Core Viewpoint - Leadership is a responsibility rather than a power, requiring self-discipline, vision, and humility, recognizing that personal emotions are not the moral compass of the organization [1][18] Group 1: Leadership Responsibilities - Responsible leaders invest significant effort in shaping a positive professional reputation that reflects their best selves rather than their true or complete selves [1][18] - The role of executives is not akin to group therapy or social media broadcasting; maintaining a clear boundary between role requirements and personal self is crucial [3][4] Group 2: The Impact of Power - Research indicates that power can weaken self-control, empathy, and responsibility, amplifying negative traits in leaders [4][10] - The phenomenon of "power paradox" suggests that those who rise through prosocial behavior often abandon such behaviors upon gaining power [4] Group 3: The Dangers of Over-Transparency - Over-sharing can undermine authority and create confusion, damaging credibility and organizational stability [6][9] - Emotional intelligence is more critical than raw honesty; effective leaders manage their emotions and influence others' emotions [9][12] Group 4: The Importance of Boundaries - Leaders should maintain a distinction between personal and professional identities to avoid divisiveness and ensure a cohesive work environment [8][10] - Setting and adhering to boundaries is a responsible leadership practice, preventing the negative impact of personal traits on professional settings [10][12] Group 5: Practical Strategies for Leaders - Leaders should selectively share aspects of their personality that align with organizational values while avoiding inappropriate personal disclosures [12][15] - Protecting personal time and establishing clear work-life boundaries is essential for leaders to model for others [16][18] - Empathy should be prioritized over self-expression, emphasizing listening and understanding diverse viewpoints [17][18]

Group 1 - The core dilemma faced by women leaders is being perceived as either competent but cold or likable but ineffective, leading to feelings of passivity and inauthenticity [1][3][4] - Impression management is crucial for leaders, as perceptions directly impact their reputation, credibility, and career trajectory, especially for those whose identities differ from typical leader traits [3][4][5] Group 2 - Women leaders need thoughtful and reliable strategies to counteract biases and assumptions that may hinder their advancement [5][6] - Strategies identified from interviews with hundreds of professional women include constructing counter-narratives, utilizing positive associations, and transforming feedback into strength [4][12][18] Group 3 - Ashley, a leader in the Australian financial services sector, successfully reshaped perceptions by actively promoting her strengths and seeking support from trusted mentors [6][7][8] - Anna, in a large consulting firm, took strategic actions to change perceptions about her commitment and capabilities, ultimately leading to a similar position she initially missed [9][10] Group 4 - Lisa Sun, CEO of Gravitas, transformed early feedback about her demeanor into a strength by exploring what authority means and developing her own style of leadership [12][13][14] - The article outlines actionable steps for leaders to manage feedback, communicate effectively, build alliances, and consistently convey their desired narrative [14][15][16][17][18]