Transformational Leadership

How did you spend summertime as a child? You probably have memories of vacationing with your family, playing baseball or softball, attending summer camps, or swimming at the pool or lake.

Eight-year old Khadim spends his days at a brick kiln, working to pay off a small debt inherited from his deceased parents. He is charged room and board in excess of his wages so that regardless of how hard he labors, the debt is sure to grow. From dawn until dusk, Khadim lugs around heavy clay bricks. First, he totes them out of the kiln so that they can bake in the hot sun, and he then carries them back into the kiln once they’ve dried. He tries to keep pace with his adult co-laborers, but he is only a boy and often falls behind, drawing angry shouts from his overseer.

By evening his tiny limbs ache, and he collapses into bed (a dirty, tattered floor mat) only to repeat the cycle the following day. This is his life. Khadim carries bricks—all day, every day. Summer does not alter his routine; it merely intensifies the miserable conditions of his slave labor.

Transformational Leaders

William Wilberforce, was troubled by the Khadim’s of his day, and therefore devoted his life to abolishing slavery in the British Empire. Through his efforts, the slave trade was outlawed and an estimated 800,000 slaves were set free. The question is: how did he do it?

1- Being Transformed

As a young Member of Parliament, Wilberforce was preoccupied with his political reputation, standard of living, and social status. However, during his time in office, he encountered stories about slavery that tugged at his heart. Rather than brushing aside the feelings, he resolved to take action in order to reform this culture.

2- Surround Yourself with a Common Purpose

Wilberforce linked up with like-minded Britons in combating slavery, and he and several other abolitionists moved together to Clapham Common, a neighborhood in southwest London. Given their close proximity, the group’s quest to end slavery was an constant topic of conversation. Being in the same area of town allowed the reformers to encourage one another in their efforts to raise public awareness.

3- Creativity to Persuade Others

At first, public opinion was decidedly against Wilberforce and his fellow abolitionists. Several prominent public figures, such as Admiral Lord Nelson, spoke out in defense of the institution of slavery. To turn the tide of public sentiment, Wilberforce and his partners came up with a number of “launchers” or devices intended to spark conversation about the abolition of slavery. For instance, one of Wilberforce’s friends, Josiah Wedgewood, created a medallion depicting a kneeling, shackled male slave above the inscription: “Am I not a man and a brother?” The abolitionists then initiated an advocacy campaign, leveraging Wedgewood’s position in manufacturing to place the medallion on everything from bracelets to dinnerware to artwork.

The Price to Transform Culture

Beginning in 1787 Wilberforce started the political movement to end slavery in the British Empire. Twenty years later, he won a victory when Parliament voted to outlaw the slave trade. However, the Slave Trade Act of 1807 did not affect the condition of those already in slavery. Wilberforce would persist another 26 years in opposing slavery until finally, in 1833, Parliament voted to abolish slavery throughout the entirety of the United Kingdom. Three days later Wilberforce passed away.

Conclusion

In leadership the greatest gap exists between Being, Doing and Having. To understand this better, you cannot HAVE, unless you DO and that means BEING (a Transformational Leader).

Over the years, employees had all sorts of training but rarely implement many of these new notions. Only when you bridge that gap can productivity and people development really happen. Furthermore, in leadership the greatest challenge involves moving from just doing (the normal business activities) to changing (creating an new culture).

What aspects of your business culture would you like to see change? What small, initial steps could you take to make a transformative difference in the area of culture that you feel needs to be reformed? What do you think the rewards will be, when you are able to transform the business culture to a new mindset?