“Just get it done!” Says the boss.
“Why?” The employee curiously and respectfully asks.
“Well, um, because I said so!” The boss says slightly flustered and angry.
Maybe you haven’t been in this exact situation on either end, but you know the scenario. A task needs to be accomplished and maybe it was just passed down the chain or the urgency of the moment is providing extra stress. Occasionally situations require this approach, but if we lead this way regularly we will have problems.
What am I talking about? Transactional leadership.
On the other side is the leader who slows down enough to answer questions, clarify the why and more. I don’t have the time to explore the depths of this topic, but I want to give two qualities of each style which may help you identify how you are leading your team, organization, or even your family.
Transactional Leadership
Focus on Task
Jerry is overwhelmed as the owner of a business and he has a lot on his plate. Because of this he wants to get work off his plate . . . . and fast. In order to accomplish this he delegates to his team, but it feels more like the dump truck was backed up and unloaded on the team’s desk. They are getting a lot done, but the team is wondering why and morale is slowly dipping. This leader is constantly leading from a transactional state of mind. There are times this is important, but a culture that is 100% focused on task will lead to relational problems.
Results are First
Any organization or team must get results, but when results become out of balance and impact other areas of the organization or individual lives problems arise. As the leader, when rewards and punishment are overemphasized a toxic culture can develop. Unhealthy competition can develop where people are undercutting one another instead of collaborating. These leaders micromanage instead of appropriately check in and ask questions.
What is the opposite of this?
Transformational Leadership
Relationships
Jerry one day realizes the morale has negatively impacted the company’s results. He talks to a friend who suggests slowing down to understand his team. The next few months Jerry creates time to talk with each key staff member to understand their situation professionally and personally. Slowly over time as he invests in the relationships with those he leads (which takes conscious effort by the way because he is very task oriented) the culture and results improve.
Vision
Again, results are critical, but asking for the outcome without helping people see the reason leads to frustration, discouragement, and potentially burnout. On the other hand, when a leader helps those he or she leads understand how the task aligns with the greater purpose buy-in potential increases. Vision takes time and repetition because it leaks. We know this is essential because as leaders we often have to remind ourselves why we lead. This is the same for those we lead at work or home.
These are only a couple identifiers, but how are you leading? Are you producing results, but your people are worn out? Do you want to lead more transformationally, but don’t know how to make the pivot because transactional leadership is how you got where you are? Let me help you think into that. Go here and let’s set up a 30 minute thinking partner call at no cost to you. In the meantime, lead well!
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