Reward is for me a more effective incentive to perform than the threat of punishment, since negative feedback often results in negative or minimal performance. Having said the above, it is also important to me that my personnel would have skills to support possible unpredictable occurrences in the workplace. My leaders would therefore have qualities that are not necessarily part of my own psychological set of strengths.

Leadership Style would use a democratic leadership style, because I like others to voice their opinions honestly and without fear. While I highly prize respect for authorities, I think respect for one's employees is equally important. If there is no mutual respect, work performance on the part of both my workers and myself will inevitably suffer.

Challenges

The...

I do not function very well in changing environments, and would therefore need to be conditioned prior to change, and supported while the change occurs. Hence I will probably function better on a team of persons with the same sincerity and competence as myself in order to help me validate my self-worth and deal with any changes, especially if these are unpredictable.
Being a "specialist," another of my challenges is that I find it difficult to start new projects, or to develop shortcut methods for lessening work on current projects. In managing personnel then, I would need to shift my focus from a single thing at a time to more than one. Nonetheless, I believe that my better qualities outweigh my challenges in the workplace.