LEADERSHIP VS MANAGEMENT: WHAT'S THE

DIFFERENCE?
“Leadership, he wrote, is the creation of positive, non-incremental change, including the
creation of a vision to guide that change—a strategy—the empowerment of people to
make the vision happen despite obstacles, and the creation of a coalition of energy and
momentum that can move that change forward,” Koehn said.

Fuller, who teaches the online course Management Essentials, relayed his thoughts on
how management compares.

“Management is getting the confused, misguided, unmotivated, and misdirected to

accomplish a common purpose on a regular, recurring basis,” Fuller said. “I think the
ultimate intersection between leadership and management is an appreciation for what
motivates and causes individuals to behave the way they do, and the ability to draw out the
best of them with a purpose in mind.”

Watch the full keynote discuss While these definitions draw parallels between the roles of
leaders and managers, they also allude to some key contrasts. Here are three differences
between leadership and management. on between Nancy Koehn and Joe Fuller below:

HOW IS LEADERSHIP DIFFERENT FROM MANAGEMENT?

1. Process vs. Vision

Effective leadership is centered on a vision to guide change.

Whereas managers set out to achieve organizational goals through implementing

processes, such as budgeting, organizational structuring, and staffing, leaders are more
intent on thinking ahead and capitalizing on opportunities.

“I think of management as working with other people to make sure the goals an
organization has articulated are executed,” says HBS Dean Nitin Nohria in an interview for
the online course Management Essentials. “It’s the process of working with others to
ensure the effective execution of a chosen set of goals. Leadership is about developing
what the goals should be. It’s more about driving change.”

2. Organizing vs. Aligning

In the book, On Becoming a Leader, scholar Warren Bennis presents a list of key
differences between managers and leaders, including:

 The manager maintains; the leader develops

 The The manager administers; the leader innovates
 manager focuses on systems and structure; the leader focuses on people
Managers pursue goals through coordinated actions and tactical processes, or tasks and
activities that unfold over stages to reach a certain outcome. For example, they may
implement a decision-making process when leading a critical meeting, or when devising a
plan for communicating organizational change.

and more on Leaders, on the other hand, are less focused on how to organize people to
get work done finding ways to align and influence them.

“Your central function in a position of leadership is to mobilize others so they can execute a
set of individual and collective tasks,” says HBS Professor Anthony Mayo in the online
course Leadership Principles.

eaders can learn how to empower their employees and inspire them to both believe in and
pursue imBy developing a personal leadership style through self-reflection and honest
feedback, lportant organizational initiatives.

3. Position vs. Quality

The title “manager” often denotes a specific role within an organization’s hierarchy, while
referring to someone as a “leader” has a more fluid meaning.

“Manager is a title. It’s a role and set of responsibilities,” says leadership coach Doc Norton
in Forbes. “Having the position of manager does not make you a leader. The best
managers are leaders, but the two are not synonymous. Leadership is the result of action.
If you act in a way that inspires, encourages, or engages others, you are a leader. It
doesn't matter your title or position.”

Leadership is a quality that needs to be shaped. Through developing emotional

intelligence and learning how to influence others, professionals of all levels can build
greater self-awareness and understand how to bring out the best in themselves and
others.

For seasoned and aspiring managers alike, possessing strong leadership skills can not
only lead to better job performance, but an improved knowledge of how to influence the
context and environment in which decisions get made.

Related: How to Be an Effective Leader at Any Stage of Your Career

UNLEASHING YOUR LEADERSHIP POTENTIAL

Leadership skills can be developed at any stage of your career. By understanding
the characteristics of effective leaders and how leadership differs from management, you
can develop techniques for coaching colleagues, delivering feedback, and overcoming
specific organizational challenges.
Types of leadership styles
Here's an overview of eight common leadership styles, from autocratic to visionary, with a look at
the benefits and challenges of each style:

1. Autocratic leadership style

Also called the “authoritarian style of leadership,” this type of leader is someone who's focused
primarily on results and team efficiency. Autocratic leaders often make decisions alone or with a
small and trusted group and expect employees to do exactly what they’re asked.Autocratic leaders
typically have self-confidence and are self-motivated. They communicate clearly and consistently,
are dependable and follow the rules. They value highly structured environments and are
proponents of supervised work environments.The benefits and challenges of an autocratic
leadership style include:
Benefits: Autocratic leaders can promote
Challenges: Autocratic leaders are often prone
productivity through delegation, provide clear
to high levels of stress because they feel
and direct communication and reduce
responsible for everything, plus their lack of
employee stress by making decisions quickly
flexibility can lead to team resentment.
on their own.
Read more: What Is Autocratic Leadership?

2. Bureaucratic leadership style

Bureaucratic leaders are similar to autocratic leaders in that these leaders expect their team
members to follow the rules and procedures precisely as written. The bureaucratic style focuses
on fixed duties within a hierarchical system, where each employee has a set list of responsibilities,
and there's little need for collaboration and creativity.This leadership style is most effective in
highly regulated industries or in departments like finance, health care or government. This style
may fit your leadership approach if you're detail-oriented and task-focused, value rules and
structure, are strong-willed and self-disciplined and have a great work ethic.The benefits and
challenges of a bureaucratic leadership style include:
Benefits: This style can be efficient in Challenges: This style doesn't promote
organizations that need to follow strict rules creativity, which can feel restricting to some
and regulations. These leaders separate employees. This leadership style is also slow to
work from relationships to avoid clouding the change and does not thrive in an environment
team's ability to hit goals. that needs to be dynamic.
Related: 23 Leadership Characteristics To Be a Good Leader

3. Coaching leadership style

A coaching leader is someone who can quickly recognize their team members’ strengths,
weaknesses and motivations to help each individual improve. This type of leader often assists
team members in setting smart goals and then provides regular feedback with challenging projects
to promote growth. They set clear expectations and creating a positive, motivating
environment.The coach leadership style is one of the most advantageous for employers as well as
the employees they manage. Unfortunately, it’s often also one of the most underused styles—
largely because it can be more time-intensive than other types of leadership. Coaching leaders
are supportive and value learning as a way of growing. They're self-aware, offer guidance instead
of giving commands and ask guided questions.The benefits and challenges of a coaching
leadership style include:
Benefits: Coaching leadership is positive in Challenges: While this style has many
nature and promotes the development of new advantages, it can be more time-consuming
skills, empowers team members and fosters a as it requires one-on-one time with
confident company culture. They're often seen employees which can be difficult to obtain in a
as valuable mentors. deadline-driven environment.
Read more: What Is Coaching Leadership? (And When To Use It)

4. Democratic leadership style

The democratic style (aka the "participative style") is a combination of the autocratic and laissez-
faire types of leaders. A democratic leader asks their team members for input and considers
feedback from the team before they make a decision. Because team members feel their
contributions matter, a democratic leadership style is often credited with fostering higher levels of
employee engagement and workplace satisfaction.Democratic leaders value group discussions
and provide all information to the team when making decisions. They promote a work
environment where everyone shares their ideas and are characteristically rational and flexible.The
benefits and challenges of a democratic leadership style include:
Benefits: Working under the democratic
Challenges: This leadership style has the
leadership style, employees can feel
potential to be inefficient and costly as it takes
empowered, valued and unified. It has the
time to organize group discussions, obtain
power to boost retention and morale. It also
ideas/feedback, discuss possible outcomes
requires less managerial oversight, as
and communicate decisions. It also can add
employees are typically part of decision-
social pressure to members of the team who
making processes and know what they need to
don’t like sharing ideas in group settings.
do.
Read more: What Is Participative Leadership?

5. Laissez-faire leadership style

The laissez-faire style is the opposite of the autocratic leadership type, focusing mostly on
delegating many tasks to team members and providing little to no supervision. Because a laissez-
faire leader doesn't spend their time intensely managing employees, they often have more time for
other projects.Managers may adopt the laissez-faire style when all team members are highly
experienced, well-trained and require little oversight. However, it can cause a dip in productivity if
employees are confused about their leader’s expectations, or if some team members need
consistent motivation and boundaries to work well.

The benefits and challenges of a laissez-faire leadership style include:

Benefits: The laissez-faire leadership style Challenges: This style typically doesn't work well
encourages accountability, creativity and a for new employees, as they need guidance and
relaxed work environment, which often hands-on support in the beginning. Other
leads to higher employee retention rates. employees may not feel properly supported.
6. Pacesetter leadership style
The pacesetting style is one of the most effective for achieving fast results. Pacesetter leaders
primarily focus on performance, often set high standards and hold their team members
accountable for achieving their goals.While the pacesetting leadership style can be motivational in
fast-paced environments where team members need to be energized, it’s not always the best
option for team members who need mentorship and feedback.The benefits and challenges of a
pacesetter leadership style include:
Benefits: Pacesetting leadership pushes Challenges: Pacesetting leadership can also
employees to hit goals and accomplish lead to miscommunications and stressed-out
business objectives. It promotes high-energy employees as they are always pushing toward a
and dynamic work environments. goal or deadline.
Related: How To Demonstrate Leadership Skills at Work

7. Servant leadership style

Servant leaders live by a people-first mindset and believe that when team members feel
personally and professionally fulfilled, they’re more effective and more likely to regularly produce
great work. Because of their emphasis on employee satisfaction and collaboration, they tend to
achieve higher levels of respect.Servant leaders motivate their teams and have
excellent communication skills. You may find this leadership style a match for your own style if you
tend to encourage collaboration and engagement among team members and if you commit to
growing your team professionally.The benefits and challenges of a servant leadership style
include:
Benefits: Servant leaders have the capacity
Challenges: Servant leaders can become burnt
to boost employee loyalty and productivity,
out as they often put the needs of their team
improve employee development and decision-
above their own They may have a hard time
making, cultivate trust and create future
being authoritative when they need to be.
leaders.
Read more: Servant Leadership: Definition, Tips and Examples

8. Visionary leadership style

Visionary leaders possess a powerful ability to drive progress and usher in periods of change by
inspiring employees and earning trust for new ideas. A visionary leader is also able to establish a
strong organizational bond. They strive to foster confidence among direct reports and colleagues
alike.Visionary style is especially helpful for small, fast-growing organizations, or larger
organizations experiencing transformations or restructuring. Visionary leaders tend to be
persistent and bold, strategic and open to taking risks. They're often described as inspirational,
optimistic, innovative and magnetic.The benefits and challenges of a visionary leadership style
include:
Benefits: Visionary leadership can help Challenges: Visionary leaders may miss
companies grow, unite teams and the important details or other opportunities, like
overall company and improve outdated recognizing their teams, because they’re so
technologies or practices. focused on the big picture.

How to choose a leadership style

As someone who's interested in the leadership path or looking for more structure in their current
leadership approach, it can be helpful to choose a leadership style that feels authentic to you.
Some questions you may ask yourself when trying to determine which style is right for you include:

 What do I value more—goals or relationships?

 Do I believe in structure or freedom of choice?
 Would I rather make a decision on my own, or collectively?
 Do I focus on short or long-term goals?
 Does motivation come from empowerment or direction?
 What does a healthy team dynamic look like to me?

Strategies for choosing

The above are just a few examples of questions to ask yourself while reading through leadership
styles to help you decide on which style you relate with most. To develop your leadership style
consider these four strategies:

1. Experiment. Try out varied approaches in different circumstances and pay attention to
the outcome.
2. Seek a mentor. Consulting a leader with more experience than yourself can offer great
insight into how they developed their style and what worked for them.
3. Ask for feedback. Constructive feedback helps you grow into a successful leader. Seek
feedback from individuals you trust that will give you an honest answer.
4. Be authentic. Trying to perfect a leadership style that's in opposition to your personality
or morals will come across as inauthentic. Try to choose a leadership style that’s in
alignment with your strengths and work to improve it.

What to keep in mind

While a certain leadership style may be impactful in a specific job—for example, autocratic leaders
tend to do well in military settings—the best leadership is using a blend of styles. Knowing what
style to enforce in workplace situations comes with time, practice and through emotional
intelligence.While you may have excelled in a past role using one style of leadership, another
position may require a different set of habits to ensure your team is operating most effectively. By
understanding the different leadership types, and the outcomes they’re designed to achieve, you
can select the right leadership style for your current situation.

Why develop a leadership style

In an Indeed survey, 55% of employers cited asking about leadership skills in a job interview as
the most accurate evaluation of a candidate’s ability to succeed in a role.¹ As you develop
leadership skills, you’ll likely use different processes and methods to achieve your employer’s
objectives and meet the needs of the employees who report to you. To be effective as a manager,
you might use several different leadership styles at any given time.By taking the time to familiarize
yourself with each of these types of leadership, you might recognize certain areas to improve upon
or expand your own leadership style. You can also identify other ways to lead that might
better
serve your current goals and understand how to work with managers who
follow a different style than your own.

Situational Leadership® is an adaptive style that takes into

consideration current circumstances and team composition to
determine the right way to lead. Instead of leading from a one-
dimensional angle, situational leaders effectively guide their
organizations by strategically deploying their leadership qualities.
Therefore, they create better outcomes by modifying
themselves to positively influence team members.

Situational Leadership results in increased productivity and

heightened levels of job satisfaction. According
to research published by Scientific & Academic Publishing, “Situational
Leadership was proven to be a very effective leadership style to
motivate employees in different kinds of sectors. According to the
results obtained . . . task behavior theory . . . is directly related to the
improvement of employee’s task productivity.”

Simply put, effective leadership isn’t one size fits all—people within
an organization differ from one another. While some might need more
support and direction, others may need the exact opposite. At various
stages in a person’s career, or even in smaller situations, different
types of leadership are needed.

As Paul Hersey, co-creator of the Situational Leadership

Summary
 Servant leadership is a leadership model developed by Robert K. Greenleaf. Servant leaders
display characteristics such as strong listening skills, empathy, self-awareness, and the desire
to create a healthy work environment. Read our tips on becoming a servant-first leader and
find out what the pros and cons of this leadership style are.

Finding the right leadership style is no easy feat. It has to feel natural to you, be accepted
within your organization, and effective with your team members. To discover the best way to
lead your team, try learning the ins and outs of different leadership styles to become the best
leader for your team.
Kurt Lewin (authoritarian, democratic, and laissez-faire), Daniel Goleman (emotional
leadership theory), and Bernard M. Bass (transformational leadership) are all well-known
leadership researchers. Perhaps a lesser known but nonetheless interesting approach to
leadership was developed by Robert K. Greenleaf in the 1970s: servant leadership.

What is servant
leadership?
Servant leadership is a leadership approach that puts serving others above all other priorities.
Rather than managing for results, a servant leader focuses on creating an environment in
which their team can thrive and get their highest-impact work done.

Robert K. Greenleaf distinguished between two different types of leaders: servant-first

and leader-first.
 A leader-first leader will be more likely to focus on being direct and achieving personal
and professional goals. Their main focus will be to grow their own career through their
team’s performance and output.
 A servant-first leader surrenders most of their authority and puts their team first. It’s a
selfless type of leadership that focuses on the well-being and long-term growth of team
members.
Although the words “leader” and “servant” may seem paradoxical, leaders who serve their
team by encouraging growth, offering a sense of purpose, and presenting a clear vision create
an environment in which team members feel welcomed and supported.
Servant leadership vs. traditional leadership
So how does servant leadership compare to more traditional leadership styles?

The biggest difference between traditional and servant leaders is where their motivation
lies. While traditional leaders care mostly about their own advancement, servant leaders want
to see their whole team grow and succeed.
A traditional leader will measure success through results and prioritize shareholders over their
customers and teammates. A servant leader puts their team first, customers second, and
shareholders last. While this may not be the fastest way to success, it can be more
sustainable.
Finally, a traditional leader will use their authoritative rank to stand above others, which
reflects in their communication style as well. Servant leaders view leadership as an
opportunity to serve others, so they’ll focus on listening and understanding their teammates
versus speaking to and commanding things from them.
Regardless of what communication style you use, your team can benefit from clear
communication and dedicated 1:1 time. Make sure you’re giving team members a space to
build trust and be heard, no matter which leadership style you practice.

Origin of servant
leadership
The idea of servant leadership came to Robert K. Greenleaf, a retired AT&T executive, after
reading Hermann Hesse’s novel Journey to the East. The storyline is simple: A group of men
head out on a mythical journey accompanied by their servant Leo who sustains the group with
his song and spirit. After Leo disappears, the group falls apart and the journey is abandoned.
Years later, the narrator of the story finds out that Leo was in fact the head of the order that
had sponsored the journey. He wasn’t just a servant—he was the guiding spirit, their great
leader.
As romantic as this may sound, Greenleaf saw parallels to the corporate world.
In 1970, he used the inspiration of Hesse’s story to write an essay that coined a new style of
leadership: “The Servant as Leader.” Greenleaf believed: “The servant-leader is servant first
[...] Becoming a servant-leader begins with the natural feeling that one wants to serve, to
serve first. Then conscious choice brings one to aspire to lead.”
In 1964, he founded the Robert K. Greenleaf Center for Servant Leadership to advance
the awareness, understanding, and practice of this leadership style by organizations and
individuals.

Characteristics of servant
leadership
Former president and CEO of the Robert K. Greenleaf Center for Servant Leadership, Larry
C. Spears, defined the 10 characteristics of effective, caring leaders. They’re based on
Greenleaf’s essays and writings and can help you better understand how to be a servant-first
leader.

inline illustration] The first P: Product (infographic)According to Spears, you can learn
and develop these 10 characteristics with practice and patience. Here’s how to get started.
1. Listening
Servant leaders prioritize active listening. Communication and decision-making skills are
important aspects for all good leaders to practice, but a key characteristic of servant
leadership is to listen to their team and gain a deep understanding of what they’re saying.
Robert K. Greenleaf accredited a leader’s listening skills as crucial to an innovative work
environment.
Example: When a team member comes to you with a problem, listen to them and make them
feel heard. This way, they’ll always feel comfortable reaching out to you.

2. Empathy
Empathy is another skill Spears deemed important to become a servant leader. He writes:
“The servant-leader strives to understand and empathize with others. People need to be
accepted and recognized for their special and unique spirits.”
Example: Always assume that your team members are doing their work with the best
intentions. Keep an open mind to foster creativity and courage in the workplace.

3. Healing
Servant leaders recognize the negative experiences and habits their team members have
developed to cope with unpleasant situations.
Greenleaf talked about “understanding the search for wholeness” as something servant
leaders and led teams have in common. By prioritizing a healthy work environment and
guiding teammates through their healing process, you can create a culture that strives toward
this wholeness.
Example: Create an environment that serves your team by providing resources and support
such as weekly 1:1 meetings, a mentorship program, or access to mental health care.

4. Awareness
A servant leader’s awareness includes self-awareness and general awareness of their own
strengths and weaknesses, as well as those of their team. It allows servant leaders to
understand ethics and values from a more integrated and holistic perspective.
Example: To increase your self-awareness, implement an honest and frequent feedback
loop where your team can let you know what works for them and what doesn’t. Keep track of
your personal goals and plans. You can also take psychometric tests to gain new perspectives
on your personality and reflect on how others see you.
Read: How to lead by example, according to one Asana leader

5. Persuasion
Servant leaders persuade others instead of using their authority to make decisions.
Convincing their teammates of something rather than coercing compliance is one of the
clearest distinctions between the servant leadership style and the authoritarian approach.
Using persuasion also helps in building consensus and a level of trust within a team.
Example: Next time your team is making a decision, try using the word “we” instead of “you”
when presenting your strategy to make everyone feel more like it’s a team decision and not
just you calling the shots.

6. Conceptualization
Thinking beyond day-to-day realities requires discipline and practice. However, the ability to
look at a project, team, or organization from a conceptualization perspective allows servant
leaders to keep dreaming of great things.
Example: Share dreams and aspirations with your team. Short-term goals are important,
but with one eye on the horizon, you can continue to inspire your team members even on
difficult days.

7. Foresight
A servant leader is able to anticipate future events and the impact they’ll have on their team.
This characteristic isn’t as magical as it may sound but rather a skill that’s developed over
time through experience and intuition.
Example: Use tools like a SWOT analysis to help you better understand past events,
manage upcoming projects, and predict future outcomes.

8. Stewardship or accountability
Stewardship is “the careful and responsible management of something entrusted to one’s
care.” In his book on stewardship, Peter Block urges his readers to “act in service of the long
run” and in service “to those with little power.”
Inspired by Block’s words, Spears included stewardship as one of the 10 characteristics of
servant leadership. It helps servant leaders acknowledge the importance of their
responsibilities.
As a servant leader, the stewardship characteristic can help you uphold the trust and
confidence given to you by your organization.
Example: If you make a mistake, share the story with your team. Prove that you’re holding
yourself accountable, and show your team the steps you took to resolve the issue.

9. Commitment to the growth of people

When you prioritize serving others, your team receives the support and resources they need
to succeed. Servant leaders are deeply committed to the growth of their team members.
Whether it’s the personal or professional growth of their team members, servant leaders will
do anything in their power to support them.
Example: You can show this through concrete actions like allocating funds for professional
development, encouraging your team’s decisions, or assisting and supporting your team
members beyond their work performance (or even employment).

10. Building community

A servant leader will bring their team together and foster an environment that feels like a
community. Connecting your team members with one another will create a level of trust and
companionship that will not only help teammates grow on an individual level but also shine
through in their performance.
Bringing teams together in a remote world but nonetheless important and possible.
Example: In a virtual team, you can still build a strong community by regularly checking in
with your teammates. Whether that’s through weekly 1:1s, virtual coffee chats, or online team-
building exercises, it’s important to connect with your team members, regardless of how far
away they are.

How to become a servant

leader
There are six actionable tips so you can learn to lead as a servant first.

1. Lead by example
A servant leader will always walk alongside their team members and lead by example.
Teams of servant leaders notice that their managers are willing to put the same time and
effort into projects as they do and appreciate it. This will encourage teams to work hard and
with integrity.
However, leading by example goes beyond working hard together. Servant leaders can also
encourage their team members to take time off and recharge by doing it themselves. Teams
are more likely to benefit from paid time off or mental health days when their leaders do the
same.
Example: As a servant leader you may offer to lend a hand with a task that’s not necessarily
part of your job description to support a teammate. This will allow your team members to
focus on more important initiatives without worrying that their work isn’t getting done.

2. Show your team why their job matters

Team members tend to care more about their work when they understand how it impacts the
larger company goals. Helping a teammate understand that their work matters is a crucial part
of being a servant leader.
A servant leader can do this by acknowledging smaller milestones but also by consistently
reminding their team of the bigger picture they’re all contributing to.
Example: You can share success stories or ways in which a product or service has positively
impacted customers to motivate your team and show them that their work is seen. At Asana,
we connect our goals and the work to support them in one place so teams can keep track of
their work and see the progress at the same time.

3. Encourage teamwork
Servant leaders know that teams are stronger when they’re putting in a combined effort. They
will encourage collaboration by giving each team member space to grow, a place to shine,
and a group they can rely on. Creating this sense of community will benefit the individuals and
the organization.
Example: You can promote teamwork by frequently scheduling team building activities.
Whether that’s through a virtual call or an in-person event, spending fun time together will
strengthen your team’s relationships.

4. Help your team members grow and

develop
One of the 10 characteristics of servant leadership is the commitment to help your teammates
grow professionally and personally. By giving their team members plenty of opportunities to
take on leadership roles during group projects, participate in education or development
programs, and expand their skills, servant leaders actively contribute to their team’s
professional growth.
Example: As a servant leader you can help your team grow and develop by asking for their
goals. You can then create learning opportunities and milestones to support your team
reaching these goals.

5. Care personally for your team

Besides supporting their team members professionally, servant leaders also take a genuine
personal interest in them. The knowledge of what’s going on in their team’s personal lives
helps servant leaders lead with empathy.
A teammate that’s going through a rough time personally will appreciate extra support at work
and likely return with a sense of gratitude that can boost morale and benefit the team and the
 project down the road. Servant leaders focus on long-term goals—to care personally for the
people on their team helps them create a team with a strong work ethic.

6. Always ask for feedback

Only a leader who is open to feedback and encourages it will be able to stay self-aware
(another one of the 10 characteristics of servant leaders). Receiving criticism from their team
and others in the organization allows servant leaders to constantly improve their leadership
skills.
Teammates who feel empowered to provide honest feedback are also more likely to speak up
about issues or roadblocks they encounter with projects, which can help to create an
innovative and flexible work environment.
Example: You can end meetings or emails with a few simple questions to gather honest
feedback: “Do you have any feedback for me? Are there any things that I can improve on?
What’s working well for you?”

Pros and cons of servant

leadership
As with any leadership style, there are advantages and disadvantages of being a servant
leader. Before adopting servant leadership as your leadership style, take a look at a few other
pros and cons of being a servant-first leader:

Pros
 Fosters strong team culture: Servant leaders give ownership to their team members to
increase their motivation, courage, and creativity.
 Creates people-focused culture: Servant leaders establish a people-focused culture by
fostering deep, trusting relationships with and between their teammates. This level of trust
and connection allows teams to make decisions in the best interest of the organization and
everyone involved.
 Boosts team morale: A team that feels seen and valued by their leader tends to have
stronger integrity and show a higher level of pride in their work. Servant leaders can
boost team morale across teams and help develop future leaders by giving them
opportunities to shine.

Cons
 Formal authority may be lost: Because servant leaders get down on such a personal level
with their teams, their formal authority is easily lost. This can become difficult when individuals
take advantage of their leader’s transparency. It can also cause confusion when other leaders
in the organization take a different approach.
 Time intensive leadership style: Servant leadership requires a lot of time, energy, and
experience. Servant leaders have to know their team members on a professional and personal
level so they can support them to the fullest.

 Team members may struggle with decision making: By giving their team members
opportunities to prove themselves, servant leaders also risk overestimating and
overburdening their teammates. Individuals that don’t have the courage or confidence
for data-driven decision making on their own yet may feel discouraged and lost in a work
environment that provides them with this much executive power.
Finally, keep in mind that the servant leadership style may not align with your corporate
performance management or incentive systems, which are often focused on short-term goals.
However, you can still implement the servant leadership approach by leading with
authenticity, providing direction for your teammates, giving them opportunities to grow and
develop their skills, and building a strong community within your team.

What Is Transformational Leadership?

Leadership is not something that takes a “one-size-fits-all” approach. In

fact, there are many different leadership styles people may choose
to use, each with its own strengths and weaknesses. However, one
particular leadership style—transformational leadership—is one of the
most effective at bringing about lasting change.

You likely already know about several people who have practiced
transformational leadership. For example, Henry Ford was a
transformational leader who not only made the automobile more
affordable through innovation but raised wages, cut down working
hours, and provided health benefits.

Ford was not alone in his transformational leadership style. Others such
as civil rights movement leader Martin Luther King Jr., advertising
legend David Ogilvy, and technology magnate Steve Jobs,
demonstrated the powerful effect transformational leadership has.
Over time, leaders who guide their followers this way have become
synonymous with innovation, progress, and modernity.

As you learn about transformational leadership, you’ll understand what

skills and strengths you need to inspire others to change the world.
You’ll also learn from some of the best examples of transformational
leaders throughout histor

 People who follow transformational leaders report higher levels of

well-being.
 Transformational leadership is a driving force behind many of the
positive changes in the world.
 Transformational leaders need to have a positive vision of the future.
 Anyone can become a transformational leader.
 Servant leadership goes hand-in-hand with transformational
leadership.
What Is Transformational Leadership?

Transformational leadership is a leadership style that empowers people to accomplish positive change through big
vision, inspiration, and a call to action. Leaders enable change by emotionally connecting with their audience and
inspiring them to achieve something greater than themselves. By communicating a positive vision of the future, they
motivate and encourage their followers to keep pushing forward. The end result is collective action that leads to
innovation, massive transformation, and the betterment of society.

Who Developed the Transformational Leadership Model?

During the 1970s and 1980s, scholars began solidifying the transformational leadership theory. Sociologist James V.
Downton coined the term “transformational leadership” in Rebel Leadership: Commitment and Charisma in the
Revolutionary Process. Afterward, the idea attracted attention from James MacGregor Burns and Bernard M. Bass,
two additional key players in the development of this leadership style.

Burns analyzed political figures such as Franklin D. Roosevelt and John F. Kennedy to identify the characteristics,
traits, personalities, and goals of transformational leaders. One of his biggest contributions to the study was
qualifying transformational leaders as people who also transform their followers into leaders. However, Bass focused
more heavily on the impact transformational leaders have on their followers through The Four I’s listed below.

What Are the 4 Identifying Factors of Transformational Leadership?

Idealized Influence: The leader serves as a role model for others to follow. They also demonstrate established
organizational values, setting an example so followers understand expectations. Leaders who have connected with
followers through respect and trust can create this influence easily.

Inspiring Leadership: A transformational leader can passionately communicate an exciting vision of the future,
inspiring people to action. The leader can also encourage followers to keep pursuing the overall objective no matter
what challenges or obstacles they may face.

Intellectual Stimulation: Transformational leaders always support followers’ learning, growth, and development.
They firmly believe that it is their duty to help others become the best version of themselves.

Individualized Consideration: When a transformational leader acts, they don’t just do it to large groups. Instead, they
work with individuals, showing concern for their progress as a person. These leaders act as a mentor or coach who is
genuinely interested in working with each person in the group.

Top Attributes of
Transformational Leaders
 Over the last 50 years, leadership experts have identified several traits
that transformational leaders share. The following list is just some of
those leadership qualities, though leaders may exhibit other
valuable traits and leadership skills.

A person practices transformational leadership when they:


Clearly define a collective vision and shared mission.
 Unite people through a common cause.
 Emotionally connect with their followers.
 Lead with influence rather than authority.
 Ensure that team culture is ethical.
 Serve as an example for those they guide.
 Change their approach when circumstances necessitate it.
 Establish organizational values.
 Practice innovative leadership.
 Motivate and inspire others to take action.
 Eliminate self-interest and practice servant leadership.
 Create positive outcomes.

Benefits of Practicing
Transformational Leadership
Transformational leadership isn’t just some buzzword employed by PR
departments. It has real, lasting effects. Many people can benefit from
this leadership style, including leaders themselves. The following are
just some of the benefits.

 More Hope and Courage: At times, the world can be a depressing

place. A transformational leader lifts up those around them, inspiring
them to have hope and courage during the toughest moments. They
motivate followers to act for the good of everyone.
 Real Change: Transformational leadership produces real change in
the world. Just look at the incredible amount of good Martin Luther
King Jr. did in such a short amount of time. A transformational leader
like King is a changemaker. They usher in a new era of doing things
differently.
 Strong Bonds Formed: Transformational leaders display
high emotional intelligence and motivate people by emotionally
resonating with them. This means that the bonds are typically very
strong between them and their followers. Those who follow them
respect and love them deeply.
 Improved Well-Being: Additionally, transformational leadership can
have a positive impact on a person’s health and outlook. According to
a survey of over 300 employees, workers who had a transformational
leader reported that they experienced higher levels of well-being.
 More Feelings of Safety: When someone works with a
transformational leader, they receive added support. This leads to
what one recent study called an added feeling of “psychological
safety” since followers could talk openly about mistakes without fear
of receiving criticism or reprimands.
 Reduced Stress: Another benefit includes experiencing reduced
stress. One study found that in an environment with transformational
leadership, there was less conflict and lower stress, leading to more
productivity and effectiveness.

5 Ways to Be a Transformational
Leader
1. Create a Positive Vision and Mission
Whether it’s for a business or simply for your own life, creating a vision
and mission are two important aspects of the transformational
leadership style. Be precise in your vision statement and
communicate it with others. You can start with why, defining the
purpose behind your vision so others will know why their work
matters. As you center all your actions around your vision and
mission, people will see your sincerity.

2. Inspire and Motivate Change

Transformational leaders prompt collective action by motivating people
to bring about personal or organizational change. These types of
leaders articulate a problem by resonating with the emotions of
others who identify with it. The leader then paints an inspiring picture
of what the future could look like, then presents a clear action plan.
This is followed by an invitation to join the leader in enacting that
change.

3. Practice Servant Leadership

Being a servant leader often coincides with being a transformational
leader. This is because servant leadership is often the mentality and
heart that motivates transformative experiences. Having
a growth mindset and guiding positive change are top qualities
shared by these leadership styles. Additionally, both build trusting
communities around causes that serve others, rather than the leader.

4. Set an Example
Many people will only listen to a transformational leader if that leader
practices what they preach. Ensure that you are living the philosophy
you are sharing. Show people how to create the change you want
them to create. It’s far easier for people to act when they have a
blueprint they can follow. Otherwise, your message can come across as
empty words.

5. Think of Solutions
Anyone can talk for hours about problems, but transformational leaders
seek to solve them. It takes someone with a transformational mindset
to come up with creative and effective solutions that will get
results and change the world. People are naturally drawn to those who
present solutions because they offer a remedy to a perceived ill.

Best Examples of
Transformational Leaders
Martin Luther King Jr.
“Not everybody can be famous but everybody can be great, because
greatness is determined by service.”

Martin Luther King Jr. is one of the most influential leaders in American
history. As a leader during the civil rights movement, MLK fought for
the rights of people who had long been oppressed. His leadership
provided a positive vision of the future, encouraging people to fight
for a better tomorrow alongside him. King’s message was one of
love and fair treatment for all, believing everyone could make a
difference no matter their station in life.

Mother Teresa
“Small things done with great love will change the world.”

Mother Teresa devoted her life to caring for sick and impoverished
people who were often overlooked. She won the Nobel Peace Prize in
1979 thanks to her selfless work all over the world. Mother Teresa
believed that one could help the world by easing others’ suffering. She
was willing to give up personal comfort to show kindness and
compassion for unhoused people, addicts, the poverty-stricken, and
more. In this, she provided an example others could follow,
establishing a blueprint of how to help heal the world one person at a
time.

Richard Branson
“There is no greater thing you can do with your life and your work
than follow your passions—in a way that serves the world and you.”

Richard Branson is one of today’s most well-known transformational

leaders. In 1972, he launched Virgin Records. Since then, the Virgin
brand has been involved in exploring and evolving a wide variety of
industries. One reason Branson is a well-loved leader is
his charismatic, passionate personality that inspires customers
and employees alike. Additionally, he is an environmentalist who is
heavily involved in finding creative solutions for sustainable living.

Reed Hastings
“Be brutally honest about the short-term and optimistic and
confident about the long-term.”

The CEO and co-founder of Netflix communicates and fulfills his

company’s long-term vision of being the leading source of global
entertainment. As a transformational leader, Reed Hastings saw room
for improving DVD rentals by making movies and TV shows more
accessible. Furthermore, Netflix continues to refine its streaming
service and creates its own in-house content. As a result, the company
continues to pave the way for online entertainment.

Elon Musk
“When something is important enough, you do it even if the odds are
not in your favor.”

Though no stranger to recent controversy, Elon Musk remains a

leader with a clear vision for the future. Elon Musk’s leadership
style is one that prioritizes solving problems no matter how significant
they may appear. Whether it be more affordable space travel or
popularizing electric vehicles, Musk doesn’t let the enormity of a
problem keep him from tackling it. He has shown a determination to
find solutions and make them a reality, inspiring many people to
follow his every move.

Frequently Asked Questions

About Transformational
Leadership
What is the difference between transformational
leadership and transactional leadership?
Transactional leadership is the opposite of transformational leadership.
It’s a leadership style that uses the promise of rewards and the threat
of punishment to motivate people. On the other hand, transformational
leadership motivates through inspiration, positivity, and inner growth.

What are the downsides of transformational

leadership?
While a transformational leader inspires changes by
communicating big-picture ideas, they are typically less skilled with
details and processes. Because of this, they often need logistical minds
on the team who can carry out the planning and implementation of
objectives.

Additionally, since transformational leaders generally have high levels

of extroversion, charisma, and influence, they can potentially lead
through unintentional manipulation. These leaders can benefit from
having someone hold them accountable through insightful,
balanced perspectives.

Who are the most famous transformational

leaders?
There have been numerous transformational leaders throughout
history. In addition to the ones listed above, people like Winston
Churchill, Nelson Mandela, Abraham Lincoln, Jackie Robinson, Mahatma
Gandhi, Thomas Jefferson, and Susan B. Anthony are great examples of
transformational leaders.

What type of people are transformational leaders?

 Transformational leaders are people with a big vision of changing the
world for the better. They are innovators and artists—people who
engage in first principles thinking. They also might be a little
rebellious and willing to take risks. These leaders are not interested in
the status quo and choose to strike out on their own to change things.

Anyone can incorporate this leadership style into the way they lead. All
you need is a big vision, effective communication skills, and a desire
to connect along with the strength to motivate and inspire
others, even during tough times.

Transformational Leaders Are

Clear About the Vision for Their
Lives
To practice transformational leadership, you need to have a strong
sense of self and know who you are. Otherwise, you’ll struggle to
communicate your vision, inspire others, or stick to your outlook on the
future.

To create an uplifting vision, follow these steps:

 Start by asking deep questions about life and the world.

 Focus on one issue that is still afflicting the world.
 Create a vision statement.
 Make a plan for casting that vision to others.
 Reverse engineer that vision to make it a reality.
 Stay clear of distractions.
 Gain an understanding that your vision will grow and mature over
time.