Personal Experience: Are You A Mystic Leader?

Decent Essays
Student Name: Lubinski, Theresa

1. What is your style of developing others? Are you a shaman, a priest, an elected leader, a missionary, or a mystic healer in your approach to teaching? How did you develop your style?

Student Answer: This is a difficult choice for me. I possess qualities from two different types of leaders. After thorough research, I feel that the missionary and mystic leaders are similar to the democratic leadership.

The first one, the missionary, is goal oriented (Curtis & Manning, 2015). I set myself goals for my professional and my personal life. Setting goals for myself personally was never easy until I reached
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A type of change that affected me was changing into a different role in the company and the tasks that were required. While at CIGNA Healthcare, I started as a claims processor in 2007. I started out working on national accounts and worked my way up to processing the top accounts and performing other duties. My supervisor advised me that our department was slowly fading away. Employees with high numbers would stay, but unsure of how long, and others could possibly lose their job. She told me my best choice would be to look for a new job within the company so I could advance my skills and learn more, eventually obtaining the career I desired. I interviewed and received the position in the contract department. It was new and no one had performed this job except in Connecticut. I talked it over with my supervisor before accepting the position. After discussing it with her, my counselor, I finally accepted. It was a different atmosphere compared to what I was used to, ranging from the supervisor techniques to the job itself. My supervisor in claims was very supportive and a non-micro manager. She stated her expectations up front and allowed employees to make certain decisions, such as when they wanted to come in, choose between a 30 minute lunch to an hour, and allowed us to make our schedule (as long as we put in 40 hours). The supervisor in contracts was a micromanager. We had to tell him what time we were coming in and if it changed, we had to email him, and our schedule overall (lunch, work week, time we left) needed to stay consistent. He was upfront about expectations, but weekly, it would change. With production, the claims supervisor, advised us each week of our team’s numbers and held monthly meetings with us individually, pointed out, our strengths and weaknesses, if we were meeting our numbers, and what we could do to improve (even if we were
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