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we are going to look at the
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transactional leadership style and the
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transformational leadership style
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we're going to compare these
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head-to-head and i'm basing this almost
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all
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on johnson and heckman's book on
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leadership i will put a link to that
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in the description below this video so
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let's get into the details
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[Music]
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i've been talking a lot about leadership
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lately in fact i have three related
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videos i wanted to tell you about
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the first is on the traits approach to
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leadership
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the second is on the transformational
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approach that's a solo video just on the
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transformational approach to leadership
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and the third is a solo video on the
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transactional approach to leadership
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and i'll put links to all three of those
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videos in that section below this one
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but in this video we're going to compare
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and contrast transactional
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and transformational leadership side by
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side so you can see
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how these two relate to each other so
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here we go
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so james mcgregor burns years ago wrote
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a book called leadership
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and he looked at these two leadership
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styles by using
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maslow's hierarchy of needs and there
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are five levels to maslow's hierarchy
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and what he said was that transactional
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leaders were really in the business of
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helping followers meet those three
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lower level needs on the hierarchy so
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these leaders are most concerned with
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satisfying the psychological
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safety and belonging needs of their
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followers
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and it's an exchange the leader
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exchanges the pursuit of these
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rewards these needs with good
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performance good outcomes so if the
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followers are doing a good job
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the leader does what he or she can to
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satisfy these needs
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if the follower does not do a good job
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then the leader may
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take these away from them they may not
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support the pursuit of these three needs
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one of the concepts a couple of the
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concepts that go with this were
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developed by bernard bass and his
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associates
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he called these transactional factors
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the first is a contingent reward so the
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approach here is that the leader
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looks at performance and then rewards
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good performance it's the reward is only
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there
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if it's tied to that good performance
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and the reverse is also true it's called
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management by exception
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the leader will step in and will punish
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poor performance they'll give corrective
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action and feedback for bad performance
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so you reward the good
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you punish the bad and it's all a
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transaction
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here are a few examples of this bill
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belichick from the new england patriots
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is
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an infamous transactional leader he's
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won a bunch of super bowls he's won even
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more games
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so this leadership style can be
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effective but he is very known
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for simple rewards and punishments if
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you do a good job you keep your position
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you get to start you get to play if you
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don't do a good job
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then you get benched you become a second
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stringer you get let go from the team
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they have an expression on the patriots
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do your job
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this is a classic transactional
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leadership
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philosophy you do your job things work
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out you don't do your job we get someone
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else who will do it
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so it's easy to blow off this
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transactional approach as being old
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school and ineffective
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but here we have a coach in the nfl who
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has won more super bowls than anybody
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so you can't really blow off this style
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as ineffective or outdated because it
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still does work
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under certain circumstances another one
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is a
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fictitious example is magneto if you've
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ever watched the x-men
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magneto is very much about moving
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forward accomplishing the goals for the
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people that are around him the x-men
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around him
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it's very task oriented if you're off
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the team you're off the team he doesn't
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have a lot of
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bad feelings about that he just moves
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forward we'll contrast him with
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professor x later
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and the third one the one i really want
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to talk about is johnny lawrence
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from cobra kai this is from the show
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kobrakai
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which is sort of a sequel to karate kid
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so johnny lawrence is a very interesting
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figure
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but he is a leader there's no doubt
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about it he organizes his dojo
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around some very basic leadership
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philosophies that are all
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transactional for example we don't see
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him much caring for the physiological
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needs of his people like food shelter
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clothing but
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he does provide safety when he teaches
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his students karate
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they can protect themselves and also
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he's
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all about this belonging i wouldn't say
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it's about love and belonging but it's
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about belonging once you're on cobra kai
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you're a member of the team you have
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the other team members who have your
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backs they're definitely a group
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a certain kind of dysfunctional group
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but they are a group
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and if you're part of that group great
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if you don't play by his rules
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he kicks you out like he he makes a lot
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of students leave in the first episodes
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because they just don't fit cobra kai
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and so he's a very transactional leader
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but he can be an effective leader
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nonetheless if you're
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doing well you get trophies for winning
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tournaments if you're doing poorly you
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do push-ups
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you know it's there's a consequence
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reward for good performance
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punishment for bad performance that's
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all transactional
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so let's turn now to transformational
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leadership
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this is where leaders according to burns
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in his book leadership
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engaged the followers on all five levels
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of the hierarchy
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so these leaders are still trying to
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help followers fulfill those lower
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levels
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and accomplish those successfully but
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they're
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also trying to help followers fulfill
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those next two
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level needs those higher levels that
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esteem and self-actualization
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so they're trying to empower followers
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to feel good about themselves by
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reinforcing those inner feelings that
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the follower has
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of competence respect self-worth
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and providing external feedback and
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recognition
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to support self-esteem and on the top
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level
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is self-actualization they are providing
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support and
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encouraging followers pursuit of
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self-actualization
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and the desire to become the best person
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they can possibly
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become let's look at some examples in
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hathaway
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from the movie the intern is a great
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example of this in film
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she's a very young ceo but she has
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vision
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she wants to create an amazing different
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kind of company
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she even invests in her aging
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intern played by robert de niro so this
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he's a guy who came out of retirement to
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just do something interesting
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she spends a lot of time with him invest
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in the relationship she wants to even
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though this guy is older than almost
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retired again
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become all he can be she's a special
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kind of ceo
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that wants to do great things with her
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company great things with her people
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she's
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helping them reach those higher level
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needs of the hierarchy
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professor x or professor xavier from the
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x-men is another
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excellent example and a counterpoint to
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magneto
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so he has a school that's for gifted
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youngsters these are
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mutants basically but he wants them to
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become well-rounded people
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to explore their gifts to literally
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become everything they're possibly
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capable of becoming he provides
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safety and belonging in his school but
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he also helps them to feel good about
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themselves
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and wants them to stretch into the best
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people they can be in the long run and
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finally the one i really want to talk
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about daniel larusso
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this is the karate kid the original and
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on this show kobrakai he now has his
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own karate school miyagido karate
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and daniel rousseau is much like mr
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miyagi
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mr miyagi said to him in the original
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movie we make a sacred pact i promise to
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teach you
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karate you promise to learn so you still
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see the exchange
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happening there it's a transaction but
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mr miyagi wanted to take things to the
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next level and invest in the whole
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person
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he does this frequently by talking about
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balance mr miyagi said
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the lesson is not just about karate only
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it's a lesson about your whole life
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and when your whole life has a balance
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everything will be better
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he invests in daniel larusso's
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self-esteem
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he invests in daniel becoming the best
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possible person he can become
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and this is exactly the same teaching
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approach that daniel russo takes in
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cobra kai with his students
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he has a fewer number of students he
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invests in their whole life
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and you see him passing on this lesson
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of balance
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to his students very carefully very
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deliberately
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he's helping them become all they can be
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he is a transformational leader
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so he's satisfying those lower levels of
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the hierarchy
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but he's also helping them to meet those
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higher levels of the hierarchy which
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qualifies him as a transformational
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leader
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and there are some key characteristics
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of transformational leadership
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i go into these in more depth in that
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video that's dedicated to
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transformational leaders i'll put a link
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to that
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in the description below but briefly
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here are the top five
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transformational leaders are creative
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they really think outside of the box
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they often go against the norms and the
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standards of a given industry or
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organization to do something new
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they're interactive they engage their
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followers quite a bit they talk to
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them they interact with them daily they
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are hands-on
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they are free visionary they have a
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clear vision for the future
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an inspiring vision for the future that
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brings their followers along
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number four there are empowering so they
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really
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give their followers a lot of latitude
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to grow and to become all they can be
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and they are number five passionate they
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have a real excitement for their work
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it's not just a job for these leaders
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they're really into it and that passion
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then bleeds out onto everybody else and
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they get excited too
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the goal of transformational leadership
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is to help transform
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followers into leaders themselves here's
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a critique of both of these the
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transactional leadership style has some
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advantages
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clear structure achievable goals it can
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lead to high performance have we've seen
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like bill belichick and some other
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transactional leaders there's a very
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straightforward motivation
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and it can be very efficient the
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disadvantages of the transactional
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leadership approach is it's
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inflexible and rigid can lack
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inspiration
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and it can really limit the engagement
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of followers
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in terms of the transformational
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leadership style the advantages are it
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taps into those higher level needs
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and more personal motivations of
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followers it looks to empower
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and develop the whole person and to
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transform them into a leader themselves
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and it can lead to amazing and even
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life-changing results
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the disadvantages because no approach is
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perfect it can be
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very complex and sometimes it represents
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a blurry collection
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of leadership attributes that's one of
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the criticisms
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it also might not be all that trainable
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some people think that transformational
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leaders are just that way
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and you can't really teach it as a skill
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set and the third is that charisma
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like this can be potentially abused so
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sometimes transformational leaders have
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such
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personal charisma that it can blind
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people to their faults
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so question of the day which of these do
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you find most interesting
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and most useful which one do you see
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yourself in
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i would love to hear your comments in
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that section below the video i look
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forward to reading them all
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so thanks and i will see you soon
