← WorkCookie - Get Ahead with Industrial/Organizational Psychology in the Workplace
WorkCookie - Get Ahead with Industrial/Organizational Psychology in the Workplace
Ep. 7 -Transformational Leadership (Dr. Nikki Modeste)
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It's happening again. Welcome to Work Cooking, a CBOT podcast as we broadcast around the world. Get bite sized morsels and tidbits from our industrial organizational psychologists, other experts, and the latest research on the workplace to boost your organization's effectiveness. Sign up now@cboc.com that's s e b o c.com to engage with our community, gain a sense of belonging and access our other media and get rapid advice from our experts. Don't forget to check out our corporate, career boost, recruiter and even student memberships@cboc.com
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hello everyone and thank you for joining in to another session of Work Cookie where we provide you with bite sized information to help your organization be effective and successful. My name is Dr. Nikki Modesti and today's topic is Transformational Leadership. I wanted to discuss why I believe that transformational leadership is one of the most effective styles for leaders to have for a couple of reasons, one being the positive impact that transformational leadership has on employees. 2. How transformational leadership helps shape and define the company culture Langston Edu defines transformational leadership as a leadership approach that causes change in individuals and social systems. In its ideal form, it creates valuable and positive change in the followers, with the end goal of developing followers into leaders. Even if this is not your natural style of leadership, you can adopt some of the characteristics and behaviors of a transformational leader to motivate, influence, and inspire change with your followers and in the organization. Now to break down those reasons I provided earlier and why it's the most effective leadership style One of the positive impacts that transformational leadership has on employees is by building trust. Building trust means getting to know each of your employees, and you do that by investing the time to understand their work style, personality, and how to motivate them. Create Consider how effective your team will be because you have a better insight into who each of your team members are as people and you don't see them just as workers who carry out a task that you've assigned to them. Building relationships fosters an environment of trust and collaboration. Recall that in the definition of what a transformational leader is, they cause change in individuals and social systems. Employees are going to be resistant to any change that you attempt to implement because you've neglected to build trust and rapport with them. If they don't know who you are and they feel that you don't have their best interests at heart by getting to know them, understanding them as people, anything you try to do will be met with some resistance. Similarly, if you're seeking to change the behavior in the teen dynamics. It's necessary to build trust and rapport with the team. Next, transformational leaders empower their employees Employees who feel empowered are most likely to provide more of that discretionary effort in their positions, creating an opportunity to increase performance. They will help you as the leader develop and execute your vision, which we will discuss later. And as they feel valued and a co creator in the vision with. Well, how do you empower your employees? You're asking yourself. You make them a part of the decision process. You get their buy in on some of your ideas and ask questions. How do you think we can make this plan better? And do you see any areas for improvement before we proceed? Employees who are part of the decision making process will be more involved in the plan and will want to be more engaged and also will want to make sure that the change that's being implemented is successful because they've been made a part of the plan and they are part of the decision making process. Employees empower employees, allows them to lead from within and then from without. You are giving them the tools to develop good leadership skills by showing them that you believe in their decision making abilities. You also believe that their capabilities are enough to get the job done. You are also saying to your employees that there is no need for me to micromanage you. I will provide all the necessary resources that you need for you to be successful. They in turn, your employees in turn will be committed. They will be loyal and more productive, more engaged in their work, in their positions. The next point I'd like to bring up is leading by example. This is a critical characteristic to have as leaders because it demonstrates to employees that you lead with your actions as well as your words, thereby influencing the attitudes and behaviors in your team. Employees also see that you are willing to do what is necessary to help motivate your employees, even if that means taking on some of the tasks that you have delegated to them. It's a known fact that one of the top reasons that employees leave their job is due to the managers within and within that can be a myriad of reasons why they left their managers. And one of those reasons is they're not feeling valued. The manager's poor management style, lack of autonomy, the manager micromanaging, lack of resources in order to do their job successfully, no opportunities for growth and development, and then finally, incompetent managers. Throughout my career I have seen a variety of managers with different leadership styles. From those who micromanaged, as we just mentioned, those who managed by fear and intimidation. Those managers who were extremely hands off. And then those managers who neglected to listen to their employees. Then there were those managers on the opposite spectrum of who wanted to see you be successful. They provided the necessary resources to help you grow and develop. They provided additional training and leadership coaching because they saw your potential, you showed them your potential. And then there's managers who wanted to make sure that you grew and developed into a well rounded leader. I can tell you that throughout my experience, the managers who were on that positive spectrum, who provided the necessary resources, who saw your potential by giving you more more assignments, who stretched you, who helped you grow and develop into a well rounded leader, those are the managers that I was more loyal to. Those are the ones that provided more discretionary effort. I was more engaged in my position. I thought of ideas to make my position better. I was really invested into understanding how I can make my position better, how I could take off some of the assignments, the responsibilities that my manager had to make sure that they could do their job effectively. And I did my job effectively as well. It's important to note that leadership isn't just about getting people to do the work that you want them to do. As mentioned earlier, employees want and need to feel valued. They need a sense of purpose in the work that they do and want to believe that the work that they are performing is making a positive impact. Involve them in the plan, share with them the whys, the reasons for changes, and let them see that your words and your actions match. The next point that I wanted to address is transformational leaders. They lead with vision. Employees need to see that you are a believer in your own vision or the corporate vision you are trying to execute. Whichever it is that you are asking them to be a champion of, it is important for you to articulate and for them to understand what the vision means for them in the future and how it impacts their career. Remember the wifm. What's in it for me? By doing, you give them the meaning behind the vision. And as I mentioned earlier, they will feel a sense of purpose and will be dedicated to the mission. Transformational leadership can help define the company culture by demonstrating that employees are their greatest asset. Their employees voices matter. By inspiring employees to be innovative with their ideas to the organization's most complex problems. By allowing employees to see their leader as authentic and genuine, they are confident and can make tough but necessary decisions. The best leader is the one that creates more leaders. And that's what a transformational leader is. And that's how they can help shape and define the company culture. I can sit here all day and talk about transformational leadership and its positive impact on the culture and employees, but I am going to wrap up here. You can find other podcasts as well as blogs and resources by our workplace experts on cbok.com, i am Dr. Nikki Modesti and thank you for joining in to this session of Work Cookie.
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Thanks for listening to this episode of Work Cookie, a CBOK podcast. Don't forget to sign up@cbok.com that's s e b o c.com to engage with our community, gain a sense of belonging, access our other media, and get rapid advice from experts. Would it be a bad idea to make your most challenging workplace problems go away? Don't forget to check out our corporate, career boost, recruiter, and even student memberships@cbok.com.