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Transformational leadership theory – four key components of leadership change and management change

The whole body of transformational leadership theory is about leaders who will make positive changes in their followers, taking care of each other's interests and acting for the benefit of the entire group. In his extensive research on leadership, James MacGregor Burns introduced the concept of transformational leadership for the first time.

“Basically, the leader’s task is to raise awareness on a broad scale. The basic behavior of leaders is to induce people to realize or realize their feelings – so strongly feel their real needs, so meaningfully define them. The values ​​they can be transferred to purposeful action."

In this style of leadership, the leader enhances the motivation, morality and performance of his follower group. Therefore, according to McGregor, transformational leadership is about value and meaning, and is the goal of surpassing short-term goals and focusing on higher-order needs.

When organizational change and big changes change, people feel unsafe, anxious and lack of energy – so in these situations, especially during these difficult times, enthusiasm and energy are full of appeal and inspiration.

However, so many organizational changes have failed because leaders are concerned about the changes they face, not the transitions people must make to adapt to them.

In my opinion, the director who caused the change is responsible for providing positive energy injection.
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The transformation method also depends on winning people's trust – this can be achieved through unconscious assumptions that they will also change or change in some way by following the leader.

The transformation method also depends on winning people's trust – this can be achieved through unconscious assumptions that they will also change or change in some way by following the leader.

This often occurs with military commanders and wartime political leaders. An example of this is that during the Falkland Islands War in 1982, Mrs. Thatcher, the Prime Minister of the British Government, was able to generate a stronger British national identity among the British population.

It sounds like this leadership style is great for change management, isn't it? However – this approach requires absolute integrity and personal behavior that is consistent and resonating with your vision and information.

I remember a ridiculous situation in which I was involved in a British company where directors tried to achieve greater cultural change in cross-departmental trust and communication, but still retained a separate director's restaurant and specially allocated parking spaces closest to the front door of the office. !

Ok, this is an important point – how to change management without applying change leadership theory

– Concentration on power, status, politics and allowances
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– Stay focused on short-term
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– Hard data oriented
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– Focus on tactical issues
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– Working within existing structures and systems
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– Focus on getting the job done
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– Processes and activities focused on short-term profit

Doesn't this sound like a typical good project manager's description, with a mission-driven mindset?

Oh, I have not opposed this kind of leadership and management. Attila Hun’s leadership school has time and place. I have done it very often and very effectively – and no regrets.

However, in the case of change management, especially in the current climate, this leadership style is not enough.

The four components of a transformative leadership style are:

[1] The influence of charm or idealization – The extent to which the leader demonstrates in an admirable way, and demonstrates conviction and takes a position that enables followers to identify with leaders with clear values ​​and serve as role models for followers.

[2] Inspiring motives – Leaders express optimism about future goals and attract the vision of followers, and provide meaning for current tasks.

[3] Intellectual stimulation – Leaders challenge the hypothesis, stimulate and encourage the degree of follower creativity – provide a framework for followers to understand how they relate [leaders, organizations, each other and goals] they can creatively overcome any obstacles in the way of the task.

[4] Personal and personal attention – Leaders pay attention to the needs of each follower and act as a mentor or coach, and respect and appreciate the individual's contribution to the team. This fulfills and enhances the need for self-fulfillment and self-worth for each team member – doing so can motivate followers to further realize and grow.

Applying transformational leadership in a change management environment is well-suited to the overall and broad perspective of a program-based approach to change management and is therefore a key element in successfully managing a change strategy.

And, to ensure that you adopt a successful strategy to manage changes – these strategies are right for your organization – You need to know how to apply: [a] these transformational leadership skills, and [b] how to apply processes based on support program management – Make sure you avoid a catastrophic 70% failure rate All business change initiatives.

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