Redefining Transformational Leadership

Transformational Leadership is the ability to develop a vision and inspire others to achieve it. In many corporate cultures across the globe, this definition of leadership is often accepted as the gospel truth. Leaders are expected to have all the answers. They must develop a strategic vision and work to inspire employees to believe the gospel, so that needs are identified, work gets done and employees feel empowered. However, far too often this method of leadership falls flat. Employee engagement and adherence to executing the vision of leaders is surprisingly low, which is a concerning trend for corporations everywhere. Yet we continue to embrace an outdated style of leadership and employee engagement. The world is changing quickly. Most companies following a traditional methodology for leadership, find that adherence levels of employee engagement fall between 30–35% (35% if you’re lucky), while the remainder of employees are left highly un-engaged. A recent study by the Dale Carnegie Training center states, “Some startling employee engagement statistics revealed that 29% of the workforce is engaged, 45% are not engaged, and 26% are actively disengaged.” This is likely because of the effect of developing a culture and leadership model where consumption is the main driver of participation, i.e. a vision is set/pre-determined and employees are expected to consume and enact that vision. While incentives, such as the potential for promotion are available tools to motivate individuals, these tools do not drive the basic human need of motivating employees to participate and remain highly engaged. This <a href="http://vimeo.com/121517508" rel="noopener ugc nofollow" target="_blank">video</a> shows how various organizations are structured and begs the question: <a href="https://medium.com/innovateforward/redefining-transformational-leadership-a05c8847d57c">Visit Now</a>