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I am familiar with leadership as a study and have previously identified my leadership style as a combination of Visionary, Coaching and Democratic. Although different 'styles' are utilized situationally they are all utilized to compel, motivate, visualize, self-empower others. 

Reflecting from a 'leadership' perspective; I find myself extremely comfortable with clarifying direction, aligning efforts, inspiring, and maintaining focus and vision, etc. These are the characteristics that seem to come 'naturally'. In contrast, the plan-planning, budgeting and the designing of a plan-direction requires more work, time and focused attention(s) for me.  

I also see the Leader characteristics being a more natural fit to my character personally and the Manager characteristics are characteristics that require 'polishing', training and update(s).

The Managers are responsible assessing and defining direction and progress and leaders are the ones that communicate the direction and steps to be taken toward forward progress. 

Thus far, I see the "Manager" being defined and shaped as the facilitator or coordinator (overseer) of business activities; and the leader being the 'examples' or 'ambassadors' of assigned activities, tasks or business activities. I think that I am going to like and revisit this section. 

I would have to say that I have discovered new aspects of leadership style and skills that can be incredibly valuable for personal and professional growth. Embracing these newfound strengths and honing them further can lead to even greater success in my endeavors. 
 
 
 
 

I did not know that authentic leadership was considered "a style." We speak of authenticity often, yet the emphasis on self-awareness with empathy is the path to owning it. Thank you.

As a manager, I need to serve in my role well by keeping a birds eye view on my team members and my department to ensure I am assessing growth as well as opportunities. 

"the reality is that the skills that lead to success as an individual performer are quite different from those needed to manage"

I am currently trying to navigate this as someone who has been "promoted" to leading a team of people. 

My strengths as a "doer" and "achiever" are not nearly as valuable in a management role. 

Both students and staff benefit from leaders who demonstrate emotional intelligence. In my experience, this leadership ability is often overlooked and underdeveloped. 

I understand according to our study, that leaders are the visionary resource of the organization, while the managers are the ones responsible for keeping things in order.

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