Transformational leadership is the solution. Or is it? This method certainly addresses some basic ideas. It transforms people. The leader is concerned with the emotions, values, ethics, standards and long-term goals (Northouse, 2013, p. 185). Simply, the leader treats people as they wish to be treated. A simple concept when you think about it. It is something that we learned from our parents when we were young.
A transformational leader is someone that truly cares about their subordinates. They need to find an individual’s motives in life and work with them to achieve that goal (Northouse, 2013, p. 185). With that said, it becomes a mutual event. The follower must interact back with the leader in order for this method to be effective. This should not be difficult. Most people are eager to tell you about their goals in life or just generally speak about themselves. The growth and development of the follower becomes the central goal for all parties involved.
My concern with this method is the fact that it seems to be related to a trait. This trait is charisma (Northouse, 2013, p. 188). Can a trait be effective if a leader does not possess it? Strange question, but think about someone that tries too hard. Not everyone is born with charisma. Sure, the great leaders have it as in Gandhi and John F. Kennedy (Northouse, 2013, pg. 188-189), but it is easy to find those that wish they were charismatic. Often, their attempts are dismissed and followers become disenchanted with the leader simply because they are acting in an unnatural way. As Northouse states on page 203, “charisma is difficult to teach”.
Transformational leadership also seems to be targeted to certain career types. The strategies focus on professional job types such as education, management, nursing and industrial engineering (Northouse, 2013, p. 185). This style of leadership would be difficult for other career types as it may not speak to every employee or follower. While I do agree that every person has a goal in life, I do not agree that everyone has a professional goal. Without a goal or desire for advancement, this method becomes ineffective.
While I disagree in the universal nature of transformation leadership, I believe that this is the best example so far in our readings to lead people. It requires instant engagement from the follower and the transformation of the follower is a team effort (Northouse, 2013, p. 201). This engagement will lead to better results as both parties have a vested interest in the success of the strategy. Without engagement, a team will struggle and become less effective.
References
Northouse, P. G. (2013). Leadership: Theory and Practice (Sixth ed.). Los Angeles, CA: Sage Publications, Inc.