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Leadership Theories and Perspectives: Teach Your Peers

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Transactional & Transformational Leadership used together

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Transactional & Transformational Leadership used together

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Have you ever been in a group where someone took control of the situation by conveying a clear vision of the group's goals, a marked passion for the work, and an ability to make the rest of the group feel recharged and energized? This person just might be what is called a transformational leader.

Transformational leadership is a leadership style that can inspire positive changes in those who follow. Transformational leaders are generally energetic, enthusiastic, and passionate. Not only are these leaders concerned and involved in the process; they are also focused on helping every member of the group succeed as well.

Quick Background

The concept of transformational leadership was initially introduced by leadership expert and presidential biographer James MacGregor Burns. According to Burns, transformational leadership can be seen when "leaders and followers make each other to advance to a higher level of moral and motivation."﻿﻿

Later, researcher Bernard M. Bass expanded upon Burns's original ideas to develop what is today referred to as Bass's Transformational Leadership Theory. According to Bass, transformational leadership can be defined based on the impact that it has on followers. Transformational leaders, Bass suggested, garner trust, respect, and admiration from their followers.﻿﻿

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Components

Bass also suggested that there were four different components of transformational leadership.

1. 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.

2. Individualized Consideration: Transformational leadership also 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 so that leaders can offer direct recognition of the unique contributions of each follower.

3. Inspirational Motivation: Transformational leaders have a clear vision that they are able to articulate to followers. These leaders are also able to help followers experience the same passion and motivation to fulfill these goals.

4. Idealized Influence: The transformational leader serve as a role model for followers. Because followers trust and respect the leader, they emulate this individual and internalize his or her ideals.

So what are some typical signs of a transformational leader? Groups led by this type of leader tend to be both successful and loyal. They give a lot to the team and care deeply about the group's ability to accomplish its goals. Turnover tends to be quite low as transformational leaders are able to inspire a great deal of commitment in their followers.

In their classic text, Transformational Leadership, authors Bass and Riggio explained:

"Transformational leaders...are those who stimulate and inspire followers to both achieve extraordinary outcomes and, in the process, develop their own leadership capacity. Transformational leaders help followers grow and develop into leaders by responding to individual followers' needs by empowering them and by aligning the objectives and goals of the individual followers, the leader, the group, and the larger organization."

"Research evidence clearly shows that groups led by transformational leaders have higher levels of performance and satisfaction than groups led by other types of leaders," explained psychologist and leadership expert Ronald E. Riggio in an article for Psychology Today.

The reason, he suggests, is that transformational leaders believe that their followers can do their best, leading members of the group to feel inspired and empowered.

What can you do to become a more transformational leader? Leadership experts suggest that having a strong, positive vision of the future plays a critical role. Not only is it important to believe in this vision yourself; you've also got to inspire others to buy into your vision as well.

Link to Well-Being

According to the results of one study, this style of leadership can also have a positive influence on employee well-being.﻿﻿

The study published in the Journal of Occupational and Environmental Medicine involved surveying workers at several different German information and communication technology companies. Researchers asked participants to answers questions about their employer's leadership style.

A score for transformational leadership was then determined based on qualities such as providing intellectual stimulation, giving positive feedback for good performance, leading by example, and helping employees feel like they were making a contribution toward the goals of the group.

The researchers discovered that employees who identified a higher level of transformational leadership in their employers also had higher reported levels of well-being. The effect stayed significant even after researchers controlled for factors that are linked to well-being such as job strain, education, and age.

"The results of this study suggest that a transformational leadership style, which both conveys a sense of trust and meaningfulness and individually challenges and develops employees, also has a positive effect on employee well-being," the authors summarized.

Real-World Applications

So what impact could such results have for managers and workers?

The study's authors suggest that the results are important and can help companies develop leadership training programs that can be used to teach transformational leadership skills. Acquiring communication skills such as resolving conflicts in the workplace and recognizing the needs of employees are an important part of transformational leadership.

"Such training programs can be seen as another essential component of workplace health promotion and prevention efforts and therefore should receive wide support," explained the study's authors.

A Word From Verywell

The transformational style of leadership can be highly effective when used appropriately, but it might not necessarily be the best choice for every situation. In some cases, groups may require a more managerial or autocratic style that involves closer control and greater direction, particularly in situations where group member are unskilled and need a lot of oversight.

One way to improve your own leadership skills is to assess your own current leadership style and think about ways in which your strengths can benefit the group you are leading. By evaluating your own skills, you will be better able to play to your strengths and work on improving your areas of weakness.

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How Do Transformational Leaders Inspire and Motivate Followers?

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Have you ever been in a group where someone took control of the situation by conveying a clear vision of the group's goals, a marked passion for the work, and an ability to make the rest of the group feel recharged and energized? This person just might be what is called a transformational leader.

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This is from the leadership book I read for the assignment due in week 6.

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I picked up Patrick Lencioni's Book "The Five Dysfunctions of a team" for a few reasons. He wrote "Death By Meeting." The name alone of that book earns his books a glance. And the content of that book should make you at least take a look at his other works.

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Five Leadership Principles That Can Make a Profound Impact on Students

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Five Leadership Principles That Can Make a Profound Impact on Students

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Welcome to the Oregon Leadership Network's monthly blog series. Topics relate to building the capacity of education leaders to sustain research-based equitable practices across Oregon's P-20 education system. Learn more about the Oregon Leadership Network.
At the upcoming Oregon Leadership Network (OLN) Fall Leadership Institute, I'll be sharing how North Clackamas Schools has embraced education equity as central to our strategic plan. The institute's theme-How Do Leaders Cultivate Equity in the Classroom?-deeply resonates with me because it presents a challenge for those of us charged with improving student achievement. It took me years to understand that in leading my North Clackamas colleagues, my role was to help them recognize that privilege matters in questions of equitable access to education.

Like the majority of my peers in Oregon, I have enjoyed privilege that I didn't always acknowledge. I grew up in a middle-class family with the advantages that come from being white and the son of well-educated parents. I have always benefited from my parents' status. I knew the dominant community's operating norms and used them to my advantage. Unlike many of our students today, going to college was always a given for me.

We wrestle with these issues of privilege, dominant culture, and expectations in North Clackamas schools. We've found that there is a strong interplay among instructional practices, equity, and leadership. At the intersection of these concepts lie five principles that we can follow to have a profound impact on our students-especially our traditionally underserved populations.

1. Our job as educational leaders is to improve our ability to notice, acknowledge, and promote the replication of strong instructional practices.

The purpose of educational leadership is the improvement of instruction-period. Many of the best practices promoting classroom equity are already occurring within our system, and modeling is a critical piece of professional learning. It naturally follows then that leaders charged with the task of leading instructional improvement must know-through an equity lens-what good teaching looks like.

2. We must identify and change our practices and beliefs so that each child knows she is expected to succeed.

We must all recognize and embrace that our students can't and won't rise if our expectations are low and that we must hold firm to the belief that all students are expected to and able to realize their potential. This includes establishing high standards and making it clear to students what the criteria are for meeting them

3. We must learn who our students are and focus on where they want to go.

Relationships are critical. We have to learn about our students as individuals and embrace our role in helping them develop and discover their identity. We must convey a fundamental belief in each student that they can develop their intellect and their critical capacity to think. We do this when we build relationships with our students and recognize the racial, cultural, and economic differences that impact an academic growth mindset.

4. Creating inclusive learning environments for each student takes strong leadership.

I am proud of our school board and proud to be the superintendent of a school district that is not only talking about equity but is bringing equitable practices into our operations, our classrooms, our resource allocations, and the lives of our students. Our district took a stance and publicly committed to this important work through policy. We have an equity policy because like all school districts, student success in North Clackamas is currently predetermined by race, gender, ethnicity, culture, poverty, language, and disability. We cannot accept this, and that is why we commit to continuous improvement, knowing that our work is never done.

5. We have an ethical and moral obligation to take action.

Despite this obligation, it's often easier to settle for an easier, quieter path. We mustn't give lip service to education equity, only to accept the status quo. We say we want to be a school system that provides access and opportunity for each student, but in the interim, we keep using the same practices and systems we've always used. The interim strategy isn't working for significant groups of our student body. As educational leaders, we need to take care of what is most important and not keep the same, old routines.

I look forward to not merely discussing these five principles at the OLN institute in Salem on December 10, but to provoke participants to think about how to apply them to our work and in our contexts. Ultimately, it's our collective effort that will make the difference for Oregon students.

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Five Leadership Principles That Can Make a Profound Impact on Students

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"We wrestle with these issues of privilege, dominant culture, and expectations in North Clackamas schools. We've found that there is a strong interplay among instructional practices, equity, and leadership. At the intersection of these concepts lie five principles that we can follow to have a profound impact on our students-especially our traditionally underserved populations."

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Level 5 Leadership

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Philosophy State Aid

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Developing an Effective Command Philosophy.pdf

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How Leadership Influences Student Learning

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How Leadership Influences Student Learning

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10 guiding principles for leaders | TED Talks

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It never hurts to have a basic set of guiding principles. Let these insightful talks help shape, redefine and build out your own leadership goals. (Curated in partnership with SAP)

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emotional intelligence: the key to successful leadership #infographic

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visualistan: emotional intelligence: the key to successful leadership #infographic

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Emotional Intelligence: The Key To Successful Leadership #Infographic

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Conventional wisdom holds that business success is a simple product of hard skills, clear thinking and bold risk taking. Recent research suggests that emotional intelligence - sometimes derided as "soft" - is a key ingredient in a leader's effectiveness and the success of a project or business.

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Drew Dudley: Everyday leadership | TED Talk

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We have all changed someone’s life -- usually without even realizing it. In this funny talk, Drew Dudley calls on all of us to celebrate leadership as the everyday act of improving each other’s lives.

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Howard Rheingold: The new power of collaboration

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Howard Rheingold talks about the coming world of collaboration, participatory media and collective action -- and how Wikipedia is really an outgrowth of our natural human instinct to work as a group.