Transformational leaders often influence and inspire employees of the organisation to find their core passion so that they can go beyond the asked expectations. In addition, a transformational leader like Nelson Mandela used to be a very influential and popular leader among his people, because he talked about consciousness, higher values, and fair philosophies of lives, and also because he was a very generous person who would encourage others to educate themselves for better comprehension of life.

However, a transformational leader like Mandela is rare to find, who would not only encourage but also their presence in life would automatically reduce stress at work as well as in regular life.

Transformational leaders never dictate what anyone needs to do and rather open up the field for the employees to explore their own core and passion. Further, they motivate employees to find the interpunction between the vision of the organisation with their own career goals, in a way that leads to a shared vision.

Once, back in 2013, Avolio and Yammarino mentioned that when employees feel responsible for their own roles, they hardly get demotivated in any circumstances. An automatic drive to bring in the outcome becomes their inspiration and trigger point to carry on. This is why transformational leaders always emphasise open communication where every employee can feel their existence is respected and dignified.

Such transformational leaders focus on innovation and try to foster the psychological safety of each employee. Additionally, it is extremely important that any employee feels psychologically safe and secure at work because the workplace becomes like a second home for any human being. If the workplace becomes a place where harassment, continuous disparagement, conflicts, and hidden backdoor politics are there, it becomes a matter of regret.

Though such an organisation may eventually fall apart, its talented employees will leave and high turnover will impact the organisation in the long run.

Similarly, transformational leaders do not encourage corporate politics or groupism of any sort because that disrupts the psychological well-being of most of the employees. Arnold with his colleagues once mentioned that any organisation, where group politics is encouraged by its leaders, will see most of its employees suffer and go through stress and burnout.

This is the biggest reason why transformational leaders are becoming more and more popular these days as they follow the path of humanity and create such an aura in the organisation that employees breathe and enjoy the fullest at work.

By illuminating the personal drives in others, transformational leaders push individuals toward missions more substantial than their own interests. Such leaders develop an environment of employee success by establishing psychological safety along with eliminating toxic politics as well as enabling open dialogue.

Future leadership practices will concentrate on personal empowerment so that every employee can add genuine value through their skills. Transformational leadership styles bring organisations growth and build an environment of a happier workplace where every distinct employee will be in glee and altogether will be happier, with new innovations.

Views expressed in this article are the authors' own.

Dr. Tarnima Warda Andalib is an assistant professor at BRAC University.

Dauwood Ibrahim Hassan is a marketing and CIM graduate with a strong passion for digital marketing, content creation, and data analysis.