The transformational style of leadership

Running head: TRANSFORMATIONAL LEADERSHIP
Transformational Leadership
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Author Note

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TRANSFORMATIONAL LEADERSHIP
The transformational style of leadership promote innovation and change in an
organization, which has been proven to be beneficial in order to sustain the changing scenario of
the market. Employees are motivated to broaden their horizon and come up with innovative and
creative ways to address the contemporary needs of the market. The employees are trusted with
their abilities and therefore, also trained to take decisions for the jobs they undertake. The
employees are able to come up with solutions which generate effective outcomes for the
organization.
In a well-organized and transformational leadership structured organization, employees
are trained, nourished and empowered to emerge as transformational leaders too (Baker & Baker,
2017). The leader sets a vision and lays down path for the employees to follow and be motivated.
A transformational leader manifests authentic and steadfast manner of accomplishing the goals.
In the contemporary world, it has proved to be very effective because growth, innovation and
improvement are placed high in the order of priority in a transformational organization. Hence,
moral and ethical considerations are also esteemed highly.
The employees are inspired to put in their best efforts, which will ensure common good
and as a result, contribute to the growth of the company. In a Transformational organization, it is
important to cooperate with others and maintain an efficient way of communication with others
(Dong et al., 2017). However, it is also ensured that employees are able to take proper decisions
for the responsibilities which they are assigned with and be accountable for the same.
A transformational leader must be able to provide vision to the employees who work
together to meet the common objective. In case of other styles of leadership, the concentration of
power or the unequal division of the same often leads to scattered implementation of ideas which
reduces the scope of success. A leader without a vision can take an organization to catastrophic

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ends rather than meeting success. Similarly, Steve Jobs, co-founder of Apple Inc. and later on the
CEO, took it to new heights after almost going out of business when Macintosh project was the
only thing they offered in the market. He envisioned the journey of Apple Inc., in a unique way
and modelled approaches to hit the market with proper orchestration of resources, technology
and innovation (Donohoe & Kelloway, 2016). He strategized to delight the customers with
premium products and enriching them with the experiences they offer. After a setback, when
Apple was not agile and innovative as an organization to taking the organization to the getting
the title of most profitable brand, Steve Job’s innovation, vision and strategies have benefitted
the company in innumerable ways (Hawkins, 2017). Jobs focused on the constant need to adapt
and change according to the conditions of the market and demands of the consumers and hence
come up with creative and excellent product lines with exemplary quality and performance.
Therefore, it can be concluded that a transformational leadership can make or break an
organizational structure. A transformational leader needs to have vision in order to motivate and
channelize the employees to aim for the common objective. Steve Job’s charisma, innovative
thoughts and motivation towards his fellow colleagues and employees are unparalleled and
multidimensional which has enabled Apple Inc., to emerge as an innovation itself.

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References
Baker, J., & Baker, C. (2017). Transformational leadership—steve jobs. SAGE Publications:
SAGE Business Cases Originals.
Dong, Y., Bartol, K. M., Zhang, Z. X., & Li, C. (2017). Enhancing employee creativity via
individual skill development and team knowledge sharing: Influences of dual‐focused
transformational leadership. Journal of Organizational Behavior, 38(3), 439-458.
Donohoe, M., & Kelloway, E. K. (2016). Transformational leadership training for managers:
effects on employee well-being. In Creating Healthy Workplaces (pp. 231-248).
Routledge.
Hawkins, P. (2017). Leadership team coaching: Developing collective transformational
leadership. Kogan Page Publishers.