Leaders are the people mandated to lead a business to its desired objectives. In transitional leadership, the leader is the one who defines the path that the subordinate should follow in attaining the set objectives. This is how he feels to be an important and correct path. In transformational leadership, the leader in defining the path to follow involves his subordinates. They jointly make rules and policies to be followed in attaining the set goals. The role of the leader, in this case, is to oversee the performance of the roles of subordinates and give guidance in various areas. When a business is moving from a transactional to a transformation leadership, it should be appreciated that it is just like any other change in a business. Change needs to be planned at all times when it is being implemented and conducted so that it will be accepted in the business.
The role of the leader in such a case is acting as the change agent. His (charisma) is put to the test. He is supposed to guide his subordinate in a way that will inspire them and give them intellectual stimulation. He will consider what is referred to as ‘individualized consideration’ whereby the focus will be on making each individual in the business comfortable with the change and be able to contribute to decisions as expected. One of the major hindrances to change is organizational culture. When pioneering a company from one wave of leadership to another, a manager should, first of all, understand the culture of the company. The use of opinion leaders is another way that a manager can use. Change is inevitable; however, it is one thing that needs to be planned by the concerned change agents since human beings repel change; but when well developed and implemented, it is adopted freely.