Transformation Leadership

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The role every manager must fill in the workplace is leadership. Managers sometimes assume that because of their title that associates will automatically follow them, but in actuality until you prove to be a good leader, your title is just that, a title. In order to be an effective leader, a manager must positively influence employees to achieve the goals of an organization. Transformational leadership is one way of making a manager a leader. According to http://www.langston.edu/sites/default/files/basic-content-files/TransformationalLeadership.pdf, Transformational leadership is defined as a leadership approach that causes change in individuals and social systems, enacted in its authentic form, transformational leadership enhances the motivation, morale and performance of associates, and makes them want to change their attitudes and work ethics. Transformational leadership is broken down into four factors, each describing a different type of leader (known as the 4 I’s):
Idealized Influence: Provides a role model for associates, and displays trust, ethical decision making, and is respected by the associates. Wants to encourage associates to do what is most effective for the organization.
Inspirational Motivation: Optimistic about the task on hand and future goals. Motivates associates, and encourages team spirit, and challenges associates to do their very best.
Individualized Consideration: encourage associates on an individual level, instead of grouped as a whole. Provide the associate with support, listens to the associate, and recognizes the associate as an individual that contributes to the whole team, which contributes to the organization.
Intellectual Stimulation: Challenges the norm, and values learning. Encourages associates in creativity, and like to reflect on situations and think of all the solutions to the issue at hand.
So to sum up all 4 of these, a transformational leader has the following qualities: empowers followers to do what is best for

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