transformational leader . These are outlined here-under !
Identify the Strengths and Weaknesses of Team Members
Like Hersey and Blanchard ' s Situational Leadership , or Tannenbaum and Schmidt ' s Behavioural Continuum , it is crucial to this style that you are fully understanding of the strengths and weaknesses of each and every individual team member .
It is often the case that this is only something which can be developed over time , and as the relationship between you and your team members develops , but it is important to be proactive and openly get to know everyone who you are responsible for .
Tasks and visions can only be correctly implemented if individual team members are operating in roles which are suited to their experience and capabilities , and this will also allow them to remain motivated and to develop a sense of trust .
Develop an Inspiring and Motivational Vision for the Future
It is important you involve your team , and together you should develop a vision for the future which instils a sense of optimism and motivates all members of the team . This vision should integrate the culture of the team and organization , and the values that you wish to pride yourself on . This will always be dependent on the resources and individuals you have available so it is crucial that you fully understand the team and organization .
Motivate each Individual and get them to Buy into the Vision
When developing the vision for the future , you should consider the values and beliefs of your team members , including what they see for their personal future and the future of the organization . For this stage , you can utilize business storytelling as a way to make it clear what your vision is , and how it is going to help the organization and its consumers , as well as the team members themselves . It is important that you understand the various motivational models and techniques in order to encourage employee buy-in .
Manage and Involve Yourself in the Delivery of the Vision
It is important for a transformational leader that they involve and integrate themselves in the delivery of the vision .
Transformational leaders will be able to combine appropriate project management techniques with superb change management skills to ensure successful delivery .
Roles will be communicated well and in accordance with all of the strengths and weaknesses of team members . Any individuals who require support will be offered help with their progress throughout the process .
When allocating roles , make sure it is clear how these fit in with the plans , and with the overall organizational objectives - everyone needs to buy into their position within the team .
Any individual goals set should be set using a carefully thought-out model such as SMART : Specific ( simple , sensible , significant ); Measurable ( meaningful , motivating ); Achievable ( agreed , attainable ); Relevant ( reasonable , realistic and resourced , results-based ); and Time bound ( time-based , time limited , time / cost limited , timely , time-sensitive ).
It is important that you remain focused and motivational during the entire process - it is easy for effort levels to drop off . Always ensure that your presence is felt , and you are open to questions , discussion or offering help to those who need it .
Continue to Develop Stronger Relationships with Your Team Members
A leader is only as strong as their team . It is crucial that any leader looks to develop and retain the trust and attention of all individuals amongst them . Leadership is a long-term process : it requires constant attention to facilitate the continual development of yourself , your team , and the relationship between the two .
Construct regular meetings to get a grasp of individual developmental needs , and how they are finding any ongoing tasks or projects . Ask what they would like to achieve over the next year or years , and try to figure out how you can help them to achieve it .
Perhaps look to offer coaching sessions if that is something that would help them to improve personally or professionally . However , most important is , to be honest with everyone . Nothing develops trust more quickly and effectively than honesty .
4 I ' s of Transformational Leadership
In Bass ' interpretation , he identified four separate elements that make up a Transformational Leader , which became known as the 4 I ' s . These are : Idealized Influence ; Intellectual Stimulation ; Inspirational Motivation ; and Individualized Consideration .
These 4 elements , in Bass ' view , were crucial if a leader wished to inspire , nurture and develop their followers . They would use these to create an open , communicative and diverse culture , allowing followers to freely share ideas and therefore to empower them on an individual level .
Transformational leaders are often described as mentors and role models as they lead by example , encouraging an environment where innovative thinking is aligned with the values , beliefs and objectives of the organization , and individuals are openly recognized for their contributions , and for going above-andbeyond the norm expected of them .
Summary
As you should now understand , Transformational Leadership is an important style for driving change within an organization or group . Though it favors individuals of specific personality traits or experiences , it can be utilized by anyone who understands the when and how .
Dr . Clifford J . Ferguson is the Managing Partner of Rainmakers , and Chairman of Glad ’ s House . You can commune with him on this or related matters via email at : Cliff . Ferguson @ rainmakers . uk . com , or visit their website : Rainmakers . uk . com .