Transformational Leadership

Transformational Leadership

Evolving conscious leaders, teams and organizations through coaching and consulting 


Have you ever known someone who worked on a team, they brought out the best in all the players, and they achieved results beyond anyone’s expectations?


Alternatively, have you ever worked on a team that started out well – everyone was friendly and eager to contribute; however, the team never recovered from what seemed like a minor setback?


The pace of work throughout the world has accelerated at an increasing rate. The increase in pace adds pressure within organizations to innovate, be more productive and profitable. Add to this complex, global business environment changing societal expectations, agile and resilient organizations are abandoning inefficient, top-down, command and control hierarchies for more fluid and responsive team structures.

In a recent survey of Fortune 500 CEO’s, the number one issue facing 21st century leaders is the creation of a “team based culture.” While teams are an exciting way to organize people at work, they come with a hefty cost. Teams are tough to manage in the best of circumstances, and are a nightmare if only a few things go wrong.

Why? Because most organizational problems involve people, they are unique to the circumstances and leaders cannot solve them by simple rules of thumb.

The most popular theory of leadership today is transformational leadership. Transformational Leadership as a concept originally referred to leaders who “transformed” groups or organizations by motivating followers to high levels of performance. Inherent in this concept is the notion that one person – the leader – knows the right way forward. The directive is simple – “follow me.” This belief will sabotage any efforts and aspirations for building a teaming culture.

To successfully create and sustain a teaming culture requires empowering emotionally intelligent leaders throughout the organization to make conscious and compassionate decisions. To reorganize an organization’s structure by eliminating layers of middle managers will not produce highly engaged employees who share in the leadership of the team.

To build a high impact teaming culture, organizations must hire, develop and empower team leaders who consistently demonstrate emotional intelligence. Emotionally intelligent leaders make conscious choices in a fast-paced environment while considering the often-competing needs of all stakeholders.

For most organizations, the change from traditional organizational structure to empowered teams is a major transformation. The leadership transformation from a methodical focus on process and protocol to being dynamic and compassionate requires leadership skills of self-awareness, evolved consciousness and compassion. The evolved consciousness of the transformational leader is deepened self-awareness of his or her talents and motivators. From this deepened self-awareness, the leader is available to evoke the leadership potential in others.

Professionally, transformational leaders are mindful that organizations are complex and fluid. Organizations making the transition to a team-based culture empower leaders with an understanding of organizational culture and change theories. With a deeper understanding of organizational and people dynamics, the transformational leader is better equipped to listen, coach and inspire others because they make conscious choices that consider the multitude of variables inherent in any complex system and human interaction.


Is your organization prepared for a transformation to a teaming culture? Contact us for a confidential assessment.

Recognized by Fortune Magazine as an expert in assisting global leaders and business owners achieve breakthrough results and profitability, Cynder Niemela collaborates with her clients to leverage the potential of their people, brand, culture, and vision for sustainable results.