There are many articles and pieces of work regarding leadership, outcomes and benchmarks but very few look at the key elements that are attached to the leadership style and the results attained. Magnet® focuses upon Transformational leadership as its preferred style linked to attaining results.  In their description they hint at motivation but do not demonstrate it. Having been involved with 2 different Organization journeys to attain Magnet® I became aware of a crucial element needed to achieve the accreditation and maintain the required outcomes  that of motivation.  Motivation comes in many disguises as direct monetary reward through to just verbal recognition however there is no evidence available to highlight if this motivation is linked to the leadership style being used. An international study using 4 different continents all engaged in various stages of Magnet® will be undertaken to identify if conjoined twins exist or if they are just passing partners, Cummings (2009,2011)  et all undertook many different reviews of leadership in nursing. Brady et al (2011) discussed the steps of transformational leadership but did not mention motivation only working towards Magnet®. Cummings and Wong et al (2013) highlighted the need for more research in the area of leadership and patient outcomes because of the fragility of data. Motivation is a skill and something done by psychologists and coaches not leaders so now is the time to challenge those beliefs and ensure leadership and motivation are viewed together and not separately.