Transformational leadership theory is all about leadership. It will produce positive changes in followers. They will take care of each other's interests and act for the interests of the entire group. James McGregor Burns first welcomed the concept of transformational leadership to highlight his extended research on leadership.
"The leader's task is basically to raise awareness on a wide range of levels. The basic behavior of leaders is to lead people to realize or realize their feelings - to feel their true needs in such a strict way and clearly define their values. So that they can turn to purposeful actions."
In this leadership style, the leader enhances the motivation, ethics, and performance of his followers. So according to McGregor, transformational leadership is about values and meaning, surpassing short-term goals and focusing on higher-order needs.
People do feel insecurity, anxiety, and lack of energy at the time of organizational change and stride. Therefore, under these circumstances, especially during these difficult times, passion and energy are contagious and inspiring.
Although so many organizational changes have failed, because leaders are concerned about the changes they face, not the changes that people have to make.
In my opinion, the director who led the change has the responsibility to provide positive energy infusion.
Transformation methods also depend on winning people's trust - this is achieved through unconscious assumptions that they will also change or change in some way by following leaders.
Transformation methods also depend on winning people's trust - this is made possible by the unconscious assumption that they can also be changed or changed in some way by following leaders.
This is common to military commanders and wartime political leaders. The case of Mrs. Thatcher as the Prime Minister of the British Government who was able to enhance British national identity among the British population during the Falklands War in 1982 is an example.
Sounds like this leadership style is very suitable for change management, isn't it? But - this method requires absolute integrity and personal behavior, consistent and resonating with your vision and information.
Among the British companies I participated in, I can recall a ridiculous situation where the directors tried to achieve greater cross-departmental cultural change in trust and communication but still retained separate managerial restaurants and specially allocated parking. The closest place to the office gate!
Well, here is an important point - how to apply transformational leadership theory to change management
- focus on power, status, politics and privileges
- focus on short-term
- Being data-driven
- Focusing on tactical issues
- Working in existing structures and systems
- Focusing on completing work
- Focusing on short-term profits from processes and activities
Isn't this all just a typical project manager with a mission-driven idea?
Well, I don't respond to this kind of leadership and management style. Attila the Hun leadership school has time and place. I did it myself very effectively many times - and there is no regrets.
However, this leadership style is not enough to cope with the change management situation, especially in the current environment.
The four components of the transformational leadership style are:
(1) Charisma or idealized influence - Leaders act in an admirable manner and perform The degree of conviction and the need to guide the followers to agree with the leader's position, they have clear values, and serve as followers of role models.
(2) Inspiring motives - Leaders express the degree of attraction and encouragement of followers' vision for future goals and provide meaning for current tasks.
(3) intellectual stimulation - Leaders challenge the degree of challenge and stimulate and encourage followers' creativity - By providing followers with a framework to observe how they are connected [to the leader, the organization, each other, and the goal]they can be creative Overcome any obstacles in the mission.
(4) Personal and personal attention - Leaders' attitude towards the needs of each follower, and act as a mentor or coach, and respect and appreciate the personal contribution of the team. This achieves and enhances everyone's team members "needs self-fulfillment and self-worth - which can motivate followers to achieve further growth.
Applying transformational leadership in the context of change management is well suited to plan-based change management approaches The overall and extensive perspective is therefore a key element of a change management success strategy
And, to ensure that you adopt successful strategies to manage change - this suits your organization - You need to know how to apply : (a) These transformational leadership techniques, and (b) How to apply processes based on supporting program management - to ensure that you avoid the catastrophic 70% failure rate of all business change plans .
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Orignal From: Transformational Leadership Theory - Four key components of leadership change and management change
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