Transformational LeadershipTransformational leadership is an approach to leadership that focuses primarily on a leader's attention to charisma as well as the affective elements of leadership. It is a process that primarily involves changing or transforming people by creating influence using compelling values, ethics, emotions, and goals. Transformational leadership is often defined as a form of leadership approach that brings about change in individuals and social systems. In essence, it creates valuable and positive change with the primary goal of transforming followers into leaders (Northouse, 2012). When implemented in its authentic form, this form of leadership improves motivation, morale or self-confidence, as well as performance. followers through various mechanisms. For example, by evoking emotions that lead followers to identify with the leader; this can be achieved by eliciting calls for help through quit methods such as coaching, mentoring, leading by example, skill building, and communicating high expectations. It goes without saying that charisma is attributed to a special gift possessed by certain individuals who have the capacity to achieve extraordinary performances (Northouse, 2012). According to Northouse, 2012, the principle underlying transformational leadership is improving the performance of followers with emphasis placed on four tools that enable them to realize their full potential. First, by fostering individualized consideration, leaders can meet the needs of each follower as a coach or mentor. It also encompasses the need to celebrate individual effort and respect individual contribution (Kouzes & Posner, 2012). Intellectual stimulation is another factor in which leaders challenge primarily or in the middle of writing...... of my work, I have established connected relationships and demonstrated self-discipline throughout my leadership. This has helped me ensure my staff is satisfied. » Implementing the results of the interview into my leadershipThe role that every manager must assume in the workplace is leadership, and the results of the interview made me realize that the relationship I have with my associates is not as strong and authentic as the one I have with my CEO. In reality, a position like mine denotes leadership, not a title, and this explains why I have not been able to create the individual influences required to support the achievement of a common goal. To be an effective leader, I must act as a coach and advisor to my associates, not their boss. I will also strive to develop authentic relationships bound by mutual trust and respect (Kouzes & Posner, 2012).