Transformative Leadership Coaching

Transactional leadership focuses on exchanges between leaders and followers, where rewards or penalties are used to motivate performance toward specific goals. This approach is typically more directive, with leaders setting expectations and using incentives or consequences to ensure compliance and achieve short-term outcomes.

In contrast, transformational leadership goes deeper by inspiring and engaging team members on a personal level to drive long-term growth and innovation. Transformational leaders encourage creativity, foster a shared vision, and aim to develop followers’ potential, creating a culture of empowerment and shared purpose that benefits the organization and the individuals within it.

The relationship dynamics, reciprocal value, and effectiveness dependencies between remaining as a transactional leader or shifting to become a transformational leader relies on one key unlock: the ability of the individual leader to lead themself successfully:

Lead Self

• Presence, Impact

• Communication

• Emotional Intelligence

• Ownership

• Accountability

• Effectiveness

• Adaptability

• Resilience

Lead Teams

• Industry, Sport, Family

• Executive, Athlete, Entrepreneur

• Competition, Conflict

• Strategy, Decisions

• Collaboration

• Partners, Relationships

• Culture, Community

Transformational leaders inspire and drive change in industry, sport, family, community, and society. They facilitate collaboration and help drive a vision forward.  Some are celebrated for their accomplishments – Oprah Winfrey, Yvon Chouinard – and numerous others are simply among us leading people, teams, and organizations to new heights.

Transformational leadership is a very clear collaboration. And not just in partnership with others, but in alliance with self. What are we working toward, for what purpose, and what should we consider. Collectively and individually empowered to find better ways, question, share perspectives, and act autonomously.

This is the next generation of significantly more effective leadership emerging from a history of transactional leadership limitations. What makes being a transformational leader challenging? Ourselves. Our individual ability to lead ourself successfully.

Effectiveness as a Leader of Self

When it feels like this is waning, or could be improved. This applies to all types of leaders – family leaders, team leaders, and organizational leaders. The hardest part of transformational leadership is the work that needs to be done to get there… for organizations, this is commonly referred to as change management. These are the processes and methods that support the most effective transition from current state to envisioned state. Successful change management encourages, supports, and moves people and their behaviors and actions toward the inspired vision.

Change management of self is the hurdle.

It distinguishes whether transformational leadership becomes a resume phrase, or is wholly embodied in thought and action and integrated into personal and professional relationships, and the culture of the team or organization.

This level of commitment to self-improvement requires a significant amount of reflection and introspection. We need to understand what needs to be changed, strengths and weaknesses related to that change, and how to overcome our own resistance or previously unseen obstacles preventing us from making that change. This level of commitment can be challenging for some.

The difference it makes… is transformational.