Helpful reminder about goal-setting.

I'll agree with many of my colleagues here. Appreciative Inquiry provides a reasonable approach to altering a negative culture.

Empathetic listening is important to lead well in an organization.

Knowing colleagues' learning styles is helpful in meeting each where they are. While I appreciate the provided data on percentages of style types, I wonder if they are accurate today, as they were published in 2001. I do think all of us utilize different learning styles depending on the situations in which we find ourselves. Where people might primarily learn in one style, they may have elements of others as well.

EI is critically important in being able to effectively lead an organization. 

I was especially intrigued by the concept that the success of the economy is tied to the quality of human capital. It was surprising that the US is behind the 8 ball here.

Prior to this course, I had understood that leaders, followers, and the situation all had to be considered; I'm glad to finally put a name to it, the interactional framework. 

I learned that I'm predominantly 2 styles, democratic and affiliative, but also that I have elements of the other styles as well, though not coercive. I came away with the understanding that it is okay and perhaps important to integrate various styles, dependent on the situation. Applying the wrong style in the wrong situation can have disasterous results. 

Managers promote stability and cope with complexity while leaders press for and cope with change. My dissertation used Kotter's 8 Steps of Leading Change as its theoretical foundation. I've always been amazed by it.

Leaders are visionaries and managers execute that vision.