableX Fixed trait or malleable state X Potentially elitist or antidemocraticX Totally depends on ability of leaderX Leaders might lack the required

characteristics

StrengthsOWidely researched from many different

perspectives.O It has intuitive appeal as a concept.O It treats leadership as a process between leaders

and followers.O It offers an expanded picture of leadership. Most

other models are transactional.O It has a strong emphasis on followers’ needs,

values, and morals.O It has substantial evidence of being effective.

CriticismsOLacks conceptual clarity.OThe measurement scale does not always

distinguish clearly among factors.O It is a trait theory rather than a behavioral

theory.OTends to be elitist and antidemocratic.OHas a heroic leadership bias.OMay not work on all levels of the organization.OHas the potential to be abused.

Conclusion

Lead and inspire people. Don't try to manage and

manipulate people. Inventories can be managed

but people must be lead. --- Ross Perot

CONCLUSION