Submitted By:Ashish

BhaskarAbhinav

Vikas Nisha

Transformational Leadership

IntroductionConcerned with emotions, values, ethics,

standards, and long-term goals and involves assessing followers’ motives, satisfying their needs, and treating them as full human beings

Exceptional form of influence that motivates followers to do more than is expected of them

Often linked to visionary and charismatic leadership

Process that changes and transforms individuals

Transformational Leadership Defined

Transformational leadership refers to the process whereby an individual engages with others and creates a connection that raises the level of motivation and morality in both the leader and the follower.

House’s Theory of Charismatic Leadership

Bass’s Theory of Transformational

LeadershipMotivates followers to do more than

expected by:

Raising followers’ level of consciousness about the importance and value of goals

Getting followers to transcend their own self-interest for the good of the team or organization

Moving followers to address higher level needs.

Bass: Leadership Continuum

Bass: Leadership Factors

Full Range of Leadership Model

Transformational Leadership Factors

Idealized influence – Leaders who act as strong role models for followers

Inspirational motivation – Leaders who communicate high expectations, inspiring them to become committed to organizational goals.

Transformational Leadership Factors

(contd. )

Intellectual stimulation – Leaders who stimulate followers to be creative and innovative

Individualized consideration – Leaders who provide a supportive climate in which they listen to needs of followers

Transactional Leadership Factors

Contingent reward – Leaders try to obtain agreement on what needs to be done and what the payoffs will be for the people doing it

Management-by-exception – Leaders use corrective criticism, negative feedback, and negative reinforcement

Active: MicromanagementPassive: Problem-based intervention

Non- leadership Factor

Laissez-faire – The absence of leadership: abdicate responsibility, delay decision, give no feedback, make no efforts to satisfy followers’ needs.

Additive Effect of Transformational

Leadership

Other Transformational Perspectives

Bennis and Nanus

Transforming leaders have a clear vision of the future state of their organizations

Transforming leaders are social architects for their organizations

Transforming leaders create trust by taking positions and sticking with them

Transforming leaders use creative deployment of self through positive self-regard

Other Transformational Perspectives (contd.)

Kouzes and Posner

Model the WayInspire a Shared VisionChallenge the ProcessEnable Others to ActEncourage the Heart

How Does Transformational Leadership Work?

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

They become strong role models for their followers

They create a visionThey act as change agents who initiate and

implement new directionsThey act as social architects

StrengthsWidely researched from many different perspectives

It has intuitive appeal as a concept

It treats leadership as a process between leaders and followers

It offers an expanded picture of leadership. Most other models are transactional

It has a strong emphasis on followers’ needs, values, and morals.

It has substantial evidence of being effective.

CriticismsLacks conceptual clarityThe measurement scale does not always

distinguish clearly among factorsIt is a trait theory rather than a behavioral

theoryTends to be elitist and antidemocraticHas a heroic leadership biasMay not work on all levels of the organizationHas the potential to be abused

Application

Provides a broad set of generalizations about what is typical of transforming leaders

The Multifactor Leadership Questionnaire can be used in training programs to identify leadership strengths and weaknesses

Many training programs focus on creating a vision

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