Transformational leadership is a leadership style that brings about changes in social structures and people. In its perfect structure, transformational leadership leads to the creation of positive and valuable changes in the followers intending to expand them to become leaders. When endorsed in its genuine form, transformational leadership style improves the enthusiasm, performance, and morale of individuals through different methods (McShane & Von Glinow, 2018). Instead of bringing changes using dictatorial approaches, transformational leaders encourage individuals to alter their expectations, motivations, and perspectives to work towards attaining a common objective. Transformational leadership, similar to any form of leadership, has its benefits and shortcomings. Even though transformational leaders motivate higher levels of respect and trust, it is essential to create a total belief in the appropriateness of the vision being practiced. In case a transformational leader loses focus, other individuals in the group are consequently affected therefore losing their objectives as well.

A significant advantage of transformational leadership is that it reduces turnover expenses (Sun & Wang, 2017). Transformational leaders tend to focus on customer and employee retention as compared to other leadership styles. Individuals using transformational leadership approach gratify the requirements of an organization as they seek to attain their own needs concurrently. As a result, individuals develop the notion that they have specific duties within an organization that keeps them focused. Transformational leadership is beneficial because it is one of the leadership approaches which fully engage an individual. Transformational leaders can attain increased forms of productivity from their employees since they aim at achieving the requirements of individual objectives. The transformational leadership style outperforms other leadership strategies by identifying the current demands and needs particularly in those who follow them.

Transformational leadership is also advantageous to organizations because it assists them in managing and creating change (Bryson, 2018). For brands and organizations to come together, they must have a will to enlarge, improve and change with time. When proposals are in place, transformational leadership is the best available strategy for bringing other people on board to the visualization being introduced. They are in a position to sell the improvements, alterations, and expansion needed because they have faith in the process. When appropriately implemented, the procedure allows the followers, organization, and leaders to attain their full potential ultimately. Transformational leaders also benefit organizations by creating and managing change. For brands and organizations to develop, they are supposed to have the will to transform, expand and improve over time. Whenever companies create new programs, transformational leadership becomes the most effective approach to introducing a new vision. Another advantage of transformational leadership is that improved business objectives can be easily created. Through transformational leadership, individuals can incorporate new goals into their present circumstances. The leaders can also identify breaches or challenges in the procedure of attaining a vision thus ensuring that they make changes or recommendations to correct the situation immediately.

The disadvantages of transformational leadership include the fact that transformational leaders might have adverse effects. Positivity has the potential of generating a negative response. An excellent example of a negative transformational leader is Adolf Hitler because of how he provided a vision and made an appeal to his followers thus becoming a fascinating leader. The effects of his leadership style, however, took his followers away from moral betterment. Transformational leadership further presents a challenge because leaders are expected to convince their followers to agree with the principles that they believe in. Leaders should endlessly share their dream thus encouraging their team to work towards attaining it. Transformational leadership becomes a challenge to leaders because the dangers taken through the leadership style might be disturbing (Lammers & Gast, 2017). Transformational leaders utilize their captivating approach to become role models to their organization and followers. The energy is used to illustrate how the organization can attain its objectives and achieve duties. Transformational leadership can lead to worker burnout in case leaders set irrational deadlines especially when an organization requires a high amount of sustained productivity.

President Abraham Lincoln is famous for many actual instances all through his presidential term because of how he was able to make people come to his side and attain the set objectives. The leadership ability possessed by Lincoln was driven by his natural traits and how he was able to deliver his duties as a leader. President Lincoln adopted the transformational leadership approach thus providing effective leadership strategies (Goodwin, 2018). Through transformational leadership, President Lincoln attained loyalty, respect, and trust of his followers. Another way that President Lincoln used transformational leadership was through his ability to motivate people to make sacrifices regardless of the difficult situations that they were undergoing. President Lincoln also used transformational leadership by appealing to his followers using moral values which inspired them to improve their ethical standards. The approaches used by Abraham Lincoln are the exact ways that a transformational leader should adopt. Transformational leaders should not merely sit back and look at their followers but should instead take part in what their followers do. President Lincoln had a significant relationship with his followers and authentically cared about each of them. Abraham Lincoln exemplified his transformational leadership style by frequently visiting the Army and treated each of them with respect and courtesy regardless of their position.

References

Bryson, J. M. (2018). Strategic planning for public and nonprofit organizations: A guide to strengthening and sustaining organizational achievement. John Wiley & Sons.

Goodwin, D. K. (2018). LINCOLN and the Art of Transformative LEADERSHIP. HARVARD BUSINESS REVIEW, 96(5), 126-134.

Lammers, J., & Gast, A. (2017). Stressing the advantages of female leadership can place women at a disadvantage. Social Psychology.

McShane, S. L., & Von Glinow, M. A. (2018). Organizational Behavior 8/e. McGraw-Hill Education.

Sun, R., & Wang, W. (2017). Transformational leadership, employee turnover intention, and actual voluntary turnover in public organizations. Public Management Review, 19(8), 1124-1141.