Leaders need to know all transactional and transformational leadership styles
Patti and Dr. Jack each have many years of training and experience in business leadership, including multiple and varied training workshops and graduate coursework, and have each written academic papers and published articles on leadership. In addition, they’ve each led many successful teams throughout their careers. They are working on combining all of their knowledge to publish a book on leadership, to help others learn from the vast knowledge and experience they’ve amassed.
The basic understanding of leadership is that there isn’t one definition of leadership. No particular set of criteria universally agreed upon in the industry among experts defines what best leadership practices comprise. And it is necessary to use different leadership styles in different situations based on the goal of the team and its members.
There are differences between transactional versus transformational leadership and what that means when put into practice. Transformational leadership is based on developing people and empowering them. “Transformational leadership [is] – getting subordinates to transform their self-interest into the interest of the group through concern for a broader goal” (Wren, 1995, pg.150). Transactional leadership has a more military-style approach to the leader-team member dynamic. “Exchange rewards for services rendered or punishment for inadequate performance “(Wren, 1995, pg. 150).
The basic premises of good leadership are, in fact, necessary across the board. You inspire your team members and instill a sense of trust and the importance of listening to them with genuine compassion and understanding. Empathy plays an integral role in successful leadership.
Understanding the principles of being a leader helps instill confidence. Learning the proper tools to communicate as a leader is critical for your success.
You need to recognize what leadership style you are projecting as a team leader. Are you consistent in your leadership style? Are you acting more like a transactional leader, where you’re expecting an exchange for punishment or benefit? Or are you a transformational leader trying to empower your subordinates to follow by generating an interest in the final outcome so that they feel personally invested? The priority is to become aware of your leadership style.
Also, whatever your leadership style is, ensure it aligns with the organization. If your approach is inconsistent with the organization’s mission statement, it can create conflict. So make sure that your leadership style is congruent with your organization’s expectations and goals.
You don’t get to pick the style, you lead how people want to be led. One of the greatest leadership classes Patti took was actually very focused. It was Fred Pryor’s “How to Handle Emotions Under Pressure.” And it illustrated how people act differently under pressure. And as a leader, you have to recognize when your team members are under pressure and respond to them accordingly. So you have to lead your team how they need to be led – differently for different people and in different situations. And in all instances, self-awareness of your leadership style is key.
