Comparing the Similarities and Differences Between a Charismatic Leadership Style and Transformational Leadership

A charismatic leadership style is similar to transformational leadership since both types typically seek to inspire enthusiasm in their teams and are instrumental in motivating others. This ability to generate individual commitment holds immense benefit The main difference between charismatic leaders and transformational leaders lies in their intention. Transformational leaders strive to transform their teams and organizations. Charismatic leaders are frequently focused on themselves, and may not necessarily wish to change anything, Charisma is closely related to assertiveness; enabling us to influence others, and our external environment In building a business, leading a team, or teaching and developing people, it is quite useful; it is a valuable quality to possess along with the intent to exact change As Michaelis, Stegmaier, and Sonntag (2009) suggest, “Charismatic leaders provide a behavioral role model and articulate a compelling vision to energize followers to perform beyond expectations.

They affiliate the self-concepts of followers with the mission articulated by the leader. Consequently, followers of charismatic leaders are likely to be able to recognize the need for the use of a particular innovation and develop high levels of affective commitment to change’{ Charismatic leaders focus strongly on group differentiation, distinctly setting the group apart. Then they will strive to build the image of the group, specifically in the minds of their followers, as being far superior to all others. This leader will typically attach themselves securely to the identity of the group, such that the group becomes one with the leader. In doing so they create an unchallengeable position for themselves The downside of charismatic leaders is that they will not always act in the best interest of others; using power to enhance their own image.

Often they are unable to separate personal interests from the organization’s interests. From the perception of their followers, success is directly connected to the presence and contributions of a charismatic leader. As such, it carries a certain degree of responsibility, requiring a long-term commitment. This can create the risk that a project or even an entire organization might decline in their absence. However a charismatic leader may believe that he can do no wrong; this feeling of invincibility can potentially harm the team or organizational dynamic. Transformational leaders inspire followers to transcend their own self-interests for the good of the organization; having a capacity to produce a profound effect on their followers They pay attention to the concerns and needs of individuals, promote intelligence, provide a sense of mission, communicate high expectations, and can alter follower awareness by helping them to analyze old issues in new ways.

The transformational leader seeks overtly to transform the organization; with an inferred commitment to followers that they too will be transformed in some manner. It is logical to conclude that in some respects, followers will become a product of the transformation, These leaders can often be charismatic, but are not as narcissistic as pure charismatic leaders; who succeed primarily through belief in themselves, rather than belief in others. Transformational leadership begins with development of a vision; a view of the future that will serve to motivate and convert potential followers In order to create followers, this leader must build trust; their personal integrity is a crucial part of what they wish to promote. In effect they are selling themselves as a part of the vision. Their strategy lies within seeking the way ahead, The route forward may not be obvious or plotted in detail; yet with clear vision, the direction will always be known.

This is an ongoing process of course correction; as long as this leader believes that progress is being made, they are satisfied. Transformational leadership is often the most useful leadership style to use in business situations. These leaders tend to be inspiring; expecting the best effort from everyone on their team, including themselves. This leads to high productivity and engagement. Transformational leaders support initiatives that add new value; stimulating an environment which is conducive to progress Under these conditions, management and subordinates alike can recognize the benefits of aligning with this leader to further change. As Vyas (2013) indicates, “The transformational leader needs to relate to individuals who may still be lagging behind in earlier stages and demonstrate patience, He must also relate to the positive emotions of his people, reward their efforts, and celebrate with them while providing inspired motivations Reinforcing a more promising future, he must set up achievable goals yet also be patient with future”.

The importance of leadership to the change management process is emphasized by the fact that change, by definition, requires creating a new system and then executing a new approach, In my current organization, the Human Resources Director is making strides with implementing new hiring processes. He has clearly communicated the mission; provided individualized consideration with support, coaching, delegation, guidance, and feedback; and encouraged subordinates to be open and innovative about lending their insight and expertise By employing transformational leadership tactics a climate of acceptance, collaboration, and motivation among staff is developing. We have detected increased productivity and accuracy levels thus far as a result; with time the goal is to attain peak efficiency