"A bad system will beat a good person every time." - Edwards Deming
The theory of transformational leadership is a theory that I highly resonate with and feel a natural draw towards. Through years of working in contrasting team environments and organization cultures, I have found that my purpose is to be a builder of people and a builder of systems that build people. Transformational leadership is a theory that does an excellent job of encapsulating that purpose and providing applicable ways to incorporate it into daily decision-making. The Multifactor Leadership Questionnaire was an excellent way to gauge transformational leadership aspects and gain self-awareness of strengths and potential drawbacks. I found that I agreed with the high scores in idealized influence, inspirational motivation, intellectual stimulation, individualized consideration. I find myself thinking of these four aspects when making managerial decisions on a frequent basis. Included below are my assessment scores for the main components and how I view them in practice.
Idealized Influence - 14 - High
"The transformational leader serves as a role model for followers" (Cherry, 2020). I view idealized influence as gaining and upholding the trust and respect of followers. A transformational leader should be approachable and followers should feel comfortable asking questions or asking for advice.
Inspirational Motivation - 13 - High
"Transformational leaders have a clear vision that they are able to articulate to followers" (Cherry, 2020). I view inspirational motivation as inspiring followers and allowing them the opportunity to find and develop their passions. A transformational leader would create a culture that is uplifting and positive in the face of adversity.
Intellectual Stimulation - 15 - High
"Leaders also need to understand that culture is dynamic and that change will happen in their organizations even if they do nothing to guide it" (Hollister, 2021). I view intellectual stimulation as leaders guiding and pushing followers to think out-of-the-box and develop creative ways to solve problems. I was recently reading an article in the MIT Sloan Management Review titled "Why Every Executive Should Be Focusing on Culture Change Now" by Rose Hollister. The article outlined many examples of the need for constant change and innovation. Every organization must be able to create and maintain a competitive advantage in their industry and in their retainment and development of employees. There are always opportunities to learn, and a transformational leader should be looking for untapped efforts at every decision point.
Individualized Consideration - 13 - High
Transformational leaders "maximize their teams' capability and capacity" (STU, 2014). I view individualized consideration as always being a source of support and encouragement for followers. A transformational leader will communicate with followers in a way that empowers and encourages them to bring their unique contributions to the table.
References:
What is Transformational Leadership? Ideas Produce Results. (2014, November 25). St. Thomas University Online. https://online.stu.edu/articles/education/what-is-transformational-leadership.aspx
Cherry, Kendra (2020) How Do Transformational Leaders Inspire and Motivate Followers? Verywell Mind, Verywell Mind, https://www.verywellmind.com/what-is-transformational-leadership-2795313.
Hollister, R., Tecosky, K., Watkins, M., & Wolpert, C. (2021, August 10). Why Every Executive Should Be Focusing on Culture Change Now. MIT Sloan Management Review. https://sloanreview.mit.edu/article/why-every-executive-should-be-focusing-on-culture-change-now/