Organisational Transformation: New Talent Might Be Essential!

transformational

One of the most accepted leadership paradigms is that of the transformational leader. Work/Occupational Psychologists have been promoting this model for those organisations that have transformational programmes or strategies to implement. Thus, Work Psychologists have been helping such organisational to identify, recruit, and further develop the right individuals that fit this model and the strategic need. To be fair to the leadership field this is a plethora of robust empirical evidence supporting this model.

 

Over the last 35-years I have worked in the private, public and not-for-profit sectors. Over the last 15-years I have also been a Coach to Senior Directors/Leaders within those sectors too. Over this time I have questioned whether it is better to bring-in new top talent or external strategic Consultants to develop the existing leadership team (or more likely a ‘blend’ of all three approaches). I have often wondered when a top team is struggling to make proper in-roads whether Senior Directors can become too familiar with their organisations. Can you get over familiar with the culture and does this prevent the necessary challenge and energy to implement change?

 

I guess stated simply my question can be framed as: Can over-familiarity prevent the next stage of the transformational journey?

 

With these questions in mind I was delighted to come across a neat research paper developed by Russell Guay (2013). It is entitled “The relationship between leader fit and transformational leadership” and you can locate it in the Journal of Managerial Psychology. Vol.28(1), 2013, pp. 55-73.

 

Guay (2013) draws on the transformational literature and develops a model that explores 3 types of fit between the leader and the organisation:

 

  1. Person-Organisational fit: the extent to which their own values fit with those of the employing or host organisation
  2. Needs-Supplied fit: the extent to which the job meets the leaders own need
  3. Demand-Abilities fit: the extent to which the leader has the knowledge, skills and experience to meet the demands of the job at hand

 

For those of you with a research bent- he uses structural equation modelling to statistically demonstrate the best fit of the data-set/ results. Now in my view…here’s comes the fun part! The insights and application!

 

 

Guay (2013) reports a negative relationship (-0.17) between 1 and the outcome measure of transformational leadership. He also reports that as he hypothesized there was a positive relationship between 2 & 3 (0.14 & 0.24 respectively). Lastly, he also reports a negative relationship between tenure in the organisation and transformational leadership behaviours.

 

So what might this mean in practice?

 

Evidently, we are ‘bang on the money’ when it comes to our well established transformational leadership model. When any job supplies our personal needs for development, challenge and growth (2), and we have the pre-requisite skills, knowledge and experience then we can empirically anticipate, in all good faith, the organisational transformation.

 

Then, here comes the caveat. Or at least, here comes my interpretative caveat…over familiarity with the organisation may well prevent the leader from implementing the transformational necessary. So it seems there is an ‘upper limit’ for some Director posts (and one could sensibly argue any post associated with the transformational programme or strategy) to stay in the same organisation. This also helps explain the negative relationship between tenure and a lack of transformational outcomes/behaviours too.

 

Of course, as with all empirical inquiry there is the classic ‘more research is needed’ and this holds true here too. Just how long is the question and, of course, if we take any existing ‘top team’ can we inject some new transformational energy/blood by changing one or two of the Directorship posts and, by so doing, refresh the energy, the focus, and the necessary challenge.

 

These insights also help to explain why external ‘Change Consultants’ earn their buck… because if you want to keep a fairly stable, senior team (for identified stability or even organisational political purposes), then having a ‘fresh but critical’ pair of eyes can have the same effect. However, this latter tactic would seem to hold true… just as long as you employ some ‘fresh transformational blood’ further down the organisational hierarchy to get into implementing the identified transformational programme.

 

 

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