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People who have transformational leadership possess four attributes to varying degrees (Bass, Avolio, & Atwater, 1996).
They areidealized and charismatic(highly liked role models), demonstrateinspirational motivation(optimistic about goal attainment), areintellectually stimulating(encourage critical thinking and problem-solving), and areconsiderate(show empathy and purpose).
Transformational leadership inspires positive changes in those led and is invested in the success of every single member involved in the process.
Transformational leaders are full of energy, passion, and drive. It’s not a surprise that these qualities can be the things that can make or break an organization.
This kind of leadership is very popular—it can be seen in board rooms, hospitals, schools, and in the entertainment industry. Suddenly, as we look around, transformation seems to be everywhere.
What most people overlook is the time and effort required to fully understand and apply any leadership style, let alone one as dynamic and powerful as transformational leadership.
Transformational leadership style is characteristic of leaders who focus on supervision and organizational goals achieved through a system of rewards and punishments; maintenance of the organizational status quo.
What is transformational leadership?
In their seminal work,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.
Origin and Development
Burns was a leadership expert and biographer and proposed that it was only through the strength of the vision and personality that team members could be encouraged to follow.
After agreeing to follow, members then are inspired to change their expectations, perceptions, and are invited to a higher level of morality and motivation.
A few years later, Bernard Bass (1990) added even more to the concept. This is known as “Bass’s Transformational Leadership Theory”. Bass added ways to measure and rank the success of transformational leadership as well as the idea of leaders expressing authentic and focused energy to inspire the other team members to become more like them.
Bass felt that measuring the impact inspires more authentic community. He also explained the psychological mechanisms that are the basis of the theory. According to Bass, the followers of a leader must feel not only trust and admiration, but also loyalty and respect.
These emotions create an environment where the followers are willing to work harder than they originally thought they were capable. This is because transformational leaders offer followers something beyond self-gain—an inspirational mission and self-identity.
Even though it dates to the 70’s, Bass’s model looks much more like transformational leadership today. The basis of the transformational leadership style never changes, only the environment in which it must be applied. Therefore, it can apply in every industry, especially team-focused work environments.
Components of Transformational Leadership Style
Bass also suggested that there were four primary elements to transformational leadership style (also known as the “four I”s”): idealized influence, inspirational motivation, intellectual stimulation, and individual consideration.
Each of these four components is valuable to the leadership style and helps to transform its followers into better, more productive people. When these factors are combined, they help transformational leaders radically change the course of their following.
- Idealized Influence / Charismatic
Charismatic leaders give praise to individual members of the team with each success, and they are the first to take responsibility when things go wrong. They also provide constructive feedback to each individual team member. Intended influence is also represented through their curiosity.
Curiosity, not intelligence, is the driving force behind the success of these leaders. It is their job to find innovative solutions to problems and create new and dynamic paths for a team to follow.
Displays of charisma make others want to be more like that person, and as a role model, members will strive to mimic this leader.
- Inspirational Motivation
To do this, there must be simplicity in communication. This means their communication style must be best suited to the needs of the team. Leaders speak clearly and concisely to easily articulate their vision to the members.
This provides structure and order so that members can execute tasks without confusion. Leaders articulate a clear plan for the future and communicate expectations in the beginning before the work starts. Leaders must also express their messages with a sense of authority, in order for members to respect their thoughts and trust in their vision.
Along with this, leaders must be upbeat and positive, bringing energy to a room with their enthusiasm. As a visionary, transformational leaders use these skills to look toward future goals and have the foresight to see the small obstacles that may hinder this vision.
They recognize the smallest things that can turn into larger issues. Leaders have intuition towards the things that help to push their team and goals forward. These actions begin to instill trust in their followers and confidence in their leader.
Intellectual StimulationIntellectual stimulation describes leaders who encourage their members to think outside the box and be innovative. Stimulating followers promote critical thinking and problem-solving skills in order to improve the group or organization as a whole.This challenges the normal beliefs of a group and encourages the team to perform better than they ever thought originally possible. Encouraging innovation involves each team member in the decision-making process and fosters a sense of importance and a stake in the organization’s over-all success.The important thing about this is a leader must not criticize the thoughts or opinions of the members. Premature shutting down of ideas can create a climate of distrust and hurt.Leaders must, therefore gently change the way followers problem-solve and brainstorm new and innovative ways to achieve their teams” goals. In short, leaders must recognize that there are many ways to achieve a goal, and no ordinary path to innovation.Being a transformational leader requires risk-taking, creativity, curiosity, and openness to new ideas from each individual member.
Intellectual Stimulation
Intellectual stimulation describes leaders who encourage their members to think outside the box and be innovative. Stimulating followers promote critical thinking and problem-solving skills in order to improve the group or organization as a whole.This challenges the normal beliefs of a group and encourages the team to perform better than they ever thought originally possible. Encouraging innovation involves each team member in the decision-making process and fosters a sense of importance and a stake in the organization’s over-all success.The important thing about this is a leader must not criticize the thoughts or opinions of the members. Premature shutting down of ideas can create a climate of distrust and hurt.Leaders must, therefore gently change the way followers problem-solve and brainstorm new and innovative ways to achieve their teams” goals. In short, leaders must recognize that there are many ways to achieve a goal, and no ordinary path to innovation.Being a transformational leader requires risk-taking, creativity, curiosity, and openness to new ideas from each individual member.
Intellectual stimulation describes leaders who encourage their members to think outside the box and be innovative. Stimulating followers promote critical thinking and problem-solving skills in order to improve the group or organization as a whole.
This challenges the normal beliefs of a group and encourages the team to perform better than they ever thought originally possible. Encouraging innovation involves each team member in the decision-making process and fosters a sense of importance and a stake in the organization’s over-all success.
The important thing about this is a leader must not criticize the thoughts or opinions of the members. Premature shutting down of ideas can create a climate of distrust and hurt.
Leaders must, therefore gently change the way followers problem-solve and brainstorm new and innovative ways to achieve their teams” goals. In short, leaders must recognize that there are many ways to achieve a goal, and no ordinary path to innovation.
Being a transformational leader requires risk-taking, creativity, curiosity, and openness to new ideas from each individual member.
- Individual Consideration
This means recognizing and valuing the motivations, desires, and needs of individual members. Upon recognizing the motivation behind the drive of the individual, leaders then provide opportunities for customized training.
This allows team members to grow and learn in an environment they feel comfortable in. Engaging individuals requires emotional intelligence.
Emotional intelligenceincludes showing genuine compassion, empathizing with the needs of individuals, and encouraging the on-going personal growth of individuals. When a leader takes into account the emotions of their followers, they then learn how to best engage with them.
Emotionally intelligent leaders connect with members, and build a bond based in trust. Leaders act as mentors, or a coach and are willing and open to listening to their followers’ concerns.
Examples of transformational leaders
Transformational leaders are all around us. Because of their marked positive impact on productivity and success, they are at the top of each of their individual industries.
Below are 5 examples of transformational leaders, their stories, and ways that you can begin to apply this leadership style to your own team.
Oprah Winfrey: Media Mogul
Oprah Winfrey was the host and producer of The Oprah Winfrey Show from 1986 to 2011. It is one of the highest rated talk shows in American history, so it is no surprise that Winfrey quickly became one of the richest women in the 20th century.
Winfrey was the continent’s first black multi-billionaire and was among Time Magazine’s most influential people for 6 years straight. Winfrey’s amazing communication skills, beginnings in poverty, and charismatic persona have enabled her to connect with people from every background and inspired people everywhere to dream big.
Amazon boss Jeff Bezos
In 1994, Jeff Bezos took the first step to creating the world’s first online bookstore. Bezos spearheaded the first initiative to create an online eBook reader, where digital eBooks could be stored in an eLibrary for later consumption.
This was introduced as the Kindle. Kindle sales, in addition to multiproduct sales, have contributed to Amazon’s current market value of 1.14 trillion as of April 2020.
Nike Corporation
Nike is one of the most famous footwear companies of the 20th century. With their slogan, “Just Do It,” it is one of the most obvious examples of transformational leadership and motivation.
Nike connected with customers through this focused marketing and created exclusive membership opportunities. By motivating its entire customer base to be the best, most healthy versions of themselves, Nike increased its product development cycle, quickly responding to changes in trends and customer feedback.
This resulted in Nike’s stock price increased from less than $50 to nearly 100 dollars in two years.
Netflix’s Reed Hastings
When it first launched, despite its large competitor, Blockbuster, Hastings had a grand vision of Netflix replacing this company. He came up with the novel idea of user-friendly streaming that became the starting point of this dream’s actualization. Today, Netflix has nearly 200 million subscribers world-wide and is the largest online streaming service.
Apple’s Steve Jobs
Steve Jobs is one of the best examples of transformational leadership in the 21st century. From wearing pairs of the same clothing each day for increased productivity, to designing the break-through idea of the iCloud, Steve Jobs was the brain behind the success of Apple.
With Steve Jobs’ legacy guiding the company, the company shifted from product-based identification to more services and brand loyalty services. Apple is a 2 trillion-dollar company today, and in the next few years, this is only expected to expand.
What are the effects of transformational leadership?
Transformational leaders are those who inspire their members to achieve beyond their presumed potential. In the same way, these transformed members then go on to become leaders in their own right.
Transformational leaders’ personalized response empowers individuals and helps them to develop their potential. The effects of transformational leadership have a lasting and positive impact.
Members develop positive psychological states and find greater meaning in their work. In addition, they also learn to think positively about themselves and the tasks that they are meant to complete.
This results in decreased burnout, social loafing, and increased individual motivation.
Leadership expert Ronald Riggio suggests that this is because of transformational leaders’ unflinching belief that each and every member brings unique talents and skills to a team, and that the voice of each member is important.
He also suggests that the leaders’ strong belief in the vision of the team has a significant impact on the overwhelmingly positive results of the leadership style. By creating a common goal, or vision, leaders enhance the quality of their relationships and create environments that are fair, respectful, and supportive.
It is important to recognize that while this leadership style is extremely effective, there are some team members who will not respond as favorably to transformational leadership. Leaders must adjust their efforts as needed in order to meet their goals.
Implications for managers
While it is important to look at the success and growth of companies and entrepreneurs, it is important to recognize that most of these companies and people did not start out successful.
Yukl (1994) draws some tips for transformational leadership:
References
Bass, B. M. (1985) Leadership and Performance beyond Expectations. Free Press, New York.
Bass, B. M. (1990) From transactional to transformational leadership: Learning to share the vision.Organizational Dynamics 18,19-31.
Bass, B. M. and Avolio, B. J. (1989). Manual for the Multifactor Leadership Questionnaire. ConsultingPsychologists Press, Palo Alto.
Bass, B. M. and Avolio, B. J. (1994) Improving Organizational Effectiveness through TransformationalLeadership. Sage Publications, Thousand Oaks, CA.
Bass, B. M., Avolio, B. J., & Atwater, L. (1996). The transformational and transactional leadership of men and women.Applied Psychology: An International Review, 45, 5–34
Bass, B. M., & Riggio, R. E. (2006). Transformational leadership.
Burns, J. M. (1978). Leadership. NY: Harper & Row.
Downton, J. V. (1973). Rebel leadership: Commitment and charisma in a revolutionary process. New York: Free Press.
Yukl, G.(1999). An evaluation of conceptual weaknesses in transformational and charismatic leadership theories.Leadership Quarterly, 10,285-305; http://dx.doi.org/10.1016/S1048-9843(99)00013-2
Further InformationLeithwood, K., & Jantzi, D. (2005). Transformational leadership. The essentials of school leadership, 31-43.Bass, B. M. (1999). Two decades of research and development in transformational leadership. European journal of work and organizational psychology, 8(1), 9-32.Bass, B. M., & Avolio, B. J. (1993). Transformational leadership and organizational culture. Public administration quarterly, 112-121.Bass, B. M., & Steidlmeier, P. (1999). Ethics, character, and authentic transformational leadership behavior. The leadership quarterly, 10(2), 181-217.
Further Information
Leithwood, K., & Jantzi, D. (2005). Transformational leadership. The essentials of school leadership, 31-43.Bass, B. M. (1999). Two decades of research and development in transformational leadership. European journal of work and organizational psychology, 8(1), 9-32.Bass, B. M., & Avolio, B. J. (1993). Transformational leadership and organizational culture. Public administration quarterly, 112-121.Bass, B. M., & Steidlmeier, P. (1999). Ethics, character, and authentic transformational leadership behavior. The leadership quarterly, 10(2), 181-217.
What is transformational leadership?Transformational leadership is a leadership style where leaders inspire, motivate, and stimulate their followers intellectually to work towards a shared and valued goal. These leaders encourage innovation, creativity, and personal development among their team members, fostering an environment of trust, respect, and admiration. They aim to transform their followers’ individual and collective consciousness to achieve organizational success.Which leadership style can resemble transformational leadership because these leaders inspire enthusiasm in their teams and are energetic in motivating others to move forward?Charismatic leadership style can closely resemble transformational leadership as charismatic leaders inspire enthusiasm and motivate others towards their goals. They use their personal charm and appeal to inspire, energize, and encourage their teams to move forward.
What is transformational leadership?Transformational leadership is a leadership style where leaders inspire, motivate, and stimulate their followers intellectually to work towards a shared and valued goal. These leaders encourage innovation, creativity, and personal development among their team members, fostering an environment of trust, respect, and admiration. They aim to transform their followers’ individual and collective consciousness to achieve organizational success.
Transformational leadership is a leadership style where leaders inspire, motivate, and stimulate their followers intellectually to work towards a shared and valued goal. These leaders encourage innovation, creativity, and personal development among their team members, fostering an environment of trust, respect, and admiration. They aim to transform their followers’ individual and collective consciousness to achieve organizational success.
Which leadership style can resemble transformational leadership because these leaders inspire enthusiasm in their teams and are energetic in motivating others to move forward?Charismatic leadership style can closely resemble transformational leadership as charismatic leaders inspire enthusiasm and motivate others towards their goals. They use their personal charm and appeal to inspire, energize, and encourage their teams to move forward.
Which leadership style can resemble transformational leadership because these leaders inspire enthusiasm in their teams and are energetic in motivating others to move forward?
Charismatic leadership style can closely resemble transformational leadership as charismatic leaders inspire enthusiasm and motivate others towards their goals. They use their personal charm and appeal to inspire, energize, and encourage their teams to move forward.
Saul McLeod, PhD
BSc (Hons) Psychology, MRes, PhD, University of Manchester
Saul McLeod, PhD., is a qualified psychology teacher with over 18 years of experience in further and higher education. He has been published in peer-reviewed journals, including the Journal of Clinical Psychology.
Chioma UgochukwuHarvard MME: President, Director of DistributionBSc (Hons) Biological Science, Harvard UniversityChioma Ugochukwu, currently studying Biological Science at Harvard University, serves as the president of the Harvard Foundation for the International Medical Relief of Children.
Chioma UgochukwuHarvard MME: President, Director of DistributionBSc (Hons) Biological Science, Harvard University
Chioma Ugochukwu
Harvard MME: President, Director of Distribution
BSc (Hons) Biological Science, Harvard University
Chioma Ugochukwu, currently studying Biological Science at Harvard University, serves as the president of the Harvard Foundation for the International Medical Relief of Children.
