The leadership style that would suit me the most would be delegation. One of the first signs of good supervision is effective delegation. Delegation occurs when supervisors give responsibility and authority to their subordinates to accomplish a task and let those subordinates determine how the task can be accomplished. Effective delegation develops people who are ultimately more fulfilled and productive. Managers themselves become more fulfilled and productive as they learn to rely on their people and are freed to take care of more strategic matters. Delegating is an essential skill for supervisors. Delegating involves working with an employee to establish goals, granting them sufficient authority and responsibility to achieve the goals, often giving them substantial freedom to decide how the goals will be achieved, remaining available as as a resource to help them achieve objectives, by evaluating their performance, addressing performance issues and/or rewarding their performance. Ultimately, the supervisor retains responsibility for achieving the goals, but chooses to achieve the goals by delegating to someone else. True delegation means giving up a little of what we would like to keep while keeping what we would rather give up. The participative leadership style would be the least comfortable for me. A participative leader, rather than making decisions, seeks to involve other staff members in the process. However, because it is often up to the manager to decide how much influence is given to others, this style can only work well when managers and staff understand and agree on what tasks are important. Staff expertise, experience and intuition must be encouraged, not stifled, if difficult situations are to be negotiated. The goal of the participative leader is to persuade followers to share their values ​​and connect to their vision. It seems obvious to me that most large organizations, the federal government, the military, etc., need leaders and supporters with the same core