Pitfalls of Transformational Leadership in Optometry

Transformational leadership style has its benefits in healthcare systems and Optometry as we see it working in most organizations. Leaders who are transformational achieve their goals as they see the vision of their followers aligned with their vision. In this way, transformational leaders in Optometry works well when it entails the relationship between the Optometrists and other staff members whose role is a supporting role nonetheless for the optometrist. This type of leadership helps Optometrists bring out the best in staff and motivate them toward a common goal that benefits the organization. Especially as it has been claimed by many that transactional leadership in Optometry can cause resentment among staff members and employees and potential setbacks in the delivery of quality eye care.

Despite its relevant advantages, transformational leadership has its shortcomings that we cannot ignore if we want to build a practice its primary focus is to create opportunities to improve the quality of eye care.

Transformational leadership pertains to leaders who motivate and inspire followers, earn the respect of their team and carefully form and develop every subordinate in the team under their leadership. Although this trait can be effective in reaching objectives easily without commotions, this may lead to narcissistic leader behaviors when the leader makes not well-thought decisions that can negatively affect the purpose that the practice should have in serving patients.

Transformational leaders are charismatic, innovators, creators, and very helpful, therefore they are admired by their followers. The charm that leaders impose on their followers may enable them to make decisions that are not in the best interests of the majority leading to negative outcomes.

Followers under transformational leaders follow them because they feel valued and respected. Those leaders have the means to incline their followers to share the same enthusiasm and think for the common good rather than the individual benefit. Under transformational leadership, employees perform better and push to maximize their potential as they grow this feeling of being part of the team. This may have a negative impact if the leader starts to take advantage of employees, exploiting their potential, and make them work long hours going beyond what they are supposed to perform to achieve the organization’s objectives.