They are both equally important in helping leaders increase their competitiveness. Transactional leaders tend to rely on rewards to keep employees on task. With transformational leaders, they tend to focus on the health of the organization and each employee, which in turn benefits longevity. The transactional method of leadership is much more uncompromising and can both tear down an employee and elevate them. It appears that by using transformational leadership, it helps create more collaborative efforts that can improve the culture and performance of the organization. On the other hand, the use of transactional leadership is more effective based on economic change at the organizational level. The strategies our group has chosen to invoke in transformational leadership include ensuring that leaders focus on employee development, create future visions regarding the status quo, and consider establishing new goals. Transactional is a little different, we recommend focusing more on the tasks at hand, better explaining expectations to employees, resolving issues immediately, and re-evaluating the reward process. Maintaining competitive strategies such as innovative differentiation and marketing differentiation will also help impact the organization and should be easy to implement.