Discussion: 3 First person What is leader identity and how does it interface with our other social identities?                                          in the context of a black person that I am, my leadership identity is always linked my social identity. While with every other ethnic group, leadership has to do with traits and the characteristics of a leader. In my case, I have found there is a tendency to pre-judge my leadership ability from the context of my identity. In other words, of what others see when they look at me. They can not pass the fact that I am a leader, but I am also a black leader. Whereas, an Anglo Saxon is simply a leader. Difference makes a difference (Chin & Trimble, 2015, p. 89). Leadership identity has some internal expectations from those who are called to work under a leader. By internal expectation, I am referring to what others expect a leader ought to be, and these expectations are totally different from the self or from the way the leader perceives the self (Chin & Trimble, 2015). The question boils down to how society defines the self for others to see. A black leader may be the most articulate, educated, and well intention leader, but his skin color will determine whether or not others see him as a leader. Thus, what leaders bring to the leadership table is what others have learned from these leaders’ race, gender as others are brought up in this world (Chin & Trimble, 2015). A black person was promoted super Intendant of a school district and one employee automatically had a low expectation of this person because he was black. Automatically there was an interference with this person leadership and the perception about his race and he can bring to the table. Some leaders walk a fine line between being openly visible and quietly invisible about their identities. Discuss the question: Do you bring all of yourself to work? Discuss why or why not                                       The answer to this is no. I am very much aware of others’ expectations of me in the workplace. So I choose to be quietly invisible in many instances. Of course, there are times, I have to remove myself from the situation and speak about what must be said. However, even if it is something commonly known, I must address in a format that is “acceptable”. So the black person has to be mindful of certain ways to address the audience for fear of being “too loud: or too judgmental or too black (Chin & Trimble, 2015).The reason is to be quietly invisible. Chin, J. L. & Trimble, J. E. (2015). Diversity and leadership. Los Angeles, CA: Sage 2nd person  What is leader identity and how does it interface with our other social identities? According to Chin & Trimble (2015) describing leadership by traits alone fails to take into account unique aspects that go into making a leader including gender, ethnicity, culture, and social roles. This is why leader identity is so important when understanding what creates a good leader. It ...

1. Discussion: 3
First person
What is leader identity and how does it interface with our other
social identities? in
the context of a black person that I am, my leadership identity
is always linked my social identity. While with every other
ethnic group, leadership has to do with traits and the
characteristics of a leader. In my case, I have found there is a
tendency to pre-judge my leadership ability from the context of
my identity. In other words, of what others see when they look
at me. They can not pass the fact that I am a leader, but I am
also a black leader. Whereas, an Anglo Saxon is simply a
leader. Difference makes a difference (Chin & Trimble, 2015, p.
89).
Leadership identity has some internal expectations from those
who are called to work under a leader. By internal expectation, I
am referring to what others expect a leader ought to be, and
these expectations are totally different from the self or from the
way the leader perceives the self (Chin & Trimble, 2015). The
question boils down to how society defines the self for others to
see. A black leader may be the most articulate, educated, and
well intention leader, but his skin color will determine whether
or not others see him as a leader.
Thus, what leaders bring to the leadership table is what others
have learned from these leaders’ race, gender as others are
brought up in this world (Chin & Trimble, 2015). A black
person was promoted super Intendant of a school district and
one employee automatically had a low expectation of this

2. person because he was black. Automatically there was an
interference with this person leadership and the perception
about his race and he can bring to the table.
Some leaders walk a fine line between being openly visible and
quietly invisible about their identities. Discuss the question: Do
you bring all of yourself to work? Discuss why or why not
The answer to this is no. I am very much aware of others’
expectations of me in the workplace. So I choose to be quietly
invisible in many instances. Of course, there are times, I have to
remove myself from the situation and speak about what must be
said. However, even if it is something commonly known, I must
address in a format that is “acceptable”. So the black person has
to be mindful of certain ways to address the audience for fear of
being “too loud: or too judgmental or too black (Chin &
Trimble, 2015).The reason is to be quietly invisible.
Chin, J. L. & Trimble, J. E. (2015). Diversity and leadership.
Los Angeles, CA: Sage
2nd person
What is leader identity and how does it interface with our other
social identities?
According to Chin & Trimble (2015) describing leadership by
traits alone fails to take into account unique aspects that go into

3. making a leader including gender, ethnicity, culture, and social
roles. This is why leader identity is so important when
understanding what creates a good leader. It allows researchers
to look at leadership from a more diverse perspective. This
leadership identity also ties in with our social identity (Chin &
Trimble, 2015). Leaders are often perceived as such based on
the groups they surround themselves with. There is an old
saying that goes something like ‘you are who you surround
yourself with’. You can tell a lot about a leader by who they
choose to keep close in their lives. If you see a leader who
hangs out with notorious crooks, a person will immediately
distrust them. If you see a leader who hangs out with local
philanthropists and charitable businesses, a person may be more
willing to support them.
Some leaders walk a fine line between being openly visible and
quietly invisible about their identities. Discuss the question: Do
you bring all of yourself to work? Discuss why or why not.
I did not use to bring all of myself to work, as I was never fully
certain who I was. I often found myself adapting my personality
and identity to the situation, doing what I thought would make
those around me happy. It is only in recent years did I begin to
become confident in myself as a person and as a leader. I know
that sometimes an unpopular decision needs to be made for the
greater good. Sometimes it is not worth having someone like me
if it means compromising my own morals. I realized a leader
does what they can to unite and nurture, while understanding
they also have to make the hard choices. I am not perfect, and I
sometimes still find myself doing something for someone else
that I do not agree with completely. But happily, that is
becoming more infrequent as I stand up for who I am and what I
believe and begin to show my true identity as a leader.
References

4. Chin, J. L. & Trimble, J. E. (2015). Diversity and leadership.
Los Angeles, CA: Sage.
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