In today’s leadership landscape, the era of “command and control” leadership is over. The days of leaders ruling with a dictatorial style, or coaches like Bobby Knight throwing chairs across the court, are long gone. However, many leaders are still transitioning from transactional leadership to transformational leadership. So, what’s the difference between the two?
Transactional Leadership vs. Transformational Leadership
Transactional leaders tend to focus solely on results, goals, and the bottom line. Their primary concern is achieving specific outcomes without much regard for the journey. In sports, this would be a coach who measures success based only on wins and losses, neglecting the development of individual players. Similarly, in the workplace, transactional leaders overlook the personal growth, strengths, and career aspirations of their team members. Their narrow focus on performance metrics limits deeper connections with employees, missing out on the benefits of a more holistic leadership approach.
What is Transformational Leadership?
Transformational leaders take a more comprehensive approach, prioritizing both personal and professional growth. These leaders recognize that success goes beyond metrics; it’s about growing their people, tailoring leadership to individual needs, and focusing on the journey as much as the destination. Transformational leaders foster emotional intelligence, empathy, self-awareness, problem-solving, and strong interpersonal relationships within their teams.
Not only do transformational leaders help their employees achieve professional goals, but they also create a more significant, sustainable impact on their organizations by improving retention, fostering innovation, and boosting overall success. For these leaders, it’s about personal growth and exceptional results.
Evolve with ON Point’s Action Plan
Ready to evolve from a transactional to a transformational leader? Follow ON Point’s Action Plan and start leading with impact.
7 Tips for Transformational Leadership
Be Aware – do an internal deep dive & objectively evaluate your leadership skills & what you focus on & prioritize
Create a Safe Space – a successful & high-performing team needs to be built on a solid foundation of psychological safety
Remember What’s Important – more than bonuses or rewards, people want to be seen, heard, valued & validated
Lead with Empathy – being fully present, sharing struggles & vulnerabilities, actively listen & respecting others’ experiences is the key to success
Personalize IDPs – everyone on the team should have their own “individual development plan” with goals, strengths, areas of growth & career aspirations
Coach Not Criticize – use mistakes & missteps as opportunities to better coach, develop, train, reinforce & praise rather than chastise
Celebrate Non-Scoreboard Wins – instead of just recognizing the final score or the “X’s & O’s”, celebrate the developmental mini-wins & milestones
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