Post by account_disabled on Mar 6, 2024 4:23:30 GMT
Autocratic, democratic, situational, charismatic leadership... There are many management styles . But do you know what transformational leadership consists of? If you want to go from being the “boss”, because your company's organizational chart says so, and become an authentic leader , the one that your team would follow voluntarily, you are interested in knowing this model, its characteristics and guidelines to apply it in your professional career. CTA - Text transformational-leadership What is transformational leadership? The theory of transformational leadership was established by James MacGregor Burns, in the late 1970s, in his book Leadership . Thus, according to this author, in transformational leadership, your mission will be to delve into the intrinsic motivations of each employee and connect them with the purpose and shared vision of the company . By looking for what inspires them, identifying their individual strengths, and linking them to the organization's mission, the entire team feels connected to the company and common goals.
That is, in this way, they find meaning in what they do and, therefore, move towards their maximum performance voluntarily. A clear example of how it works is a group of people who selflessly collaborate with an NGO. What leads you to lend your time and work to that cause? The answer is that what truly motivates them is their Europe Mobile Number List firm belief in the values that the organization espouses, even if there is no material compensation for it. How is it different from transactional leadership? This leadership style arises as a contrast to the transactional style . In this, the leader gets the team to perform their functions through a reward or punishment stimulus. That is, instead of looking for intrinsic motivations, extrinsic motivations , such as a salary increase, a promotion or the risk of dismissal, are used to promote action by the workforce. Likewise, in transactional leadership, the focus of attention is on the task and achieving the objective, while in transformational leadership, the aspirations and needs of the worker are addressed as a means of achieving goals.
Hence, the priority is not only to accomplish tasks, but also for the employee to enjoy growth throughout the entire process . In search of the application of this employee-centric approach , the transformational leader tries to ensure that each professional finds their own path to exploit their potential and reach the set goal, promoting innovation . This means that it is not limited to giving precise instructions to employees on how to carry out their tasks without taking risks, as occurs in the transactional style. This means that in transformational leadership there must be a climate of greater freedom, creativity and empowerment of the staff so that they can develop. As a consequence, the transformational leader is considered by the team as something more than the classic image of the “ boss ” who leads without barely maintaining emotional contact with the employees. He is a source of inspiration, a kind of coach or mentor who lays the foundations for each worker to achieve their goals with respect for their abilities, empathy and trust. What are the characteristics of a transformational leader? Based on Burns' concept, this transformational leadership model was developed a few years later by Bernard M.