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Business leaders must have the ability to inspire their employees to achieve the goals of their organization. This is to create high-performance workforces using new concepts of leadership, like transformational leadership theory. Read this article to learn more about this topic. Transformational leadership theory (TLT) is a leadership theory that results in positive changes in both leaders and followers. It boosts the motivation, morale, and performance of followers through different mechanisms. Transformational leaders have energetic, enthusiastic, and passionate personalities. They are concerned and involved in the entire process, and focused on helping followers succeed by: 1. Connecting the follower's sense of identity and self to the project 2. Connecting the follower's sense of identity to the collective identity of the organization 3. Being a role model for followers who inspires and makes them interested 4. Challenging followers to take full ownership of their work 5. Understanding the strengths and weaknesses of followers TLT has for main components, and they are: 1. Intellectual Stimulation This describes a leader challenging assumptions, taking risks, and soliciting followers' ideas. Leaders using this component stimulate and encourage creativity within their followers, turning them into independent thinkers. They inspire their followers to explore new ways of doing things and new opportunities to learn. They initiate new ideas from their followers, and never criticize them for their mistakes publicly. They also do not hesitate discarding an old practice if they are ineffective. For leaders using this component, learning is a value, and unexpected situations are learning opportunities. As such, their followers are inquisitive, innovative, and deep-thinkers. 2. Individualized Consideration This describes a leader mentoring or coaching each follower, and listening and attending to each follower’s concerns and needs. Leaders using this component give empathy and support, keep communication open, and place challenges before their followers. They also nurture supportive relationships by celebrating the individual contribution of each of their followers. Leaders using this component treat each follower differently, according to their talents and knowledge. They also empower their followers to make their own decisions, and empower them with needed support to implement these decisions. As such, their followers have the drive and aspiration for self-development, along with the inherent motivation for their tasks. 3. Inspirational Motivation This describes a leader communicating an appealing and inspiring vision and mission, and a set of values to followers. Leaders using this component challenge their followers with high standards, communicate optimism about future goals, and provide meaning to tasks. These, together with the communication skills of the leaders, drive the organization forward. These communication skills also make the vision understandable, precise, powerful, and engaging. Leaders also work to nurture teamwork and commitment in followers enthusiastically and optimistically. Under this component, followers need to have a strong sense of purpose to be motivated to act. They also should be willing to invest more effort in each of their tasks. 4. Idealized Influence This describes the leader influencing followers by practicing their own teachings. Leaders using this component act as role models that their followers want to imitate. They always win the trust and respect of their followers through their actions and by demonstrating high standards of ethical conduct. They also place the needs of their followers over their own and sacrifice personal gains for them. They do all these to influence their followers to strive for the common goal of the organization. Go online and research further for more information about TLT. Blake Soundy is a life coach who recommends using transformational leadership theory for business leaders.
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