its response from a discussion board post. 1. Based on yourresults for the Path-Goal Leadership Questionnaire, whichleadership styles do you use most often and less ofte Based on theAuthentic Leadership questionnaire, did you score high or lowSummarize your results for each questionnaires and share yourthoughts on your overall leadership skill set and style ofleading.

Help responding in 150 ore more words givendetails

My results from the Path-Goal Leadership questionnaire indicatedparticipative and supportive styles as most often, directive often,and achievement-oriented least often. My understanding of thepath-goal leadership theory is my behavior style choice as a leaderimpacts an employee’s path to goal achievement, creating theopportunity to make the path as smooth as possible by providing thenecessary conditions for effective performance. What is mostinteresting is that regardless of style used, the situationalfactors presented by the employee determine acceptability of theleader’s behavior. And that these situational factors can bedifferent for each employee or employees grouped by like-tasks. Myuse of participative and supportive leadership styles is in linewith what the text refers to as the situational factors that makethis behavior favorable. The work conducted in my organization canbe stressful and frustrating, is certainly not repetitive, and hasvarious opportunities for personal-ego fulfillment such asopportunities to engage with power positions like state and localelected officials. However, our work also can be ambiguous, whichbest pairs with the styles I scored the lowest,achievement-oriented and directive. I am intuitive and feelingpreference, so I am not surprised by my frequent styles. I do thinkthat I bring a high level of effectiveness to the organizationthrough participative and supportive leadership. I do recognizethat as a leader I need to improve by ability to set clearexpectations and challenging goals without the fear of conflictpreventing my ability to execute these essential leadership tasks.The Authentic Leadership questionnaire resulted in average score of15.75, with only relative transparency falling into the low range.I think it is most interesting how life experience and life courseimpacts the development of authentic leadership; to me thisconnects back to the S-R/R-S theories- once you have been burned,you do not touch the stove until you know if it is hot or cold. Inmy organization, we refer to this as “leadership lessons learned”.These lessons learned build upon the leader’s self-awareness andself-regulation. I recognize my lower score in relationaltransparency being directly related to past experiences. In orderto further develop as an authentic leader, I should place morefocus on bringing the desired future-state to the present and lessof the past-state to the present thus enhancing self-vulnerabilitythrough relational transparency.