Post #1 Select and define two (2) components of transformational leadership (idealized influence, inspirational motivation, intellectual simulation, and/or individualized consideration); and discuss the value and importance of each component to being a transformational leader. In addition to using two sources, support your responses with specific examples. “Transformational leadership is concerned with improving the performance of followers and developing followers to their fullest potential (Avolio, 1999; Bass & Avolio, 1990a).” (Northouse, 2016, p.167) As a transformational leader you are someone who has a vision and set of ideals and values that you are able to impart on others to motivate them to work toward the big picture rather than looking out for number one. (Northouse, 2016, p. 167) One component of transformational leadership is idealized influence. “…Idealized influence leaders most clearly enact behaviors that emphasize collective interests: emphasizing a collective sense of purpose, making personal sacrifices for the benefit of the group, setting a personal example, and demonstrating ethical standards.” (Zdaniuk & Bobocel, 2015, p.866) The two components of idealized influence are attributional, referring to what followers think of their leaders based on their perceptions of them and behavioral which refers to followers observations of their leader’s behavior. Idealized influence is critical in leadership. In the church there is a reason that the scripture says an overseer must be above reproach and in the military, it is emphasized that even the perception of wrongdoing is a no go. Followers are watching everything. If leaders behave just like everyone else are they worth following? It’s a tough road because every leader is a human being just like everyone else, but they must take the high road and live sacrificially to be the best leaders they can. A second component of transformational leadership is inspirational motivation. “Leaders’ inspirational motivation refers to leader behaviors that “inspire and motivate followers to reach ambitious goals that may have previously seemed unreachable, by raising followers’ expectations and communicating confidence that followers can achieve ambitious goals” (Wu et al., 2010, p. 92)”. (Jiang, Gao, & Yang, 2018, p.35) My mind always runs to generals preparing soldiers for battle. Amazingly, human beings perform at superhuman levels when a transformational leader shares their belief in their abilities to be victorious. This can also be achieved in an office setting regarding reaching a seemingly unattainable goal or quota. I’ll leave you with these words from General Dwight D. Eisenhower ordering the Normandy invasion in 1944. “You are about to embark upon the Great Crusade, toward which we have striven these many months. The eyes of the world are upon you. The hopes and prayers of liberty-loving people everywhere march with you. In company with our brave Allies and brothers-i.

1. Post #1
Select and define two (2) components of transformational
leadership (idealized influence, inspirational motivation,
intellectual simulation, and/or individualized consideration);
and discuss the value and importance of each component to
being a transformational leader. In addition to using two
sources, support your responses with specific examples.
“Transformational leadership is concerned with improving the
performance of followers and developing followers to their
fullest potential (Avolio, 1999; Bass & Avolio, 1990a).”
(Northouse, 2016, p.167) As a transformational leader you are
someone who has a vision and set of ideals and values that you
are able to impart on others to motivate them to work toward
the big picture rather than looking out for number one.
(Northouse, 2016, p. 167)
One component of transformational leadership is idealized
influence. “…Idealized influence leaders most clearly enact
behaviors that emphasize collective interests: emphasizing a
collective sense of purpose, making personal sacrifices for the
benefit of the group, setting a personal example, and
demonstrating ethical standards.” (Zdaniuk & Bobocel, 2015,
p.866) The two components of idealized influence are
attributional, referring to what followers think of their leaders
based on their perceptions of them and behavioral which refers
to followers observations of their leader’s behavior. Idealized
influence is critical in leadership. In the church there is a
reason that the scripture says an overseer must be above
reproach and in the military, it is emphasized that even the
perception of wrongdoing is a no go. Followers are watching
everything. If leaders behave just like everyone else are they
worth following? It’s a tough road because every leader is a
human being just like everyone else, but they must take the high
road and live sacrificially to be the best leaders they can.
A second component of transformational leadership is

2. inspirational motivation. “Leaders’ inspirational motivation
refers to leader behaviors that “inspire and motivate followers
to reach ambitious goals that may have previously seemed
unreachable, by raising followers’ expectations and
communicating confidence that followers can achieve ambitious
goals” (Wu et al., 2010, p. 92)”. (Jiang, Gao, & Yang, 2018,
p.35) My mind always runs to generals preparing soldiers for
battle. Amazingly, human beings perform at superhuman levels
when a transformational leader shares their belief in their
abilities to be victorious. This can also be achieved in an office
setting regarding reaching a seemingly unattainable goal or
quota.
I’ll leave you with these words from General Dwight D.
Eisenhower ordering the Normandy invasion in 1944. “You are
about to embark upon the Great Crusade, toward which we have
striven these many months. The eyes of the world are upon you.
The hopes and prayers of liberty-loving people everywhere
march with you. In company with our brave Allies and brothers-
in-arms on other Fronts, you will bring about the destruction of
the German war machine, the eliminations of Nazi tyranny over
oppressed people of Europe, and the security for ourselves in a
free world.”
Jiang, J., Gao, A., & Yang, B. (2018). Employees’ critical
thinking, leaders’ inspirational motivation, and
voice behavior: The mediating role of voice efficacy. Journal of
Personnel Psychology, 17(1), 33-41. doi:10.1027/1866-
5888/a000193
Northouse, P. G. (2016). Leadership: theory and practice (7th
ed.). Thousand Oaks, CA: SAGE
Publications, Inc.
Zdaniuk, A., & Bobocel, D. R. (2015). The role of idealized
influence leadership in promoting workplace
forgiveness. The Leadership Quarterly, (26) 863-877.
doi:10.1016/j.leaqua.2015.06.008.

3. Post #2
Transformational leader allows an exchange between leaders
and followers to identify change and work together to drive said
change. Thus, this leader is motivational and empowering,
resulting in a positive change in individuals. In
transformational leadership, there are multiple components.
Two such are intellectual stimulation and idealized influence.
In intellectual stimulation, it is defined as leadership that
“stimulates followers to be creative and innovative and
challenges their own beliefs and values as well as those of the
leader and the organization” (Northhouse, 2016). Thus, we see
this style pushing the boundaries of conventional thinking and
embracing techniques that enhance and develop creativity.
Thus, with a growth mindset, we see leaders not simply
embracing what is tried and true, but rather attempting new
projects and innovating into the unknown. In my work, I find
that using “time-outs” and “morning pages” to accentuate my
team’s creativity helps me excel at work. I have scheduled
meetings (with lunch) for people to do nothing but brainstorm
new ideas.
Further, idealized influence is required for leaders “who act as
strong role models for followers; followers identify with these
and very much want to emulate” these leaders (Northouse,
2016). Thus, leaders must be charismatic and behave in ways
that their followers will want to emulate them. And this may
change depending on the follower. In an example, as a leader, I
will never expect my followers to do anything I wouldn’t do. I
set a great example when I’m working on a project, and always
hit deadlines, offer crystal clear communication, and do
exceptional work. I want my followers to walk the same walk I
walk. This is essential to being a transformational leader
because subordinates will follow their leader through change
into the new paradigm. It makes the transition easier with a role
model to emulate.
References

4. Bryan, M., Cameron, J., & Allen, C. (1998). The Artist Way at
Work, Riding the Dragon. New York, NY: William Morrow and
Company.
Northouse, P. G. (2016). Leadership: theory and practice (7th
ed.). Thousand Oaks, CA: SAGE Publications, Inc.
Post #3
Transformational leader allows an exchange between leaders
and followers to identify change and work together to drive said
change. Thus, this leader is motivational and empowering,
resulting in a positive change in individuals. In
transformational leadership, there are multiple components.
Two such are intellectual stimulation and idealized influence.
In intellectual stimulation, it is defined as leadership that
“stimulates followers to be creative and innovative and
challenges their own beliefs and values as well as those of the
leader and the organization” (Northhouse, 2016). Thus, we see
this style pushing the boundaries of conventional thinking and
embracing techniques that enhance and develop creativity.
Thus, with a growth mindset, we see leaders not simply
embracing what is tried and true, but rather attempting new
projects and innovating into the unknown. In my work, I find
that using “time-outs” and “morning pages” to accentuate my
team’s creativity helps me excel at work. I have scheduled
meetings (with lunch) for people to do nothing but brainstorm
new ideas.
Further, idealized influence is required for leaders “who act as
strong role models for followers; followers identify with these
and very much want to emulate” these leaders (Northouse,
2016). Thus, leaders must be charismatic and behave in ways
that their followers will want to emulate them. And this may
change depending on the follower. In an example, as a leader, I
will never expect my followers to do anything I wouldn’t do. I
set a great example when I’m working on a project, and always

5. hit deadlines, offer crystal clear communication, and do
exceptional work. I want my followers to walk the same walk I
walk. This is essential to being a transformational leader
because subordinates will follow their leader through change
into the new paradigm. It makes the transition easier with a role
model to emulate.
References
Bryan, M., Cameron, J., & Allen, C. (1998). The Artist Way at
Work, Riding the Dragon. New York, NY: William Morrow and
Company.
Northouse, P. G. (2016). Leadership: theory and practice (7th
ed.). Thousand Oaks, CA: SAGE Publications, Inc.