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DISCUSSION QUESTION: Read through section two in the textbook (pages 23-80). Then select one of the seven challenges that has the most meaning to you currently or in your future. Explain why it is meaningful. Also, find that challenge in the workbook (pages 39-81) and share your answers with us for two of the questions or statements in that section. Additionally, find an outside resource (not the textbook or workbook) that is related to your challenge and briefly explain what value that resource adds to your understanding of your chosen challenge. Use proper APA citation and reference for the resource.



To be able to select the most meaningful of the seven challenges that I am currently facing was difficult. I was really struggling between “The Tension Challenge”, “The Frustration Challenge”, and The Multi-Hat Challenge” since I feel that all three of those challenges have been my life since January. I ended up selecting “The Multi-Hat Challenge”. I securely land in the section labeled, people in the middle of the organization. The Multi-Hat Challenge is meaningful to me since this is my daily life while at work. I am currently the Human Resource Specialist with an organization of 200 employees. I am also the only one who will help our operations personnel assigned to our building. I have to review/watch the camera footage to try and catch who has been vandalizing our restrooms. Then do not forget to assist with the front desk which includes answering the phones, screening potential guests, greeting those guests upon getting into the building, and reserving rooms. Determining what hat to wear when, is difficult.

When I am working with the operation personnel, I often get pulled away to handle a security issue at the front door. I often feel that I cannot do justice to any of the hats I wear since I am pulled in so many different directions.

I also know that my personality changes between what hat I am wearing. Another great example is with operations again. If they’re contracts in the building that I must meet, I have more of a personality of someone who knows specifically what needs to be done and my demeaner often demands the respect of the contract. While I am assisting at the front desk, I am a pleasant with a “yes ma’am”, “no ma’am” type of attitude.

Jumping between wearing the multiple hats, I sometimes I have things that I need to remember. To remember certain things when I am away from my desk I will either ask the person I have been working with to e-mail with what I need know or I will take a picture of something that will trigger my mind.

With never knowing how my day is going to go, I must be flexible. Occasionally I am unable to change something that I am working on and that upsets me since I want to be a team player. There are days that I am unable to do my actual job, be Human Resources. It makes me feel that I am not the only one out there that has that might of employment and provided me with points that I had not thought of on how to handle wearing the multiple hats.

Hart, L. (n.d.).

Leaders at all levels: The 7 challenges of 360-degree leaders

. CEO Tribe. Retrieved July 5, 2022, from


Maxwell, J. C., & Maxwell, J. C. (2011).

The 360 leader: Developing your influence from anywhere in the organization

. HarperCollins Leadership, an imprint of HarperCollins.


Throughout the remainder of my career there are a few things that need to be focused on for success. Remaining true to myself and continuing to see the benefits others reap of my leadership is something I take great pride in. A challenge that will continue to help me in the future and continue my growth will be the challenge of The Ego Challenge. There are often times leaders will let the ego factor overtake the consistency in great leadership and be complaisant in their leadership up to a certain point. The feeling of being enough will never come into play for myself as the career I choose continues and growth in the leadership spectrum will never seize as along as I can control it. The work of others is only as good as the leadership and respectful tone set by the person in charge.

A major connection to the challenge above when looking into the Ego of leadership tends to be in relation to the question “who are the go-to people in your organization? Outside of you organization? How can you continue to develop your network?” (Maxwell, 2006). This question will keep a leader grounded and understand the importance of having this thought out before hand. The people that I would continue utilizing as my go-to people are the ones who have been there since day one and shared a vision. There is an instance in which individuals will come along and want to join in on the success but those are people we tend to rely on in the end game rather than the beginning and middle. Utilizing family and close friends within the organization of leadership will be very beneficial because they know the true you that you represent and not what is cast out when in leadership forum. Looking outside the organization in something that will develop in time. Seeing others that are outside looking in that can be beneficial to yourself in growth is something that is utilized to remain in growth within the skills of leadership. Co-workers, extended family and friends within other organizations that can help you hit the reset button are great outside tools to utilize. Growing within yourself is something that never ends when leadership is taken seriously. Continued growth in yourself relates to growth in the network you place yourself in daily.

There can be many obstacles in the leadership role and one of those being ineffective leadership. “what should you do when you find yourself following a leader who is ineffective? How do you continue to add value?” (Maxwell, 2006). This question is a very important and sensitive factor to understand in the leadership role. There are more times than not than some feel a leader makes a rash decision or lacks the important interest of those involved in the function or organization than this being led. When there is ineffective leadership taking place then I tend to follow up with what should be done or could be done from my standpoint without stepping over boundaries. The role of me as a leader is to make up for lost interest or leadership from those in leadership roles above myself. Examples of this might stem from youth sports organizations and leadership roles taking a setback because one becomes less interested since their child has moved on in the program. There is also a example of this in many school oriented functions. Many times it takes a committee of leaders to achieve great things which is just as successful as one person in the leadership role themselves.

Within the leadership role there is an importance of interaction amongst those around you daily. When leadership cannot be reviewed or understood from a variety of viewpoints then there is no growth that can take place within leader themselves. ” As we rise in the ranks, we acquire more power. And with that, people are more likely to want to please us by listening more attentively, agreeing more, and laughing at our jokes.” (Hougaard & Carter, 2018). Leadership is something that reflects on every person involved in the organization your leadership represents. The importance of their view points is just as crucial as your own when it comes to bigger an better things for future growth. Personal growth is something that brings imagery to those who interact with us each day and helps see that the leadership we use is something that is in the best interest of everyone we see fit to be in our group. The go-to people we speak of above as well as the outsiders are great footprints of this example and the use of the ego leadership mentality that keeps us grounded in our future leadership adventures.

Maxwell, J. C. (2011).

The 360 leader: Developing your influence from anywhere in the organization

. HarperCollins Leadership, an imprint of HarperCollins.

Maxwell, J. C. (2006).

The 360° leader workbook

. Nelson Impact.

Hougaard, R., & Carter, J. (2018, November 7).

Ego is the enemy of good leadership

. Harvard Business Review. Retrieved July 7, 2022, from


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