Change.
It’s hard to escape it these days.
Any leaders out there where change and transformation isn’t one of the top three issues on their agenda?
It’s unlikely, right?
Transformation is upon us everywhere:
Traditional markets are being disrupted by renegade upstarts eyeing up every revenue line of incumbents P&L’s.
Technologies including the obvious like AI, robotics, data driving innovation from products through processes through supply chains - are there any areas of business that tech innovation doesn’t touch?
People - the data shows 1 in 4 of us experience mental health issues highlighting the need for change in the way we lead and work together
Sustainability - that elephant in the room of climate change, we all feel the pressures (to greater or lesser degrees) of the impact our operations have on the climate and the degree to which we choose to respond,
Political change - polarisation in countries around the world means an uncertain political and economic environment: leaders need to listen carefully to the messages and be capable of responding appropriately.
I don’t think there’s much doubt that we live in times of change and transformation.
The only real question then for leaders at all levels (leadership in my world being defined by the mindset we have rather than the letters after our name), is how do develop our leadership style for times of change.
In this article, I want to share some ideas and reflections on the types of transformational leadership style we can develop.
As a very brief background to why I’m writing this article, I get invited each year to speak to the leaders of between 50 and 100 world class organisations as a transformational leadership speaker to help leaders to think and act differently. I specialise in delivering thought provoking inspirational talks which have humans at their very heart and aim to leave people with real practical actions they can take. My basis for this is my lifetime of varied experiences plus over 7 years researching and studying impressive transformational leaders around the world.
Let’s dive in.
I will start with traditional thinking by sharing four different transformational leadership styles together with an example of each.
After that, I will share a set of characteristics that I think are worthy of holding up for any leader to reflect on how well they score. These characteristics are drawn from my latest book, The Big Bold Mindset which sets out the type of thinking I believe leaders need to deal with the challenges of today and tomorrow.
As with any set of information, what is most important is what you do next with it.
In advance of sharing these ideas, I’ll share suggested actions:
Consider which leaders you find impressive and consider what qualities you would be proud to emulate, and which ones you’d want to avoid.
Find as many books, articles, and insights on those leaders and really study them to a level where you could start to imagine how they would react and respond to different challenges.
Reflect. What qualities would you want to develop? Ones which you’re already good at. Ones which you can be stronger at? Self-awareness and making conscious choices is the name of the game here.
Make an action plan of what you’re going to do with these insights. In Chapter 6 of The Big Bold Mindset, I explore the concept of Constructing your Identity. It’s what psychologists refer to as Identity Flexibility where you consciously, deliberately, and specifically shape and construct your identity. It’s incredibly powerful.
Start the work, make it happen, and hold yourself accountable!
Now, that we’ve covered how to use these ideas, let’s dive into the theories.
Different Styles of Transformational Leadership
While transformational leadership is often thought of as a generic concept, researchers have identified some different styles.
1. Visionary Leadership Style
The visionary leadership style focuses on the aspect of leadership where the leader can clearly articulate a compelling vision of the future and inspire others to share that vision.
Leaders like this are typically strong at communicating their ideas with clarity and passion, rallying their followers around common goals and objectives.
Think of the type of stereotype of a leader with confidence and enthusiasm, motivating individuals to embrace change and pursue ambitious initiatives.
Example: Steve Jobs is often held up as a visionary leaders with his ability to imagine and create groundbreaking products that transformed entire industries. Jobs' vision for innovation and design excellence inspired Apple employees and customers alike, driving the company's success as a global technology leader.
2. Charismatic Leadership Style
Charismatic leaders are referred to as having a magnetic personality and charm that captivate and inspire others.
We imagine they exude confidence, enthusiasm, and energy, drawing people towards them and motivating them to achieve extraordinary results. Charismatic leaders are adept at articulating a compelling vision and rallying their followers around common goals through their sheer force of personality.
Example: Nelson Mandela, the former President of South Africa and anti-apartheid revolutionary, exemplified charismatic leadership with his ability to inspire hope and unity in the face of adversity. Mandela's unwavering commitment to justice, reconciliation, and equality captured the hearts and minds of millions around the world, earning him the admiration and respect of people from all walks of life.
3. Inspirational Leadership Style
Inspirational leaders inspire and motivate their followers by setting high expectations and demonstrating unwavering confidence in their abilities. They lead by example, embodying the values and principles they espouse, and encourage others to strive for excellence. Inspirational leaders foster a culture of optimism and positivity, instilling a sense of purpose and meaning in their followers' work.
Example: Malala Yousafzai, the Pakistani activist for female education and the youngest Nobel Prize laureate, embodies inspirational leadership with her courage, resilience, and unwavering commitment to girls' education. Despite facing real danger and adversity, Malala's unwavering determination and belief in the power of education have inspired millions of people worldwide to stand up for what they believe in and strive for positive change.
4. Transformational Coaching Style
Transformational coaches focus on nurturing personal growth and development in their followers. They take a personalised approach, tailoring their leadership style to the unique needs and aspirations of each individual. Transformational coaches provide constructive feedback, support, and mentorship, empowering their followers to overcome obstacles, develop new skills, and reach their full potential.
Example: Sir Alex Ferguson, the legendary former manager of Manchester United Football Club, exemplified the transformational coaching style with his ability to develop and mentor young players into world-class athletes. Ferguson's hands-on approach, tactical acumen, and psychological insight enabled him to get the best out of each individual and create a cohesive, high-performing team that achieved unprecedented success on the field.
Common Traits of Transformational Leaders
Whilst the different styles above can give us ideas of the type of person we might want to study and model, it’s a little bit too easy to be drawn into what I call the personality game of trying to be like one person.
What I think is more practical and useful is to reflect on the traits that all the impressive leaders I’ve studied share in common.
It’s when we explore this list, we can perhaps focus on one area at a time that we want to dial into a bit more, to give some specific direction of how we can create that continuous improvement.
Your Compelling Vision
To have a clear and compelling vision of the future that inspires and motivates your team. Communicate this vision effectively, focusing on the benefits and opportunities it presents as a wider mission that can have a real impact, and what that means for both individuals and the organisation as a whole.
Lead by Example
Walk the talk. Show your integrity, authenticity, and ethical behaviour in all your interactions. Be a role model for your followers, embodying the values and principles you espouse, and earning their trust and respect through your actions. Nothing undermines a leader faster than saying one thing and doing something else!
Build Leaders Around You
Leadership is a mindset, not a title. Shape a culture of building leaders at all levels where you listen and encourage your team to make decisions, to work as a team, and to reflect and notice what they have learned. When we do this, people are more likely to feel valued, and supported, and will feel encouraged to contribute their ideas and talents. Give people the autonomy and freedom to make decisions and take ownership of their work.
Create The Time to Really Focus on Providing Quality Feedback and Support
Stop. Switch off your busy to-do list. Immerse yourself in the world of those you work with. Take a genuine interest in the personal and professional development of your team. Provide constructive feedback, support, and mentorship, helping people identify their strengths and areas for improvement, and providing them with the resources and guidance they need to succeed.
Encourage Innovation and Creativity
Organisations need fresh ideas and experiments. Without this, they grow stale, old, and die. It’s your role to encourage creativity and innovation by challenging the status quo and promoting a culture of experimentation and learning. Shape an environment where individuals feel empowered to take risks, explore new ideas, and pursue ambitious goals.
Celebrate Success and Learn from Failure
So easy to overlook in our very full and busy days. Create the time and space to acknowledge and celebrate the achievements and successes of your team members. Notice and be public in your praise of their contributions and efforts. At the same time, view failure as brilliant experiments with opportunities for learning and growth. Encourage everyone to reflect on their experiences, identify lessons learned, and adapt their approach accordingly.
Reflections and Practical Actions for You Now
Let’s reflect on the skills and attributes that will be most helpful for anyone wanting to become a more effective transformational leader. These personal attributes are things we can all shape - the work and the journey never ends. Read the list and reflect on how well you score. Which one of these could you choose to work on next?
Self-awareness: Transformational leaders need the ability to assess their own strengths and weaknesses. They should be firm believers in continued personal growth and lifelong learning.
Open-minded: Being open-minded is essential for transformational leaders, who must listen and empathise with their team while building creative and innovative solutions to problems.
Adaptable: Transformation can’t occur without the willingness to experiment and grow, making adaptability and flexibility key traits to have in your tool kit.
Proactive: Transformational leaders aren’t passive or reactive — they take their own initiative and work to stay ahead of the curve, inspiring their team to do the same
Creative: Creative, unconventional thinking is fundamental to disrupting an industry or transforming a team or organization. Be challenging. Think how we can do this a better way. What experiments can we run?
Humility: Transformational leaders need the ability to accept and implement feedback without letting their egos get in the way. They need the ability to acknowledge others for their hard work and contributions to the mission.
Brilliant Listener: Without high-quality listening skills where you shut up and listen, it’s impossible to hear the messages from your marketplace and your team. Be attentive, ask open-ended questions, and play back what you’ve heard to really make sure you’ve understood the messages. It’s a truism we only hear what we understand so double on this skill to make sure you’ve heard the real messages.
Risk-taking: To bring meaningful change to an organization, sometimes a transformational leader needs to take calculated risks, make choices, or take actions outside the scope of their direct knowledge or experience. Take small bets to start and run experiments and iterate from there.
Accountable: Holding team members accountable for their actions isn’t enough. Transformational leaders must hold themselves to equally high standards, which is another way of leading by example.
Encouraging: Transformational leaders should excel at encouraging their team members and must understand how their teams are motivated by different strategies and factors.
Your Steps
Today, no leader can afford to be without transformational leadership skills. They are that important. The teams that grow, learn, and adapt fastest will be tomorrow’s success stories. If you don’t prioritise these skills you face the very real risk of being the also-rans.
Good news is there is plenty you can do. It’s under your control: get excited. There is a wealth of opportunity and it starts right now. Skim back over this list and pick one, just one skill to focus on. Write it down, bring it into focus, and work on it for the next week. Make a diary note for this time next week and come back and review your progress. Hold yourself accountable. From there devise the actions for the week after and so on.
Be Bold and Take Action, the future belongs to those who are prepared to seize it today.