The whole content of transformational leadership theory is about leaders who create positive changes between followers because they take care of each other's interests and act for the interests of the entire group. James MacGregor Burns welcomed the concept of transformational leadership for the first time in his expanded research on leadership.
"Basically, the task of the leader is to raise awareness on a broad scale. The basic behavior of leaders is to induce people to realize or realize their feelings – to feel their true needs in such a consistent way, to define their values so Meaningful, so that they can be transferred to purposeful action."
In this style of leadership, the leader enhances the motivation, morality and performance of his follower group. Therefore, according to McGregor, transformational leadership is about value and meaning, and is the goal of surpassing short-term goals and focusing on higher-order needs.
When organizational change and big changes change, people feel unsafe, anxious and lack of energy - so in these situations, especially during these difficult times, enthusiasm and energy are full of appeal and inspiration.
However, so many organizational changes have failed because leaders are concerned about the changes they face, not the transitions people must make to adapt to them.
In my opinion, the director who caused the change is responsible for providing positive energy injection.
from
The transformation method also depends on winning people's trust - this can be achieved through unconscious assumptions that they will also change or change in some way by following the leader.
The transformation method also depends on winning people's trust - this can be achieved through unconscious assumptions that they will also change or change in some way by following the leader.
This often occurs with military commanders and wartime political leaders. An example of this is that Mrs. Thatcher - the prime minister of the British government during the 1982 Falkland Islands War - was able to generate a stronger British national identity among the British population.
It sounds like this leadership style is great for change management, isn't it? However - this approach requires absolute integrity and personal behavior that is consistent and resonating with your vision and information.
I remember a ridiculous situation in which I was involved in a British company where directors tried to achieve greater cultural change in cross-departmental trust and communication, but still retained a separate manager's restaurant and specifically assigned the nearest parking space. . Office front door!
Ok, what's important is - how to change management without applying change leadership theory
- Concentration on power, status, politics and allowances
from
- Stay focused on short-term
from
- Hard data oriented
from
- Focus on tactical issues
from
- Working within existing structures and systems
from
- Focus on getting the job done
from
- Processes and activities focused on short-term profit
Doesn't this sound like a typical good project manager's description, with a mission-driven mindset?
Oh, I have not opposed this kind of leadership and management. Attila Hun's leadership school has time and place. I have done it very often and very effectively - and no regrets.
However, in the case of change management, especially in the current climate, this leadership style is not enough.
The four components of a transformative leadership style are:
[1] The influence of charm or idealization - The extent to which the leader demonstrates in an admirable way, and demonstrates conviction and takes a position that enables followers to identify with leaders with clear values and serve as role models for followers.
[2] Inspiring motives - Leaders express optimism about future goals and attract the vision of followers, and provide meaning for current tasks.
[3] Intellectual stimulation - Leaders challenge challenges, stimulate and encourage followers' creativity - by providing followers with a framework to understand how they relate [leaders, organizations, each other and goals] they can creatively overcome any obstacles in the way of the task.
[4] Personal and personal attention - Leaders pay attention to the needs of each follower and act as a mentor or coach, and respect and appreciate the individual's contribution to the team. This achieves and enhances the capabilities of each team member. Need for self-realization and self-worth - doing so can motivate followers to further realize and grow.
Applying transformational leadership in a change management environment is well-suited to the overall and broad perspective of a program-based approach to change management and is therefore a key element in successfully managing a change strategy.
And, to ensure that you adopt a successful strategy to manage changes - these strategies are right for your organization - You need to know how to apply : [a] these transformational leadership skills, and [b] how to apply processes based on support program management - Make sure you avoid a catastrophic 70% failure rate All business change initiatives.
Orignal From: Transformational leadership theory - four key components of leadership change and management change
No comments:
Post a Comment