Transformational leadership is a leadership theory where a leader works with followers to identify the changes needed, create a vision through inspiration, and execute the change with a group of highly committed followers. Transformational leadership is the new leadership paradigm as it focuses on charismatic and affective leadership elements (PSU WC, 2016, L.10). As the name suggests, the leadership theory seeks to create a new approach to leadership. Over time, the leadership model has become popular following its focus on intrinsic motivation as well as follower development which is in line with the needs of most workgroups that may require inspiration and empowerment to succeed in difficult times (Northouse, 2016).
Development of Transformational Leadership:
Transformational leadership emerged as a significant leadership style that linked the roles of leaders and followers. Transformational leaders are believed to tap the potential and motives of followers to make it easier to reach the goals of the team. The style illustrates that leadership is different from power since it is inseparable from the needs of the followers (Northouse, 2016). It means that the leader does not act because of the power bestowed on him by his leadership position. He acts in the interest of the followers seeking to work with them to attain the set vision. A transformational leader may spend time seeking to influence the followers to understand and accept his vision. An outstanding example of a transformational leader is Richard Branson. He had the vision for Virgin Atlantic but through his support for followers, the company has realized extensive value. He introduced the idea to a team that has worked with him to realize outstanding results while he nurtures them to be better in their undertakings.
Unlike previous leadership styles where the leader seemed to possess all the power in a team, transformational leadership distributes power amongst all stakeholders. A transformational leader gets into a consensus with the followers intending to work with them in the realization of a certain goal. The consensus starts with the identification of a common vision between the leader and followers. The leader sells the idea to the followers seeking their support in the execution of a certain plan (Northouse, 2016). The followers may agree with the proposal if it seems to create certain value and it does not contravene their interests. As such, the leadership style surpasses other styles where the leader has the overall mandate over the team. It would be concluded that transformational leadership is an improvement of other leadership styles whose focus was the interests of the leader while ignoring the concerns or ideas of the followers (Lussier, R., & Achua, 2015).
Richard Branson the founder of Virgin Atlantic Group is a transformational leader who would be instrumental in expounding on the leadership theory. He is famous of his charisma around the people who work with him. He has created an organizational culture which nurtures cordial relationship with the employees. He consults his team before embarking on a business strategy or process (Niphadkar, 2017). As such, he would give an outstanding illustration of what transformational leadership entails by explaining various elements that define the theory.
Factors Influencing Transformational Leadership:
Transformational leadership aims at improving the followers’ performance and developing their potential maximally. Leaders who portray transformational leadership usually possess exceedingly strong internal values and ideals. They effectively promote their followers to act in a manner that supports the progress and success of the entire organization instead of their interests (Northouse, 2016). Certain factors influence how transformational leadership is developed. The factors include the interests of the leaders, as well as the followers since all of them, are accountable in the realization of organizational success. As such, every factor is critical in defining the leadership style and its influence in modern society (Northouse, 2016).
Idealized Influence
The factor is also known as charisma influence. It is an emotional component of leadership describing how leaders act as strong role models for followers. Followers admire the character and behavior of the leaders and they are out to imitate them. Such leaders are known for possessing the highest moral and ethical standards (Northouse, 2016). Their purpose to do what is right. Followers trust such leaders and they are confident that they would help them to realize greater success. The leaders come up with a vision and mission for the organization. They have a clear idea of the direction that they intend for the organization and they are willing to work with followers who would support them. They are confident about the position that they take towards the realization of certain goals (Northouse, 2016).They transfer their idea to the people intending to convince them to undertake certain activities since it is for the wellbeing of the organization. The factor comprises of attributions and behavior components. Leaders’ attributions as made by followers based on the perceptions that they have on their leaders and behavioral component that depend on the observations that followers make on the behavior of the leaders (Lussier, R., & Achua, 2015). For example, Sir Branson understands the value for proper moral and ethical standards and he is out to embrace them. He values proper behavior amongst the employees and advocates for it regardless of the cost. He is a good example having been considered an ethical leader who nurtures his followers to embrace such culture at Virgin Atlantic and beyond (Niphadkar, 2017).
Inspirational Motivation
The factor describes leaders who encourage their followers and inspires them to be part of the vision and mission of the organization. Leaders use symbols as well as emotional appeals to motivate members of the organization to improve self-interest and values. Such leadership encourages people to behave in a particular manner which is in line with the interests of an organization. The leader understands the significance of making the right choice of words while addressing the followers (Northouse, 2016).The leader makes the followers understand that the success of the organization would be highly dependent on their commitment and discipline in undertaking their responsibilities. The followers are made aware that the future of the organization highly depends on their behavior and attitude. As such, a transformational leader understands that keeping the followers motivated is a platform for excellence. The followers would advance the vision of the organization since they have been nurtured by their leader (Northouse, 2016). For example, Richard Branson understand the value for motivation and he exercises it accordingly amongst his followers. By encouraging followers to do their best, the leader preserves the future of the organization. Branson creates time to visit his followers in different organizations. He recognizes the value of every employee and interacts with them accordingly. The strategy helps him to develop attachment with every employee regardless of their position in the organization which is an attribute of excellence. (Niphadkar, 2017).
Intellectual Stimulation
The factor inspires followers to innovative and highly creative. Also, it challenges the behaviors of the followers by introducing certain values and beliefs that individuals would be expected to observe. Transformational leadership encourages followers to come up with new ideas and approaches to dealing with issues in an organization. The leadership supports followers as they come up with new approaches and innovative ways of handling organizational problems (Northouse, 2016).As such, followers manage to think independently over the issues surrounding their organization. Followers get an opportunity to think independently and come up with new ideas to solve the problems that may come up. The leader may encourage the followers to come up with ideas that would help to solve a certain problem that arises in the organization (Lussier, R., & Achua, 2015). For example, if in an organization there is a regular failure of a certain system, the leader may allow the followers to come up with an outstanding way of dealing with the problem. If such an organization was associated with Richard Branson, he would encourage the person in charge of the system to repair it or ensure it is replaced without inconveniencing the rest of the organization. The leader allows followers to implement ideas that they consider useful to the organization individualized consideration (Niphadkar, 2017).
The factor represents transformational leaders who offer a supportive environment where they listen carefully to the needs of each follower. Leaders play the role of a coach and adviser as they try to help their followers to become better in certain areas. Such leaders identify the potential of each follower and seek to maximize it. Once they understand that an employee can perform better in a certain area, they assign the follower an assignment that would encourage them to explore and maximize their potential (Northouse, 2016). Such a leader calls each follower for discussion or engagement to measure their potential and the value that they would bring on board. The idea is to ensure that each follower’s potential is maximized. It means that the leader would have various activities in the organization undertaken most reasonably and within the requirements. Each party’s potential would be utilized maximally (Northouse, 2016). For example, Branson seeks to identify the potential of each employee by continually interacting with them. It becomes easier for him to allocate duties to individuals because he understands their potential. He would be sure that roles assigned to specific parties would be handled proficiently since they understand the individuals are highly gifted as per assignment requirements. Richard Branson is known of hiring employees because of their competence. Provided he is convinced that the individual understands their role in the organization, Richard Branson offers them an opportunity. If he spots a talented employee, he ensures that they offer the best to the company for continuous success (Niphadkar, 2017).
Strengths of Transformational Leadership:
First, there has been extensive research on transformational leadership. Different leaders have come up with studies that would be considered paramount in the definition of the leadership theory and its elements. The research has focused on the analysis of other leadership styles and making comparisons so as to come up with a more impactful leadership theory. In this case, they have come up with transformational leadership which is a blend of various leadership theories (Northouse, 2016). Also, the research helped in the formulation of leadership theory that combines the needs of the leaders and followers to find a better position that encourages mutual participation in the realization of success in a team. Research has helped in coming up with better ideas about leadership which have been included in transformational leadership (Northouse, 2016). For example, studying the leadership style of Richard Branson one would read some elements of servant leadership. Sometimes he goes an extra mile to please his followers. He gives them an opportunity to do better in their undertakings. He listens to the interests of the followers, empathizes with them during difficulties, and portrays foresight which are elements of servant leadership. He confirms that transformational leadership is a combination of different leadership styles (Niphadkar, 2017).
Second, transformational leadership has spontaneous entreaty. Transformational leadership illustrates that a leader is at the forefront promoting improvement for others, which is in line with the common notion of what leadership entails. As social beings, people are likely to be attracted to transformational leadership because it resonates with their needs or interests. People would prefer a leader who interacts with them accordingly by giving them a chance to be better in their undertakings. Transformational leadership offers followers such an opportunity where they can interact with their leaders professionally and competently (Northouse, 2016). As such, once a leader provides a vision, the followers are ready to implement it because they are in an excellent relationship with the relevant authority (Lussier, R., & Achua, 2015). For instance, Richard Branson is known an ambassador for his company and followers. He is at the forefront making the Virgin Atlantic brand visible to the world by interacting with the employees in the promotion. Also, whenever Richard Branson is launching a new product or campaign, he works closely with the employees creating another opportunity for closer interaction (Niphadkar, 2017).
Third, transformational leadership is unique in the sense that it considers leadership to be a process that happens between a leader and followers. The leadership theory embraces the fact that the process is not about the needs of one party, but a combination of the interests of the leader and followers. Whether a follower or a leader, one should not focus on personal interests. The needs of the other party are more paramount in transformational leadership. The factor is paramount because it eliminates selfishness and allows the leader and followers to do better and remain more focused on their undertakings with the success of each other as the focus. It ensures that followers get a prominent position in the leadership process since their input is paramount in the definition of transformational leadership (Northouse, 2016). Richard Branson will always consult his followers or join them in executing a strategy. The idea is to ensure he nurtures cordial relationship for the benefit of the organization. It is not about personal interests. If the leaders and followers work together, they develop common purpose that defines organizational progress or success (Niphadkar, 2017).
Fourth, unlike other leadership theories, the transformational approach gives a wider perspective of leadership. Other leadership models mainly focus on how leaders award their followers for attaining certain goals. However, transformational leadership entails how a leader focuses on the elements that would promote growth for followers to encourage them as part of the team that seeks to attain certain success. The leader looks at the potential of the followers so as to determine their usefulness in attaining the vision and mission of the organization (Northouse, 2016). As such, the behavior and conduct of followers are of major concern to the leader because it influences their relationship and the responsibilities that they are assigned in the organization (Lussier, R., & Achua, 2015). Richard Branson is well known for rewarding his followers to encourage them to do better in their undertakings. Employees who participate in major projects are reward for their commitment and resilience to ensure the project is successful. Any employee who comes up with an innovation that would help Virgin Atlantic to make progress is promoted and may be made in charge of the project that they initiated in the company (Niphadkar, 2017).
Moreover, transformational leadership has exclusive concern for the morals, values, and needs of the followers. The idea is that the leadership process seeks to ensure that followers are of the highest moral standards and responsibility. Followers are taught the need to work hard for the well-being of others in the organization (Northouse, 2016). For example, a highly gifted follower would be requested to train others in certain areas. They would do it willingly considering that they are sharing their knowledge and skills with the people for the wellbeing of the organization. The process teaches them to serve others in the bid to attain a common vision. Since Richard Branson focuses on the realization of growth and advancement for all, he gives employees the freedom to share their knowledge with colleagues. The person who understands certain area or strategy more than the rest becomes the teacher. It is an outstanding way of instilling confidence amongst individuals (Niphadkar, 2017).
Criticism
Transformational leadership has received a share of criticism from people who consider it weak and inappropriate. One of the backgrounds for its criticism is the lack of conceptual clarity. It is considered to have a wide spectrum making it difficult to focus on the most fundamental issues. There are no accurate parameters to measure transformational leadership. The factors that define the leadership style seem to overlap creating concern for their unreliability. Also, there would criticism on the process of measuring transformational leadership since it is argued that there is no specific procedure for measuring leadership (Northouse, 2016). Thirdly, transformational leadership treats leadership as a personality trait instead of behavior that individuals can learn. It means that some people are already disqualified for not possessing the relevant personality. Lastly, there would be criticism on the ground that transformational leadership is for elites and undermines democracy. There is an idea that the leader may determine the future of the organization by luring employees to behave or operate in a certain way (Northouse, 2016).
Transformational leadership is popular for its focus on intrinsic motivation as well as follower development which is in line with the needs of most workgroups that may require inspiration and empowerment to succeed in difficult times. Transformational leadership has been developed by the rising need or demand for better leadership theory that considers the leaders and followers as critical partners in the realization of a vision or mission in an organization. Idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration are critical factors in the definition of transformational leadership (Northouse, 2016). As a result, the leadership theory gains some strength which makes it unique compared to other theories of leadership. It is strong in the sense that it seeks to create a balance between the leader and followers to attain specific organizational success. Having helped Virgin Atlantic to thrive, Richard Branson is an outstanding example of how transformational leadership can transform organizations.
References
Lussier, R., & Achua, C. (2015). Leadership: Theory, Application, Skill Development.
Niphadkar, C. (2017). The new age transformational leader: Richard Branson. International Journal of Scientific & Engineering Research, 8(6), 542-547.
Northouse, P.G. (2016). Leadership: Theory and Practice. 7th Edition. Los Angeles: Sage Publications
Pennsylvania State University (2020). Leadership in work. Module 10: Introduction to Transformational Leadership. Retrieved from https://psu.instructure.com/courses/2075467/modules/items/30110497