Leadership Training: Management Seminars - Transactional and Transformational Leadership

The Leadership Training Institute offers seminars that teach participants to confidently use proven methods of management leadership to lead people and help them plan, organize and control their work assignments. Seminar participants will also learn to use resources made available to them more effectively.

On-Site Seminars: can be tailored to the needs of client organization and delivered on-site at time and location of client choice.

Seminar Objectives:

At the 90-day post-seminar assessment, participants will have:

Demonstrated (on the job) an understanding that the intuitive style of leadership (self-centered, directive) will only work in special circumstances and will have made noticeable improvement in working themselves toward a management leadership style (participatory, empowering)

Spent more time "leading and managing" and less time "doing"

Used the action planning process to plan and implement at least one important initiative that has a positive impact on business results

Used the decision-making technique on the job to arrive at sound decisions that have or will have a positive impact on business results

Demonstrated greater ability to function in teamwork situations

Developed and successfully used a system of control by exception

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Management Seminars - Transactional and Transformational Leadership

In discussing management leadership, transactional and transformational styles of leadership are often at odds with each other. Some people practice one and others practice the other. Yet, it is very easy to get confused with the two and ask which one is the best kind of management leadership to be used in an organization.

Let's think about it for a while. In your organization or in your situation as a leader or as a follower, which works better, is it transactional or transformational leadership?

There are times that leaders simply do several transactions with their followers, they say "do this." Or "do that." They do not have deeper relationships with their people apart from the transactions they have to go through. Yet, in an organization, it is extremely important to value the people more than just the system and the processes of the organization.

It is therefore wrong to assume that transactional and transformational styles of management leadership are separate from each other. They can be seen as adversarial. Or perhaps, you have associated one style with a person that you like and the other one with a person that you hate! That will certainly affect the way that you view these two styles of managing people.

Transactional and transformational leadership go together. No matter what other people say about this issue, there are times that transactional leadership is more appropriate than charismatic leadership. Either way, the goal of the leader remains the same-to transform the individuals that make up the organization so that they, in turn, can change their world for the better.

Transactional leadership usually involves transactions-one-time events in which the leader gets to talk to a subordinate to give orders, reprimand or reward for tasks accomplished. Transformational leadership also exhibits that kind of giving orders, reprimand and rewards. But it has an added benefit, the transformational management leader looks at each individual as a person worthy of respect and nurturing.

Transactional and transformational leadership are two sides of the same coin. Any organization that seeks to dichotomized these two styles of leadership are creating artificial barriers and divisions that are, in the long run, inimical to the interests of the organization.

What is needed, therefore, is a recapturing of the vision, mission and goals of the organization. This will certainly inspire the people to do their jobs with an eye towards the big picture. The management leader can spearhead this kind of project so that the employees or subordinates can follow a champion.

The leader is the champion that could stand up for the values of the organization. It does not matter if he uses transactional and transformational leadership. Let the situation decide which one is better.

Source: M. Rasing link

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