Desirable in many fields ranging from education to politics to sports, transformational leadership is built around charismatic authority figures, such as those of a schoolmaster, coach, or mayor, who lead to change because they mark the minds of their followers.

But What is the definition of transformational leadership ? Is its development within companies systematically recommended?

Let's explore this management style together, its benefits and its limits. Not to mention exploring solutions to enable leaders to develop this leadership style.

Transformational Leadership FAQ

What is transformational leadership?

This management technique is different from others by its ability to increase performance, by influencing the state of mind and values of the members of a group.

The transformational leadership is a management mode where leaders and managers encourage members of their teams to innovate and exceed their own interests to participate in the growth of the organization.

Adopted more easily by women leaders than by men, according to various research studies, this leadership style promotes the involvement and creativity of employees.
Transformational leaders foster a dynamic of accountability and cooperation, while encouraging individual development.

Transformational leadership vs transformative leadership: synonyms?

While these two types of leadership both seek to promote the success and well-being of each follower, transformative leadership aims above all, in an educational context, to combat social injustice.

Its objective: to enable minority groups to be better included and to promote greater social equity.

What are the differences between transformational and transactional leadership?

Located at the antipodes of transformational leadership, transactional leadership is based on a traditional management technique, combining motivation with the award of rewards or punishments.

This management solution does not aim to let the creativity of employees express themselves, but tends to establish a meticulous organization that leaves no room for the unexpected.

What other types of leadership are similar to transformational leadership?

At least three types of leadership have significant similarities with the transformational method:

• the charismatic leadership : in this model, the leader also has a radiant personality that allows him to unite his teams. However, the main difference lies in the fact that it does not attach particular importance to the creative spirit of its employees or to their increase in skills.
• The collaborative leadership : in this mode of supervision, the objective of leaders is above all to establish a climate of trust in the team. Promoting the cohesion of employees, it also makes it possible to quickly resolve conflicts. However, this variant does not necessarily include a change in the state of mind of employees who are not encouraged to gain initiative.
• the leadership based on coaching : it is undoubtedly the leadership style that is closest to the idea of supporting the transformation of personnel. Indeed, in this case, the leader adopts the behavior of a coach in order to challenge them and allow them to evolve.

Why use transformational leadership in business?

Like any director or manager, the transformative leader tends to improve the performance of the company.

However, he is convinced that this objective will be achieved more sustainably by promoting the professional development of each employee.

This is why he gladly guides each member of his team towards individual development so that everyone can exploit their full potential for the success of the company.

A management technique that is ideal in sectors where innovation and responsiveness are the order of the day.

This supervision technique has its place in all sectors of activity (distribution, building, agriculture, agriculture, industry, education, services, finance...) and in all types of businesses (SMEs, ETI, ETI, Large Groups, Public Service).

However, this approach is particularly useful recommended in areas requiring great responsiveness and agility.

This is particularly the case in the innovation, information technology, digital and e-commerce sectors in which it is important for employees to regularly adapt to rapid technological changes in order to be competitive in the face of competition.

By encouraging experimentation, autonomy, and accountability, transformational leaders instill a positive culture in their team.

He accepts failures and turns them into learning opportunities, but does not forget to share with all his collaborators the successes in which they have all participated.

A management method to be developed in times of change or crisis

This leadership is also essential when an organization is faced with a period of crisis or the need to operate a profound transformation.

Indeed, in these turbulent times when staff are in doubt, a transformational leader has multiple assets to help employees make the necessary changes so that the company can reinvent itself.

Its key card: knowing how to reveal the potential of each employee, without neglecting their well-being, by allowing them to be fully involved in the rebound of this business and its long-term success.

What are the benefits of transformational leadership?

Research highlights that leadership plays a key role in employee engagement and team effectiveness.

Indeed, effective management can increase productivity by 20 to 30%, thanks to an environment where company members feel valued and listened to.

The impact of this leadership on the motivation and cohesion of teams

Concretely, what are the effects of transformational management on the state of mind of employees and group dynamics?

In particular, we observe:

• A commitment that makes sense: by promoting initiative, transformational leadership increases job satisfaction.
• Appreciated recognition: the valorization of individual involvement creates a virtuous circle, stimulating commitment.
• An incentive to take responsibility and professional development: employees benefit from training and support allowing them to benefit from increased development opportunities, allowing them to seek leadership positions in particular.
• An improvement in well-being: by adopting an empathetic and ethical approach, this form of leadership facilitates a balance between professional and personal life and creates a positive work environment.

Significant benefits for businesses

Transformational leadership is emerging as a key lever for modern businesses due to its multiple advantages that he grants them:

• Strengthening commitment: this management style promotes a deep attachment of employees to their company, thanks to human management and a relationship of trust based on authenticity and transparency. This approach therefore contributes to reducing the turnover rate.
• Autonomy and accountability: by transforming hierarchical relationships, it values the autonomy of employees and stimulates the development of their skills, while giving them the freedom to take innovative initiatives.
• Meaning and satisfaction at work: by giving a clear meaning to the tasks performed, this leadership increases job satisfaction, creating a framework in which employees feel valued and inspired.
• Facilitating innovation and adaptability: encouraging the emergence of new ideas, this management becomes a source of creativity, essential for rapidly adapting to technological and market developments.
• Cohesion and team spirit: by bringing employees together around collective goals, it strengthens cooperation and develops a positive organizational culture, where respect and trust prevail.
• Optimized performance: by combining it with clear and inspiring goals, this form of leadership improves individual and collective performance.

In short, this leadership combines humanism and efficiency to build innovative, adaptable and efficient organizations.

What are the challenges of transformational leadership?

For leaders, the main challenges are overcoming resistance to change and fostering continuous innovation, which requires regular staff training.

However, other disadvantages may appear:

• a certain operational complexity: implementing these practices requires advanced communication and mentoring skills.
• an investment in time and resources: mentoring and supporting employees require a significant commitment on the part of the leader, both in terms of time and resources.
• Possibility of failure: Encouraging innovation can sometimes lead to costly mistakes.

As for employees, they can sometimes encounter difficulties with this coaching method:

• Risk of burnout: High expectations can lead to an overload of pressure for employees.
• Dependence on the leader: employees risk relying too much on the manager to guide their vision.

Examples of transformational leadership applications in business

Now let's take a look at some of the situations where the use of transformational leadership is relevant.

It is especially in long-term projects, which present a major challenge for society and require maximum employee support, that this leadership method finds all its raison d'être.

For example, a digital transition project or a CSR project where staff must be fully involved to adopt new tools and best practices in order to contribute to the growth and influence of the company.

But we can also see that this leadership is very useful in human resources management.

Indeed, this management method, which places great emphasis on empathy, ethics and innovation, seduces talents and impacts their motivation and, ultimately, the retention rate.

This is the recipe followed by Steve Jobs, founder of Apple, or Richard Branson, at the initiative of the Virgin Group, for their greatest success.

What are the qualities of a transformative leader?

This type of leader is distinguished by a natural authority that is based on his ability to motivate and inspire his collaborators.

Charismatic, open-minded, conscientious, he is also endowed with great empathy.

These assets allow it to lead long-term transformation projects and to make positive changes both for the company and for the development of employees.

In practice, a transformational leader is characterized by the ability to:

• Stimulate the motivation and encourage the professional development of its employees.
• Offer support while leaving employees with the autonomy they need to make decisions and be fully involved in their missions.
• Promote principles such as authenticity, open communication and mutual support.
• Promote an ethical professional environment, structured around clearly established values.
• Establish a corporate culture where individuals go beyond their personal interests to work collectively.

How do you develop your transformational leadership skills?

Transformational leadership is based on natural qualities, but can also be cultivated by the manager.

To play a key role in change, he must constantly listen to current and future challenges, anticipate developments, opportunities and risks.

It is also important that they have a solid economic and entrepreneurial culture in order to be inspired by proven solutions.

Patience is a crucial quality to develop, as transformation projects require time and involve profound changes.

Finally, the manager must adjust his way of thinking and his behavior by supporting his teams, by valuing collective successes and by promoting creativity to successfully carry out the transformation process.

How to make your management evolve towards transformational leadership?

Do you want to put transformational leadership into practice?

Whether you have everything to discover or if you want to improve your learning, the best lever for making rapid progress on this path is undoubtedly the leadership coaching.

To enable you to integrate transformational leadership into your business, our professional coaching firm Visconti Partners offers a tailor-made coaching solution for leaders and managers led masterfully by certified coaches, all managers.

Support that offers your company a perspective of sustainable growth while ensuring the well-being and development of your employees.