In his 1978 book "Leadership", James McGregor Burns brought the concept of transformational leadership to life. His definition of a transformational leader was as follows: “A process in which leaders and their followers lift each other to higher levels of morality and motivation.” Through this leadership style, the leader recognizes the need for change and then builds a vision to drive the change by inspiring other group members and implements the change with commitment. “Transformational leaders don't start by denying the world around them. Instead they describe a future they would like to create.' (Seth Godin) From theory to practice In order to select an appropriate leader, one must first be able to understand the term transformational leadership. “Transformational leadership is a process that changes and transforms individuals” (Northouse 2001). The four factors that contribute to this leadership style are as follows: Idealized influence defines managers who exemplify role models for employees. These associates trust and respect these managers to make the best decisions for the company. Inspirational motivation talks about those managers who motivate their employees to commit to the organization's vision. Managers encourage teamwork to achieve the goals of market growth and increased revenue for the company. Intellectual stimulation is about leaders who inspire modernization and originality by challenging team members' normal beliefs. Such managers stimulate problem solving and critical thinking to make the organization better. Individual Consideration speaks to those supervisors who take on the role of consultants and coaches for their employees. These managers encourage work organization through reflection and continuous improvement. Gain knowledge by keeping best practices stable rather than reinventing the wheel with each new project. The following diagram is a summary of the values, sections and principles mentioned above. Conclusion Transformational leadership is a vital technique used by effective managers because the leader's effectiveness defines the success level of a company. Hesselbein and Cohen (1999, pg.263) suggest that organizations that take the time to instill leadership are miles ahead of their competitors. In my opinion, as can be seen from this article, it is even more possible to excel in a learning organization if it is led by a transformational leader. Therefore, one will lead to the other. If the person leading the company does not use any leadership style, it is almost impossible to build a learning organization.