Explain why you agree or disagree. Then, share an example from your professional experience to support your assertions. Include citations/references in your response.

Leadership has a significant impact on the success of organizational change. In the intervention strategies outlined by Bel et al. (2018), some leadership qualities are found to improve the outcome of change management efforts. Transformational leadership plays a pivotal role with an inspiring vision and individualized consideration. Transformational leaders give a clear vision and engage employees in the process of linking personal and group objectives to those of the organization (Singh, 2019). Bel et al. (2018) stated that leaders who can explain the "why" of change strategies are more likely to be accepted and embraced by employees. For instance, at Saudi Aramco, top management frequently provides the company's plan to integrate new technologies to enhance production and delivery, which engages employees to accept new systems and processes. This approach conforms with Aisyah and Anjar (2025) who pointed out that transformational leaders make their followers go beyond their self-interest for the good of the organization. Transformational leadership behaviors are linked with higher team performance and adaptability to organizational change.

Participative leadership means that the management and employees work together to decide on matters, enhancing the change management process and its effectiveness. Bel et al. (2018) pointed out that leaders who involve their team members in decision-making increase the perception of ownership and decrease the resistance to change. In this regard, at Saudi Aramco, project teams include the opinions of engineers and technicians in the design of new technologies to be implemented in practice. This is in conformity with Nadim and Singh (2019) who stated that including employees produces an environment where employees are informed and willing to accept the change. An open and trustworthy environment is important to contribute constructively to change.

Further, supportive leadership is characterized by providing resources and solving employees' problems, which reduces stress and increases adaptability in the course of change. Bel et al. (2018) stated that leaders who support and solve employees' issues make them more courageous. This supportive approach is seen in Saudi Aramco's dedication to offering comprehensive training programs and focusing on the well-being of employees. These practices are supported by the research of Srengaard and Langvik (2022), who concluded that supportive leadership improves job satisfaction and decreases burnout, thus helping employees to cope with change. Supportive leadership develops a strong and flexible workforce to achieve the desired changes.