Leadership Assessment In organizations that aspire to growth and continuous improvement, relationships are more intricate and alternatives more numerous than the either/or imposition implicit in the notion of leaders and followers . Virtually no one drives all the time. Leaders also work as followers; all in all, “everyone uses part of their day to follow and another part to lead” (Galie and Bopst, 2006, p. 11). I find this to be very accurate, both in relation to my leadership assessment quiz and power orientation test results as well as my personal stance on leadership and power. Power is defined as “a person, group, or nation that has great influence or control over others” (Moore, 1996, p. 837), while leadership is seen as the ability of one who leads or inspires. The notable difference between the two, is "control" and "inspire". Combined with the 65 I scored on the leadership assessment quiz, my preparation for the leadership role is considered moderate. This means I have a moderate willingness to take on a leadership role. A leader's characteristics and needs play a crucial role in determining people's attitudes, behaviors, and work performance, as well as organizational outcomes. Effective leaders are said to have certain personality traits, which can be divided into general personality traits, such as; self-confidence, assertiveness, and warmth, and task-related traits such as courage and control (DuBrin, Dalglish, & Miller, 2006). The general personality traits, which are linked to success both in and out of the workplace, are all inherent in my answers provided in the leadership assessment quiz. With statements like “it's easy for me to compliment others” and “team members listen to me when I speak,” it's clear that I possess these characteristics. However, my task-related personality traits linked to successful leadership, such as courage, still need to be developed. Not only do I know this inside myself, but it is clearly underlined throughout the test, with statements such as: “resolving conflicts is an activity I enjoy” and “I would like to coach other team members”. The literature generally suggests that effective leaders express their needs and motivations in ways that benefit the organization. These needs or motives are considered; tenacity, power, determination and work ethic (DuBrin et al. 2006). Power motivation is significant, as it plays an important role in the relationships that take place within the organization. Power over others is an inevitable part of leadership, but it also brings with it the risks associated with the misuse or abuse of power (Wikipedia, 2008).