Description I want to reply to those two Discussion  Read articles that poste …

Description I want to reply to those two Discussion  Read articles that posted and respond with what you learned to at least one. within two paragraphsFirst one https://www.forbes.com/sites/forbescoachescouncil/2020/01/14/embracing-the-new-normal-as-women-leaders-in-business/#7caaf2a87a7e (Links to an external site.) “Current Event #1 – Women in Leadership Roles” View and Opinions After reading both the Forbes article and Chapter#1 on women in leadership roles, I whole heartily agree that yes women do face obstacles of unequal treatment when it comes to how some organizations are structured and their practices when it some to promoting and hiring in leadership positions. I believe this matter of women in leadership is very important to learn and reinforce awareness, also to look at my own self and see if I have my own stereotypes in environments when it comes to equally in the organizations. It was interesting to see how both the Forbes article and Chapter #1 in text mentioned a study when it comes to men’s and women’s leadership styles, both had similar results to where there were no conclusive evidence that showed evidence of differences between men and women’s leadership styles. Although this study from both article and text mentioned there were differences that stemmed from stereotypes, lack of support and other organization structures that put men and women through different experiences. In the end I admire the author of this Forbes article on how she mentions her own experiences of being a women going through obstacles while getting to her success, and how she created her business to encourage other women in business and leadership to learn to be more financially and be emotionally intelligent. 2nd on  “The One Thing Seperating Exceptionally Influential Leaders from Others: https://www.forbes.com/sites/niharchhaya/2019/09/09/the-one-thing-separating-exceptionally-influential-leaders-from-others/#1492c36653be (Links to an external site.) I tend to agree with Chhaya’s point of view in that self-ownership is an undervalued leadership trait. I’ve had a lot of bosses, some better than others, but almost all of them have trouble admitting when they’re wrong. I understand that when in a position of power, it is often important to appear strong and confident. Unfortunately, this can have negative repercussions. I have often witnessed good leaders make poor decisions in an effort to appear confident because they steamrolled their idea through without taking any feedback from their peers or subordinates first. There are times when quick decisive action must be taken, but more often than not a little extra forethought saves a tremendous amount of time on the back end. For example, one of the managers where I work has a passion for saving money. He often totes the line “ask for forgiveness, not permission.” As such, this individual has an itchy trigger finger when it comes to changing suppliers to save a quick buck. But, time and time again, these decisions to switch to cheaper and cheaper suppliers often leads to late deliveries, subpar quality, and occasionally legitimate safety concerns. I have never witnessed this individual take ownership for his mistakes or admit that his decisions led to a negative outcome. I have however watched him time and time again claim thousands of dollars in cost savings regardless of how the dollars really shake out down the road. I believe that if this person practiced some degree of self-ownership or at least self-awareness, a conversation could at least be had about the long term affects of his decisions. Unfortunately, I have witnessed the same type of behavior in plenty of other good leaders. Good leaders often tend to be politically savvy in that they have a knack for ensuring the story always spins the right way. And while this usually bodes well from a personal power standpoint, it doesn’t do much for the good of the entire company. I believe that relentless self-ownership is an important exercise to ensure that people in leadership roles are there for the right reasons and not merely selfish gain.