Through charisma, individualized consideration, intellectual stimulation & inspirational motivation, transformational leaders have great potential to promote performance beyond expectations and to effect enormous changes within individuals and organizations.
Though quite unfortunate but as with most things that we value, transformational leadership is in short supply in today’s times. We need much more of it everywhere, be it government, business, education, the law, or even NGOs. Especially, for a developing country like India, such leadership is an urgent necessity, as our slow and ridiculously halting progress seems even more evident when we look at the rapid growth of many less-endowed countries in the past two-three decades. Given the talent and resources we possess, which are way beyond many other countries, obviously, things need not be this way. Change or Transformation is something that would drive innovation in this country and get the desired results through able leadership.
For example, everyone today talks about India and China getting big, but what does that mean? One can’t see business models changing to adapt to the new world. Five-seven years ago if you were to go to any company in India they would say we have to meet global class. They meant they wanted to be of the same standard as companies in US and Europe. However, today best- in- class has to be redefined. The winners will be those who become the benchmark and not blindly follow others. We need not look at models that were created for a different consumer, in a different era and in a different geography where you competed with different competitors. Thus, the change in thought-process and a change in the way business is done today is what would drive innovation. Change is what keeps the innovation alive and innovation is what any business needs. For bringing out this transformation, leaders themselves have to undergo transformation to be able to spearhead the team. Change needs to be led and embedded.
Qualities of a transformational leader
One of the best descriptions of transformational leadership has been penned by Prof. Bernard Bass, a renowned exponent of the idea. He says succinctly, "Leaders are truly transformational when they increase awareness of what is right, good, important and beautiful, when they help to elevate followers’ needs for achievement & self-actualization, when they foster in followers high moral maturity, and when they move followers to go beyond their self-interests for the good of their group, organization or society."
Transformational Leadership starts with the development of a vision, a view of the future that will excite and convert potential followers. Transformational leaders are able to set out a bold vision for the future. Moreover, they are able to project their dream and put their communication skills to task to drive it across to a large number of people. Also, however far-reaching the vision may be, leaders should have an ability to express it in a simple and direct manner.
Another prominent and one of the most important qualities of transformational leaders is that they are skilled at understanding the intellectual & emotional equity of their people. They work hard to gain their trust and commitment because, no matter how appealing the vision, if others lack interest in it, it won’t get implemented. And the most potent way to get everyone on the same wavelength is to set an example for others to follow. There cannot be any inconsistency between word and action. Leaders do not beat their own drum, but it is their action that gets them noticed. Transformational leadership also implies caring for the individual, but at the same time, one should not let the rapport cloud one’s sense of judgment whenever required.
Further, transformational leaders will not let the heart rule over their mind by sinking in the past failures. They leave behind the regrets of the past, and will take forward the lessons instead, into the future. They are far from egocentric, quick to recognize that they are wrong and change track accordingly. Transformational leaders are quick to recognize good ideas and have the intellectual honesty to give credit where it is due. They focus on building an institution, which is enduring and lasts far beyond the leader as well his individual contribution, and continues to serve the larger interest of the group.
And finally, they are willing to move away from their conventional role and take on an entirely different mantle, maybe even if it requires hanging up his boots. Such an act caps true leadership, representing as it does, wisdom and the grace to pass on the baton.
The 4 ‘I’s of transformational leadership
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 involves offering support and encouragement to individual followers. In order to foster supportive relationships, transformational leaders keep lines of communication open so that followers feel free to share ideas and leaders can offer direct recognition of every individual’s unique contributions.
Inspirational Motivation – Transformational leaders encourage followers to experience the passion and motivation to fulfill goals that would lead towards achieving vision one sets for the organization.
Idealized Influence – The transformational leaders serve as a role model for followers. Because followers trust and respect the leader, they emulate the leader as well as internalize his or her ideals.
Challenges
Two of the most challenging areas a Transformational Leader will come across, apart from personal skill development and the ongoing challenges that a leadership role will inevitably bring, will be building trust, and managing or handling power. The reason why these two areas are important is because if ignored, they have a large influence on the success rate of a leader. With some feedback, guidance and perhaps coaching, there is a good chance that they will be able to get back on track. Successful transformational leaders are excellent at building trust and handling power in a way that serves all. Transformational leadership can unlock extraordinary potential in people.
If you have been hugely successful in the past, for you to adopt and adapt becomes very difficult. People will say why change. And so as leaders start to look at this world they need to get their team aligned on what it is that they all want to do. And if they decide they need to change, the leader must get the organization to answer few questions like-
· Why Change?
· Change to what?
· What happens to every individual in the organization with the change?
· How will the change be managed?
· Are they behind it to see it through?
If the organization doesn’t get these answers it will not be able to transform. But even the first two questions are not easy to answer. It’s one of those periods where nimbleness, agility and recognition of historic change in the world needs to be absorbed into the DNA of the organization and that is easier said than done.
Conclusion
Today’s business world is highly competitive. The way for an organization to survive is by reshaping to meet the needs of a rapidly changing world. Resistance to change is a dead-end street for the organization. Leaders need to emphasize action to make the change as quickly and smoothly as possible. Transformational leadership acts as a catalyst for innovation in organizations and for change in individuals.
