transformational leadership essay

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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Transformational Leadership Style: How to Inspire and Motivate

Chioma Ugochukwu

Harvard MME: President, Director of Distribution

BSc (Hons) Biological Science, Harvard University

Chioma Ugochukwu, currently studying Biological Science at Harvard University, serves as the president of the Harvard Foundation for the International Medical Relief of Children.

Learn about our Editorial Process

Saul McLeod, PhD

Editor-in-Chief for Simply Psychology

BSc (Hons) Psychology, MRes, PhD, University of Manchester

Saul McLeod, PhD., is a qualified psychology teacher with over 18 years of experience in further and higher education. He has been published in peer-reviewed journals, including the Journal of Clinical Psychology.

On This Page:

People who have transformational leadership possess four attributes to varying degrees (Bass, Avolio, & Atwater, 1996).

They are idealized and charismatic (highly liked role models), demonstrate inspirational motivation (optimistic about goal attainment), are intellectually stimulating (encourage critical thinking and problem-solving), and are considerate (show empathy and purpose).

Transformational leadership inspires positive changes in those led and is invested in the success of every single member involved in the process.

Transformational leaders are full of energy, passion, and drive. It’s not a surprise that these qualities can be the things that can make or break an organization.

This kind of leadership is very popular—it can be seen in board rooms, hospitals, schools, and in the entertainment industry. Suddenly, as we look around, transformation seems to be everywhere.

What most people overlook is the time and effort required to fully understand and apply any leadership style, let alone one as dynamic and powerful as transformational leadership.

Transformational leadership style is characteristic of leaders who focus on supervision and organizational goals achieved through a system of rewards and punishments; maintenance of the organizational status quo.

What is transformational leadership?

• Transformational leadership is a leadership model that relies on a team’s encouragement to realize overall success. By raising a team’s morale and self-confidence, the team can then align itself to an overall vision or common purpose.
• This purpose, however, must be established early on for it to be effective. Transformational leadership, when properly applied, can take a struggling or stagnant team, and completely transform it into a productive and dynamic group of individuals.
• This starts by identifying the struggles and strengths of each individual member. Next, it is up to the leader to define a new common goal and guide the members of the team towards this new vision.
• Practically, transformational leadership is used to inspire team members to work together as a single unit, rather than many individual parts. For a stat so dynamic, it is no wonder that many researchers and experts had a hand in its development.

In their seminal work, Transformational Leadership , authors Bass and Riggio explained:

Transformational leaders…are those who stimulate and inspire followers to both achieve extraordinary outcomes and, in the process, develop their own leadership capacity. Transformational leaders help followers grow and develop into leaders by responding to individual followers’ needs by empowering them and by aligning the objectives and goals of the individual followers, the leader, the group, and the larger organization.

Origin and Development

Transformational leadership was started by James V. Downton in 1973. He was the first to coin the term. This was later added to by James Burns in 1978.

Burns was a leadership expert and biographer and proposed that it was only through the strength of the vision and personality that team members could be encouraged to follow.

After agreeing to follow, members then are inspired to change their expectations, perceptions, and are invited to a higher level of morality and motivation.

A few years later, Bernard Bass (1990) added even more to the concept. This is known as “Bass’s Transformational Leadership Theory”. Bass added ways to measure and rank the success of transformational leadership as well as the idea of leaders expressing authentic and focused energy to inspire the other team members to become more like them.

Bass felt that measuring the impact inspires more authentic community. He also explained the psychological mechanisms that are the basis of the theory. According to Bass, the followers of a leader must feel not only trust and admiration, but also loyalty and respect.

These emotions create an environment where the followers are willing to work harder than they originally thought they were capable. This is because transformational leaders offer followers something beyond self-gain—an inspirational mission and self-identity.

Even though it dates to the 70’s, Bass’s model looks much more like transformational leadership today. The basis of the transformational leadership style never changes, only the environment in which it must be applied. Therefore, it can apply in every industry, especially team-focused work environments.

Components of Transformational Leadership Style

Bass also suggested that there were four primary elements to transformational leadership style (also known as the “four I”s”): idealized influence, inspirational motivation, intellectual stimulation, and individual consideration.

Each of these four components is valuable to the leadership style and helps to transform its followers into better, more productive people. When these factors are combined, they help transformational leaders radically change the course of their following.

1. Idealized Influence / Charismatic

Idealized influence describes leaders who have charisma, are curious, and deliver messages with simplicity and tact. These leaders are exemplary role models and are readily trusted and respected by all members of the team.

Charisma is one of the essential pieces of this characteristic. Charisma is essential because it is how leaders can rally their followers around a shared vision. Charisma is most often expressed by their ability to listen actively to each team member and focus on the present moment.

Charismatic leaders give praise to individual members of the team with each success, and they are the first to take responsibility when things go wrong. They also provide constructive feedback to each individual team member. Intended influence is also represented through their curiosity.

Curiosity, not intelligence, is the driving force behind the success of these leaders. It is their job to find innovative solutions to problems and create new and dynamic paths for a team to follow.

Displays of charisma make others want to be more like that person, and as a role model, members will strive to mimic this leader.

2. Inspirational Motivation

Inspirational motivation describes leaders that are motivating and willing to commit to a vision. They encourage team members to also commit to this vision by raising team spirit, fostering community and a sense of purpose.

To do this, there must be simplicity in communication. This means their communication style must be best suited to the needs of the team. Leaders speak clearly and concisely to easily articulate their vision to the members.

This provides structure and order so that members can execute tasks without confusion. Leaders articulate a clear plan for the future and communicate expectations in the beginning before the work starts. Leaders must also express their messages with a sense of authority, in order for members to respect their thoughts and trust in their vision.

Along with this, leaders must be upbeat and positive, bringing energy to a room with their enthusiasm. As a visionary, transformational leaders use these skills to look toward future goals and have the foresight to see the small obstacles that may hinder this vision.

They recognize the smallest things that can turn into larger issues. Leaders have intuition towards the things that help to push their team and goals forward. These actions begin to instill trust in their followers and confidence in their leader.

3. Intellectual Stimulation

Intellectual stimulation describes leaders who encourage their members to think outside the box and be innovative. Stimulating followers promote critical thinking and problem-solving skills in order to improve the group or organization as a whole.

This challenges the normal beliefs of a group and encourages the team to perform better than they ever thought originally possible. Encouraging innovation involves each team member in the decision-making process and fosters a sense of importance and a stake in the organization’s over-all success.

The important thing about this is a leader must not criticize the thoughts or opinions of the members. Premature shutting down of ideas can create a climate of distrust and hurt.

Leaders must, therefore gently change the way followers problem-solve and brainstorm new and innovative ways to achieve their teams” goals. In short, leaders must recognize that there are many ways to achieve a goal, and no ordinary path to innovation.

Being a transformational leader requires risk-taking, creativity, curiosity, and openness to new ideas from each individual member.

4. Individual Consideration

Individual consideration is the degree to which a leader attends to each follower’s personal needs. Transformational leadership encourages members by focusing on the way each person effects the overall goal.

This means recognizing and valuing the motivations, desires, and needs of individual members. Upon recognizing the motivation behind the drive of the individual, leaders then provide opportunities for customized training.

This allows team members to grow and learn in an environment they feel comfortable in. Engaging individuals requires emotional intelligence.

Emotional intelligence includes showing genuine compassion, empathizing with the needs of individuals, and encouraging the on-going personal growth of individuals. When a leader takes into account the emotions of their followers, they then learn how to best engage with them.

Emotionally intelligent leaders connect with members, and build a bond based in trust. Leaders act as mentors, or a coach and are willing and open to listening to their followers’ concerns.

Examples of transformational leaders

Transformational leaders are all around us. Because of their marked positive impact on productivity and success, they are at the top of each of their individual industries.

Below are 5 examples of transformational leaders, their stories, and ways that you can begin to apply this leadership style to your own team.

Oprah Winfrey: Media Mogul

Oprah Winfrey was the host and producer of The Oprah Winfrey Show from 1986 to 2011. It is one of the highest rated talk shows in American history, so it is no surprise that Winfrey quickly became one of the richest women in the 20th century.

Winfrey was the continent’s first black multi-billionaire and was among Time Magazine’s most influential people for 6 years straight. Winfrey’s amazing communication skills, beginnings in poverty, and charismatic persona have enabled her to connect with people from every background and inspired people everywhere to dream big.

Amazon boss Jeff Bezos

In 1994, Jeff Bezos took the first step to creating the world’s first online bookstore. Bezos spearheaded the first initiative to create an online eBook reader, where digital eBooks could be stored in an eLibrary for later consumption.

This was introduced as the Kindle. Kindle sales, in addition to multiproduct sales, have contributed to Amazon’s current market value of 1.14 trillion as of April 2020.

Nike Corporation

Nike is one of the most famous footwear companies of the 20th century. With their slogan, “Just Do It,” it is one of the most obvious examples of transformational leadership and motivation.

Nike connected with customers through this focused marketing and created exclusive membership opportunities. By motivating its entire customer base to be the best, most healthy versions of themselves, Nike increased its product development cycle, quickly responding to changes in trends and customer feedback.

This resulted in Nike’s stock price increased from less than $50 to nearly 100 dollars in two years.

Netflix’s Reed Hastings

Reed Hastings founded Netflix in 1997, with a handful of team members. The subscription-based video streaming service offers popular movies and TV shows as well as original content.

When it first launched, despite its large competitor, Blockbuster, Hastings had a grand vision of Netflix replacing this company. He came up with the novel idea of user-friendly streaming that became the starting point of this dream’s actualization. Today, Netflix has nearly 200 million subscribers world-wide and is the largest online streaming service.

Apple’s Steve Jobs

Steve Jobs is one of the best examples of transformational leadership in the 21st century. From wearing pairs of the same clothing each day for increased productivity, to designing the break-through idea of the iCloud, Steve Jobs was the brain behind the success of Apple.

With Steve Jobs’ legacy guiding the company, the company shifted from product-based identification to more services and brand loyalty services. Apple is a 2 trillion-dollar company today, and in the next few years, this is only expected to expand.

What are the effects of transformational leadership?

Transformational leaders are those who inspire their members to achieve beyond their presumed potential. In the same way, these transformed members then go on to become leaders in their own right.

Transformational leaders’ personalized response empowers individuals and helps them to develop their potential. The effects of transformational leadership have a lasting and positive impact.

Research evidence from Psychology Today reported that teams led by transformational leaders have higher levels of performance and report overall high satisfaction than teams led by other styles.

Members develop positive psychological states and find greater meaning in their work. In addition, they also learn to think positively about themselves and the tasks that they are meant to complete.

This results in decreased burnout, social loafing, and increased individual motivation.

Leadership expert Ronald Riggio suggests that this is because of transformational leaders’ unflinching belief that each and every member brings unique talents and skills to a team, and that the voice of each member is important.

He also suggests that the leaders’ strong belief in the vision of the team has a significant impact on the overwhelmingly positive results of the leadership style. By creating a common goal, or vision, leaders enhance the quality of their relationships and create environments that are fair, respectful, and supportive.

It is important to recognize that while this leadership style is extremely effective, there are some team members who will not respond as favorably to transformational leadership. Leaders must adjust their efforts as needed in order to meet their goals.

Implications for managers

While it is important to look at the success and growth of companies and entrepreneurs, it is important to recognize that most of these companies and people did not start out successful.

It is important to recognize that these people and companies were mentored and guided by a transformational leader. The stories here show that this leadership style can help to transform you, your team, and your mission.

What can you do to become a more transformational leader? One of the critical ways to start is by having belief. You must believe in the vision and path you have created, so that you can inspire others to believe in your vision as well. Being charismatic, motivating, and focusing on each individual team member can help you accomplish this through transformative leadership.

Yukl (1994) draws some tips for transformational leadership:

• Develop a challenging and attractive vision, together with the employees.
• Tie the vision to a strategy for its achievement.
• Develop the vision, specify and translate it to actions.
• Express confidence, decisiveness and optimism about the vision and its implementation.
• Realize the vision through small planned steps and small successes in the path for its full implementation.

Bass, B. M. (1985) Leadership and Performance beyond Expectations. Free Press, New York.

Bass, B. M. (1990) From transactional to transformational leadership: Learning to share the vision. Organizational Dynamics 18, 19-31.

Bass, B. M. and Avolio, B. J. (1989). Manual for the Multifactor Leadership Questionnaire. Consulting Psychologists Press, Palo Alto.

Bass, B. M. and Avolio, B. J. (1994) Improving Organizational Effectiveness through Transformational Leadership. Sage Publications, Thousand Oaks, CA.

Bass, B. M., Avolio, B. J., & Atwater, L. (1996). The transformational and transactional leadership of men and women. Applied Psychology: An International Review, 45 , 5–34

Bass, B. M., & Riggio, R. E. (2006). Transformational leadership.

Burns, J. M. (1978). Leadership. NY: Harper & Row.

Downton, J. V. (1973). Rebel leadership: Commitment and charisma in a revolutionary process. New York: Free Press.

Yukl, G.(1999). An evaluation of conceptual weaknesses in transformational and charismatic leadership theories. Leadership Quarterly, 10, 285-305; http://dx.doi.org/10.1016/S1048-9843(99)00013-2

Further Information

• Leithwood, K., & Jantzi, D. (2005). Transformational leadership. The essentials of school leadership, 31-43.
• Bass, B. M. (1999). Two decades of research and development in transformational leadership. European journal of work and organizational psychology, 8(1), 9-32.
• Bass, B. M., & Avolio, B. J. (1993). Transformational leadership and organizational culture. Public administration quarterly, 112-121.
• Bass, B. M., & Steidlmeier, P. (1999). Ethics, character, and authentic transformational leadership behavior. The leadership quarterly, 10(2), 181-217.

Transformational leadership is a leadership style where leaders inspire, motivate, and stimulate their followers intellectually to work towards a shared and valued goal. These leaders encourage innovation, creativity, and personal development among their team members, fostering an environment of trust, respect, and admiration. They aim to transform their followers’ individual and collective consciousness to achieve organizational success.

Which leadership style can resemble transformational leadership because these leaders inspire enthusiasm in their teams and are energetic in motivating others to move forward?

Charismatic leadership style can closely resemble transformational leadership as charismatic leaders inspire enthusiasm and motivate others towards their goals. They use their personal charm and appeal to inspire, energize, and encourage their teams to move forward.

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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."

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6 essential well-being strategies for transformational leadership.

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As the end of the year approaches, leaders everywhere are gearing up to draft strategies that will shape the success of their organizations in the coming year. But while financial goals, market positioning and operational efficiencies often dominate the agenda, one critical factor should not be overlooked: the leader’s own well-being. Without maintaining their own mental, emotional and physical health, leaders may struggle to effectively guide their teams through the challenges ahead.

In this article, we delve into essential well-being strategies that every leader should integrate into their planning process. These strategies are not just about personal health—they are about ensuring that leaders are in the best possible position to drive their organizations to success.

Supercharge Your Strategic Planning With Mental Clarity

As the new year looms, the mental burden of innovation, target-setting and leading through uncertainty can be overwhelming. Leaders who prioritize mental health will find themselves better equipped to tackle these challenges with clarity and focus. Mental well-being practices, such as mindfulness and regular breaks, can significantly reduce stress and enhance cognitive function. Harvard Business Review has noted that mindfulness practices are not just for stress reduction; they are crucial for strategic thinking and decision-making under pressure.

In a recent coaching relationship, I supported a C-suite leader who was grappling with the demands of their role, which were taking a toll on their personal well-being. We decided to prioritize their individual health as a cornerstone of their coaching plan. One of the simplest yet most impactful changes we made was introducing a daily mindfulness practice.

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I encouraged them to start each day with a 10-minute mindfulness session, which could be as straightforward as meditation, deep breathing or a walk in nature. This practice became a vital part of their routine, helping them clear their mind, reduce stress and approach each day with renewed focus and energy. As they consistently prioritized their own well-being, they not only felt more balanced and effective in their leadership but also set an example for their team to follow.

Protect Your Most Valuable Asset (Yourself) By Setting Boundaries

In the rush to achieve strategic goals, it’s easy for leaders to neglect their own need for work-life balance. However, without clear boundaries, the risk of burnout becomes all too real. The World Health Organization (WHO) has recognized burnout as a legitimate medical diagnosis, underlining the importance of boundaries in maintaining both personal and professional health. Leaders who model work-life balance not only protect their own well-being but also set a powerful example for their teams.

Practical Implementation: Block off personal time in your calendar as you would a high-priority meeting. Make this time sacred, whether it’s for family, hobbies or simply unwinding. Your future self—and your team—will thank you.

Elevate Your Leadership With Emotional Intelligence

Emotional intelligence (EQ) is a critical component of effective leadership, especially during periods of strategic change. Leaders with high EQ are better equipped to navigate the complexities of organizational dynamics, maintain team morale and make sound decisions. Daniel Goleman, a pioneer in EQ research, has emphasized that EQ is twice as important as technical skills or IQ for leadership effectiveness.

Practical Implementation: Practice active listening in your next meeting. Focus not just on what is being said but also on the emotions behind the words. This can help you connect more deeply with your team and lead with empathy.

Build A Fortress Of Support With A Strong Network

Leadership can be isolating, especially when faced with difficult decisions. A strong support network, including mentors, peers and professional coaches, can provide invaluable perspectives and encouragement. Research from the Center for Creative Leadership suggests that leaders who engage with mentors and peer networks are more successful in navigating complex challenges.​

Practical Implementation: Schedule regular check-ins with your support network, whether through coffee chats, virtual meetings or even informal gatherings. These interactions can offer fresh insights and much-needed support.

Master The Art Of Strategic Delegation

The most successful leaders know that they cannot—and should not—do everything themselves. Strategic delegation not only lightens the leader’s workload but also empowers team members by giving them ownership of key tasks and projects. Delegation is crucial for preventing overwhelm and ensuring that leaders can focus on high-level strategic decisions.

Practical Implementation: Review your to-do list and identify tasks that can be delegated. Assign them to capable team members, providing clear instructions and support. This not only frees up your time but also fosters growth and responsibility within your team.

Foster A Culture Of Well-Being In Your Team

As you prioritize your own well-being, it’s equally important to promote a culture of wellness within your team. A healthy, engaged team is more productive, innovative and committed to achieving strategic goals. The American Psychological Association highlights that a focus on employee well-being leads to higher levels of engagement and productivity.

A few years ago, I had the privilege of working with a client who was deeply concerned about the well-being of their team. The organization's health survey results were lower than expected, and they knew that something had to change. Together, we designed and launched a comprehensive wellness initiative that included wellness workshops, flexible work arrangements and mindfulness sessions.

The impact was profound. Within a year, the client saw a 19% increase in their annual organizational health survey. It was clear that investing in the health and well-being of their team paid off in both performance and loyalty. The experience reinforced for me the incredible value of prioritizing wellness in the workplace.

As leaders prepare for the challenges and opportunities of the new year, integrating these well-being strategies into their strategic planning process is not just advisable—it’s essential. By prioritizing mental, emotional and physical health, leaders position themselves and their organizations for sustained success.

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Transformational Leadership Essay To Use For Practical Writing Help

Type of paper: Essay

Topic: Leadership , Transformational Leadership , People , Workplace , Job , Followers , Bass , Style

Published: 03/30/2023

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The Transformational leadership is a style of leadership in which head leaders and their followers help each other to raise or promote to higher levels of motivation, job-morality, and morality (Bass, 2006). The pros transformational leadership are highly effective as it maintains a positive environment for followers.

• Transformational leadership focuses a lot on honesty, and this helps focus one's interest correctly in defining a job. • It emphasizes on the higher human values such as ethics. • It increases the survivability of a system. • It has been proved in certain researches that cooperation as compared to competition contributes more in achieving the target. • The style of Transformational leadership is adaptive and can be customized according to the needs of people. • There is the higher stability of leadership as there is higher support by the ones who are being led. • Transformational leadership is very helpful in maintaining peace in the situations that could be aggravated by an irritable organization. • Transformational leadership is very successful in forming an educated environment (Bass, 2006). Con's • If followers are enthusiastic to do their task it does not assure that a task will be successful. Over-enthusiasm by the leadership may raise certain objections.

• People get more dependent on the leader.

• Members may feel that their abilities are being restricted. • Some people may think that they are pushed to their limits are everyone possesses a different personality. • Some people may do better tasks than others which will lead to weak unity. • People may want to "go along to get along" where it is hard to differentiate between cooperation and conformity. • Extra pressure may be put on the leader. • The ups and downs may challenge the abilities of the leader (Bass, 2006). Transformational Leadership’s pro’s are highlighted by many studies conducted, and many positive results are seen as a result of this leadership style in reality. I am of the view that transformation leadership is better than other leadership styles as empirical evidence has highlighted that transformational leadership is positively connected with organization performance, job satisfaction, survivability, and job performance. Those who have applied this form of leadership have been more successful such as Steve Jobs (Apple). I strongly believe that its pro’s overweigh its con’s. However, there should be clarity in the leadership role and followers must understand their responsibilities and the role of leadership in achieving better results under this form of leadership (Smith, 2016).

Bass, B. M. (2006). Transformational leadership. Abingdon: Psychology Press. Smith, R. (2016). The Impact of Transformational Leadership Behaviors on Work Performance of Omani Civil Service Agencies. Asian Social Science, 12 (3), 152.

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Home — Essay Samples — Business — Leadership — Transformational Leadership Style: Help Followers in Grow And Develop

Transformational Leadership Style: Help Followers in Grow and Develop

• Categories: Leadership Leadership and Management

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Words: 735 |

Published: Jan 29, 2019

Words: 735 | Pages: 2 | 4 min read

Works Cited

• Bass, B. M. (1985). Leadership and performance beyond expectations. Free Press.
• Bass, B. M. (1999). Two decades of research and development in transformational leadership. European Journal of Work and Organizational Psychology, 8(1), 9-32.
• Garcia-Morales, V. J., & Jimenez-Barrionuevo, M. M. (2012). Transformational leadership and organizational innovation: The roles of internal and external support for innovation. International Journal of Manpower, 33(4), 394-410.
• Hatter, B. J., & Bass, B. M. (1988). Superiors' evaluations and subordinates' perceptions of transformational and transactional leadership. Journal of Applied Psychology, 73(4), 695-702.
• Lowe, K. B., Kroeck, K. G., & Sivasubramaniam, N. (1996). Effectiveness correlates of transformational and transactional leadership: A meta-analytic review of the MLQ literature. Leadership Quarterly, 7(3), 385-425.
• Avolio, B. J., & Yammarino, F. J. (2002). Transformational and charismatic leadership: The road ahead. JAI Press.
• Bass, B. M., & Riggio, R. E. (2006). Transformational leadership (2nd ed.). Psychology Press.
• Podsakoff, P. M., MacKenzie, S. B., & Bommer, W. H. (1996). Transformational leader behaviors and substitutes for leadership as determinants of employee satisfaction, commitment, trust, and organizational citizenship behaviors. Journal of Management, 22(2), 259-298.
• Judge, T. A., Piccolo, R. F., & Ilies, R. (2004). The forgotten ones? The validity of consideration and initiating structure in leadership research. Journal of Applied Psychology, 89(1), 36-51.
• Shamir, B., House, R. J., & Arthur, M. B. (1993). The motivational effects of charismatic leadership: A self-concept based theory. Organization Science, 4(4), 577-594.

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A Systematic Review of Transformational Leadership's Influence on Employee Readiness for Change in Chinese Organizations

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Differentiated transformational leadership, conflict and team creativity: an experimental study in china.

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THE ROLE OF TECHNOLOGY IN ENHANCING MENTAL HEALTH ADVOCACY: A SYSTEMATIC REVIEW

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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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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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IvyPanda. (2023, December 20). Transformational Leadership Theory: Pros and Cons. https://ivypanda.com/essays/transformational-leadership-theory-pros-and-cons/

"Transformational Leadership Theory: Pros and Cons." IvyPanda , 20 Dec. 2023, ivypanda.com/essays/transformational-leadership-theory-pros-and-cons/.

IvyPanda . (2023) 'Transformational Leadership Theory: Pros and Cons'. 20 December.

IvyPanda . 2023. "Transformational Leadership Theory: Pros and Cons." December 20, 2023. https://ivypanda.com/essays/transformational-leadership-theory-pros-and-cons/.

1. IvyPanda . "Transformational Leadership Theory: Pros and Cons." December 20, 2023. https://ivypanda.com/essays/transformational-leadership-theory-pros-and-cons/.

Bibliography

IvyPanda . "Transformational Leadership Theory: Pros and Cons." December 20, 2023. https://ivypanda.com/essays/transformational-leadership-theory-pros-and-cons/.