Leadership begins with knowing ourselves and understanding our latent capabilities. This includes discovering our own inclinations and styles and how these influence all parts of our lives, especially how we work and lead others (Carter, 2013). Self-actualization is important for every individual and is a powerful leadership quality. When you begin to self-reflect, it helps build emotional self-awareness and is the foundation of strong character, purpose, and authenticity. It's only when I take the time to question myself and understand who I am, not who the world thinks I am, that I'm ready to lead. Knowing who I am requires an accurate understanding of my strengths, weaknesses, values, beliefs, motivations, and desires. This report will reflect and evaluate two leadership incidents that occurred, the outcomes learned from senior officials, and my ability to lead. Additionally, lessons from my family and my previous work situations that have helped me embrace qualities to enhance my professional experience. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get Original Essay Parents, teachers, and society play a vital leadership role during our childhood. Their impact on our lives is eternal and passed on to multiple generations that follow. An important leadership skill they possess is the ability to understand the reality of what is happening to both the person and the process through active and engaged listening and it does not stop at just listening, appropriate action is followed which contributes to create an atmosphere of trust. There is a connection between parents and transformational leaders, transformational leadership provides estimates of progress to subordinates, so that they can be free and capable of arriving at self-recognition with significant levels of moral quality, and also promotes concern for counterparts , the workplace, and general habitat. Furthermore, parents are similar to leaders who guide, encourage, move, direct, take responsibility and are concerned about their children, whose future depends exceptionally on them. It is the same dependence of children on parents as a subordinate on a superior. We learn and develop leadership qualities from our parents such as self-esteem, planning, problem solving, decision making, risk taking, enthusiasm, compassion, sociability, motivation. , determination, integrity, effective communication, team building, emotional stability, responsibility, respect for others and oneself (Field, 2019). My family situation pushed me to awaken leadership qualities in myself and lead my family after my older brother left home under unexpected circumstances. We are a family of 7, my parents and 5 siblings, including me, stayed together. The incident happened a few years before I got married, my father's company was having labor problems so he lost his full time position but took temporary jobs to provide for our family. My older brother also started working straight after school to help him. Since our family's income was low, making ends meet was a constant struggle. So, being the second child I too was forced to find a job after graduation, to give my younger brother the chance for a proper higher education. We had just managed to move into a slightly larger two-bedroom rental house, as my brother's income wasgreat support and quite consistent. We were so dependent on his income that he put us in difficulty by leaving home suddenly, my parents were devastated because we had just moved according to his insurance, we hadn't even paid the first month's rent yet... and he had us abandoned. The sister after me, seeing us in difficulty, decided to look for a job too. So, as a family, we decided that at least our youngest sister should fulfill her dream of becoming a nurse. We encouraged her and enrolled in nursing school, taking a high interest loan for her studies and my younger brother was still in school. I was forced to take the lead and give my family a good life, I had to encourage myself to be emotionally stable and make the right decisions, while at the same time comforting my parents and siblings. In the end we made it as a team. All 4 of us siblings managed to graduate and have a nurse in the family, working tirelessly to stay afloat and still live with happiness and dignity. Path-goal theory is about how leaders inspire subordinates to achieve goals. It highlights the connection between the leader's style, subordinates' qualities, and the work environment (Northouse, 2013). My parents and I were under enormous pressure due to my brother's unexpected decision, which left my family devastated with the lack of an emergency plan. My aunt motivated me and my family and I was asked to lead. I became a supportive leader for my parents and siblings, aiming to help my siblings have a better future and create a peaceful and happy life for the parents. I had to overcome my insecurities, accept new challenges and create a relationship based on trust and reliability with the hope of a better tomorrow. My brothers worked hard alongside me and we paid off all our loans. I brought stability to my home and my parents lived and still live a comfortable life. I was able to identify how companies experience similar incidents. Therefore, the situational approach to leadership is based on the current circumstances and what type of leadership and techniques are most appropriate for the job at hand, the best leaders are those who can adapt their style to the circumstance and take a look at the signs , for example, the type of work, the type of meeting, and different elements that can help take care of business (Northouse, 2013). This situation taught me to manage pressure, to motivate, to be responsible, reliable, flexible in adapting to changes and situations, to be determined in achieving the goal by working together as a team and above all to be courageous. The aspect that differentiates the learning organization from other associations is the dominance of a certain essential order. The five recognized by Peter Senge should join creative learning associations. These are thinking structures, individual skills, psychological models, building a common vision and team learning (Kleiner, Smith, Roberts, Senge & Ross 2011). Watching my sister and I work tirelessly for the betterment of our family situation proved to be motivating for our younger siblings to step up and share the responsibility. Even though I was the leader, I didn't make all the decisions, I always involved my parents and siblings, so that we could collectively learn from each other's unique work situations, aided by the incomparable experience of my loving parents. We communicated openly with each otherso as to build trust and we were ready to accept feedback to achieve the best outcome (Dirks, 2000). I have learned the importance of communication and trust in organizations and have seen in my work experience how communication and trust play a very vital role. I joined a renewable energy start-up based in Chennai (India) in 2008, it was here that I developed my knowledge in training new teams, how to apply experiences in leadership opportunities and geocentric methodology. It was an open plan office, affiliated with a German and Chinese company. My duties involved travel planning, administration along with general HR tasks. Even though I had previous experience in another company, it was in this company that I was exposed to team building and teamwork, working with a diverse group of people, I had the chance to test my individual strength , morality, values ​​and positivity. Since I was the head of the administration, I clarified many things that were against company policy and addressed them with the top management, after trying to resolve the issue directly with the people concerned, without any change, this caused me many problems, but I stood my ground, true to my values ​​and true to myself and the company. When I realized it was no longer a place for me I left. My cultural background also became a reason for prejudice in the workplace because I was Anglo-Indian and in their interpretation of my culture I assumed that they could take advantage of me, but I stood strong and proved them wrong. The idea of ​​having an open plan office was to remove the barriers of interaction between each other and with the top management, but it also had some disadvantages, where one had to put up with a lot of noise and distractions, which sometimes did not help one to concentrate on our Work. My co-founder called me the "iron lady", but to others I was still a very private person. According to Galbraith and Webb (2013), the five stages of team development are: “Forming, Storming, Norming, Executing and Updating” the initial stage represents conflict and contradiction between individuals regarding their work, the second stage is the the progress of the group, described by intragroup conflict, the third phase is creating connections and unity, when the team is fully functional it is called the execution phase and finally the dissolution of the group. Part of my responsibility was to organize a two-day tour for the our head office staff and family, I had to make all the necessary arrangements along with the coordination of the HR manager, it was a memorable event for all of us. Initially there was a lot of struggle to get people's consent, many arose conflicts when deciding on the location. I had to work with different teams to ensure that everyone was happy with the agenda we had formulated. Finally, we asked all the head office staff to visit our biomass plant, along with their family members, after a day trip to a nearby hill station. We organized many fun activities to make everyone feel comfortable and have a happy tour, the feedback we received after the program was positive. Initially I had little difficulty responding to everyone and sometimes there was a bit of conflict, but my personal ability to motivate people, resolve internal conflicts and enthusiasm to achieve the goal, made it possible for everyone to work to achieve the agenda and everything went well. well planned without any delay because everyone collaborated and made a", 76(3), 482-497.