Beyond Buzzwords: Real Stories of Transformational Leadership in Action
In recent years, especially post-COVID, the word transformation has become a buzzword across various industries. Personal trainers use this word to describe the physical metamorphosis they’ll help you achieve, and organizations use it to outline how they'll leverage technology, particularly in the age of AI.
Beyond physical and technological change, transformation takes on new significance in the realm of leadership—specifically, transformational leadership. We often see the term in leadership contexts, but what does it truly mean?
The concept of transformational leadership has been around for quite some time, originally coined by sociologist James V. Downton in 1973. Over the years, the defining qualities of a transformational leader have evolved to become, at their core, leaders who focus on the essential needs of their followers. Today, it’s more relevant than ever. My own journey toward becoming a transformational leader was unplanned, and something I only fully recognized in hindsight. It evolved in ways I never anticipated.
Around 2003, I was working for a global company as the director of corporate communications. That year, we conducted our first large-scale employee engagement survey.
As we analyzed the results, some findings were predictable. Typical areas like pay and benefits ranked in the bottom quartile, representing the lowest-rated aspects of employee satisfaction.
However, there was one surprising item in the Bottom 5 for employee satisfaction: a question about whether employees felt good about the company’s contributions to the community.
This result was unsettling to our executive team because, truthfully, it uncovered something we had not anticipated. At the time, giving back to the community on a company level was not a priority.
Somehow, I was tasked with finding a solution, and at first, I didn’t know where to start.
After revisiting the challenges and data from the engagement survey, I set out to create a strategy that would address our employees’ desire for meaningful community engagement. Here’s how I applied transformational leadership principles to shape a lasting initiative.
Creating an Inclusive and Global Approach
Working in the hospitality industry meant that the majority of our workforce consisted of hourly employees, so I needed a program that would be adaptable and inclusive to a variety of employee profiles. Additionally, the strategy had to work across three languages and the three countries where we operated – the US, Canada, and Mexico. I also knew that our executive team was looking for a solution that was sustainable over time. A one-hit wonder was not good enough.
The Takeaway: Transformational leaders think futuristically, and I kept this in mind as I developed our approach.
That meant I had to go beyond the data from the engagement survey. So, I conducted additional research, analyzing previous community service projects our locations had undertaken independently. I discovered two primary causes where employees were already involved – hunger being the most popular. Choosing a cause with existing traction helped us build momentum more effectively.
The Takeaway: Transformational leaders use situational awareness to guide impactful decisions.
Building a Scalable Infrastructure
Identifying a multi-country strategy was an obvious requirement; however, I also knew we needed a solution that wouldn’t disrupt business operations or increase overhead expense. I discovered two key resources - the top national food banks in each country and a technology platform capable of supporting our international campaign.
The Takeaway: Transformational leaders use assets strategically, leveraging resources that align with larger goals.
Engaging Employees at All Levels
To connect with employees across diverse roles and backgrounds, I focused on a straightforward message. I knew I had to engage a variety of employee stakeholders in a compelling way—with a level of sensitivity knowing that many of our employees were paid minimum wage. Although this initiative launched years before the iPhone was invented, I knew that the most efficient way to engage employees in three countries was going to require technology. By connecting with the right partners externally, we launched an online giving campaign where the company donated alongside employees. Every $1 donation equated to $15 worth of groceries. I called the campaign, “No Room for Hunger.” This message resonated with frontline team members and corporate employees alike, aligning with the global philanthropic strategy of our parent company at the time.
The Takeaway: Transformational leaders prioritize people and culture, ensuring that initiatives are meaningful and relevant.
Establishing a Lasting Legacy
While the initial motivation to develop a philanthropic strategy was in response to a low rating on an employee engagement survey, applying the dynamics of transformational leadership allowed me to establish a cultural pillar within the organization—one that has survived multiple CEOs and even a new parent company.
Within the first three years, we raised $2.1 million worth of food, and 2024 marks the 20th anniversary of the company’s commitment to community support through hunger relief.
The Takeaway: Transformational leaders can foster lasting impact when aligned with core values.
One of my favorite aspects of transformational leadership is its potential to create a legacy. While I didn’t know it at the time, I was using the five dynamics of transformational leadership as I created the company’s first philanthropy strategy, and this approach has served me many times throughout my career. Other examples of programs I created that lived on after I left an organization include developing a crisis management strategy and creating mentoring programs, DEI initiatives, and women’s leadership programs.
Are you ready to create a lasting impact through transformational leadership? Discover how you can integrate these five leadership dynamics into your organization and build programs and initiatives that resonate, reform, and endure.
At KEIRUS, we teach leaders how to seamlessly integrate the five dynamics of transformational leadership into routine mindsets and behavior cycles so they can expand their capacity to lead themselves, others, and society. Contact us today to learn how we can help you develop leaders who inspire positive results, foster resilience, and leave a legacy.
With a proven track record of empowering leaders and organizations, our experience includes:
- Supporting organizations across 10 different industries, reaching employees in 10 different countries
- Designing and facilitating 4,000+ training hours
- Providing executive coaching and leadership development programs
- Developing top leaders in North Texas as a facilitator in the Leadership Dallas program for the last 4 years
Ready to upskill your leaders through transformational leadership? Provide your leaders with the tools and training they need to effectively engage their teams and lead change.
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