You may have the title but do the people truly regard you as a genuine leader? By itself, the title of leader means a higher pay scale but little else. While organizations hire and promote people to lead, they are only figureheads until people choose to allow them the opportunity to lead. Ultimately, leaders only lead groups if the people give them the personal authority to do so.
Your goal is to become a transformational leader. But how? First, know thyself. The ability of leaders to be clear about their own passions and areas of importance creates the opportunity for others to share in that direction. If you are clear about where you are going, others can be as well. This enables others to make the choice of informed action. After clarity of individual direction, leaders learn to engage others in their direction. They learn to honor choice and support change in themselves and in others.
All companies face this issue. Do we change or do we stay the same? There is a dynamic inherent to all organizations called the change-stability dilemma. This means that the organization wants to both change and stay the same at the same moment. Every organization has the inherent capability to grow, adapt, and respond to changes in the environment. It also has the inherent capability to be stable and deliver the same things over and over.
Inspiring leadership is a proven path to success but how can you make that happen in your workplace? Well first ensure you have a transformational leader. They will have certain basic characteristics and be competent in performing as follows: ·
Envision a compelling future (vision) ·
Commit to the future (action) ·
Set high-performance goals (aspiration) ·
Enable inspired action through teams (collaboration) ·
It has been said that without a vision the people perish. And so it relates to business. Although the leader need not invent that vision, if they can catch a vision from a colleague all can be well. But the leader must have a passion for that vision and be able to explain it and to enthuse others about it. Regardless of how the ideas are formed, a leader who aspires to create a transformational change must have the ability to articulate some sort of compelling vision and its impact on the future.
Having it, yes that’s important. Having a passion for it is also important. Sharing it too is all part of the grand plan. But the explaining might be tricky so get it right. Transformational leaders practice this competency. They both rehearse it and refine it over time, and they also use this competency on a regular basis. Remember, the vision of the future is an image and to some degree an abstraction, while the current state is in the present and can easily overpower a weak vision.
We read about great leaders. We often read that they “have vision”. But what is vision and how can it be used to change our own life and that of our colleagues? In order to create transformation through inspiration, we begin to understand that vision transcends representational system and time. And for the leader it is vitally important to comprehend the nuances of vision. To create positive change a leader must be able to see where he or she is going.
The goal of transformation is to make things better. Some of the aspects will be in the future, particularly when we deal with large systems. But improve we must. In every aspect of our life, we need to think for the future. Here again, the issue of our vision creeps in, as to whether we are literally talking about something that will occur in the future, or whether it is a possibility in the here and now.
Before we create something we need to think about it. We have to have some guide for action before we can move toward an outcome. There is a huge component of imagination involved in the practice of vision. We come up with the image and then we use our power to create it. We have to use this standard in conversations and in our planning every day. Think it then help make it happen Just consider what would happen if you took time every day to think about your vision.