Leaders who use this theory in their organization's exhibit focus, vision, inspiration and risk-taking traits. They possess a charismatic charm in transforming the organization through influence on the employees. Ethically speaking, a transformative leader must only influence the followers in a positive manner. The characters or strategies shown to the employees should be within the ethical requirements of the organization or professional field in question. The objective of a transformational leader is to change the organization positively in all aspects.
Transformational leadership is increasingly becoming popular in some sectors due to its effectiveness in ensuring improved performance. Transformative leaders not only influence the followers and other junior members of the organization but impacts also on other leaders. Through the influence, other leaders become agents of change i9n the organization. Followers respect, admire and the transformative leaders. Based on the description by the proponents of the theory, transformational leadership has four components. The components include intellectual stimulation, individualized consideration, inspirational motivation and idealized influence. Through these components, the leader is in a better position to make decisions that will initiate a positive change in the whole of the organization.
Through intellectual stimulation, a transformative leader can make decisions in a manner that does not appear to challenge other leaders within the organization. The leaders encourage the followers to adopt creativity when undertaking their duties. Creativity offers the followers opportunities to innovate and learn. The leader can make the decision intellectually without any member of the organization feeling victimized. The second trait that is common among ethical leaders who utilize transformational leadership style entails individualized considerations (Grants, 2012).