Republic of the Philippines

PALOMPON INSTITUTE OF TECHNOLOGY TABANGO

Otabon, Tabango, Leyte

Ma. Rhodora Theodorosa S. Ma. Nieva Prof.Ed 20: Seminar in Education & Special Topics
BEED 4 Lesson 1 Activity 1

LESSON 1: ON BECOMING A TRANSFORMATIONAL LEADER: WHAT IS AND WHAT NOT?

Activity: Search at Google at least ten great leaders in our country who have characteristics that are
inspiring to most millennials. Classify them as to what specific sector in the society they become
leaders, whether in the education, business, broadcasting and journalism, religious, etc.

1. Jose Rizal – Social/Political Leader

2. Gabriela Silang – Revolutionary Leader
3. Josefa LLanes Escoda – Social Worker/Civic Leader
4. Ramon Magsaysay – Political Leader
5. Gemma Cruz – Araneta – Culture & Arts Advocate
6. Jose Burgos Jr. – Social Activist/Journalist
7. Antonio Nieva – Social Activist/Civic Leader/Journalist
8. Cardinal Sin – Religious Leader
9. Manuel V. Pangilinan – Business/Economic Leader
10. Manny Pacquiao – Political/Sports Leader

Analysis: What are the characteristics of these leaders and what contributions have they given to
most young people and to the whole country as well?

The leaders listed above have exhibited characteristics and values fundamental for effective
leadership. Their leadership were driven by their passion and enthusiasm to change and development.
They did not simply make commands but also acted on their own with concern and involvement in the
process of achieving a goal. Also, their morals and principles has become the grassroots within the
society and was carried throughout generations after generations. Their commitment in achieving their
visions became an inspiration to those who follow their lead, and their actions motivated their followers
to do well whether working together or individually. Furthermore, they share a positive outlook towards
achieving their goal. It may not be a smooth sailing journey, but despite their failures and frustrations
they were able to take positive and strategic approaches to overcome them. Lastly, their ability to see
good judgement and make difficult decisions earned them respect from others. These leaders have
become a role model in their community and left a powerful influence in the society. Their ideals, story
of success, and the failures they’ve been through have been an inspiration to us all.

ASSESSMENT: Answer the following questions:

1. Give the difference between transformational and transactional leadership.

Transformational Leadership Transactional Leadership

Leadership is proactive. Leadership is responsive.
Works to change the organizational culture by Works within the organizational culture.
implementing new ideas.
Employees achieve objectives through higher Employees achieve objectives through rewards
ideals and morals values. and punishments set by the leader.
Motivates followers by encouraging them to put
group interests first.
Each behavior is directed to each individual to
express consideration and support.
Promote creative and innovative ideas to solve
problems.
Motivates the followers by appealing to their
self-interest.
Maintain the status quo; stress correct actions to
improve performance.
Intellectual simulation or motivation is zero.

2. Explain the three goals of transformational leadership.

GOAL 1: Helping staff develop and maintain a collaborative professional school culture. Staff
members often talk observe, talk and plan together. Norms of collective responsibility and
continuous improvement encourage them to teach other how to teach better.
Transformational leadership promotes collaboration and cooperation within the
institution and among its staff by getting them work together towards achieving a common
vision. Stakeholders are involved in collaborative goal settings and delegate leadership power to
selected members. By doing so, they acknowledge shared responsibility and that everyone must
do their part in order to attain the goal. Furthermore, the school norms and beliefs are actively
communicated as well as the ideas for the betterment of the education or administrative
processes, and opportunities to help each other can be easily pursued.

GOAL 2: Fostering teacher development. When leaders give a staff a role, in solving non routine
school improvement problems, they should make sure goals are explicit and ambitious, not
unrealistic.
This goal puts emphasis to the teacher’s growth and development professionally and as
an individual. Transformational leaders should create learning opportunities that stimulate their
need for advancement. In a school environment like PIT, it is essential for its leaders to extend
the role of the teachers not just to make sure that the educational system is in place, but also to
help nurture and enhance the capabilities and competencies of its faculty and staff. More so,
transformational leaders aim for excellence thus setting high performance expectations for the
staff however, goals should be clear and attainable. Thus, A leader should kindle the intrinsic
motivation of its members to make the institution’s goal their own.

GOAL 3: Helping teachers solve problem more effectively. According to Leadwood, that
transformational leaders use practices primarily to help staff members work smarter, not harder.
These leaders shared a genuine belief that their members as a group could develop a better
solution than the principal could alone.
This leadership goal, I would say, is a follow-up to the first two goals. Transformational
leaders often look for ways to improve and innovate organizational cultures and taking risks and
undertaking problems are usually part of the process. This provides an opportunity for the
leader to have the school staff work collaboratively and at the same time expose them to
learning experiences as they look for ways to resolve issues and deal with matters at hand. Thus,
a leader should learn various strategies and practices to help him to lead effectively. Such
practices should include and not limited to ways on how to support his subordinates with their
work, inspire them to do better, motivate them to be the best they can possibly be, and
 recognize their individual and group accomplishments . More so, a transformational leader
should find ways to promote teamwork and active communication among its members to build
a more productive relationship.

3. Describe the four components of transformational leadership.

Intellectual Simulation – This component is best practiced when a leader constantly challenges
members or followers to higher level of performance. Transformational leaders’ values creativity and
innovation among his members by involving them in decision making and process through soliciting
diverse ideas without criticism that inspiring the members to develop way on how-to can-do things
better, exert effort in creating and innovating possible solutions to obstacles and problems, and
formulate an effective strategic plan to realize a common goal.

Individualized Consideration – This involves building a supportive relationship between the

leader and his followers individually. This element recognizes the leader’s role as a mentor and coach to
his members as he learns about their various feelings, needs, and interests while demonstrating a
genuine concern for them. In this personal approach in leadership, transformational leaders open their
lines of communication to learn about the follower’s personal ideas and motivations that pushes the
members to become more effective individual and develop in them potential leadership qualities.

Inspirational Motivation – This speaks of the leader’s ability clearly articulate his visions and
goals in a way that inspire and motivates team and followers. More so, it is when leaders can help the
members exhibit the same passion and commitment to fulfill the same goal. When combined with the
leader’s Individual Influence, Inspirational Motivation is the source of the leaders' charisma.

Idealized Influence – This component can be expressed through the leader's willingness to take
risks and follow a core set of values, convictions, and ethical principles in the actions he takes. It is
through this concept that the leader is deeply respected by their team members. Transformational
leaders lead by example and acts as a positive role model.

4.Write a pledge/commitment to become a transformative educational leader.

As an Educational Leader

I commit to…

Lead with passion in fulfilling the goal of the school, the community, and the country.

Guide a vision for change through inspiration and motivation.

Execute the task with integrity and positivity.

Promote individual awareness and acceptance.

Nurture intellectual growth and development.

Elevate organizational effectiveness and efficiency.

Promote diversity to foster creativity and innovation.

Adhere high levels of ethical and moral conduct.

Work with diligence and compassion for others.

Lead by example for the future leaders to follow.

5.If you will be a leader in the near future, which do you prefer, a transactional leader or a
transformational leader? Why?

If given a chance to lead, I would choose to become a transformational leader. Although both
Transactional leadership and transformational leadership can be effective depending on the task
presented in different situation, a transformational leader creates more impact as it deals to both the
organizational development and personal growth of its members.

6. Give your thoughts on the following statements:

6.1 The characteristics of a transformative leader increases the performance and creates a more
positive working environment that emphasizes participation and strong relationships with others.

A transformative leader creates a significant impact on the over-all performance because they
are seen as positive role models whose behaviors are emulate by their followers. This type of leader can
connect with others regardless of hierarchy. By having a more personal bond with his followers, the
leader learns about the personal needs, interests, strengths and weaknesses of his subordinates and
their areas for improvements which he can help advance by opening opportunities for personal and
professional growth and development. Aside from intellectual simulation, a transformative leader also
gives feedback for good performances, leading the members to feel like their contribution to the
fulfillment of the goal is appreciated which in addition, drives them to work better as a team.

6.2 Transformative leaders make people more motivated to succeed and the institution is
strengthened and transformed.

To change and innovate the culture and practices of the organization is the primary purpose of a
transformational leadership. A leader employing to this style of leadership engages its members in most
organizational process that focuses on empowering the organization’s vision and develop a strategic
plan to fulfill them. Such leader trusts in the capacity of his members and believes in team spirit, thus
inspire its members and empower them to go beyond their required task. Furthermore, the member’s
participation is essential to the success of an organization. By being involve the members become
intrinsically motivated to perform their duties and function in the organization as they all work together
in achieving a common goal.