11.5: Identify the primary behaviors associated with transformational leadership Flashcards
What is transformational leadership? (LO 11.5)
Transformational leadership seeks to arouse and satisfy higher-order needs, engaging followers fully and inspiring them to go beyond self-interest for the team or organization.
What are the six primary behaviors of transformational leadership?
Articulating a vision – Identifying new opportunities and inspiring followers with a positive vision.
Providing an appropriate model – Setting an example aligned with leader values.
Fostering acceptance of group goals – Encouraging cooperation and teamwork.
Communicating high-performance expectations – Demonstrating high standards and expectations for excellence.
Providing individualized support – Showing respect and concern for followers’ personal needs.
Providing intellectual stimulation – Challenging followers to rethink assumptions and find new ways to approach their work.
How does transformational leadership impact leader-member exchange (LMX)?
It strengthens LMX by enhancing trust, engagement, and shared commitment between leaders and followers.
What organizational and personal outcomes are associated with transformational leadership?
Increased job performance
Greater job satisfaction
Higher employee engagement
Stronger trust in managers
Improved leader-member exchange (LMX)
Higher satisfaction with managers
What does research say about the effectiveness of transformational leadership?
Studies show it leads to significant improvements in employee motivation, trust, job satisfaction, and organizational performance across different industries and leadership levels.
How do transformational leaders motivate employees beyond expectations?
By setting high standards, encouraging adaptability, and using intellectual stimulation to inspire innovative thinking and continuous improvement.
How is transformational leadership linked to Organizational Citizenship Behavior (OCB)?
Employees led by transformational leaders often go beyond their job descriptions, displaying extra effort and commitment to the organization.
What real-world examples highlight the impact of transformational leadership?
Greater church attendance and membership growth among Methodist ministers.
Improved financial performance in banks with transformational leadership training.
Increased sales performance in teams led by transformational sales managers.
More proactive problem-solving in chemical processing plants.
What is articulating a vision in leadership?
It involves identifying new opportunities, developing, and inspiring others with a vision for the future.
What are key strategies for effectively articulating a vision?
Repeat the vision often.
Explain its significance.
Appeal to audience values.
Use metaphors and analogies.
Use emotional appeals.
Speak in positive terms.
Use “we” instead of “I.”
Why should a leader’s vision align with higher-level visions?
To ensure consistency within an organization and avoid conflicts between different leadership levels.
What is an example of aligning a leader’s vision across levels of an organization?
Steve Jobs’ vision of “a computer for the rest of us” had to be translated by lower-level managers into actionable goals like improving interface usability.
What is providing an appropriate model in leadership?
Demonstrating behaviors that align with leadership values and setting an example for employees to follow.
How does role modeling influence employee behavior?
Employees observe and internalize behaviors demonstrated by leaders, reinforcing company values.
What are key guidelines for providing an appropriate model?
Be clear about expectations.
Hold yourself to the same standards as others.
Be consistent in displaying desired behaviors.
Recognize that small indiscretions can damage credibility.
Perform positive behaviors where they can be observed.
What is the DWYSYWD principle?
“Do What You Say You Will Do” – Leaders must clearly communicate their values (“say”) and follow through with consistent actions (“do”).
Why is inconsistency in leadership modeling harmful?
If leaders fail to align actions with their stated values, employees may perceive the vision as insincere, leading to disengagement.
What does fostering the acceptance of group goals mean in leadership?
It involves promoting cooperation among employees and encouraging them to work toward a shared goal.
What is a superordinate goal?
A goal that can only be achieved when all group members contribute effort, rather than through individual efforts alone.
Why do group goals work effectively in leadership?
They create a sense of purpose, provide a rallying point, and help unify groups that may be divided by competition or conflicts.
What are key guidelines for fostering group goal acceptance?
Set goals that require teamwork.
Ensure goals are specific and results-based.
Encourage informal interactions to strengthen relationships.
Reinforce that success depends on group effort.
What are high-performance expectations in leadership?
They involve setting high standards for excellence, quality, and strong performance among followers.
What is the Pygmalion effect in leadership?
A self-fulfilling prophecy where leader expectations influence follower behavior to align with those expectations.
What are the four principles of the Pygmalion effect?
Leaders form expectations of people.
Leaders communicate these expectations through behavior.
People adjust their behavior to match expectations.
The expectation becomes reality.
How can leaders effectively communicate high-performance expectations
Set high standards.
Show confidence in team members’ abilities.
Provide guidance and support.
Encourage open communication for seeking help.
What is individualized support in leadership?
It involves showing respect for employees’ personal feelings and needs, making them feel valued and capable.
How does empathy play a role in individualized support?
Empathy helps leaders understand and address employees’ needs, enhancing mutual trust and strengthening relationships.
What are examples of individualized support behaviors?
Showing compassion and care.
Encouraging employee growth and development.
Making interpersonal connections beyond work.
Communicating that leaders care about employees’ well-being.
What are the benefits of providing individualized support?
It reduces employee stress, prevents burnout, increases job satisfaction, enhances organizational commitment, and improves performance.
