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Empirical studies are just beginning to link the dynamics of transformational leadership to the context of organization networks, group dynamics, performance, and effectiveness. There still exist few studies that link transformational leadership to change management theories in order to discover which change environments are more receptive to transformational leadership. This literature review will examine transformational leadership and change management theories to identify leadership traits beneficial to continuous change and radical, punctuated change. Interestingly, punctuated change is juxtaposed to continuous change given its disruption of inertia, dismantling of deep structures, and ability to transform organizations. A transformational leadership model is developed that frames 6 transformational leadership traits conducive in punctuated, revolutionary change.
INTRODUCTION
'Today's world is a rapidly changing environment that places demands on organizations to survive and prosper" (Porras & Silvers, 1991, p. 51). The effects of globalization, environmental catastrophes, social responsibilities, consumer markets and trends, and financial solvency, force organizations across every paradigm to review its current organizational structure and test itself for sustainability and competitiveness. Some organizations take a reactive approach to these issues which can result in rapid structural changes such as downsizing, reorganization, or reengineering of operations or markets. Other organizations take a greater pause, and view external challenges as opportunities to coordinate and execute holistic organizational transformation. The need for organizations to understand the change process is critical now more than ever given the dramatic alterations in every sector of the environment. Organizations, as open systems, are struggling to keep pace and respond to the ever changing political landscapes, failing economies, advanced technology, diversity, and social and moral adaptations (Figure 1). Regardless of the approaches to organizational change, managers are usually given the directive to lead employees throughout the process. Outstanding leadership is needed in today's workforce due to diversity, rapid advances in technology, globalization and competition (Eisenbach, Watson, & Pillai, 1999).
Change management depends on strong leadership to be enacted in order to create new systems and institutionalize new approaches. No longer are managers able to perform the status quo, which includes monitoring and meeting outcome goals, but successful managers will have a broad shared vision of the future, have an identity and destiny, will be creative and inclusionary, and be open for personal and organization continuous learning....