I think the most clear cut way to distinguish between these two concepts is by saying that transformational leadership is one way that strategic leadership can be executed. Said differently, transformational leadership is a form of strategic leadership. As research on transformational leadership has suggested thus far, it appears to be one of the better forms of strategic leadership (provided that the leader acts authentically). That being said, the concept of transformational leadership extends beyond strategic leadership and day-to-day managerial or supervisory tasks can be executed in a "transformational manner".

Transformational leadership, by definition, not only helps others embrace change, but encourages them to create it themselves. Transformational leaders are seen as role models by others because of the way they behave and the values they espouse. They encourage others to think outside of the box and give individual attention to colleagues and subordinates when it is needed. They also have the capacity to drive the organization forward by developing (and effectively articulating) a vision of the future that is compelling and convincing to others. It is likely to be the most effective form of (commonly studied) strategic leadership for managing change in MOST situations.

Strategic leadership simply refers to the development and execution of long term planning. Strategic leadership could be enacted in any number of ways - some of them effective, and others not. Transformational leadership is typically a highly motivating form of leadership for individuals who share similar values to the leader, and for individuals who do not have a clear set of personal values. That being said, the most effective form of strategic leadership really depends on the history, culture, structure, etc. of the organization. It is up to individuals who are intimately familiar with their own organization to devise the best strategy for effectively managing change.

Hope this helps.

Thanks Nicholas. Change is an issue of motivation, vision and commitments. Motivation is influencing for change and vision means the expected change situation. Commitment refers to implementation of change. In this model, probably transformational leader could play a role of motivation whereas the strategic leadership a visionary role. Change is a difficult process because we could find the resistance factor. Transformational leader could use various means to create positiveness and the strategic one with long term gains. What characteristic would you think a transformational leader could use to facilitate change in the organization . Let us explore more on change and leadership. Regards

Hi Binod. You are right to recognize that the primary reason transformational leadership is effective is because of the role it plays in motivating others (particularly in change situations). Developing a vision is one thing, but making that vision appealing is another. Transformational leaders can do this in a number of ways, but I'll mention two that come to mind immediately.

First, they create dissatisfaction with the status quo. This means that followers are made painfully aware that the current state of their organization is unacceptable and that changes need to be made. Consequently, those who initially resisted change begin to feel uncomfortable with where they are now and want to move toward the vision articulated by the leader (because now it looks much more appealing). Dissatisfaction with the status quo is essentially a form of what psychologists like to call "cognitive dissonance". It is a form of mental discomfort that individuals actively work to alleviate in a number of different ways (e.g., taking action, mental re-framing, etc).

A second way transformational leaders can motivate others is by showing followers that what they do matters in the broader context of the organization. For example, a low level employee who distributes mail within the organization may feel like his/her job is insignificant. A transformational leader would motivate this individual by convincingly explaining that his/her role is instrumental to facilitating effective communication and knowledge transfer within the organization - something that is absolutely essential for the organization's vision or strategy to succeed. Although this example does not specifically pertain to motivating employees to adapt to change, the idea can be applied by extension. Cheers

The distinction between transformational and strategic leaders are:

1. Transformational leaders can be found everywhere within an organization while strategic leaders are found at the top-they are the CEOs.

2. It is apparent that the strategic leader can also be a transformational leader.

3. More emphasis for a strategic leader is about scanning the environment and articulating vision, mission and values.

4. More emphasis of a transformational leader is about change. Strategic leaders are also transformational leaders.

5. Leaders become transformational in order to climb to the strategic leadership levels.

6. Strategic leaders must consider who they are, what they do and what they believe in in order to think strategically.

7. Strategic leaders make clear choices and trade off

8. Strategic leaders continuously raise the next level of performance.

9. They build strong teams

10. They follow truth and account for their actions

11. They make decisions based on analytical research.

12. Focus on a few big thinks

13. They combine analytical rigor with some ambiguities but open to opportunities and possibilities

15. They are great story tellers.

@Ouma. I love the sentence 'they are great story teller' cheers!

Informational Leaders can bring changes in the organization with ease as they encourage the subordinates fir creativity and innovation which is required to bring change in the organization. They work as role models, subordinates or followers resistance to change reduces and leaders are able to bring permanent change in place of temporary change brought by transnational leaders.