Transformational leadership is making employees aware of the importance of their jobs and performance to the organization and be aware of their own needs for personal growth. It helps motivates employees to work better for the good of the organization. Managers can engage in this type of leadership style by transforming their employees to trust their managers and makes them highly motivated. It helps for the company to achieve their mission and goals. It differs from transactional leadership by managers using their rewards and coercive powers to encourage employees. When managers rewards their employees, it motivates them for better work performance.

The type of leadership Bombas CEO David Heath uses is transformational leadership. Heath implements this technique towards the management of the company by being charismatic, intellectually stimulate employees, and engaging in developmental considerations. His company sticks close to their employees making it essential for maintaining a mission focused work culture. By listening to his employees, it was why Bombas started giving out socks during charity events upto holding nearly 15 charity events monthly including serving breakfast at homeless shelters.

A charistmatic leader is a self confident leader who is able to communicate clearly on their vision of how good things can be. These visions can include improvements in groups and organizational performances to change the company's structure, culture, strategy, and decision making. Heath shows his optimism for his visions as he communicates with his employees. It would show to his employees at Bombas to be inspired to follow his visions.

Heath implements his leadership to affect other people's behavior through Bombas's mission focused work culture. With the first two hears of businesses, Bombas sold over 1 million socks and the company surpassed 25 million donations later on into the year. In better effort to donate more socks, Bombas learned how to design a sock which could help the homeless community. As they requested more darker colors, Bombas tweaked into production for the color preference with additional features like antimicrobial treatment. While Bombas was donating socks the company were researching data on how communities benefit from their donations. For instance, by donating socks in a homeless shelter in North Carolina, the company was able to save about $30,000 to send two kids to a community college.

House's path-goal theory is a model of leadership that motivates employees by identifying their ourcomes, rewarding them for their high performance of their work goals with these desired outcomes and clarifying them the paths leading to the attainment of work goals. The path-goal theory identifies four kinds of leadership behaviors: directive, supportive, participative, and achievement-oriented behaviors. Heath motivates his employees with supportive behavior for expressing concern over the homeless community's request for sock in their shelters. Also, another behavior Heath demostrates are achievement-oriented behaviors as Bombas expanded beyond socks to shirts and tripled the headcount to over 120 employees.