In the dynamic landscape of leadership, the term ‘transformational leader’ is one which is often used but not always fully understood. Yet it is a type of leadership which can bring great benefit to the world of the NHS; a world which is becoming more complex, with increasing demands and stretched resources. A world where vision, agility, innovation and teamwork can help to create better outcomes for patients and staff.
Visionary leadership, the ability to cast a compelling idea that leads people towards a brighter destination, is an important concept for a transformational leader and one that we must get to the heart of when thinking about how to move our leadership style forward.
While some leaders find it easy to articulate a vision for the future, for many, it’s a challenging task. The NHS is a fast-paced environment and finding time in the busy day to day to contemplate the future vision is not always straightforward.
However, formulating a clear vision for the future is crucial. A well-defined vision provides direction, inspires motivation, and fosters a sense of unity among team members. It helps them understand their role in achieving the organisation’s goals and contributes to a more engaged and productive workforce.
For this we, as leaders, must allow time for horizon scanning, systematically gathering information about the current and emerging trends, developments, and challenges. Identifying and understanding these potential opportunities, whether they be emerging technologies or different ways of working helps to formulate a vision based on a true representation of the organisation now and what is needed for the future. This allows leaders to prepare and adapt a solid and robust plan to share with team members to bring them on this journey, allowing them to prepare and adapt effectively for the future, whatever that may bring.
A transformational leader keeps their head up, constantly looking for opportunities to innovate whilst recognising that innovation should not be for its own sake. Instead, it is driven by a clear understanding of the future direction whilst recognising what it means for the people and the organisation around them. Embarking on a transformational journey is not a solitary endeavour; it is a collaborative expedition that necessitates the involvement of the entire team. This journey demands the creation of a safe, supportive, and engaging work environment where team members can thrive and reach their full potential.
However, understanding the vision and articulating it effectively to the team is a multifaceted challenge. A compelling vision is not enough; a leader must understand the push-and-pull mechanisms within the team, acknowledge the challenges of change, and set clear expectations. Listening skills and creating a collaborative problem-solving space to inspire innovation is important. By creating a supportive environment, we can foster a culture of trust and collaboration that empowers team members to navigate challenges and celebrate successes. Such interactions reinforce the sense of value and appreciation that leaders cultivate within the team, creating an atmosphere of cohesion and teamwork.
For this it is important to role modelling the behaviour that others want to follow. Empathy and emotional intelligence are so important; but it is more than that, it is about being curious about others, listening to their views and taking the time to see the whole person and not just the challenges that they may bring. This underscores the importance of investing in people’s growth, prioritising their well-being, and making them an integral part of the transformational journey.
The question of how to become a transformational leader is an important one and for this we can be optimistic. Every individual is a work in progress, a masterpiece in construction. Understanding oneself, cultivating self-awareness, and applying that knowledge is the key to development and continuous learning. Seeking feedback provides valuable insights into areas for growth and enables leaders to refine their approach and effectiveness, even if it feels uncomfortable. Fear and lack of confidence can be significant obstacles on the path to transformational leadership, but by deconstructing and reframing fear, leaders can create the space for personal growth and development.
By nurturing this self-awareness, seeking guidance, and continuously striving to improve, individuals can unlock their leadership potential and become catalysts for positive change.
Transformational leadership is a symphony of collective effort, guided by a visionary leader who empowers each team member to contribute their unique strengths, propelling the team towards extraordinary achievements. A truly unstoppable team is not merely a collection of individuals; it is a living embodiment of the leader’s vision, a testament to their ability to cultivate a culture of excellence. Aspiring transformational leaders can draw inspiration from this discourse, understanding that transformational leadership is not a destination but a continuous journey.
In a recent episode of our Leadership Live podcast, we delved into a captivating conversation about the intricacies of transformational leadership with Aiden Kearney, a Chartered Coaching Psychologist and high-performance specialist. The episode discussed the nuances of transformational leadership, examining its applicability and effectiveness within the NHS landscape and guiding leaders on the path to success.