What is Transformational leadership and how to apply it to teams

Transformational leadership is a new milestone in managing teams and establishing win-win work dynamics. Transformational leaders are those who have a direct impact on changes taking place in society, and have exceptional charisma and a desire to remain loyal to their followers.

As the word “trans” implies, it is a change of view, perspective, and attitude towards others that a person with leadership exercises. Some of the most important values ​​of this model are honesty, altruism and ethics .

What are the basic principles of this model?

Transformational leadership emerged as a representative of the “culture of change”, based on the precept of wanting to eliminate individualistic selfishness, overcome its limitations and advance towards the collective good.

A group, institution, work team, or any entity with more than 3 members is managed so that its members develop and improve their ability to solve problems collectively.

In this way, it is always expected that the group members perform above expectations, exceeding expectations marked by the high motivation that the transformational leader conveys to them.

7 essential traits of transformational leadership

In this section, we will analyze the main points to implement the model based on transformational leadership.

1. Motivational spirit

Taking into account the values ​​that make up the transformational leader, which are creativity, morals, ethics and enthusiasm, the whole group provokes a degree of motivation in its followers that other models do not reach.

It transforms the members of the group because the model is closely related to human development , participation and, above all, the self-esteem of workers who will be more efficient in cooperating with each other.

Thus, transformational leadership presupposes that being a leader does not consist of initiating a chain of actions that begins with those who have power and ends up being carried out by subordinates, but is based on a process supported by what was already latent in people. and whose main alteration is in the modification of the context. An appropriate context enables people to be their best, and this applies to the world of work and every other aspect of life.

2. The charisma

Transformational leadership needs leaders with high doses of charisma , above professional qualities, and encourages this attitude towards others by having exemplary behavior.

This type of characteristic is given by the respect and trust that transformational leaders gain over time, allowing them to create a direct impact on the rest of the members, becoming role models.

3. Emotional bonds are generated

In a moment of fierce competition, professional demand and tension at work, the transformational model allows for a closer and more emotional environment . Its leaders are constantly accountable for addressing the needs and concerns at the individual level of each group member.

4. Cooperativeness and support are accentuated

In these group dynamics, transmitted leadership may also require some “extra” responsibility from the leader, such as directly responding to most proposals and suggestions from subordinates , thus forming a horizontal participatory scale.

It must be remembered that a good leader is not the one who gives orders and dictates rules , but the one who is involved with his members in all aspects of the organization, taking responsibility when the situation requires it.

5. Domino effect

Due to the same nature and dynamics of the model, followers or team members end up adopting the transformational leader figure. By being actively involved in all kinds of decisions , when the moment calls for it, workers themselves will assume the leadership role in your absence.

That is, on special occasions, the leader needs to learn to delegate with the rest of the classmates so as not to interrupt the group’s progression.

6. Interactivity and corporatism

Organizations that embrace transformational leadership often work in a dynamic environment. The leader strives to keep his employees up to date with training, updating and developing new technologies .

The more group members perceive that the company or institution cares about them, the more involved and dedicated they will be to the company .

7. Increase creativity

As a result of group member participation and prominence, transformational leaders encourage creativity by expounding new ideas by group members.

The leader need not be the sole person in charge or the ultimate authority when coming up with solutions or ways to deal with a new challenge. You need to have a future perspective to apply the best methods, leaving conventional leadership behind.

There are exceptional cases

This being an ideal “archetype” for future generations, it is not perfect. We must be very careful in knowing where and in what work environment we must give way to the transformational leadership model.

For example, in a company or organization where the work dynamics are stable, linear and whose activities or tasks are quite immutable, it is recommended to apply a slightly more classic model, such as the transactional one , since the members enjoy a certain status. they are experts in their field and have self-control.

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