Transformational leadership is moving you and others, from mindset to behavior, and evolving to what is needed next for radical changes.
Vision: A transformation is on the horizon, seek for change. Vision is a foresight with a proactive understanding of cause and effect, not reactive seeing. Vision differentiates transformational leaders from transactional managers. It is a clear choice among future scenarios that advocates future trends and promotes certain behavior. Leaders need to be constantly VISIBLE sharing VISION and enabling others to share it. The vision for long-term transformation is required for the change to be effective and lasting. Change the game is a mindset, transformational leaders can provide the direction as vision, mission, strategy, as well as leadership skills like decision-making, delegation, and monitoring. This role affects most through congruent behaviors, continuous endorsement of the change and regular communication to keep the momentum. Change leadership concerns the driving forces, visions, and processes that fuel large-scale transformation. The transformation is required to provide the vision and focus on what the organization needs to look like alongside the impetus and sense of urgency.
Creativity: A Transformation has long-range perspective, and focuses on goals of innovation. You can not make the omelet without breaking a few eggs. A transformation often needs to break down the outdated rules, that makes “creativity” a unique trait for transformational leadership. In addition to the set point changing, transformation requires first shifting mindsets, and then, building new nonlinear skills and integral capabilities, and reinforcing and embedding new practices/reflexes. From curious to creative to critical, the emphasis of transformational leadership should be put new ways to improve surrounding and the world. For what can be called "implement-table innovation." The term transformational change, when applied to an organization, carries with it a sense of "evolution" which means, a renewed understanding of the future of business; what’re the disruptive trends; how your organization catalyzes the positive and progressive changes and how much better one can do to leverage creativity and lead a seamless transformation.
Changeability: Leadership is about CHANGE. Change is the “DNA” of modern leadership. It is a basic human ability to inspire self and others to look beyond limitations and make continuous improvement. It is hard to believe the leader will be an effective transformational leader if he or she never made any transformational change in his/her own career or life. Keep in mind good leaders make tough decisions. If the end state is desirable, it is highly probable tough decisions will need to be made. People respond in different ways to different situations, and some people perceive less risk when compared with others. The fear of consequences; the perception / response to consequences vary from person to person, and that's what makes change interesting and challenging. Hence, change leaders/practitioners need to have good critical thinking skills, high level of adaptability, learning agility, communication and engagement skills. Change is a dance between the top management and the affected parts of the organization. Starting with a core belief that people can be trusted, they like to change, but dislike “being changed." We tend to need interpersonal transformation, then intra-personal transformation to achieve the organizational digital transformation.