The Endurance Test for Transformational Leadership: How Can SHRM Help?

 

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Transformational leadership is a popular leadership style that aims to inspire and motivate team members to achieve high levels of performance and productivity. However, this leadership style is not without its challenges, especially in today's rapidly evolving organizational context.

This blog will explore the challenges faced by transformational leadership and how it can be resilient in today's changing environment. Additionally, we will discuss how Strategic Human Resources Management (SHRM) can intervene to overcome these challenges.

Challenges Faced by Transformational Leadership

1. Resistance to Change

One of the biggest challenges faced by transformational leadership is resistance to change. Transformational leaders often introduce new ideas and changes that can be difficult for team members to accept. As a result, they may face resistance from team members who are not willing to embrace change (Avolio & Yammarino, 2013).

2. Over-Reliance on the Leader

Transformational leaders are often seen as charismatic figures who can inspire and motivate their team members to achieve high levels of performance. However, this can lead to over-reliance on the leader, where team members become dependent on the leader's guidance and may struggle to work independently (Bass & Riggio, 2006).

3. Burnout

Transformational leaders often work tirelessly to inspire and motivate their team members. However, this can lead to burnout, where leaders become exhausted and may struggle to maintain their high levels of performance (Yukl, 2013).

How Transformational Leadership Can Be Resilient in Today's Evolving Organizational Context

Despite the numerous challenges faced, transformational leaders can adapt their leadership style to meet the changing needs of the organization and its team members.

Additionally, by promoting a culture of learning and development, transformational leaders can help team members adapt to changes and embrace new ideas (Northouse, 2018).

How SHRM Can Intervene to Overcome Challenges Faced by Transformational Leadership

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1. Recruitment and Selection

Strategic Human Resources Management (SHRM) can intervene by recruiting and selecting team members who are open to change and willing to embrace new ideas. This can help reduce resistance to change and create a more supportive work environment (Jackson et al., 2014).

2. Training and Development

SHRM can also get involved in providing training and development opportunities to team members. This can help team members adapt to changes and improve their skills and knowledge, reducing over-reliance on the leader (Armstrong & Taylor, 2014).

3. Work-Life Balance

SHRM can promote work-life balance by implementing policies and practices that help prevent burnout. This can include flexible work arrangements, wellness programs, and employee assistance programs (Kramar et al., 2014).

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Conclusion:

In conclusion, transformational leadership faces several challenges, but it can be resilient in today's evolving organizational context. By promoting a culture of learning and development and adapting to the changing needs of the organization and its team members, transformational leaders can overcome these challenges.

Furthermore, SHRM can intervene by recruiting and selecting team members who are open to change, providing training and development opportunities, and promoting work-life balance. By doing so, transformational leaders can create a more supportive work environment that fosters high levels of performance and productivity.

References:

Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Avolio, B. J., & Yammarino, F. J. (2013). Introduction to, and overview of, transformational and charismatic leadership. In Transformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition. Emerald Group Publishing Limited [Online]. Available at https://www.emerald.com/insight/content/doi/10.1108/S1479-357120130000005037/full/html    

[Accessed on 15^th April 2023]

Bass, B. M., & Riggio, R. E. (2006). Transformational leadership. Psychology Press [Online]. Available at https://doi.org/10.4324/9781410617095 [Accessed on 14th April 2023]

Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human resource management. Academy of Management Annals, 8(1), pp.    1-56 [Online]. Available at https://doi.org/10.1080/19416520.2014.872335 [Accessed on 15^th April 2023]

Kramar, R., Bartram, T., De Cieri, H., Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Human resource management in Australia: Strategy, people, performance. McGraw-Hill Education (Australia).

Northouse, P. G. (2018). Leadership: Theory and practice. Sage Publications.

Yukl, G.A. (2013) Leadership in Organizations. 8th Edition, Prentice-Hall, Upper Saddle River.