Transformational, Transactional, and Servant Leadership
Transformational leaders try to motivate followers to change or to transform themselves. They are responsive to the individual needs of the followers; inspire followers; align the goals of the organization, leader, group, and invididuals.
Transactional leaders try to motivate followers by providing resources and offering payment. Considered “old style” leadership.
Transformational leadership has four dimensions:
- Idealized influence
- Part 1: The charismatic behaviors of the leader
- Part 2: The elements of leadership attributed to the leader by the followers
- AKA the emotional component of leadership
- Inspirational motivation
- Leaders set high expectations and inspire the followers to meet these expectations
- Intellectual stimulation
- Encouraging creativity and innovation
- Creating a space that is safe to try new things in
- Individualized consideration
- Creating a supportive environment
- Providing mentorship
There is also pesudotransformational leadership that violates ethical foundations, and demands unconditional loyalty from subordinates
Transactional leadership also has four dimension:
- Contingent reward
- Receive this benefit for completing this task (bonuses, etc)
- Active management by exception
- Monitoring work of subordinates and intervene to correct issues
- Passive management by exception
- Solving problems as they happen rather than preventing them
- Laissez-faire
- Absence of leadership entirely
There’s a two-page section of examples that I will probably try to read later
Servant leadership: primary objective is to help others
- Developing people
- Humility
- Authenticity
- Interpersonal acceptance
- Providing direction
- Stewardship
The goal is self-actualization!