Transformational Leadership

Group 4
Honey Sugar Mendoza
Donabell Rapi
Ian Capistrano
Pamela Esguerra
Rhelly Agustin
What Challenges surround in
the organization?
What are Organizational Challenges?

Organizational challenges are difficulties employees face

that prevent them from accomplishing their goals. In the
workplace, problems can manifest in the environment and among
team members and management. A company's operations can
change over time, requiring employees to adjust to new policies
and find productive ways to work together. While organizational
challenges exist, there are also efficient ways to address them
and prevent them from reoccurring.
Examples of Common Organizational Challenges:

Lack of productivity

A lack of productivity can stem from limited

motivation among employees. Professionals feel
unwilling to fulfill their occupational duties, which can
delay operations within the company and make goals
harder to achieve. Productive employees understand
their expectations and work hard to meet them.
Managers can set a positive example of a strong work
ethic and hold staff members accountable for their
assignments.
Examples of Common Organizational Challenges:

Lack of Accountability

It is when we fail to accept our own

shortcomings and mistakes. This can take the
form of an outright rejection of them, or it can be
an unwillingness to change.

Adversity, Entitlement, Perfectionism, Denial, or

Shame often leads to our failure to hold
ourselves accountable. Instead, we find
someone or something else to blame when
things are not going our way.
Examples of Common Organizational Challenges:

Lack of Training

Inadequately trained employees are likely

to experience poor job performance and
increased levels of work-related stress. If your
employees are feeling unhappy and
undervalued, the chances of them searching
elsewhere for progression and development
opportunities will increase. If you want to retain
good employees, invest in their happiness by
prioritising their development.
Examples of Common Organizational Challenges:

Turnover

Turnover refers to a company's ability to recruit

and retain employees. With high turnover, employees
start working at an organization, only to stop working
quickly. Recruiters have to spend additional time and
resources launching a hiring process to replace the
employees who resigned. Turnover can be a product
of the work environment or leadership style. It's
important for organizations to prioritize employee
satisfaction, which helps keep professionals enjoying
their work and attracting qualified candidates to
vacant positions.
Examples of Common Organizational Challenges:

Disconnect between coworkers

Coworkers who feel disconnected from one another

may find it challenging to work together and
communicate effectively. Disconnect can manifest when
employees work in separate environments. For example,
professionals who work remotely may have limited
reactions with their colleagues, which makes it harder for
them to exchange ideas when working on a project.
Organizational leaders can prioritize strong
communication between everyone on the team,
acknowledging different perspectives and creating a
more pleasant professional setting.
Examples of Common Organizational Challenges:

Limited innovation

Limited innovation can refer to a company's

inability to harness fresh ideas and exceed its
competitors. It can also impact employee
motivation. Professionals who aren't passionate
about their job responsibilities may not feel
empowered to fulfill them. An organization's
approach may require change as time progresses.
For example, a marketing team may have to
tweak their strategies to reflect social media
trends. Breaking the monotony in the workplace
can allow new ideas to manifest and reignite the
passion among employees.
How to Solve Organizational Challenges:

Host team-building exercises

Team-building exercises are

activities that encourage employees to
work together to complete a task.
Creating opportunities for staff members
to become acquainted with one another
can help them collaborate more efficiently
for organizational projects. Also, closer
relationships can improve the company's
communication processes.
How to Solve Organizational Challenges:

Define and promote organizational goals

Organizational goals state what the

company strives to accomplish in the future.
For example, for a major news network, the
goal might be to have the highest audience
ratings for the morning show. Promoting goals
throughout the organization can provide
direction, giving employees something to work
towards and look forward to achieving. A goal
can also show professionals the purpose of
their work.
How to Solve Organizational Challenges:

Deliver constructive criticism

Constructive criticism is feedback that

illustrates an employee's work
performance. Delivering consistent
feedback can give professionals clearer
instructions and enable them to learn from
their mistakes. For managers, implement a
process for performance evaluations. For
example, you can evaluate employees
every three months and cite specific
instances of when they exceeded
expectations. Consider offering an
opportunity for the employee to ask
questions about your critiques.
How to Solve Organizational Challenges:

Celebrate organizational milestones

While defining organizational goals is

essential for productivity, it's also important
to inform employees of when they've
achieved those goals. Celebrating work
achievements can boost morale in the
workplace and present a fun occasion for
professionals to gather, which can improve
communication. You can also praise
employees for their hard work, showing
that you appreciate them.
How to Solve Organizational Challenges:

Develop a decision-making process

A decision-making process is a group of

steps that dictate how employees make
workplace decisions. It's typically the manager's
responsibility to make tough choices on behalf of
the team, but a formal process can help them
remain informed about the effects of their
decision and receive guidance. By making
informed decisions, teams can move forward
and work together cohesively.
How to Solve Organizational Challenges:

Welcome new ideas

Welcoming new ideas can enable employees to

reach organizational goals. Encourage professionals to
think with innovation and provide resources for them to
develop their strategies. As a manager, your staff
members can create frameworks you may not have
considered. If the framework is successful, then the
employee you entrusted with the idea might feel a
sense of accomplishment. During meetings, invite staff
members to explain their forward thinking and help the
company make positive changes.
Preventing Organizational Challenges:

Recruit effective leaders

Leadership can have a direct influence

on the work environment and the productivity
of employees. As you hire professionals for
managerial positions, consider their qualities
and how staff members may react to their
communication style. For example, a
trustworthy leader may compel employees to
feel comfortable addressing their thoughts
and following the leader's direction.
Preventing Organizational Challenges:

Hire a consultant

If your organization is experiencing several

challenges, then it may be helpful to hire a
consultant. Consultants are professionals who can
objectively identify the root causes of your
organizational problems and help you devise
solutions. They often have expertise within your
industry. For example, if you work at a hospital,
then you can hire a consultant who specializes in
improving operations in medical facilities.
Consultants can help you overhaul the inner
functions of your organization and build stronger
functions, preventing challenges from reappearing.
Preventing Organizational Challenges:

Request feedback from employees

Another way to identify and prevent

organizational problems is to request
firsthand knowledge from employees. Ask
them how they enjoy working at the
company. You can pose specific questions
about the work environment and
leadership style, as well as how
productive they feel completing their
tasks. Next, analyze their responses to
strategize how to address the challenges.
The Transformative Leadership Theory:

Transformational leadership theory promotes a style of

guidance that emphasizes motivating employees, and creating a
vision and encouraging them to fulfill it. The fundamental skills of a
transformational leader include being able to mobilize employees,
inspire them and boost their morale.
The Transformative Leadership Theory:

Four Distinct Components:

1. Intellectual stimulation: Challenge the standard state of affairs,

encourage creativity and explore new ways of doing things.
2. Individualized consideration: Provide support and encouragement to
individual employees. Keep communication fluid so they feel open to
share ideas. Leaders offer personal acknowledgment of the unique
contributions of each individual.
3. Inspirational motivation: Leaders articulate a clear, transformational
vision. They help followers generate and sustain passion and
motivation to fulfill the envisioned change.
4. Idealized influence: The transformational leader is a role model for
employees. They are emulated because they are trusted and
respected.
The Transformative Leadership Theory:

How to use transformational leadership theory to become a leader:

1. Establish a vision

A transformational vision needs to be compelling and in alignment with your

company's purpose and goals. Factors to consider when establishing a vision include
the resources your organization has access to, the values your company holds and the
capabilities of both your organization and its employees.

2. Motivate to see your vision come to fruition

Share your transformational vision with your employees and motivate them to work
toward achieving it. You can accomplish this through storytelling and adoption of a
powerful mission statement that tells your team why your vision is important and how it
directly relates to them. Reaffirm your vision when necessary and remind employees of
the goals and values they share with the organization.
The Transformative Leadership Theory:

How to use transformational leadership theory to become a leader:

3. Oversee the accomplishment of your vision

Take the actions that will lead to the accomplishment of your vision. Set team and
individual goals and establish clear means to manage the project and accomplish
tasks. Make sure your team knows that you are available by remaining present and
engaged throughout the project.

4. Foster growth, motivation and trust

Transformational leadership is an ongoing process. Even after a project’s goals are

met, you must work to establish a long-term plan to effectively foster growth and mentor
your team for the continued success of your
The Transformative Leadership Theory:

Origin and Development

● James V. Downton (1973): Credited with coining the term "transformational leadership" in
his book "Political Change & Leadership: An Action Theory." He highlighted the potential for
leaders to transform followers' ideas and motivations, but the concept wasn't fully
developed yet.
● James MacGregor Burns (1978):
But the early theory was refined by James MacGregor Burns (1978) who differentiated
leadership styles as either transactional or transformational. Burns used the lens of political
leaders, such as Martin Luther King Jr, to explore the idea of those who led positive social
change. This positive change was one of the key hallmarks of transformational leadership.
● Bernard M. Bass (1985): Bass built upon Burns' work and introduced the "Bass
Transformational Leadership Theory" in his 1985 book "Leadership and Performance." He
identified four key leader behaviors: idealized influence, inspirational motivation, intellectual
stimulation, and individualized consideration. This framework, known as the "Full Range
Leadership Model," provided a more measurable and operationalized understanding of
transformational leadership.
The Transformative Leadership Theory:

Advantages of transformational leadership theory

● Addresses employees on a personal level: By engaging individuals on a personal
level, transformational leadership successfully motivates employees for the long-term
and instills in them a sense of accomplishment for their contributions to the success of
the company.
● Reduces turnover rates: Because transformational leadership takes into account the
individual needs of employees, it helps produce lower turnover rates.
● Focuses on the ethics of a company: Transformational leadership considers the
ethical concerns of any situation, which can contribute to a more authentic and
trustworthy work environment.
● Increases company-wide morale: Companies often turn to the transformational
leadership theory when morale at the company is low, because it can quickly and
effectively inspire and energize employees to overcome stagnation.
The Transformative Leadership Theory:

Disadvantages of transformational leadership theory

● Transformational leaders are not successful if employees do not agree with them:
Employees must be receptive and on the same page as the leader for the
transformational style to be effective.

● Concerned with individuals rather than teams: Transformational leadership tends to

focus on the needs of individuals over the needs of the whole team or organization,
which can result in negative outcomes.
● Can overlook necessary details: Transformational leaders often set goals based on the
big picture of a team or organization rather than on smaller tasks that can be achieved to
reach the end goal. This can result in details being overlooked that may be critical to a
project's success.
Characteristics of Transformative
Leadership

1. Openness to New Thinking

● Transformational leaders are constantly

open to innovation wherever it may arise.
They constantly look for opportunities to do
things differently and are always open to
new ideas, no matter where those ideas
may present themselves.
Characteristics of Transformative
Leadership

2. Talent for Broadening Minds

● Transformational leadership often involves
shifting people’s views on how things should
work. To do so, it’s necessary to understand
the rationale behind people’s current mindsets
and how to shift their thinking.
● The transformational leader needs to
understand where people are coming from and
convince them to step outside of their comfort
zone. This requires two separate skills:
empathy and the ability to inspire confidence.
Characteristics of Transformative
Leadership

3. Commitment to Active Listening

● Transformational leaders hear ideas with an
open mind and respond without judgment or
finality.
● They commit to employing active listening
techniques so that their team members feel
seen, understood and respected.
● With these methods in place, they inspire
others to share their thoughts without self-
censoring.
Characteristics of Transformative
Leadership

4. Tolerance for Intelligent Risk

● No transformation happens without some
risk of failure. A transformational leader
needs to be willing to consider those risks
and what they might mean for the future of
the organization.
● the leader must be willing to pursue it
further if it seems feasible. The leader also
has to recognize when the risk is too great,
and a different approach is needed.
Characteristics of Transformative
Leadership

5. Willingness to Accept
Responsibility
● Any innovator who ventures into uncharted
territory must be willing to own the results of
doing so, good or bad. No leader inspires
confidence if they demand that others take
the fall when an idea fails. Transformational
leaders must assume responsibility for each
of their decisions, including green lighting the
ideas of others.
Characteristics of Transformative
Leadership

6. Trust in Team Members

● The transformational leader understands
this and trusts team members to define
their own steps to success.
Characteristics of Transformative
Leadership

7. Inspirational Motivation
● For innovation to happen, it needs to be part
of a team’s culture. The transformational
leader needs to expect creativity from
everyone — not just one or two “idea people.”
The leader’s job is to model universal
creativity and innovation.
Characteristics of Transformative
Leadership

7. Inspirational Motivation
● There needs to be an established expectation that
everyone — including the leader — will think outside
the box, recognizing thoughts and ideas, even when
they don’t generate paradigm-shifting results.
Transformational leaders create transformational
teams where everyone is an idea person.