To be a Transformational Leader one must focus

To be a Transformational Leader one must focus on the 4 I’s: -Idealized Influence -Inspirational Motivation -Intellectual Stimulation -Individualized Consideration Source: http: //www. josephchris. com/7 howard-schultz-leadership-style-principles

Idealized Influence ■ To have an idealized influence on your followers you must be a strong role model for them. You must also have high morals and ethics. There has to be a sense of trust between the leader and the follower. ■ Schultz showed his belief and trust in his employees in an interview with Oprah. He told her that is passion is about building a company that is focused on treating people with respect and dignity.

Inspirational Motivation ■ In order to inspirationally motivate your followers you must appeal to their emotions in a way that calls them to a commitment and engagement in a shared vision. Story telling is a very important factor in doing this. ■ In 2008 Schultz had 10, 000 of his managers attend a leadership conference. He wanted them to understand that their companies need intuitive leaders and they are capable of that. Because his message was so inspiration his management team left energized and inspired.

Intellectual Stimulation ■ A leader with a strong sense of intellectual stimulation encourages innovative and creative thought. The followers of intellectual stimulation challenge their own beliefs and values those of their leader and the organization as a whole. The leader is is supportive of trying our new approaches. ■ For example, thanks to the idea of an employee and Schultz’s willingness to listen, we now all know and love the Frappuccino.

Individualized Consideration ■ A leader who takes in to account individualized consideration creates a supportive environment in which followers feel their ideas and needs are heard and listened to. The leader will act as a coach or advisor and promote selfactualization. ■ Howard Schultz acted on this when a certain employee went to the media about how her schedule has been so stressful for her. Instead of reprimanding her, the employee’s manager had an open conversation with her about what was going. Within days there was progress and her schedule become something more doable for her.