Leadership Principles

Introduction

The role every manager must fill in the workplace is leadership. Managers often make the mistake of assuming that because they are the managers, they are also the leaders and that their associates will automatically follow. In reality, position only denotes title, not leadership. Peter Northouse (2001) defines leadership as a process whereby one individual influences a group of

individuals to achieve a common goal. To be an effective leader, the manager must influence his associates in a positive way to reach the goals of the

organization. Furthermore, the transformational leadership approach can help managers become exceptional leaders. This paper will explain the transformational leadership approach by discussing its strengths, weaknesses, and steps for application.

Transformational Leadership

To use this approach in the workforce, one must first understand exactly what transformational leadership is. In the simplest terms, transformational

leadership is a process that changes and transforms individuals (Northouse, 2001). In other words, transformational leadership is the ability to get people to want to change, to improve, and to be led. It involves assessing associates' motives, satisfying their needs, and valuing them (Northouse, 2001). Therefore, a transformational leader could make the company more successful by valuing its associates. One such example is Sam Walton, founder of Wal-Mart, who often visited Wal-Mart stores across the country to meet with associates to show his appreciation for what they did for the company. Sam Walton gave “rules for success” in his autobiography, one of which was to appreciate associates with praise (Walton, 1996). There are four factors to transformational leadership, (also known as the “four I's”):

idealized influence, inspirational motivation, intellectual stimulation, and individual consideration. Each factor will be discussed to help managers use

this approach in the workplace.

• Idealized influence describes managers who are exemplary role models for associates. Managers with idealized influence can be trusted and respected by associates to make good decisions for the organization.

• Inspirational motivation describes managers who motivate associates to commit to the vision of the organization. Managers with inspirational

motivation encourage team spirit to reach goals of increased revenue and market growth for the organization.

• Intellectual Stimulation describes managers who encourage innovation and creativity through challenging the normal beliefs or views of a group. Managers with intellectual stimulation promote critical thinking and problem solving to make the organization better.

• Individual consideration describes managers who act as coaches and advisors to the associates. Managers with individual consideration encourage associates to reach goals that help both the associates and the organization.

Effective transformational leadership results in performances that exceed organizational