Do you have what it takes to get your organization ‘future-ready’? Are you ‘future-ready’? Is your workforce ‘future-ready’? A leadership.
what is your role in helping everyone transform and prepped for the journey ahead? Just like all the other buzz terms floating about in the current climate of change, there’s a tendency that things can get a little confusing.
To set things straight, the leader investigated how digital disruption will change leadership and what leaders can do right now to prep for the uncertain future.
What Is Transformational Leadership?
Leadership expert James McGregor Burns introduced the concept of transformational leadership in his 1978 book, “Leadership.” He defined transformational leadership as a process where “leaders and their followers raise one another to higher levels of morality and motivation.”
Bernard M. Bass later developed the concept of transformational leadership further. According his 1985 book, “Leadership and Performance Beyond Expectations,” this kind of leader:
1. Is a model of integrity and fairness.
2. Sets clear goals.
3. Has high expectations.
4. Encourages others.
5. Provides support and recognition.
6. Stirs the emotions of people.
7. Gets people to look beyond their self-interest.
8. Inspires people to reach for the improbable.
More than 25 years after Bass’ book, transformational leadership is often argued to be one of the most important ideas in business leadership.
We’ve distilled Bass’ ideas into a process that you can use to become a transformational leader. This involves you:
1. Creating an inspiring vision of the future.
2. Motivating people to buy into and deliver the vision.
3. Managing the delivery of the vision.
4. Building ever-stronger, trust-based relationships with your people.
Use these steps, along with the tools we outline below, to develop your transformational leadership skills.
1. Step 1: Create an Inspiring Vision
People need a compelling reason to follow your lead, and this is why you need to create and communicate an inspiring vision of the future.
Your vision sets out your team or organization’s purpose why you all get up in the morning to do what you do.
You develop this partly by understanding the values of the people you lead, partly by understanding the capabilities and resources of your organization, and partly by conducting an intelligent analysis of your environment and selecting the best way forward within it.
This is the subject of business unit strategy, and developing a coherent strategy takes a lot of hard work and careful thought.
If you’re developing a vision for your organization, use Mullins’ Seven Domains Model to analyze your environment. Then, use tools such as Lafley and Martin’s Five-Step Strategy Model to develop your strategy. This is usually then expressed in a business plan, and summarized in a mission statement.
If you’re developing a vision for your team, start with the company’s mission and vision, and explore the ways in which your team can contribute directly to it.
2. Step 2: Motivate People to Buy Into and Deliver the Vision
Now, starting with your mission statement, you need to appeal to your people’s values and inspire them with where you’re going to lead them, and why.
Use business storytelling as part of your call to action: this will help people appreciate the positive impact of your vision on the people you’re trying to help. (Hint: if the only person you’re trying to help is yourself, you won’t inspire anyone.)
Then, talk about your vision often. Link it to people’s goals and tasks to give it context, and help people see how they can contribute to it.
Transformational leaders also know that nothing significant happens unless they encourage their people. So, make sure that you know about the different kinds of motivation, and use these to inspire your people to deliver their best.
3. Step 3: Manage Delivery of the Vision
A vision is no use on its own: it needs to become reality. However, many leaders make the mistake of developing a vision, but of not putting in the hard and often mundane work of delivering it.
To manage the delivery of your vision, you’ll need to combine effective project management with sensitive change management. This will help you deliver the changes you need with the full support of your people. Communicate each person’s roles and responsibilities clearly, and connect these to your plans. Everyone should fully understand what they’re responsible for, and the know-how you will measure their success.
Next, set clear, SMART goals for everyone, including some short-term goals that will help people achieve quick wins and stay motivated.
Use management by objectives to link short-term achievement to your longer-term goals.
You may need to build your self-discipline and stamina so that you don’t let yourself down. And, set a good example to your people – especially if they’re affected by delays or difficulties – by being a model of hard work and persistence.
Also, stay visible by practicing management by walking around. however, This is an ideal technique for transformational leaders because it helps you stay connected with daily activities, and allows you to answer questions as they arise.
4. Step 4: Build Ever-Stronger, Trust-Based Relationships With Your People
As a transformational leader, you need to focus your attention on your people and work hard to help them achieve their goals and dreams.
Use Dunham and Pierce’s Leadership Process Model as your starting point. in other words, This tool outlines how important your people are to your success as a leader. It also underlines the fact that leadership is a long-term process, and that, as a leader, you need to work constantly to build relationships, earn trust, and help your people grow as individuals.
Meet your people individually to understand their developmental needs, and help them to meet their career goals. What do they want to achieve in their role? Where do they see themselves five years from now? How can you help them reach this goal?
in conclusion, You can build trust with your people by being open and honest in your interactions. Use the Johari Window to disclose safe personal information about yourself, and to get a better understanding of “what makes your people tick.” Lastly, set aside time to coach your people. When you help them find their own solutions, you not only create a skilled team, but you also strengthen their self-confidence and their trust in you.
So this all about Transformational Leadership. We hope this article is useful for you.
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We have compiled a list of Frequently Asked Questions (FAQs) relating to Neuro Linguistic Programming (NLP)
What is NLP?
In simple terms, Neuro Linguistic programming (NLP) is a series of models, techniques and strategies to help us better understand how the language we use influences the way we think and the results we get!
How can I benefit from using NLP?
NLP can have a positive effect on every aspect of your life. It can be used to move forward with some specific challenge or issue, or can be adopted more generically to make a difference to all areas of your life.
ANLP has many case studies and success stories detailing how NLP has helped clients, organisations and educational establishments with specific challenges over the years.
How does NLP work?
Have you ever done something so elegantly and effectively that it took your breath away? Have you had times where you were delighted at what you did and wondered how you did it?
NLP shows you how to understand and model your own successes, so that you can reproduce them. It is a way of discovering and unfolding your personal genius, a way of bringing out the best in yourself and others.
NLP is the study of excellence. It is the study of both the conscious and unconscious processes that combine to enable people to do what they do. The key to success is often unknown at a conscious level. Using NLP, you can elicit these unknown pieces.
You may want to improve your relationships, or eliminate an anxiety, or become more competitive in the market place. The key pieces are not found in the muscles, but in your inner thoughts, like words or pictures, or feelings or even beliefs. Once you know these unknown pieces you can change them. NLP exercises are like thought experiments, mental exercises or a game. The laboratory is your mind.
How did NLP develop?
Neuro-Linguistic Programming was first defined by Dr Richard Bandler (a Mathematician) and John Grinder (an Associate Professor of Linguistics) working together at the University of California, Santa Cruz, in the early 1970s at a time of rapid development in the humanities field.
They asked the important question "What is it that makes the difference between somebody who is merely competent and someone who excels at the same skill?" and decided to model various people in order to discover the answers. It just so happens that the three people they chose to model were the outstanding therapists, Fritz Perls (Gestalt Therapy), Virginia Satir (Family Therapy) and Milton Erickson (world renowned psychiatrist who gave his name to a form of hypnosis). They could just as easily have modelled outstanding businessmen or scientists.
Richard Bandler and John Grinder modelled their language, physiology and mental processes and then identified patterns (rather than theories) which could be explicitly taught. NLP also drew on many existing fields of study including the work of Chomsky in linguistics, of Korsybski in general semantics, Ashby in systems thinking and many, many others.
Do I need an NLP trainer or an NLP professional?
That depends on what you hope to achieve.
If you would like one to one support to achieve a specific goal or deal with a particular challenge in your life, then you may like to consider visiting an NLP professional (a Practitioner or Master Practitioner).
If you would like to learn more about NLP, either for your own personal development or because you are considering a career change or additional career, then you are looking for an NLP trainer. You can then attend some NLP training and become a qualified Practitioner yourself.
How do I choose a good NLP professional?
For starters, make sure any NLP professional you are considering working with belongs to the Professional Body, so you have something to fall back on and they have a self-regulatory framework to base their business upon.
ANLP offers you impartial guidance on choosing either an NLP professional or an NLP trainer and strongly advises that you do your due diligence before engaging their services.
How much does an NLP session cost?
The cost of an NLP session will vary depending on whether you are having a 1-2-1, group or a training session as part of a longer course. Prices will also vary based on the skill and specialization of the Practitioner… a single session may be as little as £50 and a course can be over £3,000.
We recommend you use our ANLP resources to select the right NLP professional for you and that you understand how much you will be charged per session or for the course before you commit.
By searching on our site and using an ANLP Member, you will be assured that the person you select is qualified, as they state on their profile, as either an NLP Practitioner, Master Practitioner, Trainer, or ANLP Accredited Trainer from an ANLP-recognised NLP School.
NOTE: If you are looking for NLP training and to learn NLP as a practitioner, we do NOT recommend that you use online courses to learn NLP as the quality and depth of training offered is, in our professional opinion, not adequate to certify you as an NLP practitioner with ANLP. As the internationally recognized, independent body of NLP Professionals, ANLP does not endorse or recognize ANY online-only NLP courses.
Where do I start?
If you are interested in engaging an NLP professional to support you through a particular issue, then we suggest you start by looking at our guide for choosing a good NLP professional.
If you are wondering if NLP is a good fit for your organization or workplace, then start by reading our guide for using NLP at work.
If you are thinking about training in NLP for yourself, then start by looking at our guide for choosing a good NLP trainer.
If you are curious and want to know a bit more about NLP before diving in, then do have a look at our case studies and recommended book list, both of which can help you to make informed decisions about whether or not NLP is right for you.
Is there any research to prove NLP works?
For many years, there was very little research around NLP. That is changing and there is a growing body of evidence to support the roots of NLP practice and various specific strategies and techniques used within NLP practices.
There is also a growing body of research particularly in the education field, funded by the Education Development Trust (formerly CfBT). We feature their research papers, and others, on our Research Pages.
The first NLP Research Journal was published by NLPEA in 2009 and was launched at the House of Commons in January 2010.
In the States, the Research and Recognition Project focuses on PTSD and trauma protocols and continues to campaign for funded research into these particular areas.
What about online courses in NLP?
We think online courses, in NLP, such as Udemy, are one of many great ways to discover more about NLP and what it can do for you...
We also strongly believe that if you have more than a passing interest in NLP and want to use it to build your own practice or enhance existing client-led services, it is so important to learn your NLP practice face to face, in a live training environment and dealing with real people.
NLP is an experiential subject and practicing NLP is an essential part of any certification when you want to work with others.
There is a big difference between 'online' courses and 'virtual' courses. Due to the pandemic in 2020, NLPEA's Accreditation panel and advisors explored ways of safely delivering NLP training in a virtual setting, resulting in the ANLP Criteria for Virtual Training. If your NLP Training meets all these live training requirements, you can still apply for membership of NLPEA.