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Transformational Leadership: A Change Agent


Transformational Leadership is more about inspirations for the team to create a vision, guidance to adapt the change. Team culture is important to identify and work for the needed change.

For transformation, things need to be revamped. The need based importance for transformation are brought out by inspiration. When the resources are limited, the team bond, the solution exploration which bring the team together for an object should not lack. Moreover, when the team is motivated and has a feeling of ownership, it creates synergy among all the team members, which brings out effective productivity. This can only be achieved with a transparent culture where leaders are also accountable to what they do and their act shall be for the betterment of the organization.

Transformational leadership involves motivating teammates to move beyond their own self-interests for the benefits of the group and the organization and view their task from the new perspectives. It is well demonstrated that transformational leadership is a very powerful influence over leader effectiveness as well as employee satisfaction and increase the intrinsic motivation of their teammates and build more effective relationships with them. It is also argued that transformational leader acts as a change agent who is skilled in managing the unpredictable situation at the workplace. Furthermore, transformational leader also demonstrates some other key behaviors such as role modeling, creating a vision and making the norms and value clear to all.

For transformation, empowerment of the work you do and the team is very important, as it is very vital for people to grow and feel good about what they are doing. Moreover, Psychological Empowerment is also very significant, which is directly associated with the person’s emotions, willing to do work and happiness.

Mr. Chetan Bhandari, Chairman of Bajeko Sekuwa, can be considered as a living example of transformational leadership in Nepal. The business of Sekuwa (barbecue) was earlier very well associated with alcohol, though not so popular in the market. However, Mr. Bhandari amazingly branded and transformed the business in such a way that people now love to work with Bajeko Sekuwa and are convinced with how the business has changed the industry of Sekuwa in Nepal.

“Empowered employees, largely due to the discretion provided to them regarding how they carry out their job responsibility, are also more likely to engage in discretionary behaviors. When employees feel less constrained by their jobs, they can act as moral agents to help others without the repercussions of moving off task. Also, when employees believe their jobs are meaningful and they significantly influence others. Perceptions are enhanced when leaders are high in moral competence…… Taken together, leaders’ moral competence increases employees’ psychological empowerment, which in turn influences employees’ task performance. – Leaders’ Moral Competence and Employee Outcomes by T.Y, & M. Kim on Journal on Business Ethics, 2012

In the transformation of Performance Based Strategy and commitment it seems for empowerment goal setting is equally important. As performance growth, being committed while not getting the real job, having a job for a reason it is all because of having a goal and need to achieve it. If the team is not motivated with the job description, Transformational leaders can bring up strategies which can intrinsically motivate the employees, may be with an amazing working culture where the team would love to work or to have a strategy to train and provide exposure to the employees.

Transformational leadership can only be achieved with opportunity sharing, solution exploration and change making objectives transparent.

By Asish Thakur