Distinguishing transformational and charismatic leadership styles

Transformational vs. Charismatic Leadership

Leadership

Leading and Influencing Others:

Transformational vs. Charismatic Leadership

This paper discusses the qualities of great leaders, and examine specifically the characteristics of transformational leaders and charismatic leaders. There are various leadership styles, which may be dictated by the management culture as well as the needs of the organization or venture. People of all levels within an organization need to be motivated. A great leader provides that foundation. When people are motivated by leaders with excellent leadership qualities, they are productive, engaged, and hence the organization as a whole is more successful than not.

Transformational and charismatic leaders are both alike and dissimilar, yet both can be exceptionally effective. First, a discussion on the qualities of great leaders and issues of leadership in general is offered. Following is a discourse on transformational leadership. The topic of charismatic leadership is then offered. An example is offered of a real-world experience of the author to illustrate one of the leadership styles. Finally, a conclusion is given to highlight and synthesize the main points of the paper

Introduction

It is not enough to be a good or even a great manager to be a great leader. A leader must inspire, motivate, and possess key qualities that allow them to rise above the politics of the moment and keep the long-term view for optimal outcomes of their particular venture. The situations of Fortune 500 CEO's, and those of the leader of a local food bank, may vary in terms of financial statements, stock options, dividends, and clientele. However, what does not differ is the spark of a great leader, those particular qualities that make people want to follow and support the vision of the leader.

While there are many differing ideas of what constitutes leadership, most would agree that regardless of the various theories, what makes a good leader can mean the success or failure of an organization or venture. Leadership is often the first line of problem-solving in many situations. Schools, government, even social media all "do better" depending upon the expertise of the leaders in charge. Most people want to follow, not to lead. However, for those Churchill's, Patten's, and Kennedy's that history has given the world, one can sense that without these key leaders and their unique qualities, the world would likely be much different.

Common sense dictates that leadership is not only necessary, it is desirable. People want to know that someone competent is in charge. Yet, what defines competence, and how it is achieved and practiced, is a field of much study. While people demand and desire great leaders, they also tend to have reservations at the same time.

One can see the deleterious effects of following a leader with the right qualities, but the wrong agenda. For example, Hitler was a leader, who abused his power and harmed millions of people. Extreme religious fanatics, while exhibiting leadership and getting people to follow them, also abused their power, subjecting their followers to atrocities (Charles Manson), and even death (Jim Jones and Jonestown). Luckily, great leaders have additional desirable qualities, that being to foster and nurture the safety and well-being of those they intend to lead.

Leadership, therefore, is a relationship, not a thing. It is defined by the willingness of someone deciding to follow another. Indeed, leadership is a concept that happens among people in the leader/follower relationship. Without the consent of the "follower" to follow, there is nothing to lead. A question, then, is what causes a person to follow another person? The answer is found in part in the qualities that define a great leader, those certain characteristics that make and motivate others to follow them and their agenda.

A great leader, in general, will possess certain qualities. Key to being successful is the quality of effectiveness. There are eleven noted qualities of what makes an effective manager and four key principles that make an effective leader. The table below summarizes the eleven qualities of an effective manager:

Command of Basic Knowledge

Professional Knowledge

Sensitivity to Events

Analytic

Social Skills and Ability

Emotional Resilience

Proactive

Creative

Mental Agility

Balance Learning Habits and Skills

Self Knowledge

(Pedler, Burgoyne, & Boydell, 1944).

While these elements as noted above are quite important for good management, a good manager does not necessarily make a good leader. To be an effective leader, key characteristics are required. When asked, "what is leadership," people tended to answer in one of four main categories.

1. Power: meaning, the ability to have people follow your agenda.

2. Persuasion: the means to motivate.

3. Vision: a leader provides the vision.

4. Empowerment: a leader enables and empowers others to do their bidding.

Generally, the conception is that a leader uses power in a non-coercive manner, to will people to engage in cooperative endeavors, in order to pursue the vision that rises above the self-interest of the follower (Bolman & Deal, 1991). While the discussion of basic leadership fundamentals is important, the discussion will now turn to the types of leadership styles, focusing in on what is known as transformational leadership, and charismatic leadership.

Transformational Leadership

Transformational leadership is a style where leaders not only widen the interests of their followers; they also tend to elevate those interests. This is accomplished through developing awareness of the vision and mission of the organization, and garnering acceptance of those purposes. Additionally, transformational leaders motivate followers to go beyond their platform of self-interest, instead embracing a new paradigm of concern for the good of others. Transformational leaders employ the tools of vision, courage, motivation, charisma, and a concern for the follower. Their vision is broad, their interests are those of the group, their mission is long-term and met through inspiring others to follow (Bass, Atwater, & Avolio, 2008).

The following diagram illustrates the dynamics and characteristics of a transformational leader:

(Beverly Alimo-MetcalfAlban-Metcalfe, Bradley, Mariathasan, & Samele, 2008).

In short, a transformational leader is positive, has the long-term view in mind, and inspires people.

Conclusion

Leadership is something people need, and even subjectively, desire. It connotes an implicit contract between the leader, and the follower. Without that consent of the follower, there is no leader. Qualities that comprise a good leader are those that the person will employ in the leader/follower relationship, such as being knowledgeable, trustworthy, accessible, and confident, among others. Leadership is inherently a concept of relationship, and leadership styles have evolved to attempt to capture that relationship, based on the setting and demands of the particular situation. Leaders are not machines, they are people, and people are uniquely different from each other. Leadership is also a field of study, where styles and characteristics are plugged into matrixes, quantified, qualified, and verified. Such is the nature of leadership. Two styles of leadership are transformational and charismatic leadership. One could reasonably argue that charismatic leadership is the flashy cousin of transformational leadership. Both styles incorporate a method of inspiring others, engendering trust, sharing a common vision, and creating success for the organization or venture. Dangers linger in any relationship where one party holds power and the other party gives it. Any student of leadership, must recognize that tripwire, and assiduously avoid it through correctly recognizing the dangers that abuse of power can bring.