Impact on Employee Performance

Transformational Leadership

A significant relationship exists between transformational leadership and employee performance outcomes. Muhammad Asrar-ul-Haq et al. Future Business Journal, 2 (2016). Transformational leadership has the most direct influence on employee performance — greater than change management or organizational culture. Hendrik Gomar Sinaga et al. International Review of Management and Marketing, 8 (2018).

Genuine

Leaders who were skilled at building relationships and networking were rated higher on transformational leadership and perceived to be more effective. Sosik, J. J., Jung, D. I., & Dinger, S. L. (2013).

Big Five: Agreeableness (Nurture)

Leaders high in altruism are more likely to support and care for their team members, which can enhance employee satisfaction, commitment, and engagement. Sosik, J. J., Jung, D. I., & Dinger, S. L. (2013).

Big Five: Extraversion

Executives who score high in extraversion tend to be more effective at inspiring and motivating their teams. Hogan, R., & Kaiser, R. B. (2005). Review of General Psychology, 9(2).

Big Five: Neuroticism

Leaders who are low in neuroticism are more likely to be effective communicators. They are better able to manage their emotions and stay calm under pressure, which helps them build trust and rapport with their employees and leads to better employee performance. Judge, T. A., Cable, T. D., & Ilies, E. A. Journal of Applied Psychology, vol. 93, no. 1, 2008.