how to write an essay on transformational leadership

What is Transformational Leadership? (Examples + How-To)

You're on a quest to become a better leader, and you've stumbled upon a term that keeps popping up: transformational leadership. You're in the right place to find out what it means, why it matters, and how it could change your life and the lives of those you lead.

Transformational Leadership is a leadership style where the leader inspires and motivates team members to exceed expectations, fosters an environment of trust and respect, and ultimately drives positive organizational change.

Don't just skim the surface; let's get into the nitty-gritty of transformational leadership. We'll uncover its roots, its impact, organizational effectiveness, and even its criticisms.

What is Transformational Leadership?

Transformational Leadership is a term that gets tossed around a lot, especially when people talk about great leaders who've made a real difference. But what does it actually mean?

Imagine you're in a boat and everyone's rowing. But there's a catch: You're not getting anywhere because everyone's rowing in different directions. A great transformational leader steps in and not only aligns everyone to row in the same direction but also makes them want to row harder and faster.

In simpler terms, a good transformational leaders' leader isn't just a boss; they're more like a mentor or coach.

Transformational Leadership is when you, the leader, motivate and inspire your team to exceed usual expectations and performance levels. You achieve this through various ways: communicating a compelling vision, fostering creativity, and building strong, respectful relationships with team members.

Importantly, transformational organizational leadership is not about directing or controlling. It's about nurturing growth—in both individuals and organizations.

The History of Transformational Leadership

You now know what transformational leadership is, but where did it come from? The concept of transformational leadership isn't as new as you might think; it has roots that date back to the late 20th century.

The term was first introduced in a presidential address by sociologist James V. Downton in 1973. But the concept really gained traction when James MacGregor Burns penned his seminal book "Leadership" in 1978.

Burns drew a line between transactional leaders , those who operate on an exchange basis like "do this for me, and I'll give you that," and transformational leaders , who ignite the internal motivations of their team members to exceed expectations.

Burns argued that effective transformational leaders create a more ethical and empowering environment.

The 1980s brought more meat to the bones of transformational leadership theory. Researchers like Bernard M. Bass expanded upon Burns' ideas.

Bass introduced the concept of Charismatic Leadership , which is a component of transformational leadership. He said that transformational leaders often have strong sense of charisma, but charisma alone isn't enough. You also need to empower your team, listen to them, and encourage their personal growth.

By now, you're starting to see how this leadership style has evolved over time. Knowing its history gives you a richer understanding of why it's so impactful today.

And as you'll find out, transformational leadership is not just a theory but a practice that has been embraced across diverse settings—from businesses to politics and education.

The Four 'I's of Transformational Leadership

You're probably thinking, "Okay, transformational leadership sounds great, but what makes it tick?" Experts usually break it down into four key components, often referred to as the Four 'I's.

First up is Idealized Influence . This is all about being a role model. You set high standards for ethical behavior and show dedication. When your team sees you walking the walk, they're more likely to trust you and follow your lead.

Second is Inspirational Motivation . Imagine you're a coach giving a halftime speech. You're uplifting your team, filling them with energy and enthusiasm for the tasks ahead. You set exciting visions for the future and show how everyone plays a vital part in reaching that vision.

The third 'I' stands for Intellectual Stimulation . Here, you're not just giving orders; you're encouraging your team to think creatively and solve problems. Imagine a teacher who doesn't just want the correct answer but challenges students to explain how they got there.

Last but not least, is Individualized Consideration . This means you're tuned into each team member's needs and potential for growth. It's like a gardener knowing exactly how much water, sunlight, and nutrients each type of plant in the garden needs. You provide coaching, give feedback, and open doors for individual consideration and opportunities that will help them grow.

Together, these four components make the transformational leadership style what it is—a holistic approach to guiding a team to reach and exceed their potential.

Transformational Leadership vs Other Leadership Styles

By now, you're getting a pretty good grip on what transformational leadership entails. But how does it stack up against other leadership styles? After all, it's not the only game in town.

You might have heard of Authoritarian Leadership , where the leader calls all the shots and expects the team to follow without question. It's like a strict parent dictating every move their child makes.

Transformational leadership, in contrast, gives room for creative thinking and individual growth. Instead of telling you what to do, a transformational leader guides you in discovering the best course of action for yourself.

Then there's Laissez-Faire Leadership , a style of organizational structure where the leader takes a hands-off approach. Picture a laid-back supervisor who lets the team figure things out on their own.

While this approach can foster independence, it often lacks the motivational spark that transformational leadership provides.

Don't forget about Transactional Leadership , which we touched on earlier. This management style is more about give-and-take. It's like a business deal: "You complete this task, you get a reward."

While transactional leadership can be effective, it doesn't aim to transform or inspire on a deeper level.

Transformational leadership has its own unique flavor. It combines the best of different worlds: it's motivating but not controlling, structured but not rigid, and inspirational without being unrealistic.

Examples of Transformational Leaders

1) Nelson Mandela

First, let's talk about Nelson Mandela. He led South Africa out of apartheid and into a new era of racial equality and democracy.

Mandela didn't just give orders; he inspired a nation. His leadership wasn't about transactions; it was about transformative change.

He exemplifies Idealized Influence , one of the Four 'I's we talked about earlier, by being a moral compass for his followers.

2) Oprah Winfrey

Next up is Oprah Winfrey. She broke multiple barriers in her career, and her impact extends beyond television to education and philanthropy.

Oprah is a fantastic example of Inspirational Motivation . She has the unique ability to connect with people, inspiring them to take action and make positive changes in their lives.

3) Steve Jobs

Steve Jobs, co-founder of Apple, transformed the way we interact with technology. He pushed for innovative designs and user-friendly interfaces, changing our relationship with computers, smartphones, and tablets.

Jobs exemplifies Intellectual Stimulation by encouraging his team to think differently and challenge the status quo.

4) Malala Yousafzai

Malala Yousafzai stood up for girls' education in Pakistan, despite facing life-threatening dangers. Her courage and advocacy have inspired a global movement.

Malala represents Inspirational Motivation and Idealized Influence by standing up for what she believes in and motivating others to do the same.

5) Richard Branson

The founder of the Virgin Group, Richard Branson, is known for his adventurous spirit and willingness to take risks. He has created a culture that fosters innovation and creativity across various industries, from music to air travel.

Branson illustrates Intellectual Stimulation by continually encouraging new ideas and approaches.

6) Angela Merkel

Angela Merkel, the Chancellor of Germany for over a decade, was a stabilizing force in European politics. She managed multiple crises, from the financial downturn to the refugee situation, with a balanced and humane approach.

Merkel shows Individualized Consideration by focusing on long-term solutions that consider the well-being of all parties involved.

7) Tony Dungy

Tony Dungy, former NFL coach, transformed the Indianapolis Colts into a Super Bowl-winning team. More importantly, he did it while emphasizing the importance of character and moral integrity.

Dungy is a prime example of Idealized Influence because he led by example, setting a standard for both sportsmanship and leadership.

The Psychology Behind Transformational Leadership

You might be wondering, "What's the secret sauce that makes transformational leadership so effective?" Well, it's not just about actions; it's also about the psychological impact on the team.

Firstly, this leadership style taps into Maslow's Hierarchy of Needs . Remember Maslow? He's the guy who said we have a pyramid of needs , from basic survival up to self-actualization. Transformational leaders aim for the top. They're not just offering you a paycheck (survival); they're helping you fulfill your potential ( self-actualization ).

Second, there's the concept of Emotional Intelligence , or EQ. Transformational leaders usually score high in EQ. They're tuned into their own emotions and can read the room, sensing the team's mood and adjusting their approach accordingly.

Lastly, let's talk about Intrinsic Motivation . This means you're doing something because you genuinely want to, not because you're getting a reward or avoiding a penalty. Transformational leaders excel at firing up this kind of motivation. They inspire you to give your best not for external rewards and punishments, but because you're committed to the vision and the team.

So, the psychology of transformational leadership is a mix of meeting higher-level needs, emotional intelligence, and intrinsic motivation. It's a compelling blend that not only gets results but also fosters a positive, engaged, and loyal team.

How to Cultivate Transformational Leadership Skills

By now, you've got a solid understanding of what transformational leadership is and why it works so well. You've even seen it in action through real-world examples and psychological frameworks. But here's the kicker: you can develop these skills, too. Let's break it down step by step.

First on the list is Self-Awareness . Before you can lead others, you need to know yourself . Take some time to reflect on your strengths and weaknesses. There are tools like the SWOT analysis (Strengths, Weaknesses, Opportunities, and Threats) that can help. Knowing where you stand enables you to be a more effective leader.

Second, work on Communication Skills . Effective communication is more than just talking; it's about listening, too. If you can clearly articulate your vision and also pay attention to what others are saying, you're on the right track.

Last but not least, cultivate Empathy . This means putting yourself in someone else's shoes and understanding their perspective. Empathy allows you to connect on a deeper level, making it easier to inspire and motivate your team. It turns out, being a good leader is also about being a good human.

So there you have it—three achievable steps to hone your transformational leadership skills. And guess what? As you develop these skills, you'll not only become a better leader but also a better teammate, friend, and overall person.

Applications of Transformational Leadership

You've read about how transformational leadership works and how to cultivate the skills it requires. But where does this leadership style really shine? Let's unpack its applications in various fields, showing you that it's not a one-size-fits-all kind of deal.

In the Business World , transformational leadership helps companies adapt and innovate. Whether it's a tech startup or a century-old manufacturing firm, this leadership style can invigorate a company's culture. Leaders inspire employees to be proactive, solve problems creatively, and feel a stronger commitment to their roles.

Workplace Scenario: Improving Productivity in a Sales Team

• Identify the Issue : The sales team is not meeting its targets.
• Open Dialogue : The manager arranges a meeting to understand the challenges faced by the team. This is a form of Individualized Consideration .
• Clear Vision : The manager outlines a new sales strategy, which focuses on relationship-building with clients rather than just meeting quotas. This falls under Inspirational Motivation .
• Skill Development : The manager organizes training sessions to improve customer communication skills, tapping into Intellectual Stimulation .
• Celebrate Wins : Small victories, like landing a big client or successfully implementing a new sales tactic, are celebrated, reinforcing Idealized Influence .

Now, imagine a Healthcare Setting . Medical professionals often face high stress and life-or-death situations. A transformational leader in this space focuses on team well-being, encourages continued education, and fosters an environment where everyone feels valued. This can lead to improved patient care and job satisfaction.

Hospital Scenario: Reducing Stress and Improving Patient Care

• Identify the Issue : The nursing staff is stressed due to high patient load, leading to decreased patient satisfaction.
• Foster Team Cohesion : The head nurse organizes team-building activities aimed at reducing stress and improving collaboration. This is an application of Idealized Influence .
• Streamline Processes : The head nurse introduces a new roster system that distributes workload more evenly, embodying Inspirational Motivation .
• Education and Upskilling : Workshops are arranged to train nurses in stress management techniques and advanced patient care methods, encouraging Intellectual Stimulation .
• Personal Attention : The head nurse holds regular one-on-one meetings with each nurse to discuss challenges and offer solutions, showcasing Individualized Consideration .

Let's not forget Education . Teachers and administrators can significantly benefit from applying transformational leadership principles. By inspiring both educators and students to strive for higher standards and increased performance, learning environments become more enriching and productive.

Classroom Scenario: Boosting Student Engagement in History Class

• Identify the Issue : Students find history boring and are disengaged during class.
• Vision and Inspiration : The teacher decides to tie historical events to current social issues, making it more relatable and exciting. This is an example of Inspirational Motivation .
• Involve the Students : The teacher includes students in the lesson planning, asking them to pick current events that interest them. This exemplifies Individualized Consideration .
• Empower and Educate : The teacher breaks the class into small groups and asks them to research and present their chosen topic, fostering critical thinking and teamwork.
• Feedback Loop : After the presentations, the teacher praises individual and group efforts and gives constructive feedback, reinforcing Idealized Influence and Intellectual Stimulation .

And it doesn't stop there; transformational leadership can be applied in Non-Profits , Community Organizations , and even in Home Settings . It's that versatile. You see, this transformational leadership characteristics and style is more than just a management tactic; it's a strategy for enhancing collective effort and well-being, regardless of the context.

So there you have it—a broad look at where transformational leadership can be effectively applied. No matter the field, the core principles hold true: inspire, engage, and bring out the best in everyone.

Criticisms of Transformational Leadership

Alright, we've talked a lot about the good stuff, but nothing is perfect, right? Transformational leadership also has its fair share of challenges and criticisms. It's crucial to be aware of these to get a well-rounded understanding.

First off, there's the Hero Syndrome . Sometimes, transformational leaders are put on such a high pedestal that they become viewed as irreplaceable . This can lead to problems like lack of accountability or an over-reliance on a single individual for the group's success. It's vital to remember that even great leaders have limitations.

Then there's the issue of Manipulation . Because transformational leaders are so good at inspiring people, they could potentially use their influence for personal gain rather than the collective good. This could lead to ethical dilemmas, where the line between motivation and manipulation gets blurry.

Finally, let's talk about Sustainability . Can a leader keep up the high levels of enthusiasm and vision indefinitely? Burnout is a real concern. Additionally, once a leader has successfully transformed an organization or team, what comes next? Continuous transformation isn't always feasible or desirable.

So yes, while transformational leadership has numerous benefits, it also comes with its set of challenges. But don't fret; understanding these potential pitfalls prepares you to navigate them effectively.

The Future of Transformational Leadership

So, where is transformational leadership headed? In a world that's changing faster than ever, this style of leadership seems more relevant than ever. Let's explore some future trends and how they might shape or be shaped by transformational leadership.

First, we've got the Digital Age . Technology is revolutionizing how we work and communicate. Transformational leaders will need to adapt by fostering digital literacy and creating an environment where innovation thrives. Embracing tech tools can facilitate better communication, real-time feedback, and more efficient ways to inspire a remote workforce.

Second, there's an increasing focus on Diversity and Inclusion . Future transformational leaders will need to be well-versed in managing diverse teams . It's no longer just about being a great leader; it's about understanding different cultural perspectives and working towards inclusive growth. These leaders can act as bridges, uniting varied talents to achieve common goals.

Lastly, we have the Gig Economy . More people are opting for freelance or part-time roles . Traditional leadership models may struggle in such a setup, but transformational leaders could excel. They're skilled at quickly building rapport and aligning even short-term team members with a larger vision.

The world is evolving, and so are the challenges and opportunities that leaders face. The transformational leadership style, with its adaptability and focus on genuine connection, seems well-suited to navigate these changes. Whether you're an aspiring leader or already in a leadership role, understanding this future landscape empowers you to stay ahead of the curve.

From the very origins of transformational leadership, tracing back to James MacGregor Burns, all the way to its practical applications and future relevance, you've journeyed through a comprehensive understanding of this leadership style. You've even seen it in action across different settings like classrooms, workplaces, and hospitals.

While transformational leadership isn't the only game in town, its focus on genuine relationships, inspiration, and growth makes it incredibly relevant for today's challenges. It's a style that adapts well to change, making it a strong fit for our ever-evolving world.

Now, you're not just familiar with transformational leadership; you have the tools to implement it. Whether you’re an aspiring leader or already steering the ship, the principles you've learned can help you become more effective, empathetic, and yes, more transformational leader.

Related posts:

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• Skinner’s Box Experiment (Behaviorism Study)
• 121+ Strengths Examples for Job Interviews
• Kurt Lewin Biography - Contributions To Psychology
• Fallacy of Composition (27 Examples + Definition)

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How Transformational Leadership Can Inspire Others

The Leadership Style That Brings Out The Best In Its Followers

• Key Components
• Transformational Traits
• Transformational vs. Transactional
• Potential Pitfalls

Are You a Transformational Leader?

Transformational leadership is a  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, but they are also focused on helping every member of the group succeed.

Transformational leaders take control of situations by conveying a clear vision of the group's goals. These leaders have a marked passion for the work and an ability to make the rest of the group feel recharged and energized.

Transformational leaders focus on helping members of the group support one another and provide them with the support, guidance, and inspiration they need to work hard, perform well, and stay loyal to the group. The primary goals of transformational leadership are to inspire growth, promote loyalty, and instill confidence in group members.

This article discusses the characteristics of transformational leadership and its effects on groups.

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 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's original ideas to develop what is today referred to as Bass’s 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.

Components of Transformational Leadership

Bass also suggested that there were four different components of transformational leadership. The four main elements of transformational leadership are:

• 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.
• Individualized consideration: Transformational leadership also involves supporting and encouraging individual followers. 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 immediate recognition of the unique contributions of each follower.
• Inspirational motivation: Transformational leaders have a clear vision that they can articulate to followers. These leaders can also help followers experience the same passion and motivation to fulfill these goals.
• Idealized influence: The transformational leader serves as a role model for followers. Because followers trust and respect the leader, they emulate this individual and internalize their ideals.

Groups led by this type of leader tend to be both successful and loyal. They give a lot to the team and care deeply about the group's ability to accomplish its goals. Turnover tends to be relatively low as transformational leaders can inspire a great deal of commitment in their followers.

Transformational Leadership Traits

So what are some typical signs of a transformational leader? Common characteristics of transformational leaders include:

• Able to encourage others to communicate and participate
• Active listening skills
• Adaptability
• Authenticity and genuineness
• Emotionally intelligent
• Inspirational
• Open-mindedness
• Proactive problem-solvers
• Self-awareness
• Willingness to take responsibility
• Willingness to take well-informed risks

While each leader is different, transformational leadership is characterized by a number of key traits. Five of the main qualities of a transformational leader are authenticity, self-awareness, humility , collaboration, and interdependence.

Examples of Transformational Leadership

Recognizable figures who are often cited as examples of transformational leadership include:

• Barack Obama : The former U.S. President was known for his transformational approach to running his administration, as well as his unifying, motivating, and hopeful communication style.
• Nelson Mandela : The former President of South Africa was famous for serving as a source of authentic inspiration.
• Oprah Winfrey : The media mogul is famous for her charismatic, visionary, and inspirational leadership style.
• Steve Jobs : Jobs was famous for his visionary leadership that transformed Apple into a leader in the technology industry.

Effects of Transformational Leadership

In their classic text, Transformational Leadership , authors Bass and Riggio explained that these leaders inspire people to achieve extraordinary results. Group members are not just encouraged to participate; they are also inspired to become leaders themselves.

Transformational leaders can accomplish this by being responsive and empowering. The individual's goals become better aligned with the purposes of the entire group so that each group member's success furthers the organization's goals.

Researchers have found that this style of leadership can have a positive effect on the group. Some of these effects include:

• Better performance : Those led by transformational individuals have better performance and are more satisfied than those in groups with different types of leaders.
• Better well-being : Employees who identified a higher level of transformational leadership in their employers also reported higher levels of well-being. The effect stayed significant even after researchers controlled for factors linked to well-being, such as job strain, education, and age.
• Sense of empowerment : This is attributed to the fact that transformational leaders believe that their followers can do their best, leading group members to feel inspired and empowered.

How to Become a More Transformational Leader

Becoming a more transformational leader may provide many benefits. Researchers believe that such results can help companies develop leadership training programs that can be used to teach transformational leadership skills.

Acquiring communication skills such as resolving workplace conflicts and recognizing employees' needs are important parts of transformational leadership. Such programs can serve as essential parts of health promotion efforts in the workplace to help improve employee well-being.

What can you do to become a more transformational leader? Leadership experts suggest that a robust and positive future vision plays a critical role. Not only is it essential to believe in this vision yourself, but you've also got to inspire others to buy into your vision as well.

You can also develop your transformational skills by being:

• Trustworthy

Transformational Leadership vs. Transactional Leadership

Transformational leadership is often contrasted with transactional leadership , which is a style that is essentially the opposite of transformational. In the transactional approach, leaders motivate their subordinates through the use of rewards and punishment.

While the transformational approach focuses on communication, inspiration, and positive reinforcement, transactional leaders supervise, monitor performance, and create routines to maximize efficiency. While the transactional approach can be effective in some situations, it does not foster loyalty, innovation, or creativity.

Motivates using rewards and punishments

Focused on compliance

Tends to focus on short-term goals

Uses extrinsic rewards (pay, promotions, etc.)

Motivates using enthusiasm and charismatic inspiration

Focused on commitment

More focused on long-term success

Uses intrinsic rewards (esteem, pride, etc.)

Potential Pitfalls of Transformational Leadership

While transformational leadership is often viewed as one of the best approaches to leadership, that doesn't mean that it is necessarily right for every situation. For example, when group members need more guidance and direction, it can be more effective to utilize a more transactional approach.

The transformational style can help improve group cohesion and commitment, but it can also contribute to burnout when group members feel constantly pressured to give up all of their time and effort to support the goals of the group.

In situations where a lot of creativity and innovation are important to success, a transformational style is often a beneficial approach. But if the focus is on achieving a prescribed set of short-term goals, taking a more transactional approach might lead to less chaos and better results.

Try our fast and free quiz to find out if you tend towards transformational leadership or one of the other styles.

The transformational style of leadership can be highly effective when used appropriately, but it might not necessarily be the best choice for every situation. In some cases, groups may require a more managerial or autocratic style that involves closer control and greater direction, particularly in situations where group member are unskilled and need a lot of oversight.

One way to improve your own leadership skills is to assess your own current leadership style and think about ways in which your strengths can benefit the group you are leading. By evaluating your own skills, you will be better able to play to your strengths and work on improving your areas of weakness.

Allen GP, Moore WM, Moser LR, Neill KK, Sambamoorthi U, Bell HS. The role of servant leadership and transformational leadership in academic pharmacy .  Am J Pharm Educ . 2016;80(7):113. doi:10.5688/ajpe807113

Choi SL, Goh CF, Adam MB, Tan OK. Transformational leadership, empowerment, and job satisfaction: The mediating role of employee empowerment .  Hum Resour Health . 2016;14(1):73. doi:10.1186/s12960-016-0171-2

Psychology Today. Are you a transformational leader?

Jacobs C; Pfaff H; Lehner B, et al. The influence of transformational leadership on employee well-being: Results from a survey of companies in the information and communication technology sector in Germany . J Occup Environ Med . 2013;55(7):772-778.​ doi:10.1097/JOM.0b013e3182972ee5

Bass BM, Riggio RE. Transformational Leadership . 2nd ed. Psychology Press; 2006. doi:10.4324/9781410617095.

By Kendra Cherry, MSEd Kendra Cherry, MS, is a psychosocial rehabilitation specialist, psychology educator, and author of the "Everything Psychology Book."

Exploring Different Leadership Styles: A Comprehensive Guide

The way leaders guide and influence their teams can significantly impact productivity, engagement, staff turnover, staff wellbeing, and overall morale.

In fact, Gallup (2023) estimates that 70% of team engagement is attributable to the team leader. And a study by CMI found that 28% of job leavers cited a negative relationship with their manager as a key reason for quitting.

It is thus fair to say that how we lead really matters, even more so than who we lead. This guide provides a comprehensive overview of different leadership styles and suggestions for further reading and development.

Before you continue, we thought you might like to download our three Positive Leadership Exercises for free . These detailed, science-based exercises will help you or others adopt positive leadership practices and help organizations thrive.

This Article Contains

Goleman’s leadership styles, the 4 most effective positive leadership styles, leadership coaching: improving your skills, 3 leadership programs to enhance your leadership style, 4 recommended leadership books, 4 recommended youtube videos, positivepsychology.com resources, a take-home message.

In their influential book Primal Leadership: Unleashing the Power of Emotional Intelligence , the psychologists Daniel Goleman, Richard E. Boyatzis, and Annie McKee (2002) turned the term “emotional intelligence” into a household concept. They also demonstrated the importance of emotionally intelligent leadership.

The authors champion leadership that is self-aware, empathic, motivating, and collaborative. These qualities are ever-more important in our increasingly economically volatile, fast-changing, and technologically complex world.

In the book, they also discuss the core features of six distinctive leadership styles. According to Goleman et al. (2002), each style has its own strengths and limitations. Ideally, effective leaders learn to adapt their style to the situation at hand.

1. The visionary leadership style

Goleman et al. (2002) define the visionary leadership style as the ability to move people toward a shared dream or vision.

Visionary leaders have a clear and compelling dream of the future, and they know how to communicate it. They inspire their team members with a sense of purpose and direction.

Their ability to articulate a compelling vision motivates and energizes their followers and fosters a sense of unity and shared commitment.

2. The coaching leadership style

The coaching leadership style is characterized by the leader’s focus on helping employees reach their full potential. Above all, coaching leaders seek to support personal development and growth.

By providing guidance and mentoring, offering constructive feedback, and promoting skill building, coaching leaders create an environment conducive to continuous learning and improvement. This style promotes employee engagement and generates long-term organizational success.

3. The affiliative leadership style

An affiliative leader prioritizes harmony and bonding among their team members. They emphasize building strong relationships, cultivating a sense of belonging, and creating a supportive work environment.

Goleman et al. (2002) argue that affiliative leaders aim to resolve conflicts and enhance team cohesion by focusing their energies on open communication, empathy, and trust.

4. The democratic leadership style

The democratic leadership style entails involving team members in decision-making processes and truly valuing their input and perspectives.

Goleman et al. (2002) suggest that democratic leaders seek to empower their teams. They foster a collaborative culture where everyone’s opinions are respected. This inclusive approach tends not only to result in high levels of job satisfaction , but also promotes creativity and innovation within an organization.

5. The pacesetting leadership style

The pacesetting leadership style is characterized by leaders who consistently set high standards and expect their team members to meet them. This style can be both inspiring and demanding.

Pacesetting leaders strive for excellence and inspire their team members through role modeling. However, although effective in the short term, this style may leave little room for creativity, development, and autonomy in the long run. It is also important to remember that a great challenge should ideally be accompanied by significant support.

6. The commanding leadership style

The commanding leadership style is assertive, direct, top-down, and expects immediate compliance. While commanding leaders may excel in crisis situations, they may create a negative work environment if they overuse that style in non-urgent settings.

This style can be effective for short-term results but may impede employee engagement and creativity over time.

Adjectives to describe more problematic leadership styles include autocratic, top-down, transactional, bureaucratic, laissez-faire, or military. We will now explore four well-known effective leadership styles in more detail.

The four positive leadership styles that are currently attracting the most interest among researchers and positive psychology practitioners are coaching leadership, transformational leadership, authentic leadership, and servant leadership. All of them are viewed as positive and constructive leadership styles that bring out the best in the people who are being led.

Coaching leadership

Coaching leaders focus on developing those whom they lead and seek to support their growth and learning. Coaching leadership revolves around cultivating a supportive and encouraging environment that promotes growth and excellence in team members.

Unlike traditional leadership styles that emphasize top-down decision-making and unquestioning compliance, coaching leaders adopt a facilitative approach. They focus on building strong relationships, fostering collaboration, and nurturing individual talents.

A coaching leader is in effect a powerful catalyst who reminds people of their own resources and strengths and encourages them to use and develop them.

Key principles of coaching leadership include:

1. Active listening

Effective coaching leaders actively listen to their team members, encouraging them freely to express their thoughts, feelings, and aspirations. This practice helps leaders gain a deeper understanding of their team’s needs and enables them to provide tailored guidance. Because they listen carefully to what others say, coaching leaders can also truly benefit from the collective intelligence of their teams and their team members’ insights.

2. Empowerment

Coaching leaders strive to empower individuals by fostering a culture of autonomy and accountability. They encourage their team members to take ownership of their work, to make informed decisions, and to learn from both their successes and their failures.

3. Growth mindset

Coaching leaders promote a growth mindset culture, in which mistakes are seen as learning opportunities and continuous improvement is valued. This mindset encourages individuals to step out of their comfort zones , explore and develop their skills, and embrace new challenges.

Benefits of coaching leadership include enhanced employee engagement and a focus on skill development and improved communication. By valuing people’s needs and aspirations, coaching leaders create a more engaged and motivated team.

This commitment leads to increased productivity and better overall team performance (van Woerkom et al., 2016). Through mentoring, skill-building exercises, and feedback, coaching leaders help their people develop new competencies and refine existing ones (Webb, 2019).

By listening actively and providing constructive feedback, leaders can foster trust, improve team interactions, and boost collaboration among team members (van Woerkom et al., 2016).

Transformational leadership

Transformational leaders inspire and motivate their teams by articulating a compelling vision and encouraging personal growth. They seek to create a sense of community and commitment, challenge existing norms, and drive positive change within their organization (Bass & Riggio, 2006).

At its core, transformational leadership is about empowering and inspiring individuals to transcend their limits by promoting a collective sense of purpose and growth. This leadership approach moves beyond traditional managerial practices by focusing on developing strong relationships, cultivating vision, and promoting personal and professional growth.

The four pillars of transformational leadership are:

1. Idealized influence

Transformational leaders serve as role models. They lead by example and demonstrate high ethical standards. By being charismatic visionaries, they inspire team members to trust, respect, and emulate their behavior.

2. Inspirational motivation

These leaders are adept at articulating a compelling vision and conveying it in a passionate way that instills inspiration within their teams. By sharing a clear purpose and setting high standards, they inspire employees to achieve their full potential and support the bigger-picture aims of their teams and organizations.

3. Intellectual stimulation

Transformational leaders value creativity and encourage innovative thinking in their teams. They challenge employees to question the status quo and build environments that are conducive to learning, curiosity, and growth.

4. Individualized consideration

Recognizing the diverse needs and aspirations of each team member, transformational leaders provide individual support, coaching, and mentoring . They genuinely care about their employees’ personal and professional development, fostering a sense of belonging and creating a supportive work culture.

Numerous studies have shown the positive influence of transformational leadership on both individual wellbeing and organizational outcomes (see, for example, Avolio et al., 2004; Bass & Riggio, 2006; Judge & Piccolo, 2004; Wang et al., 2011).

Through its emphasis on inspiration and personal growth, this leadership style has been linked to higher employee engagement, job satisfaction, and overall workplace wellbeing . Transformational leaders also tend to foster stronger commitment, loyalty, and organizational citizenship behavior among employees.

Transformational leadership can have a ripple effect throughout organizations, enhancing team performance and increasing overall productivity. By encouraging open communication, generating a shared vision, and valuing innovation, transformational leaders cultivate an environment that nurtures creativity, adaptability, and continuous improvement.

Authentic leadership

Authentic leaders seek to lead with integrity and transparency, inspiring trust and creating an environment where individuals can be their true selves. They prioritize being genuine, self-aware, and acting consistently according to one’s values (Avolio & Gardner, 2005).

Authentic leadership emphasizes genuine self-awareness, transparency, and a commitment to one’s core values. At the core of authentic leadership lies self-awareness, a deep understanding of our values, beliefs, strengths, and weaknesses.

These leaders cultivate awareness through introspection, reflection, and a sincere desire to learn and grow. A study by George et al. (2007) suggests that self-awareness helps leaders align their actions with their core values, which enhances their credibility and authenticity.

Authentic leaders are transparent about their intentions and decisions. They also risk being vulnerable in front of their teams. This transparency promotes trust and psychological safety , enabling followers to reciprocate with their own authenticity. Research by Luthans and Avolio (2003) describes authentic leaders as being down to earth, approachable, and actively engaged with their teams.

Their words and actions are aligned. In other words, they say what they think and do what they say. Even when faced with challenging situations, they uphold their values and ethics. Research by Avolio et al. (2004) suggests that leaders who demonstrate this kind of consistency and integrity are more likely to inspire and motivate their followers, cultivating a sense of trust, purpose, and commitment within their teams.

Authentic leaders possess a high degree of emotional intelligence, which enables them to truly understand and empathize with others. They leverage this empathy to connect with their team members. Positive psychology research conducted by Clapp-Smith et al. (2008) suggests that authentic leaders who display empathy can provide effective support, understanding, and compassion to their followers.

Servant leadership

Servant leaders prioritize the needs of their team members and work to help them reach their full potential, always placing the team’s success above their own. They demonstrate humility, empathy, and a strong commitment to serving others (Greenleaf, 1977).

Servant leadership , as described by Robert K. Greenleaf (1977), centers on the idea that leaders should be driven by a deep-rooted desire to serve and support their team members and the organizations they work for. This counterintuitive approach presents an antidote to traditional leadership styles. It emphasizes the wellbeing, growth, and success of those within the leader’s sphere of influence.

Some key features of servant leadership include:

1. Empowerment rather than control

While many leaders exert their authority and micromanage their teams, servant leaders recognize the importance of empowering individuals to be creative and resourceful on their own terms (Laub, 1999).

By actively listening, providing guidance, and creating a culture of trust, they enable their team members to thrive, pursue innovative ideas, and take full ownership of their responsibilities and decisions (Laub, 1999).

2. Building trust and collaboration

One of the foundational pillars of servant leadership is the cultivation of trust and fostering collaboration among team members. Servant leaders seek to create an environment in which people feel safe, respected, and valued.

By promoting open communication, embracing diverse perspectives, and actively involving everyone in decision-making processes, servant leaders seek to create a cohesive and nurturing team culture.

3. Emotional intelligence

Servant leaders possess strong emotional intelligence, which enables them to empathize with their team members’ experiences, needs, and aspirations. This heightened understanding allows them to provide the necessary support, guidance, and motivation, which, in turn, leads to increased satisfaction and personal growth among team members (Van Dierendonck, 2011).

By practicing servant leadership, leaders not only enhance the wellbeing and productivity of their teams but also seed a legacy of ethical and compassionate leadership. Servant leadership creates a positive ripple effect, inspiring others to adopt a similar people-centric approach. In that way, servant leaders can create sustainable cultures of humility, empathy, and continuous learning in organizations (Greenleaf, 1977).

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Whichever leadership style appeals to you, the good news is that leadership can be learned. It is a teachable skill, and the best way to develop as a leader is by opting for leadership coaching.

Leadership coaching (which differs from the coaching leadership style discussed above) focuses on developing leadership skills through one-on-one coaching and feedback sessions. This personalized and experiential approach helps leaders identify their strengths and areas for improvement and unlock their full potential (Grant et al., 2019).

Leadership coaching is a collaborative and personalized process aimed at improving leadership effectiveness. It can maximize potential and foster growth in individuals or groups (Hattrick & Scholz, 2020). Rather than dictating solutions, coaches empower leaders to discover their unique leadership style, overcome challenges, and achieve their professional and personal goals. They educate their coaches to help themselves and strengthen their own problem-solving capacities and resilience.

Leadership coaching has the following positive effects:

1. Enhanced self-awareness

Leadership coaching aids in fostering self-awareness , enabling leaders to understand their strengths, weaknesses, values, and areas where personal growth is required (Kumari et al., 2020). By recognizing and harnessing their unique qualities, leaders can guide and inspire their teams more effectively.

2. Improved communication and emotional intelligence

Leadership coaching emphasizes developing strong interpersonal skills, effective communication, and emotional intelligence. By honing these qualities, leaders can build better relationships, resolve conflicts with more equanimity, and create a positive work environment (Oakley et al., 2019).

3. Clarifying goals and strategies

Coaches assist leaders in clarifying their goals and defining strategies to achieve them. This process helps leaders focus on their vision and align their actions with their objectives (Salas-Vallina et al., 2021).

4. Increased resilience

Leadership coaching plays a crucial role in fostering resilience in leaders . By developing adaptive and coping strategies, leaders who are receiving coaching can better handle challenges, setbacks, and pressures (Passarelli et al., 2019). This resilience leads to improved decision-making and enhanced overall leadership performance.

World’s Largest Positive Psychology Resource

The Positive Psychology Toolkit© is a groundbreaking practitioner resource containing over 500 science-based exercises , activities, interventions, questionnaires, and assessments created by experts using the latest positive psychology research.

Updated monthly. 100% Science-based.

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To further develop your leadership skills, consider participating in the following leadership programs. Each program focuses on specific aspects of leadership, equipping individuals with the tools and knowledge to become more effective leaders.

Organizations such as the Harvard Business School, the Center for Creative Leadership, and the Henley Business School in the United Kingdom offer some of the most renowned leadership development programs.

1. Harvard Business School

The Harvard Business School is perhaps one of the most prestigious business schools. It offers four comprehensive leadership programs that offer business management and leadership curriculum and personalized coaching.

Find out more about their offerings to choose an option that appeals: Comprehensive leadership programs .

2. The Center for Creative Leadership

The Center for Creative Leadership offers numerous different and inspiring leadership development programs too, including one that focuses specifically on transformational leadership.

You can have a look at their options here: Leadership programs .

3. The Henley Business School

The Henley Business School, which is affiliated with the University of Reading, offers a comprehensive six-day in-person leadership program.

Find out more about The Leadership Programme .

To deepen your understanding of leadership and to develop new insights, you may enjoy reading one of the following books.

1. Leadership: A Very Short Introduction – Keith Grint

This book is a great comprehensive overview of leadership and leadership styles. No longer than a long essay, it is a perfect choice for those pressed for time and needing a good overview, and thereafter you can dive into styles and topics most appealing.

Keith Grint invites us to rethink our understanding of leadership in Leadership . His guide includes valuable reflections on how leadership has evolved over time and also considers the different contexts from which different leadership theories emerge.

Grint goes back all the way to the early reflections on leadership by writers including Plato, Sun Tzu, and Machiavelli.

Find the book on Amazon .

2. The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations – James M. Kouzes and Barry Z. Posner

This international bestseller, which is now in its seventh edition, offers valuable practical guidance for becoming an exemplary leader.

The two authors deliver an essential strategic playbook for effective leadership. They explore the five practices of exemplary leadership, providing real-life examples and actionable strategies.

Crucially, the authors also emphasize that leadership is a skill to be learned as well as a practice grounded in relationships. New sections include reflections on how to lead in hybrid environments and how to combat disengagement and cynicism.

3. Dare to Lead: Brave Work, Tough Conversations, Whole Hearts  – Brené Brown

In this famous book and number one New York Times bestseller, Brené Brown combines research, personal stories, and practical advice to explore the qualities that make courageous leaders.

Brown’s take on the topic is unique. Above all, she emphasizes vulnerability, as well as self-awareness, curiosity, and empathy, as the key qualities of a great leader. She invites us to see power not as something we should hoard but as something to share with others.

Brown writes:

From corporations, nonprofits, and public sector organizations to governments, activist groups, schools, and faith communities, we desperately need more leaders who are committed to courageous, wholehearted leadership and who are self-aware enough to lead from their hearts, rather than unevolved leaders who lead from hurt and fear.

(Brown, 2018, p. 4)

4. Leaders Eat Last: Why Some Teams Pull Together and Others Don’t – Simon Sinek

In Leaders Eat Last , the international bestselling author Simon Sinek investigates great leaders who sacrifice not just their place at the table, but often their own comfort and even their lives for those in their care.

They range from Marine Corps officers to the heads of big business and government. They all share that they put aside their own interests to protect their teams. For them, leadership is not a rank, but a responsibility.

If you do not have time to read a book on leadership, you may enjoy watching one of our four recommended YouTube videos instead.

In this short video, Brian Tracy explains five different leadership styles that people can use to lead their teams to success: structural, participative, servant, freedom, and transformational leadership.

Kurt Lewin describes different leadership styles in this slightly longer video. Lewin focuses on autocratic, democratic, and laissez-faire leadership. He discusses the advantages and disadvantages of each style as well as the situations in which each style is most useful.

In this much-watched TED talk, Peter Anderton argues that great leadership requires only two simple rules. Curious to find out what they are? Watch the video.

In this last video, Jenn, a career coach, shares insights into eight key leadership styles. Importantly, she also discusses how we can find out which style might be best suited for us. Many of us will have been wondering about this question. Jenn shares practical advice on how we can choose and develop our own natural leadership style.

PositivePsychology.com offers a range of resources to enhance your understanding of various leadership styles. On our website, you will find numerous in-depth articles on specific leadership theories and styles, many of which were only briefly discussed in this article.

In addition, there are a multitude of articles to assist in improving leadership as well as creating a positive working environment.

• How to Use the Johari Window to Improve Leadership
• Assertiveness in Leadership: 19 Techniques for Managers
• 15 Ways to Give Negative Feedback, Positively (+ Examples)
• Job Satisfaction Theory: 6 Factors for Happier Employees
• Why Team Building Is Important + 12 Exercises

Free tools and numerous inspiring activities to identify and enhance your leadership style can be found in our article offering leadership activities , games, and exercises.

If you’re looking for more science-based ways to help others develop positive leadership skills, check out this collection of 17 validated positive leadership exercises . Use them to equip leaders with the skills needed to cultivate a culture of positivity and resilience.

17 Exercises To Build Positive Leaders

Use these 17 Positive Leadership Exercises [PDF] to help others inspire, motivate, and guide employees in ways that enrich workplace performance and satisfaction. Created by Experts. 100% Science-based.

Perhaps the most important point about leadership is that leadership can be improved. Remember that great leadership is, after all, a combination of skills and qualities that we can work on, practice, and enhance.

As leadership expert Warren Bennis puts it:

“The most dangerous leadership myth is that leaders are born — that there is a genetic factor to leadership. This myth asserts that people simply either have certain charismatic qualities or not. That’s nonsense; in fact, the opposite is true. Leaders are made rather than born.”

(Bennis, as cited in Hunter 2004, p. 42)

Everyone can be a great leader — introverts as well as extroverts, feelers as well as thinkers, visionaries as well as people who care for detail and process.

What matters most is that we cultivate self-awareness, that we remain humble, that we truly care for those whom we lead, that we keep learning, and that we foster a growth mindset both in ourselves and others.

We hope you enjoy using these resources to advance your leadership journey and that they will help you unfold your true potential as a leader.

We hope you enjoyed reading this article. Don’t forget to download our three Positive Leadership Exercises for free .

• Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The Leadership Quarterly , 16 (3), 315–338.
• Avolio, B. J., Gardner, W. L., Walumbwa, F. O., Luthans, F., & May, D. R. (2004). Unlocking the mask: A look at the process by which authentic leaders impact follower attitudes and behaviors. The Leadership Quarterly , 15 (6), 801–823.
• Bass, B. M., & Riggio, R. E. (2006). Transformational leadership (2nd ed.). Psychology Press.
• Brown, B. (2018). Dare to lead: Brave work, tough conversations, whole hearts. Random House.
• Clapp-Smith, R., Vogelgesang, G. R., & Avey, J. B. (2008). Authentic leadership and positive psychological capital: The mediating role of trust at the group level of analysis. Journal of Leadership & Organizational Studies , 15 (3), 227–240.
• Gallup. (2023). Gallup state of the global workplace report 2023 . Retrieved November 9, 2023, from https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx.
• George, B., Sims, P., McLean, A. N., & Mayer, D. (2007). Discovering your authentic leadership. Harvard Business Review , 85 (2), 129–138.
• Goleman, D., Boyatzis, R., & McKee, A. (2002). Primal leadership: Unleashing the power of emotional intelligence . Harvard Business Review Press.
• Grant, A., Curtayne, L. & Burton, G. (2009). Executive coaching enhances goal attainment, resilience and workplace well-being: A randomised controlled study. The Journal of Positive Psychology , 4 , 396–407.
• Greenleaf, R. K. (1977). Servant leadership: A journey into the nature of legitimate power and greatness . Paulist Press.
• Hattrick, S. C., & Scholz, U. (2020). Beyond the dyad: Group-level patterns of change in leadership coaching. Frontiers in Psychology , 11 .
• Hunter, J. C. (2004). The world’s most powerful leadership principle: How to become a servant leader. Crown Business.
• Judge, T. A., & Piccolo, R. F. (2004). Transformational and transactional leadership: A meta-analytic test of their relative validity. Journal of Applied Psychology , 89 (5), 755–768.
• Kumari, S., Chaturvedi, S. K., & Isaac, M. (2020). Leadership development in medical education: From knowledge gained to real-world implementation. Frontiers in Psychology , 11 .
• Laub, J. A. (1999). Assessing the servant organization: Development of the Servant Organizational Leadership Assessment (SOLA) instrument  [Doctoral dissertation, Florida Atlantic University].
• Luthans, F., & Avolio, B. J. (2003). Authentic leadership: A positive developmental approach. In K. S. Cameron, J. E. Dutton, & R. E. Quinn (Eds.), Positive organizational scholarship: Foundations of a new discipline (pp. 241–258). Berrett-Koehler.
• Oakley, C. A., Baker, V. L., Baca, L., & Rowland, K. R. (2019). A strategic approach to coaching leaders: Expanding aftercare models to include emotional intelligence and psychological capital. Frontiers in Psychology , 10 .
• Passarelli, A., Caroli, M. E., Caetano, A., & Correia, A. M. (2019). Effects of a cognitive-behavioral leadership coaching program on the stress levels of leaders. Frontiers in Psychology , 10 .
• Salas-Vallina, A., Salanova, M. Martínez, I. M., Bresó, E., Schaufeli, W. B., & García-Renedo, M. (2021). Truly understanding work engagement: Efficacy, discipline, and extraversion as burnout antidotes. Frontiers in Psychology , 12 .
• Van Dierendonck, D. (2011). Servant leadership: A review and synthesis. Journal of Management , 37 (4), 1228–1261.
• van Woerkom, M., Meyers, M. C., & Rutte, C. G. (2016). Coaching leadership style and employee work outcomes: The role of feedback and goal orientation. Journal of Business and Psychology , 31 (3), 339–354.
• Wang, D., Liu, J., Zhu, W., & Mao, J. (2011). The influence mechanism of transformational leadership on employee innovative behavior: A moderated mediation model. Acta Psychologica Sinica, 43 (10), 1121–1132.
• Webb, K. M. (2019). Coaching at work: Leveraging the science of coaching. Frontiers in Psychology , 10 .

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Transformational Leadership

A leader operates with team members or followers outside of their immediate self-interests

What is Transformational Leadership?

Transformational leadership is a leadership theory based on the concept that a leader operates with team members or followers outside of their immediate self-interests to recognize necessary reform, create a vision to guide the change through influence, encouragement, and implementing the change in conjunction with dedicated members of a group. The change in self-interest enhances the follower’s levels of maturity and ideologies, as well as their concerns for accomplishment.

The notion of transformational leadership was first proposed by James V. Downton, who invented the phrase “transformational leadership,” and has since been expanded upon by leadership specialist and political biographer James MacGregor Burns. Transformational leadership may be demonstrated when “leaders and followers help each other progress to a greater degree of morality and motivation,” according to Burns.

Transformational leaders can inspire followers to alter preconceptions, perspectives, and motivating factors to work toward similar objectives because of the strength of their vision and personality. Burns also defined transformational leaders as people who can easily move followers up Maslow’s Hierarchy of Needs while also inspiring them to think beyond their self-interest.

• Transformational leadership is based on the idea that a leader works with team members or followers outside of their immediate self-interests to recognize necessary reform, create a vision to guide the change through influence, encouragement, and implementation in collaboration with dedicated members of a group.
• James V. Downton invented the phrase “transformational leadership.” He initially introduced the concept, which was subsequently built upon by leadership specialist and political biographer James MacGregor Burns.
• Transformational leaders frequently demonstrate four distinct qualities, generally referred to as the four I’s. The traits include inspiring drive, idealistic influence, intellectual stimulation, and individual concern.

How Transformational Leadership Works

Transformational leadership happens when a leader’s actions influence and encourage subordinates to outperform their perceived abilities. Such a type of leadership motivates others to achieve unanticipated or outstanding results.

Transformational leadership provides individuals autonomy over specific duties, as well as the authority to make choices after they’ve been trained. It results in a favorable shift in the mindsets of the participants and the organization as a whole. Transformational leaders often exhibit four unique characteristics, commonly known as the four I’s.

The characteristics are:

• Inspiration motivation
• Idealistic influence
• Intellectual stimulation
• Individualized consideration

Transformational leadership improves subordinates’ motivation, esprit de corps , and work performance through several different mechanisms, including;

• Connecting the follower’s sense of identity and self to a venture or project and the shared identity of an organization
• Being a role model for followers to encourage and raise their interest in the project
• Challenging followers to assume greater ownership and accountability for their work and understanding the strengths and weaknesses of the followers, hence, the organization.

Transformational leadership promotes followers’ dedication, participation, loyalty, and performance. Followers do everything in their abilities to express their support for the leader, to emulate the leader in an attempt to intellectually connect with them, and to preserve loyalty without compromising their sense of self-esteem.

Transformational leaders are capable of adapting to different circumstances, sharing a collective awareness, self-managing, and inspiring a team of employees.

The Four I’s of Transformational Leaders

There are four (4) main characteristics of transformational leadership, and these can be summarized as:

1. Idealized Influence or “II”

Idealized Influence denotes the leader’s function as an ideal role model for followers. A transformative leader exemplifies the characteristics that they seek in their team. In this instance, the followers regard the leader as a role model to imitate.

2. Inspirational Motivation (IM)

Transformational leaders may inspire and motivate people by providing a clear vision and communicating that vision. When joined together with “Idealized Influence,” the two characteristics represent the transformational leader’s productivity. With clarity, a transformative leader can readily inspire their people.

3. Individualized Consideration (IC)

Transformational leaders show genuine care for their followers’ emotions and needs, and they assist them in self-actualization. The individual attention to each follower contributes to the development of trust among the organization and its members and its authority figure(s).

4. Intellectual Stimulation (IS)

Transformational leaders encourage their followers to be creative and innovative and to question the status quo.

Thank you for reading CFI’s guide to Transformational Leadership. To keep learning and developing your knowledge of financial analysis, we highly recommend the additional resources below:

• Employee Motivation
• Intrinsic Motivation
• Leadership Theories
• Servant Leadership
• See all management & strategy resources

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• How to Structure a Leadership Essay (Samples to Consider)

Leadership is a complex concept, but it’s essential for boosting your career. That’s why a leadership essay focuses on applying the theoretical models and concepts of successful management to real-life situations. 

If you don’t know where to start writing such a paper, please read on for professional tips!

What Is Leadership Essay?

A leadership essay is a paper that analyzes leadership concepts and their application to real-life situations that may involve everyday business management, crisis situations, and other scenarios. 

Every essay on leadership is about defining a concept. Then, it’s either comparing it to similar management tools or proving that it’s useful (or not).

While some students enjoy writing such papers, other learners hate them. The below samples will come in handy, no matter which group is yours.

What Does Leadership Mean to You? (Essay Sample)

It is one of the most popular topics for a leadership essay. If you need to write a paper like that, ask yourself:

• Who is a good leader?  
• What style do they use?  
• What are the situations when they might switch styles?

You may take a more personal approach to such an essay if your professor allows you to. In the example below, you will see the academic approach to this topic. It analyzes three leadership styles to discover which one corresponds to the meaning of leadership if one thinks of it as guidance and support.

Why I Want to Participate in a Leadership Program (Essay Sample)

It’s another example of a popular topic. Such papers often have a meaning beyond the classroom since they may decide whether you plan to participate in a specific program. It’s critical to make them as effective and compelling as possible.

A personalized approach is the best when it comes to essays like this. In the example below, you will see the paper that relies on individual beliefs and a personal life story to explain why it’s so important for the specific student to participate in the chosen program.

How to Write a Leadership Essay

Like every other essay, this paper has an introduction, several body paragraphs, and a conclusion summarizing your thoughts. (1) The most important part of the introduction is the final sentence,  aka  a thesis statement. That’s where you state your claim to prove or develop in your leadership essay.

Each body paragraph should correspond to the purpose of your essay. To ensure you don’t stray from the aim you’ve established in the thesis statement, write the topic sentences for all your paragraphs in the outline . In simple words, write the first sentence of every paragraph to define its development in advance and see if you cover everything you need.

And now, to the conclusion:

Its most essential element is thesis restatement or the first sentence of that paragraph. It’s not just paraphrasing your thesis; it’s also considering the new information you’ve discovered while writing the essay.

Structure :

• Introduction (End it with a thesis statement.)
• Body paragraphs (Each one starts with a topic sentence.)
• Conclusion (Start it with a thesis restatement.)

Understand the purpose of a leadership essay

When starting to write, think about why you’re creating this paper. Before you sit down and type the words, think about the ideas you want to convey and their meaning in your life:

Can this essay teach you to take responsibility? Or maybe will it help you understand how to be a leader in crisis situations? When you’ve answered the “why” question, begin outlining.

Build a strong thesis

Always start with your thesis statement. It will help incorporate your answer to that notorious “why” question into your essay. Once done, you can plan out the rest of the paper and start working on the body paragraphs as soon as you finish the introduction.

There’s another important tip —don’t rush into writing the conclusion before you finish everything else!

It might seem like a good idea to create a thesis statement and thesis restatement right off the bat. However, you’ll find yourself with more refreshing ideas after completing all the research and thinking necessary for the introduction and each body paragraph.

Decide on a structure; format accordingly

Even if your essay about leadership seems not so formal, and you can use personal pronouns, you still need a clear structure.

The best way to write any academic paper is to keep your introduction and conclusion as short as possible. (But no shorter than three sentences and four lines of text). 

Another important tip is to try making all your body paragraphs equal in length. That way, you’ll give the same attention to all the vital points of your essay.

Ready to Write Your Essay on Leadership Now?

Hopefully, this article has helped you understand the most critical elements of a leadership essay. 

Remember the structure, grammar, and appropriate academic style to create a top-level paper. Please don’t forget to answer the “why” question and remember  why  you’re writing. Then you’ll impress everyone with your results!

References:

• https://lsa.umich.edu/onsf/news-events/all-news/directors-blog/writing-leadership-essays.html
• Essay samples
• Essay writing
• Writing tips

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Transformational leadership: everything you need to know

Effective leadership is pivotal in driving organizational success, especially in today’s highly innovative business landscape..

Bernard M. Bass, a well-respected psychologist and leadership expert who made significant contributions to leadership training, is best known for his research on transformational leadership. This research focuses on how leaders can inspire and motivate their followers to achieve remarkable results.

Alongside James MacGregor Burns, Bass expanded on the concept of transformational leadership, researching the qualities and behaviors that make a leader truly transformative. His work has greatly influenced our understanding of effective leadership.

In this article, we’ll explore these transformational leadership characteristics and provide actionable insights on implementing this style of leadership within your organization to unlock its full potential for success and growth.

What is transformational leadership, and what are its key characteristics?

What are the pros of transformational leadership, what are the cons of transformational leadership, how can a transformational leader inspire their followers to achieve more than they ever thought possible, what are some benefits of using a transformational leadership style.

• How can you become a transformational leader ?

The concept of transformational leadership has emerged as a highly regarded approach among the various leadership styles . It can be extremely effective in organizations looking to make significant changes or transformations .

Transformational leaders can unlock the hidden potential within each team member, inspiring them to reach new heights and explore uncharted territories. They create an environment where creativity and innovation thrive, encouraging employees to think outside the box and challenge the status quo. Transformational leaders ignite a sense of purpose and passion with their leadership, motivating individuals to surpass their own expectations.

In contrast, transactional leadership is a style of leadership that focuses on exchanges between leaders and their followers. This type of leader uses rewards and punishments to motivate and guide their followers’ behavior. Transactional leaders focus primarily on maintaining order and achieving short-term objectives within the existing organizational structure and systems.

Here are some key components of transformational leadership, which focus on fostering individual growth, unlocking untapped potential, and driving significant positive change.

A focus on the future

Transformational leaders always look ahead and think about what they need to do to achieve the organization’s goals. They inspire their followers to do the same by setting challenging yet achievable common goals that motivate everyone to work together towards a shared, clear vision.

These leaders foster a sense of purpose and create an environment where employees are motivated to give their best for the organization’s long-term success. Through their guidance and inspiration, transformational leaders empower their teams to think big, aim high, and make a meaningful difference.

A focus on change

Transformational leaders embrace positive change and understand its necessity for organizational success. They support their followers through the change process, recognizing that it can be unsettling and challenging. 

These leaders serve as role models by communicating openly, providing clarity and context for the changes, and explaining their benefits and alignment with the overall vision. Transformational leaders lead by example and demonstrate adaptability, inspiring their followers to embrace change and opportunities for growth.

A focus on people

Transformational leaders actively invest in their team members’ personal and professional growth. These leaders view their followers as valuable assets and are committed to nurturing their growth and development by providing intellectual stimulation and individualized consideration.

These leaders foster individual and collective success by creating an inclusive and empowering environment. They recognize and celebrate their employees’ achievements, fuel inspirational motivation and engagement, and create an environment where individuals thrive and contribute to the organization’s overall success.

“Management is about persuading people to do things they do not want to do, while leadership is about inspiring people to do things they never thought they could.” – Steve Jobs

These pros highlight transformational leadership’s positive impact on employees and an organization’s overall success.

• Enhanced employee motivation and engagement : Transformational leaders ignite passion and enthusiasm by setting a compelling vision and making work meaningful and impactful. The emphasis on individual growth and development encourages employees to take ownership of their work and strive for excellence, resulting in higher job satisfaction and increased commitment to the organization’s goals.
• Improved organizational performance : Transformational leaders can inspire and challenge followers, which creates high-performing teams that consistently deliver exceptional results. By fostering a culture of innovation and collaboration, transformational leaders unlock employees’ full potential to enhance productivity, efficiency, and overall organizational success.
• Increased employee creativity and innovation : Transformational leaders create an environment that values and rewards innovation by encouraging employees to think outside the box, take calculated risks, and experiment with new ideas. This leadership approach leads to fresh perspectives, novel solutions to problems, and the ability to adapt to changing market demands, giving the organization a competitive edge.
• Stronger employee development and growth : Transformational leaders invest in their employees’ learning and provide opportunities for skill-building, career advancement, and personal growth. This commitment to employee development enhances their capabilities and potential. It fosters a culture of continuous learning and talent retention, creating a pipeline of skilled professionals and future leaders within the organization.

While transformational leadership offers many benefits, it can also present some challenges.

• Potential for burnout : Constantly pursuing ambitious goals and the pressure to innovate and improve can increase stress levels and overwhelm workloads. Without proper support systems and work-life balance, employees may feel less energized, have lower job satisfaction, and even face physical and mental health challenges. Leaders must prioritize their team’s well-being and provide the necessary resources to prevent burnout.
• Dependency on the leader : Transformational leadership emphasizes the leader’s charisma, vision, and idealized influence. While these qualities can be incredibly powerful, they can also cause followers to become overly dependent on the leader for guidance and inspiration. This can pose challenges if the leader is absent or unable to effectively communicate the vision to their team. Followers may need help sustaining their motivation and performance levels, resulting in decreased productivity and overall effectiveness.
• Resistance to change : Transformational leaders embrace change, but some employees may need help adjusting. To address this, leaders should implement effective change management strategies (like explaining the change’s reasons, benefits, and alignment while maintaining open communication channels). Providing support and resources empowers employees to adapt and contribute to successful transformations.
• Potential for unrealistic expectations : Transformational leaders often set ambitious goals and motivate followers to achieve greatness. Consistently setting unrealistic expectations can lead to employee frustration, demotivation, and a sense of failure. Finding the right balance between challenging the team and setting achievable targets is essential. Leaders mindful of setting goals that inspire without overwhelming their teams will maintain morale.

By employing the following practical strategies, transformational leaders can create a culture where followers are inspired, motivated, and driven to go above and beyond. As a result, they contribute to the organization’s overall success, achieving remarkable outcomes and reaching higher levels of performance and excellence.

• Communicate a compelling vision. Transformational leaders paint a vivid picture of the future that aligns with the organization’s goals. They inspire their team members by effectively communicating this vision and highlighting their work’s meaningful impact.
• Lead by example. Transformational leaders demonstrate integrity, authenticity, and a strong work ethic, setting an example for their followers to emulate. Their actions inspire commitment, dedication, and professionalism.
• Encourage innovation and creativity. Transformational leaders foster an environment that values experimentation, risk-taking, and creative thinking. They encourage their team members to challenge the status quo, propose new ideas, and explore innovative solutions.
• Provide development opportunities. Transformational leaders invest in their team members’ growth and development. They identify individual strengths and aspirations, offering training, skill-building, and career advancement opportunities.
• Promote autonomy and empowerment. Transformational leaders trust their team members by delegating meaningful tasks and responsibilities. They empower individuals with decision-making and ownership of their work, fostering a sense of autonomy, accountability, and empowerment.
• Offer regular feedback and recognition. Transformational leaders provide timely and constructive feedback, acknowledging and appreciating their followers’ contributions. They celebrate milestones and recognize achievements, creating a positive and supportive work environment.

There are numerous benefits to adopting a transformational leadership style within an organization. The following benefits illustrate the positive effects of transformational leadership on both individuals and the organization as a whole.

• Increased creativity and innovation. Transformational leaders inspire followers to think creatively, challenge assumptions, and explore new ideas. This mindset of continuous improvement and creative problem-solving enables the organization to adapt to evolving market conditions, stay ahead of the competition, and seize new opportunities.
• Improved performance. Transformational leaders inspire their team members to exceed their own expectations by setting high standards, challenging their followers, and creating a culture of excellence. This drive for exceptional performance improves productivity, efficiency, and overall organizational success.
• Greater motivation. Transformational leaders understand their team member’s unique strengths and aspirations and provide the necessary support and guidance to help them grow and develop. By nurturing their potential, leaders create a strong sense of inspirational motivation, fulfillment, and purpose. This leads to increased productivity and engagement and a commitment to the organization’s goals and performance beyond expectations.
• Better communication. Transformational leaders employ various communication channels and techniques to inspire, engage, and align their team members. By establishing open lines of communication, actively listening, and providing clear feedback, transformational leaders ensure that their message is understood, fostering a sense of shared purpose and facilitating collaboration and cooperation.
• Stronger work relationships. Transformational leaders invest time and effort in understanding their team members’ strengths, needs, and aspirations. This genuine interest and personal connection can foster trust, loyalty, and mutual respect. Strong relationships enable effective collaboration, teamwork, and the development of a supportive work culture.
• Enhanced organizational adaptability. Transformational leaders create a culture that embraces innovation, learning, and continuous improvement. This adaptability enables the organization to respond effectively to changing market dynamics, customer demands, and emerging trends, ensuring its long-term success and sustainability.

How can you become a transformational leader? ✨

A transformational leader must look to the future, be comfortable with change, and focus on people. Additionally, you must have excellent communication skills and be able to inspire your followers. If you focus on these key characteristics, you can successfully lead an organization through change and transformation.

Are you looking to become a transformational leadership expert? Do you have what it takes? Use the tips in this article to start developing your transformational leadership skills.

Discover the Transformational Leader program by IMD, unlock your full leadership potential »

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How to Become a Transformational Leader

A two-part, practical guide to becoming a transformational leader—based on a talk at the lse festival with dr rebecca newton, professor sandy pepper, and dr emma soane..

Dr Rebecca Newton

Organisational Psychologist and Senior Visiting Fellow

Professor Alexander (Sandy) Pepper

Professor of Management Practice

Dr Emma Soane

Assistant Professor of Management

Part I: Becoming a Transformational Leader

Transformational leadership is a process whereby leaders engage with and influence others—by paying attention to their needs, raising their motivation, and providing an ethical framework for decisions. In so doing, transformational leaders can create change within people, and within organisations too.

We tend to think about transformational leadership in organisational terms—and it is certainly important at this level. Critically though, transformational leaders help people to fulfill their potential: by enabling them to reach their goals in ways that benefit themselves, their colleagues, the organisation, and the societies within which the organisations are operating.

Examples of transformational leaders

We can look to key figures from history such as Mahatma Gandhi and Nelson Mandela. We can look at current figures like New Zealand’s Prime Minister Jacinda Ardern, who exemplifies her transformational leadership with strong focus on empathy.

In his tenure since 2014, Satya Nadella, the CEO of Microsoft, has transformed the culture there to be more inclusive, more focused on learning and personal growth—and he has tripled the stock price of Microsoft in that time.

Contrasting styles

Another way to help us define transformational leadership is to consider some contrasting leadership styles.

Transactional

Leaders focus on the transactions between getting work done and the goal rewards. Goals and rewards still matter, but if you only focus on transactions, then performance will never be exceptional, it will just be ordinary. People need more.

Pseudo-transformational

A leader may be charismatic and may seem to have a compelling vision that influences people towards particular goals, but the focus is on the person themselves. It is akin to a cult of personality. These people are more self-interested and may even be willing to exploit people to achieve their goals.

Five Key Skill Areas

Transformational leadership can also be defined as a skills model, with skills that you can learn and hone with practice. The five key areas are:

1.  Building trust

A transformational leader is somebody people genuinely want to follow—trusting that leader to take them somewhere that will bring them benefits. Do you have a vision people can understand and appreciate? Are people able to participate in developing that vision?

2.  Acting with integrity

Transformational leaders articulate values as guiding frameworks—to support people in the decisions and choices they are facing.

3.  Encouraging others

Motivation is always key, but particularly in times of uncertainty. Leaders can enable people by providing resources; helping to educate people; and giving them confidence—not an empty confidence—but a belief in their abilities based on coaching and development.

4.  Innovative thinking

Encouraging people to think differently and challenge perspectives—critical to effective decision making. 5.  Coaching

Transformational leaders coach and develop others, enabling them to learn and grow.

Part II: Transforming Culture and Performance

Organisational culture is shaped by leaders—a fact that transformational leaders take ownership of.

Organisations today are very clear about their values. They can be found on their websites, sometimes in glossy writing on the walls or doors of their office buildings. Companies are proud of their values and this is a good thing. It can, however, make people feel as though culture is something that is fixed.

At its core, an organisation’s culture is what happens every day at work—the policies, processes, and behaviours that are seen and demonstrated. Culture is about how people show up, how people engage, how decisions are taken, how much risk people feel they can take, how they work together and complete tasks and projects.

Leaders play a huge role in influencing these factors. They can communicate how they would wish others to behave through their own personal actions, what they say or don't say, how they say it, what they reward, what they challenge, what they celebrate or don’t. Leaders shape culture.

Mentorship, sponsorship, and being an ally

One way in which leaders can drive change is through mentorship, sponsorship and allyship. In recent years mentorship has become much more accessible, however, there is still a significant difference when it comes to sponsorship, and there is a crucial distinction between the two.

Mentorship can be characterised by a leader saying: ‘How are you feeling about this? What are the challenges you are facing? Let me share my experiences with you.’

A sponsor says: ‘I understand that you are interested in X. Would you like me to recommend you for this position?’, ‘Have you met this person? I could connect you—this could be good for your career.’

Leaders need to sponsor everybody. We need equality in sponsorship. In particular, look at sponsorship of non-dominant groups and where there is a need for more equality and inclusion.

Finally, allyship. This is a leader choosing to take on the interests of others, and particularly the interests of non-dominant groups.

Influencing beyond hierarchy

Leaders are not only responsible for influencing the team of people who report to them directly. To drive meaningful change, they also influence beyond hierarchical lines—across and beyond the organisation.

Research [i] suggests there are three things that particularly matter when it comes to successful peer influence:

1.  Greater consideration to your peers Put yourself in their shoes. What are their goals? What is important to them? What are their resources, their challenges? 2.  Effort How much time and effort you spend preparing for influencing encounters makes a difference. We spend a lot of time preparing to influence externally, and not nearly as much time thinking about how we are influencing internally, when it is internal shifts in attitudes and behaviour that may lead to the most significant change. 3.  Techniques Influencing techniques—this involves being strategic with how we influence. Are we relying on only rational persuasion or are we also thinking about values and demonstrating shared goals and purpose? Are we using emotional appeals, and a bigger sense of what motivates people?

There is a vibrant debate today around purpose in business. Not only corporate purpose, but our individual purposes, and the purpose of leaders. This is something transformational leaders embrace. Leaders don't motivate employees by talking about maximising shareholder value. They motivate employees with their passion. Transformational leaders articulate a vision and a purpose that motivates others. They demonstrate character that embodies that purpose. If a transformational leader is able to exhibit character in this way, people will actively choose to follow them.

[i] Enns, H.G. and McFarlin, D.B. (2005) “When Executives Successfully Influence Peers: The role of target assessment, preparation, and tactics,” Human Resource Management, 44 (3), 257-278.

Rebecca has spent 20 years researching and teaching on leadership, change, communication, professional development, and management practice. With a PhD from LSE in organisational psychology, her doctoral research was in the psychology of leadership and change management in the context of law firm mergers and acquisitions. She serves on the editorial board of the Journal of Change Management, has contributed numerous chapters to books on leadership and organisational change, and is a regular contributor to the Harvard Business Review. Her first book, Authentic Gravitas: Who Stands Out and Why, was published in 2019.

Sandy joined the Department of Management in September 2008 as an ESRC/FME fellow, after which he was appointed professor of management practice in January 2013. He was previously a partner at PricewaterhouseCoopers, where he held various senior management roles. Sandy’s research and teaching interests include organisations and management theory, with a particular focus on the theory of the firm and corporate governance. He’s one of the UK’s recognised experts on executive pay. Sandy is also interested in behavioural and new institutional economics, business ethics, business history, and the relationship between management theory and practice. He’s the author of a number of academic articles and books, including The Economic Psychology of Incentives and Agency Theory and Executive Pay, as well as numerous blog posts and newspaper articles.

Emma is a chartered psychologist, a chartered scientist, and an associate fellow of the British Psychological Society. She holds a BSc in psychology, an MSc in occupational psychology, and a PhD in psychology from the University of Sheffield. Her research examines how individual differences, team working, and organisational environments influence decisions, performance, and risk taking. Her projects include studies of decision processes in financial decision-making, healthcare, IT, and television production. Emma has extensive fieldwork experience in public and private sector organisations, including government departments, local government, NHS hospitals, manufacturing, waste management, and top-tier investment banks.

Further information

Leadership and Change Online Certificate Course. Grow as an authentic and transformational leader, equipped with the practical skills to guide an organisation and its employees through times of change.

Essay Papers Writing Online

Learn the essential tips and techniques to write a compelling and impactful leadership essay that captures the attention of your readers.

When it comes to composing an outstanding leadership essay, there are several key insights that can greatly enhance your writing. By delving into the complexities of leadership, exploring its various dimensions, and weaving a compelling narrative, you can captivate your readers and leave a lasting impression.

Effective leadership goes beyond conventional definitions and involves a unique set of qualities and skills. A truly remarkable essay on leadership should not only provide a comprehensive overview of these qualities but also offer insightful perspectives that challenge traditional notions. By incorporating strong examples and relevant case studies, you can shed light on the intricate nuances of leadership and inspire your audience.

A truly exceptional leadership essay not only discusses the importance of leadership but also encourages self-reflection and personal growth. By exploring your own leadership journey and highlighting key lessons learned along the way, you can infuse your essay with authenticity and make it relatable for readers. Additionally, delving into the challenges and obstacles faced in your leadership role can demonstrate resilience and the ability to adapt, further enhancing the impact of your composition.

Identify your personal leadership experiences

One of the key aspects of crafting an impressive leadership essay is being able to identify and reflect upon your personal leadership experiences. These experiences can come in many different forms and may not always be obvious at first glance. It is important to delve deep into your past and consider all the times you have taken charge, made decisions, and influenced others.

Reflect upon your experiences in school, work, extracurricular activities, or any other area of your life where you have had the opportunity to take on a leadership role. Think about times when you have successfully led a team, solved a problem, motivated others, or made a positive impact. These are the moments that will serve as the foundation for your leadership essay.

• Consider any leadership positions or responsibilities you have held, whether formal or informal.
• Reflect upon any challenges you have faced as a leader and how you overcame them.
• Think about the values and qualities that you believe are important for a leader to possess and how you have demonstrated these traits in your own experiences.
• Consider any instances where you have been able to inspire or influence others to achieve a common goal.

By identifying and reflecting upon your personal leadership experiences, you will not only be able to provide examples and evidence in your essay, but you will also gain a deeper understanding of your own leadership capabilities. This self-reflection will help you to articulate your leadership style and philosophy, and ultimately make your essay more compelling and impressive.

Highlight your unique leadership qualities

When writing a leadership essay, it is crucial to showcase your distinctive leadership qualities and what sets you apart from others in a leadership role. Your essay should delve into the qualities that make you a standout leader and how you have demonstrated these skills in real-life situations.

One key aspect to consider is your ability to communicate effectively. As a leader, you must be able to clearly convey your thoughts and ideas to your team members. Your essay should highlight instances where you have effectively communicated your vision and goals, and how this has positively impacted your team’s performance.

In addition to communication, another important aspect of effective leadership is the ability to inspire and motivate others. Your essay should include examples of how you have inspired your team members to go above and beyond, and how you have motivated them to achieve shared goals. Whether it’s through leading by example or providing words of encouragement, showcasing your ability to inspire others will demonstrate your unique leadership qualities.

Furthermore, a strong leader is someone who can adapt to different situations and make sound decisions under pressure. Your essay should highlight instances where you have demonstrated adaptability and made difficult decisions that have positively impacted your team or organization. This showcases your ability to think critically and make rational choices, qualities that are essential for effective leadership.

A great leader is also someone who values collaboration and teamwork. Your essay should discuss how you have fostered a collaborative environment and encouraged your team members to work together towards a common goal. Highlighting instances where you have successfully collaborated with others and achieved results as a team will showcase your ability to bring people together and leverage their skills and strengths.

Lastly, don’t forget to include examples of how you have exhibited integrity and ethical behavior in your leadership role. A leader who acts with integrity and sets ethical standards for others is highly regarded. Your essay should highlight instances where you have made decisions based on moral principles and upheld ethical standards, demonstrating your strong character and unique leadership qualities.

• Showcase your effective communication skills
• Highlight your ability to inspire and motivate others
• Demonstrate your adaptability and decision-making abilities
• Emphasize your collaborative approach to leadership
• Illustrate your integrity and ethical behavior

By highlighting these unique leadership qualities, your essay will stand out and leave a lasting impression on the reader.

Use real-life examples to demonstrate your leadership skills

One effective way to showcase your leadership abilities in an essay is by incorporating real-life examples. Instead of simply describing your skills and qualities, providing tangible examples will make your essay more engaging and credible.

By using real-life experiences, such as situations you encountered in school, work, or extracurricular activities, you can demonstrate how you exhibited leadership qualities and successfully influenced others. These examples will give your essay a personal touch and allow the reader to better understand your leadership style and effectiveness.

For instance, you can discuss a time when you took charge of a group project and led your team to success. Describe the specific challenges you faced, how you motivated and coordinated your team members, and the outcome of your leadership efforts. This example will not only highlight your ability to take initiative but also demonstrate your skills in communication, teamwork, and problem-solving.

In addition to discussing your successes, don’t be afraid to mention times when you faced obstacles or even failure. Sharing these experiences and reflecting on how you tackled them can demonstrate your resilience, adaptability, and ability to learn from mistakes. It also shows that you are not afraid to take risks and rise to the occasion, qualities that are crucial for effective leadership.

When using real-life examples in your essay, be sure to provide enough detail to make it vivid and relatable. Use specific anecdotes, dialogue, and outcomes to paint a clear picture of your leadership skills in action. Additionally, make sure to tie each example back to the overall theme or thesis of your essay, highlighting the value and relevance of your leadership experiences.

In conclusion, incorporating real-life examples into your leadership essay can significantly enhance its impact. By providing tangible instances of your leadership skills in action, you can capture the reader’s attention, establish credibility, and showcase your unique qualities as a leader.

Focus on the impact of your leadership on others

When crafting an exceptional leadership essay, it is vital to focus on the influence and effect that your leadership has had on others. One of the distinguishing factors of a great leader is the ability to inspire and motivate those around them, fostering growth and success. Sharing how your leadership style and actions have positively impacted individuals and teams will not only showcase your effectiveness as a leader but also highlight your ability to create a supportive and collaborative environment.

Highlight instances where your leadership has empowered others to reach their full potential, overcome challenges, and achieve meaningful goals. Discuss how you have mentored and guided individuals, encouraging them to develop their abilities and become confident in their own capabilities. Additionally, emphasize the collaborative nature of your leadership, demonstrating how you have fostered teamwork, encouraged open communication, and facilitated the sharing of ideas and perspectives.

It is important to provide specific examples and anecdotes that illustrate the impact of your leadership on others. These personal stories will help bring your essay to life and allow the reader to understand the tangible ways in which you have made a difference. Consider discussing moments where you successfully resolved conflicts, motivated a team to exceed expectations, or supported someone through a difficult situation.

Furthermore, show how you have created a positive and inclusive culture that values diversity and respects the individuality of each team member. Talk about how you have celebrated the successes of others, recognized their contributions, and provided opportunities for professional and personal growth. By highlighting these aspects, you not only demonstrate your impact as a leader but also showcase your ability to create an environment that fosters the growth and development of others.

In conclusion, when writing your leadership essay, focusing on the impact of your leadership on others is crucial. By highlighting how you have empowered, supported, and inspired individuals and teams, you can showcase your ability to create a positive and collaborative environment that drives success. Use specific examples and anecdotes to illustrate these points and demonstrate the tangible ways in which your leadership has made a difference.

Reflect on your own growth and learning as a leader

As you delve into crafting an impressive leadership essay, it is crucial to take the time to reflect on your personal growth and learning as a leader. This introspective process allows you to explore your experiences and identify the ways in which you have developed and evolved as a leader.

Think about the challenges you faced and how you overcame them, the opportunities you seized and the successes you achieved. Consider the lessons you learned from your failures and the skills you acquired along the way. Reflect on the relationships you built and the impact you made on those around you.

It is important to be honest with yourself and recognize both your strengths and areas for improvement. Acknowledge the obstacles you faced and how you navigated through them. Highlight the moments of growth and the transformative experiences that shaped your leadership journey.

Identify the values that guide you as a leader and the principles that you consistently uphold. Reflect on the importance of self-reflection and continuous learning in your development as a leader. Consider the ways in which your leadership style has evolved and adapted to different contexts and challenges.

Sharing these reflections in your leadership essay allows you to demonstrate your self-awareness, growth mindset, and commitment to personal development as a leader. It showcases your ability to adapt, learn from experience, and inspire others. Emphasize the impact of your growth and learning on your leadership approach and how it has influenced your ability to lead effectively.

In conclusion, reflecting on your own growth and learning as a leader is an essential aspect of crafting an impressive leadership essay. By delving into your experiences, challenges, successes, and failures, you can showcase your self-awareness, adaptability, and commitment to continuous improvement in your leadership journey.

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Transformational Leadership

Updated 23 January 2024

Subject Corporations ,  Experience

Downloads 28

Category Business ,  Economics ,  Life

Topic Company

Transformational Leadership and Employee Motivation

Transformational leadership has been associated with positive organizational outcomes on different levels. In the employee context, for example, research evidence has on numerous occasions shown a strong positive link between this leadership style and employee motivation. While many other factors come into play in the performance of an organization, the leadership style also plays a significant role. In determining the exact impact of this leadership approach to the performance of organizations, it is important to analyse different research studies paying attention to the specific outcomes achieved on the organizational level. In that regard, this paper presents an analysis of researches and studies on the subject of transformational leadership in the context of the three broad topics of employee motivation, organizational performance, and organizational effectiveness.

Transformational leadership is a leadership style in which the leader focuses on inspiring his or her followers to achieve set objectives (Rawat, 2015). This leadership style has four dimensions which are inspirational motivation (IM), intellectual stimulation (IS), individual consideration (IC), and idealized influence (II) (Ahmad et al., 2014; Shelley et al, 2011). Aunjum et al. (2017) present a qualitative research study in which they collect data in the context of the four dimensions presented above in the Pakistan banking sector.

Impact of Transformational Leadership on Employee Motivation

Idealized influence.

The analysis of the results in the Idealized Influence (II) dimension shows that 45% of the improvement in employee motivation in the sector resulted from idealized influence. From table 1 below, it is seen that the beta (β) value for transformational leadership is 0.746. This implies that a unit change in idealized influence would result in a positive 0.83 unit change in employee motivation (Aunjum et al., 2017).

Table 1: Impact of idealized influence on employee motivation (Aunjum et al., 2017)

Inspirational Motivation

In the Inspirational Motivation dimension, table 2 below presents a beta (β) value of 0.619. This implies that a 1 unit incremental change in IM would result in almost 62% positive change in employee motivation (Aunjum et al., 2017).

Table 2: Impact of inspirational motivation on employee motivation (Aunjum et al., 2017)

Intellectual Stimulation

The results in this dimension as per the table below presented by Aunjum et al. (2017) reveal that a unit positive change in intellectual stimulation dimension would result in a 69% appreciation in the level of motivation in employees.

Table 3: Impact of intellectual stimulation on employee motivation (Aunjum et al., 2017)

Individualized Consideration

The overall employee motivation in the IC context appreciates by 83% in response to a unit positive change in transformational leadership within the studied organizations.

Table 4: Impact of individualized consideration on employee motivation (Aunjum et al., 2017)

The study shows that there is a strong correlation between the four dimensions of transformational leadership and employee motivation. However, the study focuses on one sector. This implies that for these results to achieve a high level of confidence, a comparison of different sectors must be presented. In that regard, Lizette et al. (2016) present a qualitative study in which respondents for the questionnaire are drawn from the EMEA sales unit in the Volvo group. The study leads to an observation that transformational leadership has an overall positive impact on employees' motivation. In addition, the above findings are corroborated by findings presented by Ahmad et al. (2014) in the telecommunication sector context where they find over 50% positive change in a unit change in all of the four dimensions of transformational leadership. Finally, in a research study evaluating how employees perceive different leadership styles, Alghazo and Al-Anazi find that 73.33% of employees hold the opinion that transformational leadership would motivate them more than other forms of leadership. The agreement between data from the different studies thus shows that transformational leadership has a strong positive correlation with employee motivation.

Impact of Transformational Leadership on Employees and Organizational Performance

Orabi (2016) presents a survey in which the aim is to establish the relationship between transformational leadership and organizational performance. Transformational leadership is linked to performance in terms of its four dimensions, thus resulting in four dimension-specific hypotheses and one general hypothesis. The survey involved 213 respondents from three banks. The table below shows the results obtained after testing the hypotheses using a multiple regression analysis:

Table 5: Regression results (Orabi, 2016)

The values p=0.00 indicate that the variable is statistically significant. From the table above, it is thus evident that there is a statistically significant and positive correlation between organizational performance and inspirational motivation (IM), intellectual stimulation (IS), and individual consideration (IC). This implies that a positive change in these three factors leads to a positive change in organizational performance. Since the p-value for idealized influence is greater than 0.05, idealized influence does not have any significant implication on organizational performance. The table below thus shows the actual relationship between the different elements of transformational leadership and organizational performance.

Table 6: Conclusions from the regression analysis (Orabi, 2016)

The general result of this study is supported by findings presented by Strukan et al. (2017) and Garcia-Morales et al. (2008). Strukan et al. (2017) divide organizational performance variables into financial performance and new product development. And the findings show a strong positive correlation between the application of transformational leadership and specific outcomes such as profitability and the expansion of market shares through newly developed products. However, organizational performance is dependent on employees and it is thus important to analyse the impact of transformational leadership on the performance of individual employees. In that regard, research results presented by Mbithi et al. (2016) in the context of employees in a higher learning institution setting show a positive correlation between transformational leadership and the level of commitment, job satisfaction, and organizational citizenship behaviour. Presenting the analysis in terms of employees' performance is important to the organizational performance results presented by Orabi (2016) since it provides a direct explanation of why the positive correlation between transformational leadership and organizational performance is observed (Iscan et al., 2014).

Impact of Transformational Leadership on Organizational Effectiveness

In establishing the relationship between transformational leadership and organizational effectiveness, Tahsildari et al. (2014) present a comprehensive survey of literature on the subject. The literature presented categorizes approaches for determining the effectiveness of organizations into three groups: goal approach, systems approach, and process approach. In the context of the goal approach, the effectiveness of an organization is determined by the extent to which it meets its objectives. The systems approach, on the other hand, is concerned with the ability of an organization to access resources that are not in abundant supply. Finally, the process approach is concerned with how the organization functions and includes factors such as employee satisfaction and work environment. In the survey, a wide range of research studies shows a strong connection between transformational leadership and the level of innovativeness in employees. This innovativeness is then shown to have a positive impact on the attainment of goals, the effectiveness of organizational systems, and the efficiency in internal processes.

Cavazotte et al. (2013), on the other hand, present an empirical study in which indicators of organizational effectiveness such as self-efficacy, follower identification with leader, and task performance are considered. The relationship between all these factors was statistically significant (p<0.001). In addition, positive beta (β) values were obtained, showing that the effectiveness indicators were positively correlated with transformational leadership. The figure below shows the model used in the analysis and how each factor is associated with transformational leadership in the context of the four variables which are vision, idealism, inspirational motivation, and intellectual stimulation. The fact that most of the path coefficients are above 0.3, except that between altruism and transformational leadership, is an indication that the model adequately predicts the organizational effectiveness achieved through the application of transformational leadership (Cavazotte et al., 2013).

Figure 1: An analytical model linking transformational leadership factors to organizational effectiveness measures (Cavazotte et al., 2013)

Summary of the Findings

The analysis of the researches and surveys covering the impact of transformational leadership on employee motivation, organizational performance, and organizational effectiveness reveals that the leadership style is positively correlated with all three organizational factors. Successful organizations perform well in employee motivation, organizational performance, and organizational effectiveness. The positive correlation between these factors and transformational leadership would thus imply that less successful organizations apply transformational leadership to a lesser extent than their more successful counterparts. The table below, presented in a research study by Jandaghi et al. (2009), shows that less successful companies have lower mean scores in all four dimensions of transformational leadership. The findings support the findings of the results of the analysis presented herein, which conclude that there is a positive impact of transformational leadership in all the presented organizational factors.

Table 7: The mean scores of successful and unsuccessful companies in terms of the dimensions of transformational leadership (Jandaghi et al., 2009)

Ahmad, F., Abbas, T., Latif, S. & Rasheed, A. 2014, ‘Impact of Transformational Leadership on Employee Motivation in Telecommunication Sector’, Journal of Management Policies and Practices, Vol. 2(2), pp. 11-25

Alghazo, A. M. & Al-Anazi, M. A 2016, ‘The Impact of Leadership Style on Employee’s Motivation’, International Journal of Economics and Business Administration, Vol. 2(5), pp. 37-44

Aunjum, A. H., Abbas, G., & Sajid, M 2017, ‘Transformational Leadership and Employee Motivation in Banking Sector of Pakistan’, Advances in Economics and Business, Vol. 5(9), pp. 487-494

Cavzotte, F., Moreno, V. & Bernardo, J 2013, ‘Transformational Leaders and Work Performance: The Mediating Roles of Identification and Self-Efficacy’, Brazilian Administration Review, Vol. 10(4), pp. 491-512

Garcia-Morales, V. J., Javier, F. & Verdu-Jover, A. J 2008, ‘The Effects of Transformational Leadership on Organizational Performance through Knowledge and Innovation’, British Journal of Management, Vol. 19 (2008), pp. 299-319

Iscan, O. F., Ersari, G. & Naktiyok, A 2014, ‘Effect of Leadership Style on Perceived Organizational Performance and Innovation: The Role of Transformational Leadership Beyond the Impact of Transactional Leadership - An Application among Turkish SMEs’, Procedia – Social and Behavioural Sciences,

Vol. 150(2014), pp. 881-889

Jandaghi, G., Matin, H. Z. & Farjami, A, 2009, ‘Comparing Transformational Leadership in Successful and Unsuccessful Companies’, The Journal of International Social Research, Vol. 2(6), pp. 357-372

Jiang, W., Zhao, X. & Ni, J 2017, The Impact of Transformational Leadership on Employee Sustainable Performance: The Mediating Role of Organizational Citizenship Behaviour’, Sustainability, Vol. 9(1567), pp. 1-17

Lizette, Eriksson, F., & Johnson, C 2016, Transformational Leadership Effect on Motivation and Trust: A Case Study of Volvo Sales Region EMEA, Malardalen University, Sweden

Mbithi, A. M., K’Obonyo, P., & Awino, Z 2016, ‘Transformational Leadership, Employee Outcomes, and Performance in Universities in Kenya’, DBA Africa Management Review, Vol. 6(2), pp. 1-20

Orabi, T. G. A 2016, ‘The Impact of Transformational Leadership Style on Organizational Performance: Evidence From Jordan’, International Journal of Human Resource Studies, Vol. 6(2), pp. 89-102

Rawat, S. R 2015, ‘Impact of Transformational Leadership Over Employee Morale and Motivation’, Indian Journal of Science and Technology, Vol. 8(S6), pp. 25-34

Shelley, D., Dionne, F. J., Yammarino, L. E., & Spangler, A. W 2011, ‘Transformational Leadership and Team Performance’, Journal of Organizational Change Management, Vol. 17(2), pp. 177-193

Strukan, E., Nikolic, M. & Sefic, S 2017, ‘Impact of Transformational Leadership on Business Performance’, Technical Gazette, Vol. 24(2), pp. 435-444

Tahsildari, H., Hashim, M. T. & Wan, W. N 2014, ‘The Influence of Transformational Leadership on Organizational Effectiveness through Employees’ Innovative Behaviour’, Journal of Economics and Sustainable Development, Vol. 5(24), pp. 225-236

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Transformational Leadership Theory: Pros and Cons Essay

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Transformational leadership is a type of management and control that seeks to bring change to individuals, organizations, or societies. According to Rodríguez Aboytes and Barth (2020), at its best, transformational leadership not only leads to a positive change for the organization but also seeks to leaders growing other individuals who will replace them. This form of leadership seeks to bring change to an organization by having to leader act as a role model who motivates and inspires the rest of the workforce. For the leader to achieve his mandate, they must eliminate challenges that make the organization stagnant and resistant to change. The three main principles that guide transformational leadership are Motivation, individual consideration, and intellectual incentives.

Transformational leadership is one of the core theories of psychological leadership, and being over three decades old has been widely studied, and various strengths and weaknesses about it established. Studies have established that one of the major strengths of transformative leadership is that it creates an enthusiastic culture in an organization (Carleton et al., 2018). This brings positive energy to a company key to achieving its strategic objectives. Transformational leaders are also known to be filled with innovation and creativity and seek to transfer this trait to junior managers. These traits have resulted in transformational leadership being ranked as the best leadership strategy, followed by trait and servant leadership theories.

Transformational leadership has a range of limitations, including the leaders holding a tough stand and often disagreeing with other leaders. The leadership has also been accused of bringing a lot of pressure on its followers (Carleton et al., 2018). Transformative leadership is different from servant leadership because while the former focuses on the top influence of a leader to drive change, servant leadership focuses on ethics, empathy, and collaboration between the leader and others.

Carleton, E. L., Barling, J., & Trivisonno, M. (2018). Leaders’ trait mindfulness and transformational leadership: The mediating roles of leaders’ positive affect and leadership self-efficacy . Canadian Journal of Behavioural Science / Revue Canadienne Des Sciences Du Comportement , 50 (3), 185–194. Web.

Rodríguez Aboytes, J. G., & Barth, M. (2020). Transformative learning in the field of sustainability: a systematic literature review (1999-2019) . International Journal of Sustainability in Higher Education , 21 (5), 993–1013. Web.

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Transformational leadership: the how and why.

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Dr. Akin Akinpelu is the CEO of Akin Akinpelu Learning & Development Company. He can be reached via [email protected].

The ability to inspire and motivate a team isn't just a nice-to-have; it's a necessity. That is why transformational leadership goes beyond traditional management tactics, to driving innovation and fostering a culture where everyone feels valued and empowered. Here’s why it matters and how you can cultivate it within your own organization.

At its heart, transformational leadership is about creating a vision that motivates and inspires your team to achieve more than they ever thought possible. There are a few key elements that really set transformational leaders apart:

• Inspirational Motivation: The best leaders paint a vision so compelling that it pulls everyone together. It's not just about setting goals; it's about making sure everyone understands the "why" behind those goals. When your team is invested in the vision, they're driven to achieve it. Think about Steve Jobs at Apple. His vision for innovation and excellence wasn't just about products—it was about changing the world.

• Intellectual Stimulation: Encouraging your team to think outside the box is crucial. This means challenging the status quo and fostering a culture where new ideas are welcomed and explored. It’s about creating a safe space for creativity. Jeff Bezos at Amazon exemplifies this. His leadership style encouraged a culture of experimentation and relentless customer focus, driving Amazon’s exponential growth.

• Individualized Consideration: Recognizing that each team member is unique is key. This means providing tailored support and mentoring to help each person reach their full potential. It’s about seeing the individual within the team. Regular one-on-one meetings and personalized feedback sessions can go a long way in making your team feel valued and motivated.

These principles aren’t just theoretical—they’re practical tools you can implement to transform your leadership approach.

Impact Of Transformational Leadership

The impact of transformational leadership on your organization can be profound. When you lead with vision and empathy, the ripple effects are significant.

• Enhancing Organizational Performance: Transformational leadership can drive significant improvements in productivity and efficiency. By fostering a supportive environment, you can create a highly motivated workforce that’s invested in the company’s success. When employees feel they are part of something bigger, they’re more likely to go the extra mile.

• Driving Innovation And Change: In a world where change is the only constant, transformational leaders are the ones who thrive. By encouraging creativity and being open to new ideas, you can help your organization stay ahead of the curve. Innovation isn’t just about new products—it’s about new ways of thinking and doing business. Look at companies like Apple and Amazon; their leaders’ focus on innovation has kept them at the forefront of their industries.

• Fostering Employee Engagement: Engaged employees are your greatest asset. Transformational leadership creates an environment where employees are not just present but truly engaged. This leads to higher job satisfaction, lower turnover rates and a more cohesive team. When people feel valued and like part of a shared vision, their commitment and productivity soar.

I remember when I subjected myself to this process. I was once an individual contributor, but through training, I became a talent investor prioritizing the progress of the team. This was slow, but steadily, I got the game. Eventually, I became a key participant, but I must say that being transformational is a journey to evolve into.

Developing Transformational Leadership Skills

So how do you become a transformational leader? It’s not something that happens overnight, but with dedication and continuous learning, you can develop the necessary skills.

• Enhance Self-Awareness And Emotional Intelligence: Understanding and managing your own emotions—and those of your team—is crucial. This means being reflective and seeking feedback to improve. Emotional intelligence helps you build strong relationships and navigate the complexities of leadership. Start by regularly assessing your own emotional responses and practicing empathy.

• Develop A Clear Vision And Strategic Thinking: Craft a compelling vision that aligns with the values and aspirations of your organization. This involves strategic planning and setting long-term goals. Communicate this vision effectively to inspire and motivate your team. Make sure your vision is clear, achievable and resonant with your team’s aspirations.

• Foster Effective Communication And Influence: Strong communication skills are vital. This includes active listening, empathy and clear articulation of ideas. Transparent and open communication builds trust and influence within your team. Practice being an active listener and ensure you’re approachable and open to feedback.

Remember, becoming a transformational leader is a journey, not a destination. Continuously seek opportunities to learn and grow, and don’t be afraid to step out of your comfort zone.

Transformational leadership is a powerful tool for driving change and innovation in your organization. By focusing on inspiration, innovation and individualized support, you can create a dynamic and motivated team ready to tackle any challenge. It’s about more than just achieving business goals; it’s about creating a work culture where everyone feels valued and empowered to contribute their best.

Embrace these principles, and you can not only elevate your leadership skills but also drive your organization to new heights.

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Transformational Leadership – Essay Sample

Transformational leadership is the leadership approach that creates positive and valuable change in the followers. It is a leadership style that leads to changes that are positive to the followers. Transformational leaders are enthusiastic, passionate and energetic. These leaders are involved and concerned in any process and they are ever focused in helping each and every member of the group. Transformational leaders focus on transforming others to help one another, to be harmonious and encouraging, to look out for each other and look for the organization as a whole. Transformational leader also enhances morale, motivation and the performance of the followers.

Transformational leadership is related to motivation in that these leaders are able to inspire the followers to change their motivations to work. They are also able to change all perceptions and expectations towards common goals in the work. Both leaders and followers make other to advance in higher levels of motivation and morale. Transformational leaders are capable of helping followers to experience motivation and passion towards fulfilling their goals. They have a vision which is clear and which is able to articulate the followers. This is usually referred to as inspirational motivation (Crawford, Gould & Scott, 2003).

Transformational leader is that leader who is charisma. He has a clear vision for organization and he communicates very well and easily the vision he has with the group members. Charisma leader easily detects what is important to organization and individuals as whole. The transformational leader is also confidence in his work. He has good sense of business and has capability of seeing which decisions affect the organization positively. Therefore, the leader gets the ability of acting confidently while inspiring trust in the members of the team.

The transformational leader has loyalty and respect. He inspires loyalty and respect in the individuals by taking time in letting them to know that they are important. He respects other people’s decisions and appreciates them at all points. Transformational leader is also expressive towards praising the individuals as well as the team on the job that done well. Transformational leaders are ever inspiring by helping people do the things they are not sure that they were capable of doing them. These leaders are able to achieve this through encouraging and praising statements.

Lee Iacocca was appointed as a leader of Chrysler Corporation in 1980s. He was able to use transformational leadership skills in competing with the Japanese car industry which was a great competitor. He motivated his followers towards working hard and not to focus at the rewards they were getting but their own goals and learn from any opportunity arising. Another example of transformational leadership is when a parent is raising the child; he or she does not expect anything from child when he grows up. The parent provides services to children; these services are dedicated, committed and unconditional. The parents motivate their children to lead to a good life (Kendra, 2010).

In transactional leadership, the leaders set goals and give rewards as motivation factor for desired performance. On the other hand, transformational leaders motivate their followers to work beyond their self interest. Leaders are aware of the link between the reward and the effort of the followers. They argue that efforts results to good rewards. This differs to the case of transformational leader who arouses follower’s motivations making them to work beyond the framework while stimulating them to solve their problems. Transactional leaders always look for the amount of the work that has been done and they even go to an extent of giving rewards to those whose work satisfies them. Political leaders announce benefits of the agendas in exchange of votes from citizens. These are transactional leaders who are after rewards and conditions unlike transformational leaders who inspire followers to serve their own interest to achieve superior results.

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Distinct Leadership Approaches

The leadership within any organization highly decides the performance of that organization. Considering the situation and organizational culture, applying the right leadership style is essential for leaders striving to deliver the most significant performance. Three major leadership styles are quite different regarding how to deal with employees. These are transformational, transactional, and servant leadership. Each style has unique characteristics, strengths, and the proper contexts for usage. It is essential to assess transformational, transactional, and servant leadership, focusing on the effects on employees’ engagement and performance across various organizational contexts.

Importance of Appropriate Leadership Style

The right leadership style used is crucial in influencing employee engagement and performance. Leadership styles directly affect organizational culture and employee motivation as it determines productivity. Transformational leadership can motivate employees to surpass their expectations, resulting in innovation and commitment (Northouse, 2021). On the other hand, Transactional leadership is also centered on the reward and penalty that can be utilized to enhance efficiency in certain situations. Another aspect of servant leadership is that it places employee well-being at the center and facilitates a culture of trust and loyalty. Every theme creates a distinctive work environment that stimulates employee performance and engagement.

Definitions of Leadership Styles

Transformational leadership is when a leader works with the team to determine how the change is required. Thus, it gives an idea to head the change using inspiration and implementing change in partnership with dedicated individuals of a team. This leadership style is defined by the leader’s ability to inspire and motivate followers to overcome their interests to serve the organization or a more significant cause (Asbari, 2020). It results in increased employee involvement and creative and efficient inputs.

Transactional leadership is a leadership style centered on the transactions or interactions between the leaders and their followers. This leadership style is distinguished by a clear structure of incentives and punishments directly related to the performance of subordinates. It concentrates on keeping the normal operations run smoothly. Leaders give incentives for the accomplishment of tasks or goals agreed upon. Rewards can be tangible, like bonuses and promotions, or intangible, like recognition and praise.

Servant leadership is a philosophy in which the leader’s primary purpose is to serve. A very sharp contrast is presented here from the traditional leadership approaches, which concentrate on the accumulation and exercise of power by the top of the hierarchy (Schwantes, 2016). Servant leaders place the utility of their team members, stakeholders, and the community first above their own. They develop and empower subordinates to realize their potential and the organization’s goals. Servant leaders are self-aware that there is a broader impact on the organization.

Main Differences

Transformational, transactional, and servant leadership are three different ways of leading teams and organizations. Transformational leaders encourage people to go beyond their limits when stimulating creativity and change, building around vision and personal growth. Transactional leaders are based on achieving specific outcomes through a structured system of rewards and sanctions, preferring efficiency and clear expectations. Servant leadership is notably different as it prioritizes the needs of the team members first; hence, it tries to serve rather than lead in the traditional sense, and the team members’ growth and well-being are the primary focus. Every style has its competency and circumstance in which it is feasible.

Advantages and Disadvantages

Transformational leadership’s biggest strength is the inspiration and motivation it provides to employees, thereby resulting in enhanced innovation and performance. Nevertheless, setting visionary goals tends to focus on operational issues, which can influence short-term effectiveness. Transactional leadership efficiently sustains order and attains specific performance goals, which fits into environments needing consistency (Northouse, 2021). The downside is that it may kill employees’ creativity and natural motivation by heavily relying on external rewards. Servant leadership promotes a sense of community and mutual participation by creating a focus of the leader on the needs of the team members. This approach generates increased loyalty and trust within the organization.

Situational Effectiveness

Transformation leadership appreciates environments of innovation and versatility, for instance, technology firms or those firms carrying through a drastic transformation. The approach is much less practical for highly regulated industries where compliance and consistency are essential since its focus on venturesome change may miss important procedural and detailed aspects.

Transactional leadership is appropriate in structured environments, such as manufacturing plants or military operations, as the goals and tasks are clear-cut, and efficiency and reliability are needed (Holst, 2021). Nevertheless, in the area of creativity or organizations demanding flexibility and innovation, this type may impede creativity and motivation, making it relatively less effective.

Servant leadership performs excellently in service-oriented industries, non-profits, and organizations, with employee development and customer satisfaction as significant priorities. It cultivates a supportive atmosphere and boosts morale. However, servant leadership may not give the assertiveness needed to take decisive action in high-risk or crises demanding expedient, decisive leadership.

A comparison of transformational, transactional, and servant leadership styles shows an inherent capacity to offer pros and cons. It considerably influences employee participation and organizational performance. Transformational leadership performs well in igniting change and creating innovation; hence, it best fits dynamic surroundings. Transactional leadership, focusing on clear expectations and rewards, is successful in formal situations that need precise rules and smooth operations. Servant leadership is good in the society of community and ethical practices. These leadership styles are effective depending on the organizational context and the particular needs of employees.

Asbari, M. (2020). Is transformational leadership suitable for future organizational needs?  International Journal of Social, Policy, and Law ,  1 (1), 51–55.

Holst, G. M. (2021).  Transactional, Instrumental, and transformational leadership: What is more effective for an Industry 4.0 transformation?  (Master’s thesis, University of Twente).

Northouse, P. G. (2021).  Introduction to leadership: Concepts and practice  (5th ed.). Sage.

Northouse, P. G. (2021).  Leadership: Theory and practice . Sage publications.

Schwantes, M. (2016, September 1).  10 Compelling Reasons Servant Leadership May Be the Best, Says Science . Inc.com. https://www.inc.com/marcel-schwantes/10-convincing-reasons-to-consider-servant-leadership-according-to-research.html

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