Much of modern day leadership thinking is based around the theory of transformational leadership, of which MacGregor Burns first introduced this concept in 1978, in his book called, ‘Leadership’.
Burns was one of the first gurus to identify that true leadership not only creates change and achieves goals within his or her environment, but changes the people and their actions for the better as well.
Transformational leadership also allows people to find their selves and promote leadership within the team setting, through empowerment and coaching. Thus, the great leaders create succession planning by developing people and allowing them to take the initiative. There are arguably a number of attributes and behaviours that exhibit a true transformational leader.
Intellectual Stimulation – Encouraging and facilitating learning for each member of the team.
Inspirational Motivation – The aim is not punish or tell someone to do something, but inspire them to challenge the status quo.
Individualised Consideration – The role of the leader here is to act as a coach and mentor, facilitating improvements, ownership, learning and empowerment. People are empowered to make decisions and take on tasks that enable them to learn and develop.
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Creating high-performance workforce has become increasingly important and to do so business leaders must be able to inspire organizational members to go beyond their task requirements. Transformational leadership may be found at all levels of the organization: teams, departments, divisions, and organization as a whole. Inspirational Motivation: The foundation of transformational leadership is the promotion of consistent vision, mission, and a set of values to the members.
Intellectual Stimulation: Such leaders encourage their followers to be innovative and creative. Idealized Influence: They believe in the philosophy that a leader can influence followers only when he practices what he preaches. Individualized Consideration: Leaders act as mentors to their followers and reward them for creativity and innovation. The theory is very difficult to e trained or taught because it is a combination of many leadership theories. Followers might be manipulated by leaders and there are chances that they lose more than they gain.

The current environment characterized by uncertainty, global turbulence, and organizational instability calls for transformational leadership to prevail at all levels of the organization. As a premium member, you get access to view complete course content online and download powerpoint presentations for more than 120 courses in management and skills area. MSG team comprises experienced faculty and professionals who develop the content for the portal.
Management Study Guide is a complete tutorial for management students, where students can learn the basics as well as advanced concepts related to management and its related subjects. Growth, improving the customer experience, and increasing profitability are just a few of the business objectives leaders are focusing on in 2015. Creating USPs to align every employee with organizational goals is a great way to ensure successful achievement of these goals. USPs require some work up front, however, once created they provide a business-focused measurement of success for everyone.They ensure an organization is hiring, promoting and investing exclusively in people with the knowledge, skills, attitudes and behaviors necessary to achieve the organization’s goals.
It effectively takes all the leadership styles developed over the years and combines them to form one leadership theory that encapsulates leading through inspiring. Through the use of demonstrating the right behaviours, they win trust and respect from their team. This learning is more ‘learn by doing’, whereby transformational leadership encourages followers to be innovative, creative and solve problems. Transformational leaders guide followers by providing them with a sense of meaning and a degree of challenge.
The leader in this respect, focuses on ensuring support is given to allow the person to succeed. Set a goal and believe in that goal – communicate it with everyone and get people thinking about it. Use tools like the Johari Window, Belbin Team Roles, and also Myers Briggs to help understand individual strengths and weaknesses. Use the principles of continuous improvement with your team members and encourage learning. As a result, new concepts of leadership have emerged - transformational leadership being one of them.
They encourage new ideas from their followers and never criticize them publicly for the mistakes committed by them. The followers of such leaders demonstrate high levels of job satisfaction and organizational commitment, and engage in organizational citizenship behaviors. A USP is the single best tool to align people with objectives and clearly tie performance to business outcomes.

You probably felt that the ambiance was perfect and you were empowered to learn and try new things.
They also on numerous occasions, place the needs of their team and individuals first, working in an ethical and moral way.
The team benefit through the principles of continuous improvement and trial and error, thus expanding their knowledge as they progress. They work ardently to foster the spirit of teamwork and commitment and clearly communicate the way forward, its vision, and the objectives that the team needs to achieve. Team members are treated according to their skills and knowledge and in much the same way as Situational Leadership would suggest; led depending on their task ability and willingness. Transformational leaders guide followers by providing them with a sense of meaning and challenge.
They are empowered to make decisions and are always provided with the needed support to implement their decisions. With such a devoted workforce, it will definitely be useful to consider making efforts towards developing ways of transforming organization through leadership. The use of power for transformational leaders is used more to influence others to achieve the team’s and their own goals. They encourage new ideas from their followers and never criticise them publicly for mistakes made: the leaders focus on the “what” in problems and do not focus on finger pointing.
They work enthusiastically and optimistically to foster the spirit of teamwork and commitment. They have no hesitation in discarding an old practice set by them if it is found ineffective. They typically place their followers needs over their own, sacrifice their personal gains for them, ad demonstrate high standards of ethical conduct. They also easily discard an old practice set by them if it is found ineffective, in true continuous improvement style and encourage new ideas and growth through learning. The use of power by such leaders is aimed at influencing them to strive for the common goals of the organization.

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