Presentation on yielding

1. Introduction
In any organization, the focus is based on yielding high profits.
The key to this lies in the leader, who inspires the staff. Leadership in
an organization is usually classified into different categories based on
the leader’s style. Different leadership styles are used to attain
desired goals, but Bass (2006) pointed out in his work that the secret
to an effective organization in achieving its goals lies in using
transformational leadership. A leader usually uses power and
influence to exercise authority. In transformational leadership,
however, the idea is to emphasize impact to manage the teams and
bring them aboard to understand the leader’s vision.

2. Transformational leadership
Transformational leadership can be defined as implementing new ideas by adopting a more
flexible and universal method of influencing and continually ameliorating those around them.
This type of leadership calls for the leader and the staff to work on improving one another’s
motivation levels. And motivational leaders bravely work toward making the team realize the
need for increasing ideas and their future vision for the organization. Transformational leaders
naturally role model the followers by clearly letting them visualize what their thoughts are. He
shows the followers that he has these values by outlining their genuine personal beliefs.
Transformational leaders can achieve these results by possessing certain qualities and
characteristics.
Transformational leaders understand their abilities and stand firm on their beliefs. The
confidence in their abilities keeps them motivated to connect to the organization emotionally.
They have high levels of self-determination, which allows them to attain a sense of direction
for the organization and influence the followers. They possess self-drive, which helps them to
visualize themselves as achievers who do not have to rely on luck to achieve good results. This
understanding of self helps them transform those around them (Chammas, 2010).
Another characteristic of influential transformational leaders understands those around
them, particularly those under them. Transformational leaders carefully understand and
purposefully influence and motivate the staff to understand the goals. Together, they work
toward attaining that goal since he assists them in realizing its intended worth. This requires
the transformational leader to have the right communication skills to relay the vision they have
to win the willingness of the followers. A transformational leader fully understands what they
hope to achieve, and carefully relaying the intent to the followers requires idealized influence,
ensuring the followers are not resistant to the idea.

3. Also, the leader must be willing to actively involve them in chatting the
way forward towards attaining the goal. After they agree on the right
course of action, the transformational leader again provides
inspirational motivation to keep them going and excite their minds to
have the urge to achieve the task.
After the transformational leader purposefully develops the ideas
and effectively influences the staff to yearn to attain the goal, it only
marks the beginning of the process. The work of the transformational
leader now is to keep the team focused on the vision continually, help
them stick to the agreed-on course of action to attain the image, and
continuously be actively involved in influencing more and more
colleagues to support the idea. The importance here is to make sure
that the staff clearly understands the leader’s vision for the
organization’s future and that they will help the course and keep
abreast with the importance of the task even in years to come. The staff
should not just be involved in doing their assigned job but engage in
the job because they realize the importance of the outcome of the job.

4. The last characteristic of transformation leadership is a combination of
three qualities requiring the transformational leader to think outside the
box. According to Chammas (2010), a transformational leader is not
afraid to evaluate the organization's traditions and make changes to
them without interfering with the organization's core business. This
requires that they develop creative ways that align with their vision for
the organization. They ignore the present and yearn for a better future
in their pursuit of change. A factor that works with this is their
willingness to embrace ideas.
The transformational leader encourages others to develop new
methodologies that align with attaining the vision. They keep abreast
with the changing times to understand the unique challenges in the
future.
Therefore, they encourage suggestions and offer appraisals for the
best ideas. The third point is that the transformational leader takes up
their role as the team’s guide. Their part here is to assist the whole team
through the operations. This requires that they understand that each
individual has their strengths and weaknesses in given areas.

5. The leader also considers the individual’s level and will adjust to the
new ideas. By understanding the readiness levels, the leader can
establish the right timing for implementing the new ideas to keep the
resistance minimal. Achieving a new transformed organization
depends on the transformational leader’s influence on the staff and
developing them in the areas needed to achieve a new organization.
Transformational leadership has proven effective by far compared to
other leadership styles. This is due to its influential nature that seeks to
have both the leader. And the follower develops each other, and
together they work towards attaining a vision and, in turn, a new
organization.
The benefits of adopting transformation leadership are felt in the
outcomes. Transformation leadership increases the influence at the
topmost leadership level. According to Cox (2010), transformational
leaders act as role models to other employees in the organization and
hence are obeyed, and their method of dealing with people is
respected. The result is an organization with solid unity between the
leader and the employees, giving rise to effective communication.

6. This means that the executive is given a hearing by other staff, and
therefore the implementation of ideas is fast. The environment at the
workplace is not tense. This is because more emphasis is laid on
developing each other instead of arguing about bureaucracy. The leader
concentrates on guiding the staff through the vision instead of spending
most of the time trying to unite opposing groups in an organization.
Results are achieved fast once all the staff are on board and are working
passionately.
Another benefit of transformational leadership is how the leader is
excited to perform their duty. The rest of the staff can read the leaders’
follow to achieve the vision. The energy possessed by transformational
leaders is said to significantly contribute to the other staff's willingness to
join in. They are inspired by their leader’s genuine vision of taking the
organization to a whole new level. A successful and effective organization
can be realized through two essential aspects, a leader who has a clearly
defined vision for the organization and staff who have the will to assist
and work together towards realizing that goal. Transformational leaders
are enthusiastic about the idea they have. Their ability to bring other staff
to realize the vision becomes a successful and effective organization (Cox,
2010).

7. A significant benefit of transformational leadership is how it can guide the
employees in achieving a change in the organization. This they do by
gradually explaining to the employees and taking them through the step-
by-step process of attaining the desired change. Also, they can visualize the
changes the organization should hope to achieve, e.g., introducing a new
product, new operating methods, new technology adjustments, etc. They
then embark on a mission to carefully engage the employees to understand
their feelings toward the desired change. According to Xenitelis (2010), this
they do through employing tactical approaches to reveal their thoughts on
the same and involve them directly in defining the desired change.
Then they attempt to make that necessary adjustment to make the
employees understand why the change is essential and what it hopes to
achieve. After the necessary change is made to propel the vision, the
transformational leader guides the process and ensures everyone is on
board. The leader keeps a constant check by evaluating the process as it
continues and making the necessary changes. This step-by-step engagement
of the approach proves successful and is the most effective way for the
organization to realize changes. It is also an effective way of avoiding
resistance to change, which is usually a significant hindrance to progress in
an organization. Its effectiveness is seen especially when the organization
wishes to launch a new product or the desire to make a complete change in
its operating processes (Xenitelis, 2010).

8. Employees in an organization led by a transformational leader always feel
you challenged to keep their energies going because the leader inspires
them. This fosters a feeling of taking one's duties and responsibilities
personally and yearning to perform tasks to their best. This sort of
inspiration by the transformational leader encourages the employees to
develop new ways of doing things.
Creativity amongst the employees is encouraged, bringing out the
full potential the individual has while still addressing the issue of self-
development. The benefits of such a working environment trickle down to
the organization, which has employees with self-fulfillment and are giving
their best, and their creative input is enjoyed. Hence, the organization’s
effectiveness is realized (Stewart, 2006).
Employees who understand that the organization they are working for
encourages them to give their creativity and allows them to develop to
levels they never thought they could achieve are likely to stick with the
organization for long. The benefits of such a working culture are realized
in the organization's success in achieving its vision. The costs associated
with employee turnover and employee retention are cut and developed
and satisfied employees (Bass, 2006). Transformational leadership brings
forth culture and climate in an organization whereby success is bound to
prosper. When a transformational leader considers the abilities and needs
of each employee individually and shares their genuine vision clearly and
elaborately, it brings forth a culture of honesty and receptiveness.

9. The employees feel that their input is respected and credit awarded for their ideas.
This, in turn, gives rise to a working environment where there is job satisfaction, and
consequently, due to the absence of commotions, the atmosphere is stress-free. The
employees are always high. Their motivation to work hard is on top. Hence they
express their abilities freely to improve in certain areas, and the places where they are
firm are emphasized. An organization’s success is bound to be realized in a stress-free
working culture with high motivation levels, job satisfaction is high, and personal
abilities are given consideration.
Transformational leadership is beneficial in that it can help an organization cut
costs. Through the transformational leader’s ability to connect with the employees
and give them a chance to understand the task at hand, including allowing their ideas
and creativity, job satisfaction is achieved, which means employees do not feel the
need to leave the organization, reducing employee turnover. This is a significant way
to save on the high organizational costs of losing employees and employing new
ones.
In a transformational leadership organization, the employees are given a chance to
concentrate on vital areas; hence the unnecessary costs of training the employees on
areas they are unfamiliar with are reduced. This also goes because the employees are
given a chance to develop. As they work harmoniously, they teach each other
through sharing ideas; hence, in-training employees is unnecessary in most cases
(Stewart, 2006).

10. In conclusion
Effectiveness in an organization depends on the leader’s ability to have a
vision, build consensus with the employees, and adjust his leadership style
to fit the image and guide the whole team towards the desired direction.
Transformational leadership considers all this by having the leader clearly
understand the law he wants to propel the organization, influencing the
employees and making them know how important significant change is, and
engaging in the process. Transformational leadership combines the right
employees and the right motives. It inspires motivation in achieving a
smooth flow of processes that ensure an effective organization that delivers
its results and is consistent in achieving the desired changes.