Tag Archives: transformational leadership

Co-creating the future

Last Wednesday, my team and I met for a long overdue planning session. (The photo featured here depicts some of our work.) Usually we conduct these every summer and spend a day off-site to re-focus on our mission, review our collective work from the year before and to set goals and priorities for the year ahead. Needless to say, due to staff turnover and my absence on medical leave, we didn’t get around to this important task until October.

In our two-hour abbreviated planning session, we still made time to include a discussion on each person’s “big ideas” for enhancing the programs, services, and resources we deliver to our campuses. And we talked through a draft workplan for this year in record time. While it wasn’t ideal…I would have liked to have had more time for everyone to discuss their ideas in detail…it was a start to reconnecting as a team and continuing to c0-create a desired vision for the near-future.

When I look at the Bass’s 4 I model of Transformational leadership, planning sessions are a key tool that leaders can use demonstrate Inspirational Motivation. If you recall from last Monday’s post, it was defined as:

  • Inspire and motivate followers by providing meaning and a sense of challenge to their work.
  • Involve followers in creating a desired vision for the future
  • Communicate clear expectations
  • Demonstrate commitment to shared goals of the team

Team planning sessions involve followers in creating a desired vision for the future. Documenting what happened in those planning sessions through a workplan can help set clear expectations and demonstrate commitment to shared goals. In addition, making sure that your team is grounded with a set of guiding principles or goals helps to provide meaning for everyone as they work together and contribute to the good of the organization.

What other tools, processes, or behaviors have you used to demonstrate Inspirational Motivation? Please feel free to share your expertise and leave a comment below.

Anita Rios

 

 

 

 

 

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Demystifying transformational leadership

As my colleague Todd shared last week, “Transformational leadership causes people to trust, respect, and even admire, their leaders.” It also inspires and empowers followers to exceed normal levels of performance. Sounds like wonderful, but heady stuff!

As a leader, you might ask: what can I do to become more of a transformational leader? How can I inspire trust and respect and empower those I lead? Is there a recipe or a checklist that can help guide me? To answer that question, Bass, author of Transformational Leadership, outlines four helpful components to transformational leadership.

Often referred to as the 4 I model, the four  components listed below describe specific behaviors that leaders can adopt.

Idealized Influence
Serve as role models for followers.  “Walk the talk.” Demonstrate appropriate risk-taking, consistency, and high levels of integrity.

Inspirational Motivation
Inspire and motivate followers by providing meaning and a sense of challenge to their work. Involve followers in creating a desired vision for the future, communicate clear expectations and demonstrate commitment to shared goals of the team.

Intellectual Stimulation
Involve followers in addressing organizational problems and support them in being as innovative as possible in identifying solutions. Encourage followers to challenge assumptions, reframe problems, and approach existing problems in novel ways.

Individualized Consideration
Give individualized attention to each follower’s professional development by acting as a coach or mentor. Provide customized learning opportunities for  each follower based on that person’s unique needs and desires.

Over the next week and a half, my colleagues and I will be diving deeper into each of the 4 I’s. For now, I challenge you to read through each short description and to make a mental note of which I’s you are strong in and which I’s you may need to focus on as you reflect on your own leadership.

Anita Rios

Transformational leadership

This year my talent development colleagues have been engaging our chief human resources officers in conversations about transformational HR. The conversations are meant to support human resources leaders as we begin a system-wide effort to move key transactional work to regional service centers. The move is designed to create efficiencies in our system and assist HR leaders so they can spend more of their time doing strategic work at the local level.

As we go down that path, it begs the question, what do we mean by transformational? Our HR community has agreed upon a discipline-specific definition of transformational HR that includes mastery of the following leadership competencies:

  • strategic leadership and partnership
  • organization development
  • employee engagement
  • diversity, equity, and inclusion
  • change management

Still, the core idea of transformational HR builds upon transformational leadership itself. With that in mind, we thought it might be helpful to discuss the broader concept of transformational leadership this month. We’ll explore the following questions:

  • What exactly is a transformational leader?
  • What differentiates transformational from transactional leadership?
  • Why does it matter?

We’ll also explore some of the characteristics of transformational leadership in our blog posts.

Before we dig in, tell us your thoughts on transformational leadership. What does it mean to you?

Anita Rios