The document discusses the implementation and sustainability phases of transformative leadership. It describes 4 task-oriented behaviors leaders can use in the implementation phase: 1) plan with pictures and backups, 2) communicate clearly, 3) monitor and provide helpful performance reviews, and 4) problem solving. The sustainability phase focuses on meeting present needs without compromising the future, and involves 3 phases - building relationships, recognizing individuals and teams, and providing rewards.

1. PHASES OF TRANSFORMATIVE
LEADERSHIP:
The Implementation and
Sustainability phases
ENRICO P. MANALAD
DPE-PES - 202015387

2. IMPLEMENTATION PHASE
Effective leadership
implementation in a 4-step process
Using Task-oriented behaviors.
Task-oriented behaviors help
leaders at each step of the process
to ensure that followers effectively
complete their tasks
TRANSFORMATIVE LEADERSHIP

3. 4 behaviors that you can use to make sure that work is completed efficiently:
• Task-oriented behavior 1: Plan with pictures and
backups
• Task-oriented behavior 2: Communicate clearly
• Task-oriented behavior 3: Monitor and provide helpful
performance reviews
• Task-oriented behavior 4: Problem solving

4. PLAN WITH PICTURE AND BACK UP
• Like an effective leader would, let’s begin with
planning.
• You may have heard this popular quote by
Benjamin Franklin: “By failing to prepare, you
are preparing to fail.” You might think that
Franklin is being a little over-dramatic here,
but research has consistently shown that
planning is critical to organizational success.
Planning entails properly prioritizing and
organizing work, assigning tasks, scheduling
activities, and distributing resources.
Countless planning techniques exist, but a
common thread throughout all of these
techniques is to design visual depictions of
what tasks need done and when these tasks
are due.

5. COMMUNICATE CLEARLY
• Poor communication and
misunderstandings have substantial
negative impacts on employee-
reported morale, goal completion,
and even lost sales. Effective leaders
must clarify and enhance
understanding among their followers
across multiple domains, including
work responsibilities and tasks;
objectives, priorities, and deadlines;
performance standards; and relevant
rules and policies.

6. MONITOR AND PROVIDE HELPFUL PERFORMANCE REVIEWS
• Leaders would simply
inform followers of their
tasks, and followers
would complete them on
time perfectly. But we
live in the real world,
where followers often hit
unexpected struggles,
get off track, or simply
make mistakes.

7. WITH THIS IN MIND, HERE ARE SOME USEFUL TIPS TO ENSURE THAT YOUR
PERFORMANCE EVALUATIONS ARE TAILORED TO YOUR TEAM’S GOALS AND WILL
IMPROVE YOUR EMPLOYEES’ PERFORMANCE
• Involve the employees. Allow followers to help design the performance
evaluation. The idea here is simple. Employees who have an opportunity to
have their voice heard are more likely to view ratings as fair.
• Identify specific areas of performance (Meritocracy) (e.g., ability to meet
deadlines, ability to work well with others) and overall performance ratings.
This is helpful because ratings in specific areas provide followers with
information about what areas they should improve. Alternatively, ratings on
overall performance provides followers with an idea about their general
contributions to the organization.

8. • Provide informal feedback frequently and conduct
formal evaluations once or twice a year. Performance
evaluations should not contain any surprising
information. This requires regular communication of
performance standards with your followers. Ideally, you
will be able to communicate to employees whether
they’ve met your expectations after completing each
task. If you cannot make this happen, do so at least
once a month.
• Do not rely on your memory for ratings. Our memories
of events are easily influenced by a variety of factors,
such as our mood and timing of an event. Do not let
these unintentional biases influence your ratings of
followers. To minimize the impact with memory recall,
keep a diary, or written track record, of your thoughts
about your followers’ performance.

9. • Link ratings to objective
results. That is, focus on the
observable outcomes of an
employee’s work. For instance,
if you rated a follower as
average within a particular
domain, provide the employee
with specific examples of when
their work did not exceed
expectations and how they can
improve.

10. PROBLEM SOLVING
There is not a single solution for every problem. But researchers have
identified a core set of processes required for effective problem solving. The
first three processes are about defining the problem and generating solutions,
whereas the final process is about choosing the solution to implement.
• Step A: problem construction. Problem construction requires clarifying
and defining the problem as well as identifying the goals, procedures,
restrictions, and information needed to solve the problems.
• Step B: Information searching and compiling. Next you must focus
attention on gathering and integrating a large and diverse set of
information. Searching for quality information enhances the originality
and appropriateness of solutions to problems.

11. RECAP OF EFFECTIVE LEADERSHIP IMPLEMENTATION IN A 4-STEP PROCESS

12. Sustainability Phase
• Sustainability focuses on meeting the needs of the
present without compromising the ability of future
generations to meet their needs. The concept of
sustainability is composed of three pillars: economic,
environmental, and social—also known informally as
profits, planet, and people.

13. Three Phases of Sustainability Leadership
• Relationship
• Recognition of Individuals and
of Teams
• Rewards.

14. Relationship
Here are 5 key tips to help you build
positive relationships with your staff
and lead your business to success
• Embrace your role as the leader
• Provide constructive feedback
• Have an open door policy
• Dress for the role
• Be yourself

15. Recognition of Individuals and of Teams
• When you reward group
and individual
achievement, you can
motivate everyone to
work hard toward
achieving the team's
goals. These are the
people who make
outstanding contributions
to the team's overall
performance.

16. REWARDS
• Reward is an incentive plan to
reinforce the desirable
behavior of workers or
employers and in return for
their service to the
organization. The primary
objective of organizations in
giving rewards is to attract,
maintain and retain efficient,
high performing and
motivated employees.

17. REFERENCES
• Medina, Robeto G. (2011). Human Behavior in
Organization. Rex Book Store. Quezon City,
Philippines
• Dan L. Costley and Jon P. Howell. (Prentice Hall, 2001
- Business & Economic) Understanding Behaviors for
Effective Leadership

18. THANK YOU FOR
LISTENING