Change Is Considered By Many As The New Normal Effective Cha

Change Is Considered By Many As The New Normal Effective Change Manag

Change is considered by many as the new normal. Effective change management must be part of an organization’s DNA. An emerging leadership style called the transformational style has been shown to be effective in this environment, especially in leading change. This form of leadership goes beyond traditional forms of leadership which relied mainly on centralized control. It emphasizes more open communication, collaboration, and participation by employees.

Using the assigned readings, the Argosy University online library resources, and the Internet, research the transformational style of leadership. Then, respond to the following: What are the key attributes of the transformational style of leadership? Explain why you think these attributes are required of a transformational leader. From either personal experience, or through observation, provide examples of transformation leadership. Which of the other leaders who you have seen come close to being effective transformational leaders? How could they have changed to be transformational leaders? Justify your answer with appropriate examples. Write your initial response in approximately 300 words. Apply APA standards to citation of sources.

Paper For Above instruction

Introduction

In the rapidly evolving landscape of organizational management, change is no longer an exception but has become the norm. To thrive amidst continuous change, organizations need effective change management strategies rooted in transformational leadership. This leadership approach fosters motivation, innovation, and commitment among employees, facilitating the transition through change processes. This paper explores the key attributes of transformational leadership, reasons for their necessity, real-world examples, and potential pathways for traditional leaders to adopt transformational qualities.

Key Attributes of Transformational Leadership

Transformational leadership is characterized by several core attributes that distinguish it from transactional or traditional leadership styles. These include idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration (Bass & Riggio, 2006).

Idealized influence refers to leaders acting as role models who earn admiration and trust. Inspirational motivation involves inspiring followers toward a shared vision and goals. Intellectual stimulation encourages innovation and creativity by challenging existing beliefs and processes. Individualized consideration involves recognizing and nurturing individual team members’ needs and potential.

These attributes are vital because they foster an environment where employees feel valued, motivated, and engaged. Transformational leaders inspire higher levels of performance by aligning organizational goals with individual aspirations, thereby creating committed and proactive teams (Avolio & Bass, 2004).

Why Are These Attributes Necessary?

These attributes are essential because they prepare organizations to navigate complex and unpredictable environments effectively. During change initiatives, employees often resist new procedures or strategies; transformational leaders mitigate resistance by motivating and empowering followers (Burns, 1978). Their leadership fosters trust and confidence, which are crucial for reducing uncertainty and fostering adaptability.

Furthermore, the emphasis on open communication and collaboration ensures that change is not imposed from the top but is a participatory process, increasing buy-in and reducing resistance (Bass, 1990). These attributes also facilitate innovation, critical during periods of transformation where new approaches are necessary.

Examples of Transformational Leadership

In my personal experience, a project manager at a previous employer exemplified transformational leadership by motivating the team during a major organizational restructure. She communicated a compelling vision, fostered open dialogue, and tailored her support to individual team members’ development needs, resulting in enhanced performance and morale.

Observing prominent leaders in the corporate world, Elon Musk exemplifies transformational qualities through his visionary initiatives at Tesla and SpaceX. Musk's ability to inspire innovation and foster a culture of continuous improvement demonstrates transformational leadership in practice.

Improving Traditional Leaders to Be Transformational

Many leaders who exhibit transactional qualities could evolve into transformational leaders by adopting several key practices. For example, a supervisor I observed relied heavily on strict oversight and control. To transition into a transformational leader, this supervisor could emphasize inspiring a shared vision, encourage team input, and focus on individual development.

By practicing active listening, fostering innovation, and recognizing achievements personally, such leaders could inspire greater commitment and enthusiasm among their teams (Yukl, 2010). For instance, implementing regular opportunities for employees to participate in decision-making could enhance ownership and motivation, aligning with transformational leadership principles.

Conclusion

Transformational leadership is vital in managing change effectively within organizations. Its core attributes—idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration—are essential drivers of employee engagement, innovation, and organizational resilience. Traditional leaders can adopt these qualities through deliberate practice, fostering an environment where change is embraced as an opportunity for growth rather than a threat.

References

• Avolio, B. J., & Bass, B. M. (2004). Multifactor Leadership Questionnaire Manual. Mind Garden.
• Bass, B. M. (1995). Leadership and performance beyond expectations. Free Press.
• Bass, B. M., & Riggio, R. E. (2006). Transformational Leadership. Psychology Press.
• Burns, J. M. (1978). Leadership. Harper & Row.
• Yukl, G. (2010). Leadership in Organizations. Pearson Education.
• Northouse, P. G. (2018). Leadership: Theory and Practice. Sage Publications.
• Antonakis, J., & House, R. J. (2014). Instrumental and expressive styles of leadership. Academy of Management Annals, 8(1), 235-292.
• Bass, B. M. (1990). From transactional to transformational leadership: Learning to share the vision. Organizational Dynamics, 18(3), 19-31.
• Podsakoff, P. M., MacKenzie, S. B., & Bommer, W. H. (1996). Transformational leader behaviors and substitutes for leadership as determinants of employee satisfaction, commitment, trust, and organizational citizenship behaviors. Journal of Management, 22(2), 259-298.
• Gill, R. (2011). Theory and Practice of Leadership. Sage Publications.