Why Every Leader Must Learn About the Brain: From Transactional Thinking to Transformational Impact

Magdalena Zbyszynska
May 20
5 min read

Leadership starts in the brain, not with a title. Our thoughts, responses, and growth shape our leadership. Inspired by a conversation with Milena Korostenskaja, PhD, I delve into why understanding our brain is crucial for becoming the leaders the world truly needs.

We can optimize the ways we use our brain for specific tasks by creating new connections within the brain and reorganizing or strengthening existing ones. - Milena Korostenskaja

From the gap between emotional and rational brain function to the outdated limits of traditional leadership models - this article challenges us to rethink what effective leadership really means in today’s world.

Read it. Reflect on it. Share it with someone who leads - or wants to.

For decades, leadership theory centered around control, predictability, and performance metrics. Sociologist like Max Weber described leadership through authority structures - transactional leadership, while Bernard Bass brought forward the more progressive concept of transformational leadership, as an extension to Burns's perspective - where influence is built on inspiration, not just instruction. But even transformational leadership, concept firstly appeared in late 70s, was created in a different era - one where digital acceleration, AI, and mental health weren’t reshaping the very way we think, work, and lead.

Today, we need more than theory.

We need cognitive agility and neuroscientific insight.

Why such interest in transformational leadership? Perhaps it is because transformational leadership, with its emphasis on intrinsic motivation and on the positive development of followers, represents a more appealing view of leadership compared to the seemingly "cold", social exchange prices of transactional leadership. - Bernard M. Bass, Ronald E. Riggio in Transformational Leadership, August 15, 2006.

The Brain Is Your Leadership Engine

Your brain is where leadership begins. Every interaction, decision, reaction, and strategy stems from it. And yet, brain literacy is still widely missing in leadership development.

We glorify emotional intelligence, yet few leaders actually understand how emotions operate in the brain.

The contradiction is striking:

Limbic system, in particular the amygdala, responsible for emotion regulation and threat responses, is relatively small compared with prefrontal cortex.
The prefrontal cortex, responsible for decision making, planning, logic, and long-term vision, is large.

Still, in moments of pressure, it’s often the small emotional center that takes over - driving impulsive behavior, defensive communication, or reactive decisions.

Why? Because we haven’t trained ourselves - or our leaders - to use the full capacity of the brain.

As my Guest, Milena Korostenskaja, PhD in "Conversations that Matter" pointed out: that contrary to the prevailing 10% brain myth, we use all our brain. However, we can optimize the ways we use it for specific tasks by creating new connections within the brain and reorganizing or strengthening existing ones.

Edward de Bono, a prominent figure in the field of creative thinking and problem-solving, warned us to think before it’s too late. This phrase encapsulates a crucial message about the importance of proactive and innovative thinking in our rapidly changing world. De Bono emphasized that if we fail to adapt and evolve our thought processes, we risk stagnating not only in our personal development but also in our leadership capabilities. When we cling to outdated methods of thinking, we limit our capacity to respond effectively to new challenges and opportunities that arise in various contexts, whether in business, education, or societal issues.

In a landscape characterized by constant change and complexity, the ability to think critically and creatively is paramount. Without this evolution in our thinking, we may find ourselves trapped in a cycle of ineffective leadership, where traditional approaches no longer yield the desired results. This stagnation can lead to missed opportunities, decreased innovation, and an inability to inspire and motivate others. It is essential for leaders to embrace new ideas, challenge existing paradigms, and foster an environment where diverse perspectives are valued. By doing so, they not only enhance their own effectiveness but also empower those around them to think more expansively and contribute to a collective vision. Ultimately, de Bono’s call to action serves as a reminder that the responsibility of evolving our thinking lies with each individual. It is not merely about adopting new techniques but about cultivating a mindset that welcomes change and encourages continuous learning. As we navigate an increasingly complex world, the ability to think critically and creatively will determine our success and the success of those we lead. Therefore, it is imperative that we take de Bono’s warning to heart and commit to evolving our thought processes, ensuring that we are equipped to lead effectively in the face of future challenges.

Watch Full Episode: CTM with Dr. Milena Korostenskaja: How to Train Your Brain & Build Better Habits

What Bass Got Right - And What We Still Miss

From Transactional Thinking to Transformational Impact

Bernard Bass outlined four core components of transformational leadership - still foundational today:

Idealized Influence: Being a role model for others respect and emulate.
Inspirational Motivation: Communicating a clear, meaningful vision that inspires others.
Intellectual Stimulation: Encouraging innovation, questioning norms, and embracing new perspectives.
Individualized Consideration: Attending to each person’s development and personal needs.

Transformational Leadership Theoretical Framework.

(Bass & Riggio, 2006)

transformational leadership Bass and Riggio — Table Source: Magdalena Zbyszynska, 2021

But what’s still often misunderstood?

We over-focus on the behavior - and ignore the biology. You can’t deliver intellectual stimulation if your brain is in a state of cognitive overload or emotional reactivity.
We undervalue the role of brain-based habits - patterns of thought shaped by environment, trauma, belief systems, and culture.
We treat leadership as a status rather than a daily neurological process. Leadership is how you regulate emotion, navigate uncertainty, and shape others’ thinking through your own self-awareness.

What Else Do We Need to Help People Evolve?

To move beyond performative leadership, we need to:

Teach self-regulation as a leadership competency.
Introduce neuroplasticity as a tool for changing limiting habits and expanding strategic thinking.
Normalize reflective practice - not just for therapists, but for executives.
Reposition culture as a neurological climate, not just a values poster.

Because in the end, all leadership starts in the brain. If the brain is reactive, the leadership is reactive. If the brain is self-aware, adaptive, and inspired - leadership transforms.

Lead the Change You Want to See - From the Inside Out

Our world doesn’t need more command-and-control leaders.

It needs cognitively agile leaders - leaders who are emotionally intelligent, neurologically informed, and culturally aware.

That’s why at LeadershipCraft Forum, we build leadership not around authority - but around awareness, action, and human impact. We connect, learn and evolve together to make the shift from transactional thinking to transformational impact effectively.