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Dr. Bob WrightJanuary 7, 2010

Transformational Leadership Focus:

Jump Start Your Year With More Effective Leadership

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Ron Riggio defines the characteristics as….• Charismatic, visionary leaders who transform

organizations through empowering followers.• Leaders who bring out the best in followers and

develop them into leaders.• Leaders who motivate and challenge teams to

perform at levels beyond expectations.

Transformational Leadership Characteristics

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• Honest self assessment is key.• We all fall short.• We need to keep working.• We need to be willing to measure ourselves and

fall short.• Let’s review the four behaviors of

Transformational Leaders

How do you measure up?

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for followers (“walking the talk”).

• Inspirational Motivation - motivate and inspire followers by providing meaning and challenge.

• Intellectual Stimulation - stimulate followers to be creative/innovative by questioning assumptions, reframing problems, and devising new solutions.

• Individualized Consideration - paying special attention to followers’ needs and concerns; developing followers via mentoring/coaching

Components of Transformational Leadership

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• Congruent• Visionary• Thought-provoking• Personal

Summary of Transformational Leadership Characteristics

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• What do you stand for as a leader?• Have you articulated your

leadership touchstones?• This will be your idealized influence

touchstone for the coming year.

Idealized Influence

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• Inclusion — My staff need to feel full ownership

• Encouragement — They need to know that they have the freedom to act and the acceptance to make mistakes, as well as ongoing acknowledgement and enthusiastic support

What does my company most need?

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• Inspirational motivation: vision• Intellectual stimulation: thought-provoking• Individualized consideration: personalized

• Your idealized influence touchstone possibilities are:• ___________________________• ___________________________• ___________________________• ___________________________

“Idealized Influence Touchstone”

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for the coming year.• How do you rate yourself now?• Are you willing to have the staff rate you on a

scale of 1-10?• If so, are you willing to be re-evaluated quarterly?• It could be a great benefit to all.

Rating Yourself

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followers by providing meaning and challenge.• How do you rate yourself?• How inspirational are your …• Meetings?• Interactions with staff?• Your direct reports with their staff?• Interactions with clients/customers?

Assessing Inspirational Motivation

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creative/ innovative by questioning assumptions, reframing problems, and devising new solutions.How do you rate yourself?• How stimulating are your …– Assignments? – Interactions with staff?– Meetings?

• How often do you ask questions? How much creativity and innovation do you expect from your staff?

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Assessing Intellectual Stimulation

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to followers’ needs and concerns; developing followers via mentoring/coaching

How do you rate yourself?• How well do you recognize your individual staff

strengths and weaknesses? To what extent do you identify individual staff support needs?

• Are all staff clear on the skills they are developing, and are you providing what you need to provide for them to do it?

Assessing Individualized Consideration

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1) Your selection for idealized influence2) One of the other three behaviors of

Transformational Leaders.

Mapping Success: 2010 Focus

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• My larger goal• Whom I told about my larger goal• Mistaken beliefs challenged• Rematrixing strategy• Behavioral limitations/skill deficits• Emotions muted or arisen

Implementation Intentions

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• Whom I told about the assignment• Whom I invited to join me• Cost assessment• Benefit analysis• Rewards• Consequences• Review schedule

Implementation Intentions

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• How many if…then… statements?• Rate your focus, application, and risk taken in

doing the assignment• Recap risks, results, learns, growth, and feedback

Implementation Intention Tracking

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• Two-day seminar with Dr. Don Beck, date TBD• Visit Dr. Bob Wright’s blog:

www.drbobwright.com

Next Steps