Hange Is Considered The New Normal Effective Change

Hange Is Considered By Many As The New Normal Effective Change Manage

Hange 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. By the due date assigned, post your response to the appropriate Discussion Area. Through the end of the module, review and comment on at least two peers’ responses. Write your initial response in 300–500 words. Your response should be thorough and address all components of the discussion question in detail, include citations of all sources, where needed, according to the APA Style, and demonstrate accurate spelling, grammar, and punctuation.

Paper For Above instruction

The transformational leadership style has gained significant recognition as an effective approach for guiding organizations through change, especially in a rapidly evolving business environment. This leadership model emphasizes inspiring and motivating followers to exceed expectations by fostering a shared vision, encouraging innovation, and promoting personal development. To understand this leadership style comprehensively, it is essential to examine its key attributes, the reasons these are vital for transformational leaders, and real-world examples illustrating its application.

Key Attributes of Transformational Leadership

Transformational leaders possess several core characteristics that distinguish them from other leadership styles. These attributes include idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. Idealized influence refers to the leader acting as a role model and earning the admiration and trust of followers (Bass & Avolio, 1994). Inspirational motivation involves articulating a compelling vision that encourages enthusiasm and commitment. Intellectual stimulation challenges followers to think creatively and question established ideas, fostering innovation. Lastly, individualized consideration highlights the leader’s focus on personal development, offering support and mentorship tailored to individual needs (Northouse, 2018).

Importance of These Attributes

These attributes are crucial because they enable transformational leaders to inspire trust, foster innovation, and develop followers' potential. In environments characterized by change, such as organizations undergoing digital transformation or cultural shifts, such qualities become essential. Leaders who can articulate a clear vision and motivate employees to buy into that vision are more effective in navigating complex change processes. Moreover, by attending to individual development, transformational leaders build a sense of loyalty and commitment among their teams, which sustains effort during challenging periods (Bass & Riggio, 2006).

Examples of Transformational Leadership

From personal observation, many successful CEOs and managers exemplify transformational leadership. For instance, Satya Nadella’s leadership at Microsoft is a notable example. Upon taking the helm, Nadella emphasized empathy, innovation, and a growth mindset, inspiring employees to embrace change and collaborate more effectively. His emphasis on transforming Microsoft’s culture exemplifies the principles of transformational leadership by fostering an environment of trust and shared vision.

Leaders Closer to Effective Transformational Leaders

Some leaders may exhibit traits close to transformational leadership but fall short of the full model. For example, a department head who motivates teams through charisma and vision but lacks personalized coaching may be partially transformational. To fully embody transformational leadership, such leaders should develop genuine relationships with followers, provide mentorship, and promote intellectual engagement—steps that deepen their influence and effectiveness (Avolio & Bass, 2004).

Enhancing Leadership to Fully Embrace Transformation

To evolve into a truly transformational leader, these individuals need to focus on empowering followers and fostering innovation actively. For example, a manager who relies on authority might shift toward participative decision-making and active listening, thereby building trust and encouraging ownership among team members. Such changes can be justified by referencing transformational leadership theories, emphasizing emotional intelligence and authentic engagement as catalysts for effective transformation (Goleman, 1998).

Conclusion

Transformational leadership plays a vital role in managing change by inspiring and developing followers. Its core attributes—idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration—are essential for leaders seeking to navigate complex and dynamic environments successfully. By understanding and cultivating these qualities, leaders can become effective agents of change, fostering organizational resilience and growth.

References

• Avolio, B. J., & Bass, B. M. (2004). Multifactor Leadership Questionnaire Manual. Mind Garden.
• Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage Publications.
• Bass, B. M., & Riggio, R. E. (2006). Transformational leadership (2nd ed.). Psychology Press.
• Goleman, D. (1998). Working with emotional intelligence. Bantam Books.
• Northouse, P. G. (2018). Leadership: Theory and practice (8th ed.). Sage Publications.
• Antonakis, J., & House, R. J. (2014). Instrumental leadership: Measurement and extension of transformational–transactional leadership theory. The Leadership Quarterly, 25(4), 746-771.
• Burns, J. M. (1978). Leadership. Harper & Row.
• Leithwood, K., & Jantzi, D. (2005). A review of transformational leadership research. Leadership & Policy in Schools, 4(3), 177-199.
• Robinson, S. P., & Judge, T. A. (2019). Organizational behavior (18th ed.). Pearson.
• Yukl, G. (2010). Leadership in organizations (7th ed.). Pearson Education.