NAME : JAKE C.

ESPINOL
FACILITATOR : MARIVIC O BLANCAFLOR-BRIONES, Ph.D.
SUBJECT : TRANSFORMATIONAL LEADERSHIP
TOPIC : Transformational Leadership Overview
DATE OF REPORT : 07 September 2024

I. INTRODUCTION

Transformational leadership is a management philosophy that encourages and

inspires employees to innovate and develop new ways to grow and improve the path to a
company's future success. Using this method, executives give trusted employees the
independence to make decisions and support new problem-solving approaches.

Transformational leaders are passionate about their work and the company's
mission, while also helping all employees succeed. Another key trait is their ability to
identify business processes that no longer work and focus on streamlining or changing
them as needed.

While transformational leaders are often admired, they don't seek out praise or
adulation because their focus is on doing what's best for their organization. Risk taking is
calculated -based on gathering intelligence from team members, the leader's own instincts
and experience. Decisions are made with an eye toward the organization's values, vision
and objectives.

II. BODY OF THE REPORT

A leadership role is one where you are responsible to manage a situation, a team or
an entire organization ethically and effectively. Leaders have the skills to influence and
guide their team in a shared strategy. They are also responsible for building and
maintaining employee morale, helping employees reach their full potential and inspiring
employee loyalty.

What Are Examples of Leadership Roles?

Below are a few examples of leadership roles that may help you be a good leader:
1. Coach As a leader in the workplace, you are also required to be a coach. In a coaching
role, you can provide the support your employees may require to succeed in their
roles. A coach-leader gives their employees the opportunities to showcase their work
and have others in the workplace acknowledge their skills. A coach meets with
individual team members to give feedback and constructive criticism. They guide
employees through obstacles and celebrate their victories.
2. Networker - A leader is required to be able to connect with people both outside and
within the organization. It would help strengthen the relationships with the
colleagues, different teams, suppliers and customers of the organization, helping the
business to grow. To be a successful networker, you can attend seminars, corporate
events and conferences to get access to different people, resources and information.
3. Communicator- It is important that, as a leader, you are a good communicator. As a
leader, you may require to communicate with different people, such as your team
members, subordinates, clients or suppliers. You also require to share different
meeting details, sales strategies, policies and team goals with your team members and
in a way that motivates and inspires them. You may also require to give presentations
 to a larger group of people and prepare reports for the higher management. Thus, as a
leader, you are required to be good at both verbal and written communication.
4. Delegator- is someone who assigns tasks or asks others to take on more
responsibilities, often based on business needs. To be an effective leader, you are
required to be able to determine your team member's unique strengths and delegate
responsibilities accordingly for improved productivity. Leaders also delegate
additional responsibilities to employees to give them opportunities to learn new skills
and prove themselves.
5. Strategist- Your role as a leader also means you are required to be able to strategies
ways to tackle a project or help the company succeed. As a strategist, you determine
the overarching goals of the team and develop the best processes to reach those goals.
A strategist also shares their vision with their team. When a leader is a strong
strategist, their team would look to them for guidance and the entire business might
benefit.

6. Role model- is one who inspires others by setting examples of their values,
personality or actions. Others want to emulate their role models. Thus, a leader of the
team or an organization is required to conduct themselves as they expect employees
to behave in the workplace, from adhering to corporate policy to interacting with
customers, colleagues and clients.

7. Motivator- For many leaders, being a source of motivation to the team comes
naturally, as they want to see their team succeed. As a leader, you are required know
how to encourage your team, inspire them to action and help them realize their
potential. When a leader can serve as a mentor to their team, it encourages employees
to work hard, produce better work and strive for greater responsibility in the
workplace.

8. Adaptor- As a leader, you are required to be flexible. Even if you have a planned
schedule, there is always the potential for the unexpected to take place and you are
required to be able to adapt as needed. For instance, a leader may require to be
adaptable if an employee calls in sick for work, if a client changes their mind on a
project or if the company goes through budget cuts. When a leader is adaptable, it also
sets the tone for the rest of the group to be flexible and change course as needed.

9. Trainer- Training new or existing employees is very important for the organization.
As a trainer-leader, you may require to make employees understand the importance
of learning new skills, help them understand new procedures of the department or
train team members with tips to increase their productivity. When you would be a
good trainer as a leader, employees might be comfortable and also eager to learn new
things.

10. Innovator- A good leader always tries to find out ways to improve the existing
process of work and bring value to the business. They also encourage other
employees of the company to bring new ideas and discuss with them to work on the
best one. Leaders understand that pleasant change is good for the growth of the
organization, encourages employees to come out of their comfort zones and helps
them grow as well.

What Are Leadership Qualities?

1. Be a good listener- As a leader, you require to have good listening skills. You are
required to be able to understand the issues your team members share with you and
try to help to resolve them.
2. Be disciplined- Your team members may consider you as your role model, thus you
require to lead by example. Always try to be on time and well prepared in your
meetings, meet project deadlines, always communicate well with your subordinates.
 3. Stay alert of potential issues- As a leader, you require to be aware of what is
happening around you in the workplace. It would help you identify potential issues
that may arise like employee conflicts, low productivity of employees. Being aware
would help to act timely and proactively provide solutions.
4. Give and receive feedback- Being receptive to team feedback is just as important as
giving feedback. Ask your team members how you can improve as a leader and how
you can help them more in order for them to succeed.

What is an ineffective leader?

An ineffective leader is a person in a supervisory role or position who may not
successfully fulfill the guidance or teaching expectations of their job. Someone may be an
ineffective leader because they could not spend enough time with a mentor or complete
enough training before ascending to their authoritative role. Fortunately, many ineffective
leaders can learn to become effective leaders through additional time, experience and
education.

1. Aggressive- Ineffective leaders may resort to bullying behavior if they become

stressed or feel like they are losing control over their team. Examples of bullying may
include threatening an employee with termination, criticizing a coworker's physical
appearance or personality and scolding a team member in public. Effective leaders
choose to handle conflicts in private and keep conversations professional about job-
related tasks or performance.
2. Controlling- Ineffective leaders may micromanage employees because they feel the
need to involve themselves in every area of a project, or think that they can do a better
job than others. Effective leaders give employees space to develop their own projects
and solutions. They also make coworkers aware of the opportunity to discuss ideas
with them if they have concerns or want extra guidance or inspiration for a certain
task.
3. Emotional- Ineffective leaders may react emotionally to situations rather than
rationally. They may express excessive angry or sad emotions when confronted with
stressful situations. Effective leaders listen before they react and take time or create
space before responding to a potentially emotional comment or event. Effective
leaders also choose to apologize for unacceptable emotional behavior if it occurs.

4. Immature- Ineffective leaders may be immature in their language, dress,

communication with coworkers or habits. This may lead to a lack of respect from
employees or an inability to accomplish important tasks. Effective leaders choose to
remain professional in conversations and interactions in the workplace and when
representing the team or company outside of the office.

5. Inarticulate- Ineffective leaders may have poor written or oral communication skills
or both. They may not understand the best ways to talk to employees in person, or
they may not know how to best convey thoughts in memos or emails. Effective leaders
have learned how to speak in public, converse with individuals and groups, and
produce clear written content. They may pursue professional development to learn
how to better communicate with different people in various situations or settings.

6. Unfocused- Ineffective leaders may have a hard time ranking priorities or focusing on
the most important tasks to complete. This issue may happen on both an individual
and a team-wide level. Effective leaders choose to make lists, analyze data and
converse with clients and employees to find the most important tasks and prioritize
them for completion.

7. Unfair- Ineffective leaders may choose favorites from their team with whom they
consult and share important information while ignoring other employees. This may be
easy to do if there is a good rapport with certain team members or with ones who have
similar thought processes. Effective leaders choose to do regular check-ins with all
coworkers, distribute resources and tasks evenly and share information with and take
 feedback from everyone on the team.

8. Unaccountable- Ineffective leaders may not take responsibility for their own actions
or those of their team, especially if the measures taken resulted in an undesired
outcome. They may choose to place blame or deny involvement to make themselves
look better.
Effective leaders hold themselves accountable for personal and team successes and
challenges. They choose to take responsibility for decisions made throughout a project,
no matter the outcome. They also work with clients, other management and team
members to identify where problems may have occurred and change them or take
notes to better prepare for the future.

The Impact of Bad Leadership

1. Low Morale: Bad leadership can lead to low team morale. Employees who feel
disrespected, undervalued, or unsupported are less likely to be engaged and
motivated.
2. High Turnover: Organizations with poor leadership often experience high turnover
rates. Employees may leave in search of a healthier work environment where they feel
appreciated and challenged in a positive way.
3. Decline in Performance: A lack of effective leadership can result in a decrease in
overall team performance. Without clear guidance and motivation, employees may
struggle to meet their goals.
4. Reputation Damage: Bad leadership can tarnish an organization’s reputation, making
it challenging to attract top talent and retain clients or customers.

It isn't all bad news; bad leadership can be addressed and rectified. Afterall some leaders
are thrust into roles of increasing seniority, often without the tools, training and
development to be fully effective in a leadership role.

1. Leadership Training- Organizations can invest in leadership training programs to

develop the skills and qualities required for effective leadership.
2. Feedback Mechanisms: Establishing feedback mechanisms for employees to express
concerns or report bad leadership behavior can help address issues early.
3. Leadership Coaching: Providing leadership coaching or mentorship can support
leaders in improving their skills and fostering a more positive work environment.
4. Setting Clear Expectations: Organizations should set clear expectations for leaders,
emphasizing the importance of empathy, communication, and teamwork.

What Is Transformational Leadership?

Whether you’re coming from the perspective of an employer, an employee, or a
student, you’re probably familiar with the concept of “leadership styles.” For example,
strategic leadership strongly emphasizes future trends and developments, while tactical
leadership is more concerned with problem-solving and the efficiency of daily operations.

One style of leadership that has been experiencing a popularity boom in recent
years is known as transformational leadership, a concept that was first developed during
the 1970s. Research shows that, when implemented successfully, transformational
leadership can positively impact both companies and individual employees by boosting
employee engagement and satisfaction while motivating workers to surpass performance
expectations
The origins of transformational leadership in the U.S. can be traced back to 1973
when sociologist James V. Downton first introduced the phrase. Leadership expert James
Burns, who was awarded the Pulitzer Prize for his biography of Franklin D. Roosevelt, later
built on Downton’s framework, which researcher Bernard M. Bass again expanded during
the mid-1980s.
 As the concept has been developed over time, four equally critical components of
transformational leadership have emerged. These components or elements can be
considered “the four I’s”: intellectual stimulation, individual consideration, inspirational
motivation, and idealized influence.

So, what do each of these elements involve, and why are they so integral to the
concept of transformational leadership? First, let’s take a closer look at each component
and how it is implemented

What Are the Four Components of Transformational Leadership?

1. Intellectual Stimulation An effective transformational leader can stimulate their team

members intellectually. They motivate employees to want to learn and develop new skills and
promote an environment where team members feel free to apply creative solutions, offer
contrasting perspectives, or voice their concerns. They also understand the importance of
continually learning and are never afraid to challenge their own assumptions or look at new
solutions to old problems.

2. Individual Consideration -Transformational leaders are excellent listeners with high

levels of empathy. They consider the individual needs, concerns, and motivating factors that
drive every team member and tailor their approach accordingly. By showing consideration
for, and making efforts to accommodate, different individuals on their team, transformational
leaders excel at making employees feel heard and valued.

3. Inspirational Motivation-Transformational leaders are adept at communicating the

mission or vision underpinning an organization. Their enthusiasm makes employees feel like
their work is essential and drives them toward a greater goal, fostering a sense of motivation
that unites every team and department. In short, they inspire their followers to challenge
themselves and achieve more, which has the benefit of producing a more confident and
autonomous workforce.

4. Idealized Influence- Successful transformational leadership requires setting challenging

yet achievable expectations for your team and yourself. According to the work management
platform Asana, “Leading by example can increase trust and team engagement,” — cautioning
that, on the other hand, “If what you’re doing and saying is inconsistent, that inconsistency
can lead to frustration and lack of trust.”

What is charismatic leadership?

Charismatic leadership is made up of a combination of characteristics. Many of them work

together and can be implemented at different times for better use.

Here are eight charismatic leadership characteristics to consider:

1. Communication- A charismatic leader can clearly communicate job duties and goals to
their team. They speak openly, in a professional way, and convey their exact thoughts
without speaking too little or too much. They also allow open communication between
everyone. They encourage their employees to speak freely without fear of repercussions.
They also have good listening skills so that their employees feel heard.
2. Empathy- By allowing their employees to speak openly, a charismatic leader must also
make good use of empathy and compassion. They are open to their employees’ concerns
and passions, willing to understand their feelings. Charismatic leaders have
high emotional intelligence. Because of this skill, they become well-liked among their
employees as great listeners and confidants.
3. Confidence- The idea of charisma often brings along the idea of self-confidence. Strong
confidence in the business world has many aspects. Proper posture and the right body
language, such as maintaining eye contact, create an image of confidence. A leader who
 takes on challenges with strong reassurance that they and their team can finish
it presents themselves as confident. When issues arise, or problems are found, a
charismatic leader can confidently take control. They delegate tasks and clearly
communicate their wishes and the outcome they seek. The main takeaway for confidence
is to look and act as if no matter what someone goes through, everything will result in a
good outcome.

4. Humility- A charismatic leader understands that they aren’t perfect. Arrogance is one of
the worst traits of leadership. Instead, a leader should be willing to accept their mistakes
and take on mistakes from their team as their own. They understand they can improve
and strive to do so for the sake of their team. They are also aware they are a part of the
team. If a small job needs to be completed and they have time to tackle it, they accomplish
the job themselves instead of asking someone to do it for them. The leadership value of
humility shows their employees that their leader is human, yet their other traits are what
gave them command.
5. Self-awareness- Regardless of how amazing a leader can be, they must also be aware of
themselves and how others react to them. Many erratic leaders don’t understand the
stress they put on their employees. But a charismatic leader focuses on understanding
themselves and their roles within their team.
6. Maturity- A charismatic leader is someone who was put in their position due to their
maturity. They can develop and drive a team toward the business’ goals due to their
expertise and experience. They can accomplish this with a wise mindset when
approaching everything they do. They are the leader who directs and commands.
7. Optimism- A leader should be optimistic, a “glass half full” type of person. If an issue does
come around, they reassure their employees that the issue can be corrected. They
can build a positive attitude for everyone around them by always looking on the brighter
side.
8. Passion- A charismatic leader always shows a great deal of passion in everything they do.
They show great enthusiasm for their work, genuinely. This passion should also bleed
into other employees through clear communication and how they act.

III. REFERENCES

Leadership Roles (With Examples and Functions of Leadership). (n.d.). Indeed Career
Guide. https://in.indeed.com/career-advice/career-development/leadership-
roles#:~:text=A%20leadership%20role%20is%20one

20 Traits of an Ineffective Leader. (n.d.). Indeed Career Guide.

https://www.indeed.com/career-advice/career-development/ineffective-
leaders#:~:text=An%20ineffective%20leader%20is%20a

Bad Leadership and Their Failures. (n.d.). Www.linkedin.com.

https://www.linkedin.com/pulse/bad-leadership-failures-michelle-ansell#:~:text=Low
%20Morale%3A%20Bad%20leadership%20can

tprestianni. (2023, March 23). What Is Transformational Leadership? National University.

https://www.nu.edu/blog/what-is-transformational-leadership/#:~:text=The
%20origins%20of%20transformational%20leadership

Waters, S. (2021, November 30). Charismatic leadership: How to tap into heart and soul to
lead. Www.betterup.com. https://www.betterup.com/blog/charismatic-
leadership#:~:text=Charismatic%20leaders%20can%20motivate%20and

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