Transformational leadership involves a leader-follower exchange relationship in which the followers feel trust, loyalty, and respect toward the leader, and are motivated to do more than originally expected (Green, 2014).
It is important to understand transformational leadership because transformational leadership positively impacts individual growth and development, develops followers who can perform beyond their own expectations, and can be applied to a variety of settings.
While there have been many contributions to the idea of transformational leadership, the theory was first fully described by Burns in 1978. In transformational leadership, pooled interests of the leaders and followers result in being united in the pursuit of “higher” leader follower goals (Green, 2014).
Describes leaders who are admired, respected and trusted. Followers identify with these leaders and they want to emulate them. Leaders who are idealized influences consider follower's needs over their own. There are two forms of idealized influence: behavioral and attributed (Green, 2014).
- Exemplary role models based on credentials or reputation
- “Attribute” to them role model status based on our assumptions (Green, 2014, p. 221).
- Observing leader behaviors
- High moral and ethical foundation (Green, 2014, p. 221)
- Vision, strategy, execution
(II) Plan of Action-
- Shares risks with followers
- Consistent in ethics, morals, and principles
- Problem solving
- Effective teams (Fryer, 2008)
Describes leaders who behave in ways that motivate those around them by providing meaning and challenge to their work. These leaders display optimism and arouse enthusiasm. They encourage followers to envision attractive future states, which they can ultimately envision for themselves (Green, 2014).
Is a behavior facet of transformational leadership, which describes leaders who stimulate their follower's efforts to be innovative and creative by questioning assumptions, reframing problems and approaching old situations in new ways. These leaders solicit new ideas and creative solutions from followers without ridicule or public criticism (Green, 2014).
(IS) Plan Of Action-
Individual consideration describes leaders who pay attention to each follower’s need for achievement and growth by acting as a coach or mentor. These leaders develop their followers to successively higher levels of potential. They create new learning opportunities and supportive climate in which followers can grow. These leaders recognize that each follower is unique.
(IC) Plan of Action-
Multifactor Leadership Questionnaire 5X
36 questions (4 questions per dimension
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