Transformational Leadership: Developing Effective Leaders

Running head: LEADERSHIP AND REFELECTION
LEADERSHIP AND REFELECTION
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LEADERSHIP AND REFELECTION
Introduction:
Leaders can be defined as the individuals who develop the capability to guide a team of
subordinates in way that motivate them to work beyond their capabilities and hence meet the
organizational goals successfully (Zhu et al., 2016). They have the capability to engage with the
employees in a way by which they can effectively participate in feedback sessions with the
employees sharing their concerns and helping them to overcome barriers. Researchers are of the
opinion that effective leadership has many positive impacts on the employees in the workplace.
They help in development of the employee morale and influences employee dedication to the
organization. Employees feel satisfied with their job and do not burn out easily under the
guidance of the employees (Banks et al., 2016). Moreover, it also helps in employee retention as
employees feel that the organization care for them. They also get the scope to learn important
things that helps them to enhance their career and develop their knowledge in their fields making
them expect in their working domains. Therefore, expert leaders can help in preparing the
employees for overcoming the barriers both mentally and emotionally which prevents them from
feeling burned out or stressed (McCleskey, 2014). Leaders help the organization to reach its
objectives by providing focus and thereby driving the team forward, empowering the team
members for working their full potential, taking responsibility for decision-making and others
(Rouche, Baker & Rose, 2014). Therefore, this assignment will show how the theory of
transformation leadership helps in developing the organization towards betterment and will
depict two of my experiences that had helped to develop my leadership traits effectively.
Expert named James McCregor Burns in the year 1978 first developed transformational
leadership. Researchers have since then supported the application of this leadership in every
organization as it had brought out the best outcomes both in terms of organizational productivity

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and in terms of development of workplace climate. The expert Bernard M Bass further
developed the concept of this leadership style where he based the style of leadership on the
model of integrity as well as fairness (Dong et al., 2017). It helps the leaders to set clear goals for
the employees and has high expectations or the employees to meet the goals. The leaders mainly
help the employees to meet the organizational goals by encouraging others, providing support
and recognition by stirring the emotions of people. Such leader inspires the employees to look
beyond their self-interest and motivates them to reach for the improbable. Researchers are of the
opinion that four important aspects remain associated with this form of leadership (Breevaart et
al., 2014). Individualized consideration is one of the aspects. This aspect mainly describes the
ability of the leaders to meet the needs of each individual follower and thereby act as a mentor or
a coach to the subordinate. They listen to the needs, require of the followers, and provide them
with empathy and support (Gorman & Messal, 2017). They respect the subordinates and always
keep communication open with the employees by effective feedback sharing. They also celebrate
the contribution of each of the followers in the teamwork and encourage them in ways by which
employees develop will and aspirations for self-development. Thereby, subordinates develop
intrinsic motivation for the tasks. The second aspect of the transformational leadership is the
intellectual stimulation. This is the way by which transformation leaders develop the capability
to challenge the assumptions and even take risks and solicits the ideas of the followers (Schimmt
et al., 2016). A leader of this style is seen to stimulate as well as encourage the creativity of the
followers, thereby nurturing and developing people who think independently. Such leaders put
huge significance on learning and consider taking unexpected situations as the opportunities for
the subordinates to learn. The subordinates are influenced to think deeply, ask questions and
develop better ways for executing their tasks (Frieder, Wang & Oh, 2018). The third important

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aspect is inspirational motivation. Researchers are of the opinion that transformational leaders
have the capability to articulate a vision effectively that appeals and inspire the followers largely.
Such leaders are seen to engage in inspirational motivation that challenge the followers to meet
high standards along with communicating with the followers about the future goals and ensure
that they provide meaning for the task. Such leaders put importance to development of strong
sense of purpose for the employees to meet their goals and this gives them the energy to drive the
group forward (Qu, Janssen &Shi, 2015). Such leaders have high skills of communication that
makes the vision understandable, powerful yet precise and engaging. The main benefit of this
aspect is that the followers become more willing to invest more efforts in their tasks. They
remain highly encouraged as well as optimistic about the future and thereby believe in their
abilities. The fourth aspect of this leadership style is called the idealized influence. The leaders
themselves try to act as the best example about what they deserve from the employees (Van et
al., 2014). This makes the subordinates develop an understanding about the skills and knowledge
necessary for them to comply with the organizational culture and the patterns of working that
help to gain high productivity and ensure job satisfaction. The role model ensures high ethical
behavior, instilling pride, gaining respect as well as pride. Recent day leaders are facing severe,
challenge where they cannot develop managerial effectiveness by absence of certain skills of the
employees like proper time management, strategic thinking, decision-making, prioritization,
getting up to speed with job so that they can be more effective at work (Mittal & Dhar, 2015).
Many of the employees possess negative behaviors and thereby been extrinsic motivators as
salary, incentives as well as work flexibilities cannot ensure them to be motivated. Leading huge
team and guiding change are also some challenges faced by leaders. Lack of honest feedback and
lack of emotional intelligence among the employees are also barriers to high productivity in