Transformational leaders are able to positively impacts the employees and lead them to achieve the organizational goals by their distinctive transformational leadership qualities mentioned in the previous post.
Transformational leaders are able to highly motivate his employees, making them to put more effort into work, realize the performance outcomes and even exceed the expectations (Steinmann et al. 2018). They are inspirational and willing to entertain new ideas, prompting their employees to personally identify with them and motivating them to speak out their ideas without being afraid (Bass 1985).
Besides, they would usually set an achievable goals for its employees to achieve. However, they would usually give their employees the freedom to organize and plan the goal striving process, without much interruption (Steinmann et al 2018). Their self-management quality would have impacts on their employees to self-regulate at work, to achieve both organizational and personal goals.
They are also able to convince their employees that goals are important and achievable by playing as an role model to their employees. Their qualities of being a transformational leaders would usually make their employees have a broader feeling that they are also able to pursue and achieve their goals successfully as their leaders (Kark et al. 2013).
Steinmann, B., Klug, H. J. P. & Maier, G. W. (2018). The Path is the goal: How transformational leaders enhance followers’ job attitudes and proactive behaviour. Work and Organizational Psychology, doi: 10.3389/fpsyg.2018.02338.
Bass, B. M. (1985). Leadership and Performance Beyond Expectations. New York, NY: Free Press.
Kark, R., Shamir, B., and Chen, G. (2003). The two faces of transformational leadership: empowerment and dependency. J. Appl. Psychol, 88, pp. 246–255.
Nattapat Tanatreerat 