I’ve had many bad bosses over the years. Bosses who micromanaged. Angry bosses. “Boys Club” bosses. One boss even openly admitted he was struggling in his role and wasn’t good at it either. Each of these experiences taught me valuable lessons about the kind of leader I did not want to become.

I’ve also had inspirational bosses. Bosses who had a clear vision. Bosses who challenged me to think bigger and hone my skills, who had high (but manageable) expectations, and were there to guide and support me when I needed it. These leaders made work enjoyable and rewarding.

It is unsurprising that I loved working for the inspirational bosses. They created a positive, engaging environment, while the other leaders made life and the workplace challenging, often leading to high turnover rates.

Clearly, the quality of leadership has a significant impact on an organization’s success.

A leader shapes the organization by creating the strategic or business plan and executing it. They decide who to hire and how to onboard them, how often meetings occur and how they are run. They conduct performance evaluations, set wage and raise expectations, and establish the overall tone of the organization or department.

However, we often can’t blame leaders for not knowing how to lead. Unless a leader is equipped with the knowledge of how to be effective, they will not be able to implement it.

Few leaders have had exposure to or training in the kinds of skills that would permit them to lead effectively.

Most people think leadership is an innate skill that some people simply have or don’t have. While some may take to it more naturally, no one is good at everything or has the knowledge of how to be successful at all facets of leadership. Skills need to be taught.

Improving leadership, not just at the executive level but even more importantly at the departmental levels, where leaders work more one-on-one with colleagues, is one of the most promising approaches an organization can take.

So how do we do it?

The first thing we need to think about is leadership style. This is often what people think about when they think about leadership. Research on leadership effectiveness identifies several key approaches, but transformational leadership often emerges as the most effective type.

Elements of Transformational Leadership: 

1. Inspirational Motivation: Transformational leaders inspire and motivate followers by providing a clear vision and communicating high expectations. They create a sense of purpose and commitment. For example, a leader might start each week with a meeting highlighting a recent accomplishment related to the overall vision and the significant role team members played. They could share how this accomplishment made a difference, fostering a strong sense of mission and enthusiasm.

2. Intellectual Stimulation: These leaders encourage innovation and creativity by challenging existing norms and encouraging team members to think independently and solve problems in novel ways. For instance, a leader could introduce a “problem of the month,” encouraging everyone to think outside the box and contribute diverse solutions. Additionally, promoting continuous learning and providing access to professional development resources can stimulate intellectual growth and innovation.

3. Individualized Consideration: Transformational leaders show genuine concern for the individual needs and development of their staff. They might take the time to understand each team member’s career aspirations and provide tailored opportunities for growth and development. Personalized coaching sessions and mentorship programs can help team members reach their full potential.

4. Idealized Influence: Such leaders act as role models, earning the respect and trust of their employees through their integrity, ethical behavior, and strong moral values. In other words, they walk their talk. Leaders who consistently demonstrate ethical behavior and make decisions based on strong values will inspire their team to act similarly.

Transformational leadership leads to higher levels of employee satisfaction, commitment, and performance. It fosters a positive organizational culture where employees are more engaged, satisfied, and innovative. Employees stay because they feel supported and valued.

These are outstanding outcomes all stemming from the leader. It’s also almost everything someone would want in an employer.

Weekly Challenge: As a challenge this week, if you’re in a leadership position, take some time to evaluate your leadership style. Are you inspiring your team with a clear vision and high expectations? Are you fostering an environment of intellectual stimulation and creativity? Are you considering the individual needs and growth of your team members? Are you leading by example with integrity and strong moral values?

Choose one of these areas to focus on and make a deliberate effort to improve. For instance, you might start by clearly communicating your vision and expectations during your next team meeting, or by providing personalized feedback and support to a team member who is struggling.

Remember, the effectiveness of your leadership style has a profound impact on your organization’s success. By embracing the principles of transformational leadership, you can inspire your team to achieve their full potential and create a positive, productive work environment. Start today and see how elevating your leadership style can transform your team and your organization.

Best wishes, Lauren

P.S. If you or your organization need support with leadership training and coaching, we’re here to help. We offer free 30-minute consultation sessions to get you started. Reach out to schedule your session and take the first step towards transformative leadership.