Transformational leadership is one of the desirable leadership approaches for people willing to thrive in the workplace. The essential aspect is to ensure that the leader has a useful communication skill to influence followers to adhere to the organizational culture. Effective transformational leadership requires strategic vision and intellectual stimulation for encouraging change in an individual and other people in an organization. Transformational leaders are always interested in setting high goals with deadlines and working as a team to accomplish a particular purpose.
Transformational leaders operate to ensure that they make every individual in the team in the future. In an attempt to achieve organizational goals, transformational leaders lead by a vision that is shared by all employees in the company. The first approach for implementing leadership is to ensure that there is an establishment of open communication between workers and management (Choi, Kim, & Kang, 2017). The effective communication strategy requires leaders to give instructions to employees as well as providing an opportunity for presenting ideas.
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Communication promotes creativity among workers, thus enhancing the level of trust between management and followers. Through transformational leadership, everyone becomes a leader through duty delegation and a commitment to ensuring that there is an improvement in leadership skills and knowledge.
In conclusion, a transformational leadership style is designed to ensure that followers become future managers. The leading approach is developed by leading by vision such that all workers understand the goals and strategies for achieving such objectives. In most cases, transformational leadership involves breaking rules and thinking outside the box to promote innovation (Van der Voet, 2016). For instance, the leadership rules require that employees should receive instructions from the authority. However, the transformational leadership approach requires the sharing of ideas and duty delegation to prepare future leaders. In effect, communication can flow from the management to the followers or from employees to leaders.
References
Choi, S. B., Kim, K., & Kang, S. W. (2017). Effects of transformational and shared leadership styles on employees' perception of team effectiveness. Social Behavior and Personality: an international journal, 45(3), 377-386.
Van der Voet, J. (2016). Change leadership and public sector organizational change: Examining the interactions of transformational leadership style and red tape. The American Review of Public Administration, 46(6), 660-682.
