Transformational Leadership and the Power of Listening to Employees

At the beginning of a new year, organizations are often striving to make a change. Organizational leaders reflect on what worked and didn’t in previous years. By this time, many organizations have received their annual survey results, pulse survey feedback, and financial results. Senior leaders and talent development leaders use all of this data to set the agenda for the upcoming year. However, leadership is no longer just about setting direction or driving performance.

A significant portion of leadership is about inspiring people, supporting their growth, and genuinely listening to their voices, and in other words, trying to transform the organization. Research on transformational leadership consistently shows that the most effective leaders don’t rely solely on authority or rewards; they connect with employees in ways that elevate motivation, trust, and engagement. At the heart of this connection lies a skill that is often overlooked but deeply powerful: listening.

What Is Transformational Leadership?

Let’s define transformational leadership. Transformational leadership is a leadership style in which leaders inspire employees to go beyond routine expectations by aligning individual goals with a shared organizational vision. Rather than focusing only on tasks or transactions, transformational leaders emphasize meaning, values, and personal development.

Research describes transformational leadership through four core behaviors:

• Idealized Influence – Leaders act as ethical role models and build trust.

• Inspirational Motivation – Leaders articulate a compelling vision that energizes employees.

• Intellectual Stimulation – Leaders encourage creativity, learning, and new ways of thinking.

• Individualized Consideration – Leaders attend to employees’ individual needs, strengths, and growth.

Together, these behaviors help create workplaces where employees feel valued, motivated, and committed.

Why Transformational Leadership Works

Transformational leadership is strongly associated with positive outcomes across organizations. Large-scale studies and meta-analyses demonstrate that transformational leaders are linked to:

• Higher employee performance

• Stronger teamwork and collaboration

• Greater organizational citizenship behaviors (such as helping others and going beyond explicit job requirements)

• Increased job satisfaction and commitment

Interestingly, transformational leadership appears to be especially powerful for contextual performance. Contextual performance refers to the discretionary behaviors that enable organizations to function smoothly, which are often overlooked when organizations focus solely on task completion.

Transformational Leadership in High-Stress Environments

Recent research in healthcare settings highlights how transformational leadership supports employees in demanding, emotionally complex environments. In nursing and healthcare leadership, transformational behaviors are associated with:

• Higher job satisfaction

• Stronger feelings of personal mastery and professional growth

• Greater resilience in the face of stress and change

These findings reinforce the idea that transformational leadership is not just about outcomes, but about how people experience their work.

Where Listening Fits In

While transformational leadership theory emphasizes vision, inspiration, and development, recent research on listening skills adds an important missing piece.

Leadership listening refers to a leader’s ability to listen attentively, respectfully, and non-judgmentally, signaling genuine interest in employees’ perspectives. Studies show that when leaders are good listeners:

• Employees report higher job satisfaction

• Turnover intentions decrease

• Trust in leadership increases

In some research, listening had an even stronger direct effect on job satisfaction than other leadership behaviors. Simply put, employees are more satisfied when they feel heard.

Listening as a Transformational Leadership Behavior

Listening aligns most closely with the individualized consideration component of transformational leadership. When leaders listen well, they:

• Acknowledge individual concerns and experiences

• Create psychological safety

• Demonstrate respect and empathy

• Strengthen leader–employee relationships

Listening reinforces other transformational behaviors. Leaders who listen are better equipped to articulate meaningful visions, encourage innovation, and build trust. Without listening, inspiration risks becoming one-way communication rather than genuine engagement.

A Leadership Listening Example: Zohran Mamdani

Recently elected NYC Mayor Zohran Mamdani has made a name for himself through his authenticity and the quality of his social media during his mayoral campaign. However, what he is often noted for doing more than the typical politician is listening. Review this video that Mamdani’s team released about an event where Zohran sat for 12 hours and listened to average New Yorkers. There are a few things I want to highlight from this video that other leaders could take note of.

First, these are honest conversations where Mamdani meets his constituents, and he gives each individualized consideration and time to speak. He allows each individual the opportunity to open themselves up freely to share any idea they have. The constituents are intellectually stimulated. His responses to constituents’ questions are always focused on making their lives better and giving them the tools to do so. He inspires them and provides motivation.

Finally, the mere act of listening in this manner is important to engagement and motivation. He is acting out the part of a leader who cares about his constituents. More leaders can improve their leadership skills by just listening because it shows that they truly care about what is being said.

Why Employee Listening Matters More Than Ever

2026 continues the trends of 2025, marked by job loss and economic uncertainty. In organizations facing rapid change, burnout, or workforce shortages, employees want more than just direction. They want connection, understanding, and voice. Listening sends a clear message: you matter.

When leaders actively listen, employees are more likely to feel valued, engage more deeply in their work, and contribute ideas and discretionary effort. Contrary to what many believe, listening isn’t a “soft” skill; it’s a strategic leadership capability.

Bringing It All Together

Research on transformational leadership shows us that great leaders elevate people by inspiring purpose, supporting growth, and fostering trust. Transformation can only begin with listening to your employees. Review the data you have from 2025, whether it’s pulse surveys, anecdotes, or performance reviews. Listen to what the data is telling you. If needed, open the door to your employees so they can speak to you about their concerns.

Leaders who combine transformational behaviors with strong listening skills create environments where people feel heard, supported, and empowered to perform at their best. By genuinely listening to employees and paying close attention to their needs, you’ll be able to guide your organization through the rest of the year.