What I have learnt from this activity is, transactional and narcissistic leadership qualities will help to obtain the results but not a team. I have to stop being a follower in certain paths of career to be a true leader to effectively and authentically lead a group.

All these years I followed how I was led. I reflected what I learnt from my leader/supervisor and how they performed with our team. It never mattered to me how my manager was with me, it always was about what others expected of me.

It was always about me and my work, how to get the work done and how to present the work. Lot of stress on the team and quite directly used to question them with an attitude. I never entertained my team for a coffee nor did I have any personal conversation. It is not of me, who sits and initiates a private talk other than office related. I never learnt what mattered most to the older generation, little downtime with the team and the motivation that they can perform like younger generation. This week as suggested by my MBA peers in collaboration forum, I made an effort and took my team for a coffee and initiated a personal talk. It was an experience, learnt a lot about the company, old-time office stories and challenges they had during acquisitions.

Leadership legacy, transformational leadership and Leader-Member Exchange theory is what I consider to follow. Though I am not new to my workplace, my relationship didn’t evolve with few members of the team. By following the above mentioned theory and leadership style, I am positive to make a difference.

What I’ve learnt from the posts is, shaping a Leadership Legacy early is better, rather late in career. I am a follower and a leader, so what difference I make in peoples life with the way I behave in day-to day life that defines my legacy. Impact, duration and judgement, these are the three elements to address