I will focus on implementing structured, individual career action plans early in the student journey—combining regular portfolio reviews and targeted employability coaching with proactive tracking to address non-technical and technical hurdles well before completion.

A true career culture cannot be siloed into the final weeks of a program or isolated within the career services team; it must permeate the entire student lifecycle, shaping administrative decisions, admissions messaging, and classroom pedagogy from day one.

Relationships with students must be established at enrollment, integrating career readiness, mentorship, and professional networking into the learning experience well before graduation.

Comment on Asche Binger's post: Graduate employment is not solely the responsibility of the Career Services department; it requires cross-functional alignment across administration, curriculum designers, and instructors from day one.

This is highly outdated in a post covid world with the current political climate

I like the idea of creating templates of which leadership styles work best for certain situations or follow groups. that way I can plug and play quickly

This is the first time i've seen Situation as an entity independent of Leader and Follower. I will use this in future analysis and preparation

I need to be intentional and focus on creating and sustaining energy that empowers, rather than restricts, my team.

My leadership style is constantly evolving. At its base, my philosophy is a relentless and consistently productive pursuit of team goals.

In practice, most positions require  both skill sets.