Go Go Transformers

Recent research into transformation leadership and how it relates to the remote work environment has been summarized in a recent article. It is an interesting new direction for leadership study and application. At its root, researchers are attempting to discover if transformational leadership can be executed via email. Previous studies focused on face-to-face interactions and in the modern workplace this isn't always possible.


Without going into a lengthy discussion of transformation leadership I will link its key definition here via Wikipedia: (bold print is mine)


"Transformational leadership enhances the motivation, morale, and performance of followers through a variety of mechanisms. These include connecting the follower's sense of identity and self to the project and the collective identity of the organization; being a role model for followers that inspires them and makes them interested; challenging followers to take greater ownership for their work, and understanding the strengths and weaknesses of followers, so the leader can align followers with tasks that enhance their performance.


The full range of leadership introduces four elements of transformational leadership:

Individualized Consideration – the degree to which the leader attends to each follower's needs, acts as a mentor or coach to the follower and listens to the follower's concerns and needs. The leader gives empathy and support, keeps communication open and places challenges before the followers. This also encompasses the need for respect and celebrates the individual contribution that each follower can make to the team. The followers have a will and aspirations for self development and have intrinsic motivation for their tasks.

Intellectual Stimulation – the degree to which the leader challenges assumptions, takes risks and solicits followers' ideas. Leaders with this style stimulate and encourage creativity in their followers. They nurture and develop people who think independently. For such a leader, learning is a value and unexpected situations are seen as opportunities to learn. The followers ask questions, think deeply about things and figure out better ways to execute their tasks.

Inspirational Motivation – the degree to which the leader articulates a vision that is appealing and inspiring to followers. Leaders with inspirational motivation challenge followers with high standards, communicate optimism about future goals, and provide meaning for the task at hand. Followers need to have a strong sense of purpose if they are to be motivated to act. Purpose and meaning provide the energy that drives a group forward. The visionary aspects of leadership are supported by communication skills that make the vision understandable, precise, powerful and engaging. The followers are willing to invest more effort in their tasks, they are encouraged and optimistic about the future and believe in their abilities.

Idealized Influence – Provides a role model for high ethical behavior, instills pride, gains respect and trust." (http://en.wikipedia.org/wiki/Transformational_leadership)


I know Wikipedia isn't scholarly but I am only including the definition of transformational leadership for ease of discussion. Below is a series of links that also define this type of leadership if you would like more reading on that topic. Yes I know APA doesn't hyperlink but work with me here.


Cherry, K. (n.d.). Retrieved from http://psychology.about.com/od/leadership/a/transformational.htm


Hall, J., Johnson, S., Wysocki, A., & Kepner, K. (n.d.). Retrieved from http://edis.ifas.ufl.edu/hr020


Moving on


Research found here has hypothesized that transformational leadership (TL) can be executed via a remote method. The research team devised a series of tests using fabricated emails and gauged subject reaction to them via survey. This validated the hypothesis that job satisfaction could be increased with transformational methods. A second study found that transformational and intellectually stimulating messages embedded in email correspondence also increased job satisfaction. and motivation.


Initial Initial results are indicating that it is possible to utilize the proven potential of TL via electronic correspondence. However like many things leadership it is difficult to separate what individual motivators are used internally by the followers. Additionally, these were quantitative studies and as such only show if the hypothesis was proven or not proven. In this case it was, but it does not show why it was proven. I think a qualitative study would be most useful as a follow-up.

As the workplace becomes more geographical separated many team members may never have face-to-face interactions. It is vital that managers are able to motivate and inspire using electronic means. Managers may use different styles when communicating via email than they would in-person. A manager may appear cold via email but is actually quite the opposite. Managers need to be aware of how they are communicating via the written word. It will become imperative that managers become effective at the written word as well as the spoken word. 

And who said the internet killed grammar?
 

Asas