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approach to solving problems in the organization and to let talented
members loose the reins.
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A transformational leader is the result of significant and continuous

learning and relationship building. He or she engages subordinates by
spending a great deal of time building trust and demonstrating a high level
of personal integrity. The ultimate goal is to “transform” the goals, vision,
and sense of purpose of the followers, molding them into a cohesive team.
This leadership style tends to help motivate followers to be loyal and

dedicated workers, with the goal also of helping every member of the
group be successful.

Let him that would move the world, first move himself. Socrates

This type or style of leadership often focuses on the “big picture” and on

concern for people and their individual needs. Four main components (the
four “I’s”) the transformational leader strives to achieve are:

Idealized Influence -- A transformational leader’s behavior becomes
a role model for employees through exemplary behavior that instills

pride and trust among followers. Because followers trust and respect
the leader, they try to emulate this individual and personally adopt
his or her ideals.

Inspirational Motivation -- A transformational leader usually has a

sense of team spirit, enthusiasm, passion, and optimism. This type of
leader helps employees dedicate themselves to the organization’s
vision. Certainly, leaders can’t motivate followers, but they can
provide an inspiration for achievement.

Intellectual Stimulation -- A transformational leader must question

old assumptions, cast existing problems in a new light, encourage
creativity and innovation, and look at more effective ways to make
decisions. In this leadership style, a leader solicits ideas, and
nurtures and develops people who think independently and who
value learning.

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Nick Tasler, “Five Secrets of Charismatic Leadership,” Businessweek, Nov. 2, 2010,
http://www.businessweek.com/managing/content/nov2010/ca2010112_608471.htm.
David Kolzow 44