Provide in-text citation for -Yet, the transformational method might not always bring an organization together under a common vision. Regarding resistance to change, not every employee may embrace the transformational vision. For instance, the LSST leader advocates for quick changes in the curriculum, which they believe is outdated, without securing full support from staff and students (LSST introducing a sudden shift to a new curriculum), resulting in dissatisfaction among employees and students who prefer the current system or are unprepared to meet new demands. This resistance can lead to divisions and reduce overall organizational effectiveness. Concerning burnout and overcommitment, leaders might unintentionally raise expectations to impossible levels, causing burnout. For example, employees at LSST felt compelled to consistently exceed their past achievements in grading too many scripts, which resulted in decreased motivation and morale. For cultural misalignment, organizations with a strong existing hierarchy or traditional culture may find it difficult to adapt to a transformational leadership style. If the current culture prioritizes stability and risk aversion (as seen in many manufacturing companies), adopting transformational leadership could lead to conflict, and staff may resist or resent the new demands