Ch: 12: Fundamental Need for Transformational Leadership
"One key to successful leadership is continuous personal change. Personal change is a reflection of our inner growth and empowerment."
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— Robert E. Quinn
This blog will discuss the similarities and differences between transformational leadership relative to both transactional leadership and charismatic leadership.
The text describes transformational leadership as the ability to bring about significant change in both the followers and the organization (Daft, 2018). In order for an organization to grow, it must be able to adapt and change. The leadership of each organization will set the courses for both success and failure, dependent on their ability to bring about change. Transformational leaders are those who best motivate followers to meet their potential and instill a greater vision through empowerment and role modeling.
Transactional leadership styles are those styles that are more concerned with keeping things "afloat" and in the normal flow of operations (Ingram, 2019). It's not exactly the pillar of change that transformational leadership is supposed to be as it only appears to focus on the present tasks. The transaction aspect represents the exchange process between the leaders and the followers (Daft, 2018). For example, this could be followers receiving job bonuses or rewards for certain duties, and the reward for the leader is the job is now completed. The text describes four ways that transformational leadership differs from transactional leadership.
Each of these are very important differences of transformational vs. transactional leadership. However, the one that jumps out to me as the most important is transformational leaders being concerned with not only the lower-level needs of their followers but seeking to improve their followers self-esteem and work towards self-actualization. This goes back to the Maslow's heirarchy of needs, in which the therapist in me finds significant importance. If you want the best out of your followers, you will work to build the best possible versions of them.
Now let's move on to charismatic leadership. These leaders are described as being very skilled communicators who are not only verbally eloquent, but also able to communicate to followers on a deep, emotional level (Riggio, 2012). The text defines these leaders as having an emotional impact that inspires people to do things beyond what they would typically do, despite obstacles or personal sacrifice (Daft, 2018). Martin Luther King Jr. is described as a charismatic leader.
Charismatic leadership does have similarities to transformational leadership. Both are visionaries and both inspire and influence others. They also both motivate followers to be better and work towards the greater good of the organization (Charismatic leadership, 2014). Transformational leadership differs, however, in that it seeks to increase empowerment and engagement and motivate followers with a vision and self-sacrifice for the organization; charismatic leadership instead instills submission through admiration for the leader (Daft, 2018). Charismatic leaders also speak more from their moral compass and passion versus the existing model of doing business (Charismatic leadership, 2014). In summation, transformational leadership appears to be the overall better style for organizations, but the best organizational transformative leaders also have charismatic traits as well.
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- Transformational leadership is a vision launcher (Daft, 2018).
- Transformational leaders inspire and motivate their followers to embrace change and work towards improving the organization as a whole (Daft, 2018).
- Transformation leaders strive for their followers to not only have their basic needs met, but reach self-actualization and improved self-esteem (Daft, 2018).
- Transformational leadership develops followers into leaders (Daft, 2018).
Each of these are very important differences of transformational vs. transactional leadership. However, the one that jumps out to me as the most important is transformational leaders being concerned with not only the lower-level needs of their followers but seeking to improve their followers self-esteem and work towards self-actualization. This goes back to the Maslow's heirarchy of needs, in which the therapist in me finds significant importance. If you want the best out of your followers, you will work to build the best possible versions of them.
Now let's move on to charismatic leadership. These leaders are described as being very skilled communicators who are not only verbally eloquent, but also able to communicate to followers on a deep, emotional level (Riggio, 2012). The text defines these leaders as having an emotional impact that inspires people to do things beyond what they would typically do, despite obstacles or personal sacrifice (Daft, 2018). Martin Luther King Jr. is described as a charismatic leader.
Charismatic leadership does have similarities to transformational leadership. Both are visionaries and both inspire and influence others. They also both motivate followers to be better and work towards the greater good of the organization (Charismatic leadership, 2014). Transformational leadership differs, however, in that it seeks to increase empowerment and engagement and motivate followers with a vision and self-sacrifice for the organization; charismatic leadership instead instills submission through admiration for the leader (Daft, 2018). Charismatic leaders also speak more from their moral compass and passion versus the existing model of doing business (Charismatic leadership, 2014). In summation, transformational leadership appears to be the overall better style for organizations, but the best organizational transformative leaders also have charismatic traits as well.
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