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Seminar at Rainbow Towers from the evening of April 7 through to April 9 with the International Leadership Foundation (ILF), this article, adapted from an ILF introductory document will consider the word, “transformation” and how it relates to leadership.
It will investigate the meaning and process of “transformational leadership” by answering the journalistic questions of what, how, why, where, when, and who.
What?
What is “transformational leadership?” The dictionary defines “transformation” as a change in composition, appearance, character or structure.
The word for “transform” in the Greek language is “metamorphose.” This is similar to the zoology term, “metamorphosis” that implies the complete change of character and appearance of a larva into a butterfly.
Likewise, in geology, “metamorphic rock” means the process of altering and strengthening rock formations by extreme pressure and heat.
Transformational leadership occurs when one or more persons engage with others in such a way that leaders and followers raise one another to higher levels of motivation and morality.
Transforming leadership becomes moral in that it raises the level of human conduct and ethical aspirations of both the leader and the followers, and thus has an overall transforming effect.
Why?
Why is the transformational approach to leadership needed? Over the centuries, leadership has gone through various stages of development.
During the 19th century, the trait-form of leadership was the preferred method for leading.
Leadership was ascribed and positions were given to family members.
During the past fifty years, leadership studies have focused on leadership as an “exchange process,” a transactional relationship which promises rewards to followers in exchange for performance.
Now leadership theorists are saying that leadership as a transaction must give way to a higher order of change starting from the inside out and emanating to others.
The new perspective on transformational leadership requires a new way of thinking and understanding. The old metaphor was one of a machine, of mechanisms that operated in a linear fashion with predictable outcomes.
The new metaphor is one of a living organism that is extremely complex, unpredictable and interconnected with others.
Each leader, just like each organism in nature, displays different styles and variations according to their individual uniqueness.
Situations change, but godly principles and values remain constant. Although, leaders must continually sharpen their skills, the spiritual foundation, which forms the basis for change must not be overlooked.True growth and change can only be reached when one is transformed from the inside out. The transformative leader stands on the immutable claims of God but is thus trained to diagnose varying situations and become sensitive and flexible to change.
How?
How does transformative leadership occur? Transforming leadership is the process of creating vision, shaping values and empowering change.
Real transformation begins with the change of one’s thoughts and then it permeates to a change of attitude and behaviour. We are transformed by the renewing of our minds.
Researchers have identified 3 major opportunities for learning to lead: trial and error, observation, and education.
Learning by trial and error involves learning from our mistakes and/or successes.
Learning by observation involves watching the practices of an effective leader.
The concept of mentoring and modelling the way can encourage a behavioural change in a protégé’s life.
Learning by education and formal training can improve one’s chances of success. According to a study by a training group, “. . . people who are trained formally on the job have a 30 percent higher productivity rate after one year than people who are not formally trained.”
Where?
Where do we change? First, we change in our thought patterns and then as a result of our changed assumptions, our behaviour and actions become transformed.
The various areas where transformation occurs are in our personal, relational, and professional lives.
Specifically, as we change, we begin to see transformation not only in our lives and the lives of others but also in our organisations and communities.
Transformational learning requires a mix of solitude and community. Both of these environments contribute to change. Solitude involves individual times of praying, journaling and formulating a personal development plan. We need God’s power to effect real change in our lives. Community involves times of interaction and coaching.
Evaluative inquiry is cultivated where one is encouraged to receive feedback. Accepting constructive feedback requires courage on the receiving end. A climate of trust and acceptance is important for honest dialogue resulting in personal growth and development.
When?
When does transformation begin? There is a Zimbabwean proverb that says, Kuti useve muto unonaka, ndokunge hari yatotsva pamoto.
“The pot, which produces good soup, will have to face a lot of heat.” Transformation can begin by a metamorphic process caused by heat and pressure.
A trigger event involving a disorienting dilemma is a critical first step in any transformation process.
A study of 300 highly successful people in the past century revealed that 25 percent had handicaps and 75 percent had either been born in poverty, came from broken homes, or at least came from exceedingly tense or disturbed situations. Somehow these achievers overcame their problems.
As a result of a trigger event, transformation usually occurs when leaders consider new ways of dealing with their situation, discover new methods of relating to people, and explore new approaches to inspiring, encouraging, challenging, and enabling others.
Just as individual leaders can successfully overcome adverse challenges, we believe there is hope for Africa to overcome its challenges and be transformed!
Who?
Any person is a transformation agent. Transformation which is based on a biblical model begins with God affecting an individual who in turn affects relationships that surround him or her and permeates the organisation and society at large as shown in the diagram above.