Leadership comes in many forms, each with its unique strengths and applications. While many individuals begin their careers with traditional “status quo” leadership methods, truly effective leaders recognize the importance of understanding their personal strengths and those of their team members. By taking the HIGH5 strengths assessment, aspiring leaders can gain valuable insights into their natural talents and how to leverage them in various leadership styles, including transactional leadership. This self-awareness forms the foundation for developing a more nuanced and effective approach to leadership, regardless of the specific style one adopts.
While they may work for some, they are not truly the best according to leadership experts. Effective leaders must learn about other types of leadership, including transactional leadership.
Transactional leaders like structured and orderly environments. They know how to motivate their team to achieve a common goal.
Rules, goals, schedules, meetings, plans, and so on are all objects that transactional leaders enjoy dealing with. This form of leadership can help you develop leadership skills in general, too.
There are many unique aspects that set the transactional leadership style apart. In this article, we will help you understand transactional leadership, both its benefits and drawbacks.
What is Transactional Leadership? Meaning & Definition
Transactional leaders are highly-organized and goal-oriented. They are best at achieving short-term goals, but long-term goals are also on their radar.
Such individuals prefer to make goals more manageable and realistic, instead of reaching for an extremely ambitious goal immediately.
Most transactional leaders also believe in rewarding employees who work within the hierarchical structure set up for them in the workplace. If you succeed, expect a compliment or monetary reward.
However, they also provide consequences for employees who do not succeed. Individuals who are transactional leaders also tend to monitor employees.
They want to make sure they reach their potential and perform tasks well, which develops efficient teams.
Finally, organizational leaders also strive to maintain a high level of organization in the workplace.
Why is Transactional Leadership Important?
Transactional leaders offer numerous benefits to their teams, particularly when they understand and leverage their own strengths and those of their team members. By taking the HIGH5 strengths assessment, leaders can identify their natural talents that align with transactional leadership, such as being detail-oriented or having a strong sense of responsibility. This self-awareness allows them to enforce rules more effectively and create a structured environment where team members take their work seriously. Moreover, by encouraging team members to identify their strengths through the HIGH5 test, transactional leaders can assign tasks that align with individual talents, leading to increased engagement and productivity.
There will be fewer conflicts, as employees are too busy to focus on tasks outside of work. When teams get focused and goal-oriented as a result of having a transactional leader, productivity and efficiency soar.
Plus, many benefits come with the consequence/reward system implemented by transactional leaders. When an employee does the job well, they are rewarded.
This encourages positive behavior, builds employee loyalty, and in the end, will boost employee performance.
When someone does not perform up to par, there are consequences for this act. Individuals will take note of the consequences, and thus, will be less likely to rebel.
Finally, it is important to ensure an organization has both short and long-term goals. These leaders place a high value on the achievement of goals.
They are specifically excellent at ensuring short-term goals are achieved. So, they can make lofty goals seem more achievable by breaking them down.
Pro Tip From HIGH5
Leverage your team’s strengths in rule enforcement. If you have team members with high ‘Adherence’ or ‘Discipline’ strengths (as identified by the HIGH5 test), involve them in creating and maintaining team protocols. This approach not only ensures better rule adherence but also empowers these team members to use their natural talents.
Key Characteristics of Transactional Leadership
Every experienced leader has their own unique leadership style. It takes time to develop one yourself, so try experimenting with multiple.
Most people change their leadership style from time to time, especially if the exact situation necessitates it.
Below, we have listed the common characteristics that transactional leaders possess.
1. Act with urgency
While there are many approaches to leadership, most recognize that acting with urgency is needed (at least in certain situations).
Those with a transactional style of leadership ensure they do not stall and talk about solutions indefinitely. Instead, they take action.
These individuals are not afraid of commanding or rushing individuals when it is necessary. They trust their own judgment and do not overthink their decisions.
2. Communicate their expectations clearly
If you give unclear advice or directions, your employees will likely be confused. It makes them less productive, too. Thus, it is important to ensure you are direct and honest when communicating.
Such leaders give tasks with succinct and articulate language. They challenge high-performing employees with more tasks.
To ensure individuals remember such tasks, they often email them or have the tasks and expectations listed on boards.
In addition to providing expectations, they also provide incentives to fulfill their expectations and consequences if you do not.
3. Direct communication style
A cornerstone of transactional leadership is clear, direct communication. However, the effectiveness of this communication can be significantly enhanced when leaders understand their own communication strengths. The HIGH5 strengths assessment can reveal if a leader has natural talents in areas like ‘Command’ or ‘Communication’. Armed with this knowledge, transactional leaders can refine their communication style to be not just direct, but also impactful and tailored to their team’s needs. For instance, a leader with a high ‘Empathy’ strength can balance directness with sensitivity, ensuring that clear expectations are set while maintaining team morale.
Plus, they are also transparent and honest. When giving feedback, they want their workers to truly improve. So, they do not sugarcoat their thoughts when giving feedback to employees.
This develops a trusting bond between employees and the leader. The relationship decreases turnover, increased levels of employee engagement, and boosts employee retention.
4. Opposed to change
Change can be a source of innovation. However, it is also dangerous and risky. Transactional leaders understand this and choose to only change when it is absolutely necessary.
Instead, they choose to work with proven techniques. They believe they know what is best for their team, which often results in maintaining the same rules and only slightly changing their work strategies.
However, workplaces could stagnate as a result, and employees may become less passionate under this system.
5. Focused on short-term goals
Both long and short-term goals benefit a business. Instead of trying to overwhelm employees with too many long-term goals, transactional leaders propose many smaller short-term goals.
This ensures that their employees stay motivated and are not overwhelmed. As a result, most businesses with this type of leader see quick increases in sales volume, revenue, profit, and so on.
This quick goal accomplishment gets a positive moment on the team, so they are more likely I stay engaged.
Advantages & Disadvantages Examples of Transactional Leadership
All leadership styles have their pros and cons. That is why it is important for you to decide what is best for you and your team, specifically.
Transactional leaders have a unique set of qualities that set them apart from their peers. As such, the list of benefits and drawbacks is quite different from most leadership styles, too.
A few of the key benefits of this leadership technique are below.
5 Examples of Transactional Advantages
1. Achieving Goals
These leaders know how to push their employees to their limits. They know how to get the best results and thus, their goals are achieved very often. The strategy of focusing on the short term also makes these goals less intimidating to employees, so they do not quit immediately.
2. They Know How to Motivate Employees
When leaders see someone achieve their primary goal, they reward them. This is done to motivate other employees so they replicate the same behavior. Additionally, they also understand how to passionately speak. This type of language can also boost loyalty and motivation in employees.
3. Clear Roles and Tasks
Communication is a strong suit for the transactional leader. Specifically, they know how to define roles and goals clearly. From the intern to fellow C-Level executives, everyone’s role is well understood. Thus, you will not have confused employees. There is no ambiguity, and you can easily tell when rules are violated.
4. Effective Leadership
Structure, taking action, and direct communication all combine to make this leadership method practical and effective. This makes transactional leaders great for serving in large organizations and small startups, too (although, they do better in the former). They can spot issues many other leaders cannot. They are also not afraid of firing employees if they do not align with the business’s goals.
5. They Know How to Measure and Reach Success
Some leaders do not have clear strategies for achieving success. Some do not even know their company’s definition of success. However, transactional leaders clearly outline what success is to them. They ensure their employees have similar goals and are passionate about their work. Goals are also very clearly outlined. There are consequences to achieving goals, which is very motivating to employees.
5 Examples of Transactional Disadvantages
1. Over-Reliance on Short-Term Goals
To truly have a successful business, you need both short and long-term goals. However, most transactional leaders overlook the importance of long-term thinking and goal planning. Instead, they focus solely on short-term goals. If consumer demand changes or the competition changes, the business could be in serious trouble.
2. Not Enough Creativity or Innovation
Innovation and creativity drive businesses into the future. Without creative thinking, businesses struggle to differentiate themselves from the competition. Unfortunately, transactional leaders often face this problem. They rely on proven but less innovative strategies because they are safe. Plus, it is rare for transaction leaders to ask for feedback from employees. This could mean a business stagnates and loses its competitive edge.
3. Decreased Morale
While the direct nature of transactional leadership can be effective, it may not resonate with all employees, potentially leading to decreased passion and increased burnout. However, integrating a strengths-based approach, such as utilizing the HIGH5 assessment, can significantly mitigate these issues. By identifying and leveraging each team member’s unique strengths, transactional leaders can assign tasks that align with individual talents and passions. This strength-oriented approach not only complements the structured nature of transactional leadership but also fosters personal growth, increases engagement, and reduces turnover. The HIGH5 test provides leaders with valuable insights to create a more balanced and motivating work environment, even within the framework of transactional leadership.
4. Massive Mistakes
No businessperson is perfect. So, many leaders ask their employees and colleagues for feedback. However, feedback is rarely asked for by a transactional leader. If the leader does not notice, the employee could be emotionally drained or burnt out during the work day. Proper care and task assignment can fix this problem, but it requires admitting you were wrong. If you do not do this, your organization could lose thousands of dollars.
5. Decreased Motivation
Recognition is a great motivational tactic used by transactional leaders. However, it does not work for all employees. Simple rewards are just not fulfilling to some. They would prefer to work in teams collaboratively instead of competitively. It is more fulfilling to some employees. As such, employees who prefer emotional and social satisfaction over tangible rewards do not typically thrive under transactional leaders.
How To Develop & Become a Good Transactional Leader
Create structure
The number one mission of organizational leaders is to establish structure. There are numerous ways to accomplish this goal. Firstly, ensure that you eliminate distractions whenever possible.
Then, test out different strategies for task assigning. Ensure that when you assign teamwork or projects, individuals work together well.
Constantly reevaluate everyone’s progress. You can eliminate many errors by ensuring the structure is emphasized.
Make expectations clear
Clear, direct, and honest communication is a hallmark of effective transactional leaders. To truly excel in this area, aspiring leaders should first understand their own communication strengths. The HIGH5 strengths assessment can reveal if you have natural talents in areas like ‘Communication’, ‘Command’, or ‘Empathy’. By leveraging these strengths, you can craft a communication style that is not only clear and direct but also resonates with your team. For instance, if ‘Empathy’ is one of your top strengths, you can balance directness with understanding, ensuring your expectations are clear while also considering your team’s perspective. This strengths-based approach to communication can significantly enhance your effectiveness as a transactional leader and help your team achieve its goals more efficiently.
Provide consequences and rewards for those that follow your rules and those who do not. Be sure to openly say the key goals your team should focus on, and list tasks in order of priority.
If you do this, everyone will be on the same page.
Recognize top-performing employees
If you wish to motivate your employees, try recognizing those who achieve the goals set out for them. This will encourage behaviors you want more of.
Plus, it also makes employees realize you care about their success and do notice their hard work. In return, transactional leaders get high retention rates and lower turnover rates.
Whenever an employee truly perfects a task, take a moment to recognize them. It could be via email or simply coming up to their desk. You could even make an announcement before all other employees.
Pro Tip From HIGH5
Create a “Strengths Communication Map” for your team. After everyone has taken the HIGH5 assessment, document each team member’s top strengths and preferred communication styles. Use this map to tailor your communication approach for different team members, ensuring your message is both clear and well-received.
List of 10 Famous People that Use the Transactional Leadership Style
If you are struggling to understand the transactional leadership style, try looking at business executives and other inspiring leaders.
Many famous executives, army personnel, and even sportsmen can give you insights into what it is like to be a transactional leader. From there, you can apply some of their tactics to your own life.
Such transactional leaders include:
- Bill Gates, Microsoft
- Enrique Lores, HP
- Howard Schultz, Starbucks
- Bill Belichick, New England Patriots
- Norman Schwarzkopf, United States Army commander
- Vince Lombardi, Green Bay Packers
- Carl Icahn, Icahn Enterprises
- Lei Jun, Xiaomi
- Steve Cahillane, Kellog
- Charles de Gaulle, former president of France
Frequently Asked Questions About Transactional Leadership
What is the difference between transformational and transactional leadership?
Transactional leaders place a high value on control, strict adherence to rules, and hierarchy. They spend more time focusing on short-term goals when compared to long-term ambitions.
On the other hand, transformational leaders prefer using more collaborative approaches to leadership. They work to inspire employees so they have an emotional attachment to their work.
Where is transactional leadership used?
Transactional leadership can be used in any field. For instance, in sports, transactional leaders recognize their players for hard work. The same is true in education, healthcare, and other industries.
Even government officials, such as former president Charles de Gaulle and US Army commander Norman Schwarzkopf, employ this technique.
What are the strengths of a transactional leader?
They create clear rules and standards and communicate effectively. Also, such leaders also understand how to motivate their employees. They are skilled at setting short-term goals.
Transactional leaders can make difficult-to-achieve and lofty long-term goals seem more manageable by breaking them down into smaller short-term goals.
They are efficient, too, as they do not tolerate any breaking of rules or distractions.
