Four Elements of Transformational Leadership
Idealized Influence
The first element of transformational leadership is idealized influence. In this case, the transformational leader becomes a role model of the followers; displaying a charismatic personality that makes others to emulate the leader.
Inspirational Motivation
Secondly, inspirational motivation element of transformational leadership refers to the ability of a leader to motivate, inspire and create a sense of purpose in the people he leads. In this case, the leader sets a clear vision and communicates the expectations and objectives of the organization (McShane & Von Glinow, 2013).
Intellectual Stimulation
The third element is intellectual stimulation which suggests that transformational leaders value the autonomy and creativity of their followers. This is achieved by supporting and involving followers in decision making and simulation efforts.
Individualized Consideration
Lastly, individualized consideration entails recognizing the specific desires or needs that motivates each individual member of a group. So, the leader should provide customized training to each group member.
Limitations of Transformational leadership
Lacks Detail
One of the limitations of transformational leadership is that it lacks detail. In this case, the transformational leader focuses on the big picture and direction of the company, and neglects the company policies, corporate structure and daily operations of the organization (McShane & Von Glinow, 2013).
Disguising Reality
Secondly, a transformational leader disguises reality because he or she inspires followers to take more responsibility, work hard and improve themselves. In this process, a transformational leader may overlook reality. For example, an employee may lack the necessary skills to perform a job, but the transformational leader may praise him or her in order to achieve the required results.
Overemphasis on Values and Personality
Transformational leadership also depends more on the values and personality of the leader. Therefore, if the leader fails in character the organization will suffer.
