Transformational Leadership: What Is It And How To Apply It To Teams?
Transformational leadership represents a new milestone when it comes to managing teams and establishing work dynamics in which everyone wins. Transformational leaders are those who directly affect the changes that are carried out in society, have exceptional charisma and care about remaining faithful to their followers.
As the word “trans” indicates, it is a change in vision, perspective and attitude towards others that a person with leadership exercises. Some of the most important values of this model are honesty, altruism or ethics
Transformational leadership has emerged as a representative of “the culture of change”, starting from the precept of wanting to eliminate individualistic selfishness, overcome its limitations and walk towards the collective good
A group, institution, work team or any entity with more than 3 members is directed in such a way that its members develop and enhance their ability to solve problems collectively.
In this way, group members are always expected to perform above what is expected, exceeding the set expectations. fruit of high motivation that the transformational leader transmits to them.
7 essential characteristics of transformational leadership
In this section we will analyze the essential 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, morality, ethics and enthusiasm, the whole set provokes a degree of motivation in their followers that other models do not achieve.
Transform the group members because the model is closely related to human development participation and, above all, with the self-esteem of the workers who will be more efficient when cooperating with each other.
Thus, transformational leadership assumes that being a leader does not consist of initiating a chain of actions that begins with whoever has power and ends up being executed by subordinates, but is based on a process supported by what was already latent in people. , and whose main change is located in the modification of the context. An appropriate context makes people capable of giving their best, and this applies as much to the world of work as it does to any other aspect of life.
2. 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 feature comes from respect and trust that transformational leaders are earned 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 time of fierce competition, professional demands and work tension, the transformational model allows for a closer and more affectionate environment Their leaders are constantly in charge of addressing the individual needs and concerns of each member of the group.
4. Cooperation and help are accentuated
In these group dynamics, the leadership imparted can also require certain “extra” responsibility from the leader, such as respond directly to the majority of proposals and suggestions from subordinates thus forming a horizontal participatory scale.
It is worth remembering that A good leader is not one who gives orders and dictates rules but rather the one who is involved with its members in all aspects of the organization, assuming responsibilities when the situation demands it.
5. Domino effect
Due to the very nature and dynamics of the model, the followers or members of the team end up adopting the figure of the transformational leader. By being actively involved in all types of decisions When the moment demands it, the same workers will take the role of leader in their absence.
That is, on special occasions the leader you have to learn to delegate with the rest of the colleagues so as not to interrupt the progression of the group.
6. Interactivity and corporatism
In organizations that adopt transformational leadership, they usually work in a dynamic environment. The leader strives to keep his workers up to date with the training, updating and development of new technologies
The more group members see that the company or institution cares about them, the more involved and dedicated they will be with the firm
7. Increase creativity
Fruit of the participation and protagonism of the members of the group, the transformational leaders encourage creativity by exposing new ideas by the members of the group.
The leader does not have to be the only person responsible or the highest authority when it comes to presenting solutions or ways of doing things when faced with a new challenge. You have to have a future perspective to apply the best methods, leaving conventional leadership behind.
While this is an ideal “archetype” for future generations, it is not entirely perfect. We must be very careful to know where and in what work environment we should give way to the transformational leadership model.
For example, in a company or organization where the work dynamic is stable, linear and whose activities or tasks change little, it is advisable to apply a slightly more classic model, such as the transactional since the members enjoy a certain status, are experts in their field and have self-control.
