an icmr-iipm think tank publication - Cycbth.org

RONALD RIGGIO
Left to Right:
Pierre Cardin
& Henry Ford
– mastered
the art of
change
management
more so than transactional leaders. Furthermore, followers
of transformational leaders are more likely to
seek feedback than transactional leaders. Overall, all of
these changes positively affect performance of an individual
and of the team. So, how does one become a transformational
leader?
HOW IT WORKS?
Becoming a transformational leader is a long-term commitment.
On one hand, the development begins with
early life experiences. However, some individuals have
become pioneers of their past, and past experiences do
not necessarily dictate the future. A few examples include
Pierre Cardin and Henry Ford. Pierre Cardin wanted
to get even for all the things he suffered as a youngster
with many upheavals in his family life. His drive
and determination contributed to his success. Similarly,
Henry Ford’s commitment launched one of the largest
corporations in the world.
Leaders can nevertheless remain committed to the
transformational leadership model. Six specific competencies
are developed: 1) Problem solving approaches,
2) Creating compelling visions, 3) Communicating, 4)
Impression management, 5) Empowering employees,
and 6) interpersonal skills development, including cultural
differences, and building a community.
In order to develop this form of leadership, it’s suggested
that the leader undertake an assessment via the
MLQ (Multi-Factor Leadership Questionnaire), which is
the most validated instrument for measuring transformational
leadership. This is followed by a personal development
plan. The MLQ results provide a baseline to
get started and provide a roadmap for development. An
"TRANSFORMATIONAL LEADERSHIP IS A
LONG-TERM DEVELOPMENT INITIATIVE
AND IS A KEY COMPONENT IN TAKING AN
ORGANIZATION TO THE NEXT LEVEL"
executive coach can also help. It’s important that this
feedback be utilized to create a new future, rather than
focus on past leadership.
Again, transformational leadership is not developed
overnight. It is a long-term development initiative and
dedication. Establishing a plan is most important. Often
is includes areas of development and may include attending
workshops, one-on-one coaching, and developmental
assessment centers, among others. Similar to
early life development, such an approach involves scaffolding
on the leader’s current ability to function as both
a transactional leader with an eye toward transformational
leadership. Education and skill training are key
components. Follow-up may include a reassessment on
one’s skills.
Transformational leadership is a key component in
taking an organization to the next level. The leader
enables followers to be leaders in their own right. This
cannot be done through management tactics, but can
only occur when followers are inspired to reach higher
levels with the necessary motivation and empowerment.
In the end, transformational leadership makes a difference.
Developing leaders in this manner is a longer-term
initiative, but one well worth the effort. Great leadership,
in the end, makes all the difference.
count your chickens before they hatch 35 april 2012