Leadership begins with getting to know ourselves and understanding our latent capacity. This includes discovering our inclinations and styles and how this affects all aspects of our lives, especially how we work with and lead others (Carter, 2013). Self-actualization is important for any individual and is a powerful leadership quality. When you begin to reflect on yourself, it helps develop emotional self-awareness and provides the foundation for strong character, purpose, and authenticity. It's only when I take the time to question myself and understand who I am, not what the world thinks I am, that I am 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 results learned from senior officials, and my ability to lead. Also, the lessons from my family and my previous professional situations which helped me acquire qualities to enrich my professional experience. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get an Original EssayParents, teachers and society play a vital leadership role during our childhood. Their impact on our lives is eternal and passed on to the many generations that follow. One of the important leadership skills they possess is the ability to understand the reality of what is happening with both the person and the process through active and engaged listening. It doesn't stop at listening alone, appropriate action is followed which helps create an atmosphere. of trust. There is a connection between parents and transformational leaders, transformational leadership gives advancement estimates to subordinates, so that they can be free and competent to achieve self-recognition with significant levels of moral quality, and it also advances the care of counterparts, the workplace, and general housing. Moreover, parents are like leaders who direct, encourage, move, direct, take responsibility for their guilt and worry about their child, whose future exceptionally depends on them. It is the same dependence of children on their parents as that of 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, drive, compassion, sociability, motivation. , determination, integrity, effective communication, team building, emotional stability, responsibility, respect for others and self (Field, 2019). My family situation pushed me to awaken my leadership qualities and lead my family, after my older brother left our home in unexpected circumstances. We are a family of 7, my parents and 5 siblings, including me, stayed together. The incident took place a few years before my marriage. My father's company was having labor problems so he lost his full-time job but took temporary jobs to support our family. My older brother also started working right after school to help out. As our family's income was low, making ends meet was a constant struggle. So, as the second born, I was also forced to find a job after my graduation, in order to give my younger brother a chance to pursue higher education.We had just managed to move into a slightly larger two-bedroom rented house, as my brother's income was a big help and quite substantial. We were so dependent on his income that he put us in a difficult situation by abruptly leaving the house, my parents were devastated because we had just moved in based on his insurance, we hadn't even paid the bill yet. first month's rent...and he had abandoned us. The sister after me, seeing that we were having difficulties, decided to also look for a job. So we decided as a family that at least our youngest sister should fulfill her dream of becoming a nurse. We encouraged her and enrolled her in nursing school, taking out a high interest loan for her studies and my younger brother was still in school. I was forced to step up and provide a good life for my family, I had to encourage myself to be emotionally stable and make the right decisions while comforting my parents and siblings. We finally succeeded as a team. We four siblings managed to graduate and have a nurse in our family, all while working tirelessly to stay afloat and live with happiness and dignity. The path-goal theory explains how leaders inspire their subordinates to achieve their goals. It highlights the link between the leader's style, the qualities of subordinates and the work environment (Northouse, 2013). My parents and I were under immense pressure due to my brother's unexpected decision, leaving my family devastated due to the lack of a contingency 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 my parents. I had to overcome my insecurities, face new challenges and create a relationship based on trust and reliability with the hope of a better future. My brothers and sisters 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 the type of leadership and techniques most appropriate for the job at hand. The best leaders are those who can adapt their style to the circumstances and take a look at the signs, for example: the type of work, the type of gathering and different elements that can help in running the business (Northouse, 2013) . This situation taught me to handle pressure, to motivate, to be responsible, accountable, flexible in adapting to changes and situations, to be determined to achieve the goal by working together as a team and above all to be courageous. The aspect that differentiates learning organization from other associations is the domination of a certain essential order. The five people recognized by Peter Senge are expected to join creative learning associations. These are frameworks for thinking, individual expertise, psychological models, building a common vision and team learning (Kleiner, Smith, Roberts, Senge & Ross 2011). Watching my sister and I work tirelessly to improve our family situation has proven to be a motivation for our younger siblings to step up and share responsibility. Even though I was the leader, I didn't make all the decisions, I always involved my parents, my siblings, so that we could collectively learneach person's unique work situations, aided by the incomparable experience of my loving parents. We communicated openly with each other in a way that built trust and were willing 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 professional experience how communication and trust play a very vital role. I joined a renewable energy start-up located in Chennai (India) in 2008, it is here that I developed my knowledge in training new teams, how to apply my experiences to leadership opportunities and in methodology geocentric. It was an open office, affiliated with a German and Chinese company. My tasks consisted of travel planning, administration and general human resources activities. Although I had prior experience at another company, it was at 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, my morals, my values ​​and my positivity. Since I led the administration, I have uncovered many elements contrary to company policy and I discussed them with the management, after trying to resolve it directly with the people concerned, without any changes it caused me a lot of problems, but I held on, true to my values ​​and true to myself and the company. When I knew it wasn't the place for me anymore, I stopped. My cultural background also became a reason for prejudice in my workplace because I was an Anglo-Indian and in their interpretation of my culture they thought they could take advantage of me, but I remained strong and I proved them wrong. The idea of ​​having an open office was to remove the barriers of interaction between us and with senior management, but it also had some drawbacks, where you had to put up with a lot of noise and distractions, which sometimes didn't help not. one to concentrate on our work. My co-founder called me the “iron lady,” but to others, I was always a very reserved person. According to Galbraith and Webb (2013), the five stages of team development are: "form, storm, standardize, "execute and adjourn", the initial stage represents the conflict and contradiction between individuals regarding of their work, stage two is the advancement of the group, described by intragroup conflict, the third stage, connections and togetherness are created, when the team is fully functional is called the execution stage. and finally dissolution of the group. Part of my responsibility was to organize a two-day visit for the head office staff and their families. I had to make all the necessary arrangements as well as coordinate with the human resources manager. It was a memorable event for all of us. At first, there were many difficulties in obtaining people's consent, and many conflicts arose when choosing the location. I had to work with different teams to make sure everyone was happy with the agenda we had formulated. Finally, all head office employees visited our biomass power plant, accompanied by their family members, after a day trip to a nearby hill station. We've planned lots of fun activities to make sure everyone feels comfortable and has a great visit. The feedback we received after the program was positive. At first, I felt little difficulty in responding to everyone and sometimes it was a bit »., 76(3), 482-497.