Enjoyed reading this article.

As a line manager of 4 people I try to be balanced and fair with all of my team.  We actually have an internal training course on leadership called the EXPECT model.  This encourages us to understand ourselves and how our behaviours can affect others - a similar theme to the article.

I also noted the results of some Meyers Briggs studies that my company undertook, so for example one person who reports to me wants to regularly talk about his work, updating me step by step which is frustrating because I'm busy myself, but I understand that its because he fits into the extrovert personality type.

I have to take into account my approach when dealing with my team and others.

The part that rings with me is the need to look in the mirror to analyse your own strengths, weaknesses and behaviours before you can expect to inspire another

this is an interesting article and is an area I have been spending time considering some of the issues prior to reading it. I was struck by the part about getting to know one's self as it is where I feel I consistently block up. This article hasn't necessarily helped me get past this, but it at least it reaffirms the fact that it is something I would benefit from examining

Found some of the points interesting on how to put across arguments or issues in a way that might encourage greater buy in then perhaps a more forceful statement of intent.

The article gave me more insight on how a true leader is developed. I learnt that a leader should first do an introspection about ones strengths in order to influence others.I managed to come up with the strengths that i possess which include being focused and goal oriented and this is what motivates me.

Now I am am able to influence my team members by assisting them to stay focused on their work and this has helped some of my team members to achieve their weekly targets. When we do our weekly meetings .

I have also managed to work closely with my subordinates in assisting them with their work sharing knowledge and effort.

It has made a considerable impact to the team members although the motivational culture needs to be created as a continuous process