How Do You Know A Pseudo-Transformational Leader From a Genuine One? Look For These 5 Signs.

Once in a while, you come across an individual in a leadership position that on the surface appears to be genuine, but when you get to know this individual further, you have this funny feeling in your gut. You feel a sense of deception to the extent that you fear surrendering full loyalty to that individual, or if you already did, you quickly retract your commitment and instead resort to a reclusive mode when working with this individual.

If you ever have this feeling, you are not alone. Many leaders on the surface appear to be interested in their team success and sincerely dedicated to seeing those beneath them not only achieve organizational objectives but also reach their fullest potential in all their endeavors. They appear, in many ways, to captivate and embody the characteristics of a transformational leader but their true qualities over time slowly emerge. 

Pseudo-transformational leader’s real intention always surface when they see no value in helping others that don’t show promise to provide them with immediate returns. Their counterfeit attempts to simulate caring for subordinates often get exposed, and their real agenda is revealed.

What are the signs of Pseudo-transformational leadership? According to Dr. Bill Donahue, here are the signs that you or others are becoming a pseudo-transformational leader.

1) You are in it for self-advancement. This is easy to assess. When a leader always cares more about growing their own platform instead of helping others build theirs, it is a telltale sign.

 2) Decision-making is always pragmatic. What works for the leader transcends what is best for the team or the organization.

 3) Ethical standards are compromised. This may be overt or subtle, or even done out of ignorance or the speed in making a decision. Nonetheless, it is a sign that things are bad. Employees or team members are treated with condescension or ignored, shortcuts are taken and due diligence is ignored, and compliance issues in HR or in legal matters are given lip service.

 4) Strategy takes priority over relationship. In other words, regardless of the damage a decision or path may do to the team, as long as we “win” or “realize the vision” or can say “mission accomplished” the collateral relational damage is chalked up simply as the cost of doing business.

 5) Everything has a price tag. Pseudo-transformational leaders believe they can “buy” everything – trust, votes, loyalty, performance, followers, relationships, customers, members, silence and compliance with their demands. In some cases. money, severance packages (hush money, in some cases), promotions, perks and other “incentives” are used to move people and strategy in the direction the leader desires – even out of the organization.

When you hear people continually promote themselves as leaders, frequently touting their accomplishments, pointing everything back to themselves, you are seeing someone who is about self-aggrandizement. Self-aggrandizers have an exaggerated and unsubstantiated view of their achievements and their contributions. They are legends in their minds. They are entirely self-absorbed, and everything they say and do is from a “the world revolves around me” perspective. The prominent words in their vocabularies are I, my, and me.

They also believe that they are unfairly treated and under-recognized by everyone else, primarily because, in their delusional, self-important opinions, everyone else is too ignorant and too blind to see how great and awesome they are.

Followers who fear their leaders are unlikely to challenge what their leaders say, or what they think, their leaders expect implicitly. Besides, pseudo-transformational leaders neither genuinely seek nor truly accept the input of followers; they control information and resources, use their power to keep followers in a subservient position, and when they do seek opinions and ideas from followers, it is usually for impression management purposes. 

On the other hand, genuine leaders:  

?Envision a more desirable future

?Seeks consensus and is empathic

?Respects differences and develops independent followers

?Unites through internalization of mission and values

?Is self-sacrificing & trustworthy

Authentic transformational leaders, by acting on a core set of benevolent values, bring out the best in their followers and do great things for society. Transformational leadership is all about empowering and inspiring their people to believe that the impossible is possible.