Be a Transformational Leader

Successful management of employees is a challenging and dynamic task in any given situation. When companies go through organizational changes such as layoffs, it is especially difficult for managers to keep their employees focused and maintain productivity. Studies have shown that transformational leadership has an impact on cynicism about organizational change (CAOC). It helps to minimize resistance to change and negative emotions towards an organization during change.

So, what is transformational leadership and what does it entail? There are 6 dimensions or behaviors of TLB that are designed to help managers achieve successful leadership outcomes. The most important factor is identifying and articulating a clear vision to the employees. Regardless of whether an organization is going through change or not, it is important that employees are clear of what the company's vision is because it gives them insight on their future looks like with the organization. The second dimension is fostering the acceptance of group goals. Transformational leaders should promote cooperation among employees to encourage each other to work towards a common goal. This keeps them involved and reliant on each other to get through the change. The third behavior is the expectation of high performance from employees. Although the organization may be going through change, expecting high levels of quality and productivity builds confidence in employees and gives them a sense of accomplishment. Fourthly, transformational leaders should provide intellectual stimulation by encouraging employees to find creative ways of improving their performance. This should reduce cynicism because increased involvement helps enhance employees' perception of change. The fifth behavior, which is being a role model seems cliche but is extremely important. It is imperative for leaders to set behavioral examples that are consistent with the organization's goals and vision. This helps employees build a level of trust and commitment to the organization. Lastly, individualized support is key to transformational leadership. Employees are likely to respond to the initiatives of leaders who care about them as individuals and take the time to hear their input. Regardless of how busy each day is, it is crucial to set time aside to run pulse checks on employees in order to effectively lead them through change.