Aspects of Transformational

There are many theories of leadership: charismatic, innovative, laissez faire, servant, situational, transactional, autocratic and transformational. Perhaps one of the strongest styles of leadership is transformational leadership, albeit as with any style there are some strong points and weak points. Any good leader, that is those of level 4 and 5 leaders know about these aspects and how to compensate for any weaknesses. There are five levels of leadership that was developed by Jim Collins in the 1990s.

Level 1: Highly Capable Individual. This leader has the ability to make high quality contributions to your work. They have the levels of knowledge and talent and skills to do a proficient job.

Level 2: Contributing Team Member. This leader uses their education, training and skills to help their team be successful. These leaders work efficiently with other people in your group.

Level 3: Competent Manager. Level 3 leaders are able to coordinate a group effectively to attain explicit goals and objectives.

Level 4: Effective Leader. Level 4 is the class where most high level leaders are found. These leaders are able to incite a department or company to meet carry out objectives and attain a vision.

Level 5: Great Leader. A level 5 leader has all of the talent needed for the other four levels, plus you have the exceptional blend of modesty and will required for true significance.

Leadership philosophies have progressed for decades into various forms, with each having its own line of beliefs and providing a pattern of effectively managing a team. Transformational leadership encourages employees to present exceptional in accordance with the leader’s example and traits. Transformational leadership also shows that people can do more with positive rather than negative stimuli. There are some advantages and disadvantages to transformational leadership.

Transformational leadership provides quick measurement of a company’s existing circumstance and to articulate a vision for enhancement and growth.

Transformational leaders convey their visions accurately to other leaders in their organization and to all the employees to ensure that everyone works toward the same goals.

This leadership theory helps to produce an eager work environment and guides a company with variation and innovation. Employees who work with proper motivation, they will bring a higher level of efficiency and production.

Transformational leadership’s foresight aligns with the ability to motivate. Passion is a universal trait that enables transformational leaders to get their teams to optimize performance. During periods of difficulty, transformational leaders utilize their passion to help employees aim for achieving their goals.

Transformational leaders are known for their insight and attention to the big picture they could miss important details which can be dangerous. Therefore the teams of these leaders should include detail orientated employees. Other executives, assistants or managers are required to maintain focus on all aspects of a plan so that the vision can move in the right direction.

Those who utilize transformational leadership are able to accomplish change by motivating their teams to set aside short-term and individual interests to work together toward a common goal. Although this method is appealing, it also has some weaknesses. A good transformational leader will realize that there are strengths and weaknesses to this leadership style as with any other one. For best results, transformational leaders must engage the help of those who are more detail oriented.

David G Komatz is a seasoned pro with over 46 years of accounting experience. Within those years he has gained 35 years experience in leadership, 15 years in HR management and 10+ years in fraud prevention and deterrence. He has a MBA in Forensic Accounting, MS in Organizational Leadership, two graduate certificates in criminal justice and HR management and is currently a student in a Doctor of Business Administration in Global Business and Leadership.

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