Why Coach Our Leaders?
Middle aged adults form the backbone of society, and their mental and physical health is lagging behind peer nations. Compared to past generations, adults in the U.S. are consistently reporting:
- Low levels of well-being
- More physical health issues
- Increased chronic illness, and related functional limitations
- High levels of daily stress
- Dramatic increases in deaths due to suicide and substance abuse
- Life expectancy is declining (while that of other nations is improving)
At the same time, the United States provides fewer universal social supports than many other high-income countries, including paid family leave, subsidized childcare, and other forms of assistance that can help people manage the competing demands of work and family life. As a result, workplaces have increasingly become an important environment in which people experience either support—or additional strain.
This creates both a challenge and an opportunity for leaders.
How can we support ourselves and the people we lead through these challenges?
How can we create workplaces where people can grow, contribute, and thrive—without sacrificing our own well-being in the process?
One powerful place to begin is Transformational Leadership.
What is Transformational Leadership?
Transformational leadership is about far more than increasing productivity. It is the process of helping leaders develop the self-awareness, emotional intelligence, and interpersonal effectiveness needed to inspire lasting change. Rather than relying primarily on authority or external rewards, transformational leaders motivate people around a shared vision, encourage new ways of thinking, support individual development, create environments where people feel motivated, valued, and empowered to meet the challenges they face on the job, and in life.
The Four I's of Transformational Leadership
Transformational leadership is often defined by four key components developed by researchers:
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Idealized Influence: Acting as a role model with integrity, high ethical standards, and earning trust.
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Inspirational Motivation: Communicating a compelling vision and helping others connect their work to a meaningful purpose.
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Intellectual Stimulation: Challenging assumptions, encouraging creativity, and creating an environment where new ideas are welcomed.
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Individualized Consideration: Recognizing individual needs and strengths while providing support, mentoring, and opportunities for development.
Key Characteristics
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Focus on Growth: Prioritize the development and potential of the people they lead.
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Shared Vision: Bring people together around a common purpose and meaningful goals.
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Proactive Adaptation: This style is highly effective in navigating change, particularly in industries like technology or healthcare.
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High Emotional Intelligence: Develop trust through empathy, self-awareness, and effective communication.
Because transformational leadership depends heavily on self-awareness, interpersonal effectiveness, and the ability to understand and respond effectively to others, developing emotional intelligence can be an important part of a leader's growth.
A 2023 meta-analysis in Human Resource Management Review, based on 150 independent samples and more than 50,000 participants, found that emotional intelligence was significantly related to:
- Career adaptability and/or difficulties
- Career decision-making self-efficacy
- Career commitment
- Career satisfaction
- Turnover intentions
- Entrepreneurial intentions and self-efficacy
- Salary
Begin With Insight. Meaningful leadership development begins with understanding where you are now.
When appropriate, assessments that incorporate a leader's own perspective alongside feedback from peers and direct reports can provide valuable insight into strengths, blind spots, and opportunities for growth. Rather than relying solely on how we believe we lead, this broader perspective can help us examine how our leadership is actually experienced by the people around us. Read more about the assessments offered by Dr. T here.
Clients participating in the 90-day Leadership Coaching and Team Development Program receive an empirically validated and statistically reliable assessment instrument selected collaboratively based on their individual goals and needs. I personally spend several hours reviewing each client's assessment results before conducting an individualized feedback session. Together, we examine the results alongside the client's own experiences, insights, and goals to identify meaningful priorities for development. These goals become the focus of subsequent coaching sessions. When appropriate, assessments can also be repeated at a later point to evaluate progress and identify areas for continued growth.
The goal is not simply to become a better leader at work. It is to become a more intentional, effective, and sustainable leader—one who can help create environments where both people and organizations can thrive.
Source(s):
Bass, B. M. (1985). Leadership and Performance Beyond Expectations.
Bass, B. M., & Riggio, R. E. (2006). Transformational Leadership (2nd ed.).
Burns, J. M. (1978). Leadership.
Notarnicola, I., et al. (2024). Transformational Leadership and Its Impact on Job Satisfaction and Personal Mastery for Nursing Leaders in Healthcare Organizations.
Goleman, D. (1998). Working with Emotional Intelligence.
Infurna, F. J., Nutifafa, E. Y. D., Aviles, T. G., Grimm, K. J., Lachman, M. E., & Ferstorf, D. (2025). Loneliness in Midlife: Historical
Increases and Elevated Levels in the United States Compared with Europe. American Psychologist, 80(5), 744-756.
Pirsoul, T., Parmentier, M., Sovet, L., & Nils, F. (2023). Emotional intelligence and career-related outcomes: A meta-analysis. Human
Resource Management Review, 33(3), 100967. https://doi.org/10.1016/j.hrmr.2023.100967
Tufa, G., Kant, S., & Nemera Dinber, G. (2023). Meta-analysis: Qualitative review of human resource management studies.
Advanced Qualitative Research, 1(1), 42–62. https://doi.org/10.31098/aqr.v1i1.1365