Transformative leadership should be normal in environments that are seeking improvement. In a recent podcast, Kevin Murphy describes the mindset required to transform an organization. One exercise he describes is to have members of the organization define the type of behavior that they will exihibit when the transformation is complete. He further articulates techniques to remind them and encourage them to begin modeling that behavior. It’s a neat exercise to bring the habits of your future self into the reality you now occupy.
- Vision-has a clear understanding of where we are going. Has a clear sense of where he/she wants our team to be in five years. Has a clear idea of where the organization is going.
- Inspirational Communication-says things that make employees proud to be a part of this organization. Says positive things about the work unit. Encourages people to see changing environments as situations full of opportunities.
- Intellectual Stimulation-cchallenges me to think about old problems in new ways. Has ideas that have forced me to rethink some things that I never questioned before. Has challenged me to rethink some of my basic assumptions about my work.
- Supportive Leadership-considers my personal feelings before acting. Behaves in a manner which is thoughtful of my personal needs. Sees that the interests of employees are given due consideration.
- Personal Recognition-commends me when I do a better than average job. Acknowledges improvement in my quality of work. Personally compliments me when I do outstanding work.
While Dr. Forgensen’s book focuses on the increased performance of teams in a software delivery environment, my personal experience correlates these traits with an increased performance in other environments as well.
Even if your current organization isn’t ready for transformative leadership it’s a good idea to take these leadership traits you want to exericse as part of your future and bring them into your current reality.