Transformational Leadership style - Research Paper Example

People love working for businesses where they feel motivated and greatly inspired. A transformational leader is always inspiring, energetic, enthusiastic and passionate person who can influence the followers to change their perceptions, expectations and ultimately motivate them to work towards a common goal. This article analyses some of the transformational leadership styles evident in Starbucks’ CEO Howard Schultz. Schultz has learnt the art of transformational leadership which has really steered his business to a higher level in the recent past.

According to Schultz, leadership is more than just winning or becoming triumphant but it is a continuation process which involves a number of people working towards achieving a common goal. He thinks that celebrating everyone in a company is a vital thing regardless of the position held in the business. Schultz further things that shared success is very important and that businesses requires team spirit that is highly inspired. Schultz believes that business itself is a team that requires highly motivated team spirit to catapult it to success.

Inspiring employees is one thing that Howard believes in as it motivates them to share the company’s common goal (Bussing-Burks 76-83). . The company gives modest paychecks, healthcare packages and stock options to her employees as a way of motivating them. He feels that by offering such kind of benefits that also involve career counseling ties the employees into the business and further creates the sense of belonging. Schultz believes that people are motivated to work even harder because they are part of the results of the company (Burke, Graeme and Cooper 183-185).

Additionally, the Starbuck CEO treats his employees as one family thus prompting them to give their all to the company. Treating workforce like a family is a tool of maintaining loyalty amongst employees thus reducing even turnover rate. The warm and family treatment initiated by Schultz is one of the reasons most customers also remain loyal to the retail company due to hospitable treatment by employees. The culture is so much engrained in the company that the company does not call their workforce employees but as partners.

He further provides training, learning and some acknowledgment packages such as coffee education and learning to lead as a way of building confidence amongst the partners and boosting degree of attachment (Strauss 162-163). Schultz also gives hear to his partners’ needs and continuously consulting them and carefully receiving feedback relating to the company’s vision. He takes his time to communicate with employees via phone calls or sending emails enquiring about feedbacks of what the organization offers as well as seeking advice.

What Starbuck CEO has successfully done is to communicate his vision so well that it sticks in the mind of all the partners as well as asking for their feedbacks and understanding of the vision (Cassidy & Kreitner 30-31). He further passionately