The document is a leadership portfolio by Phil Iacono, detailing his journey in leadership education and personal development at California Polytechnic State University. It includes an introduction to his consulting firm, a user manual highlighting personal strengths and weaknesses, a personal code of ethics, and an exploration of various leadership styles. Additionally, it features case studies and reflections on establishing sustainable leadership and the importance of communication and teamwork.

1. Leader Profile: Phil Iacono
“Look at things differently”
California Polytechnic State University, San Luis Obispo
Business Administration – Accounting
www.linkedin.com/in/philiacono

2.
2
Table of Contents
Introduction……………………………………………………………………………3
Apex Consulting……………………………………………………………………..4
User Manual..………………………………………………………………………..5
Code of Ethics….…………………………………………………………………….6
Strengths Assessment……………………………………………………………….7
Ascent Plan……………………………………………………………………………8
Leadership Styles
Autocratic/Laissez-Faire Leadership……………………………………..9
People-Oriented/Task-Oriented Leadership…………………………..10
Transformational/Charismatic Leadership……………….…………….11
Bureaucratic/Servant Leadership……………………………………….12
Transactional/Democratic Leadership………………………………….13
Case Study: Establishing Sustainable Leadership……………………………14
The Real Deal……………………………………………………………………….16
Adversity Quotient…………………………………………………………………17
Statement of Leadership………………………………………………………….18

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Hello,
Welcome to my leadership portfolio. In the following pages
you will find multiple documents and projects that depict my
ascent to the peak of becoming a leader. Since my enrollment in
Business 270, a leadership course that helps young college
students develop leadership skills and promotes individuality to
set us apart in the eyes of future employers, I have traveled to
the deepest part of my creative mind which is relayed in the
upcoming pages.
Although this is not a completed picture of my talents and
skills as a whole, this portfolio accurately portrays how my
knowledge of leadership will affect my future plans and goals in
life. Feel free to provide any feedback, as I am always willing to
grow and develop as a person. Sit back, relax, and enjoy my
ascent in becoming a leader.
With Anticipation,
Phil Iacono
“As we look ahead into the next century, leaders will be those who empower others.”
- Bill Gates

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What is APEX Consulting?
APEX Consulting is a young and innovative
consulting firm that provides fresh insight to
leadership issues that arise in the professional work
place. We are comprised of six team members that
pledge to take your company to the top!
________________________________________________________
Justin N icole
C haseDanielle
Andrea
Phil

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User Manual for Phil Iacono
My name is Phil Iacono and I am Business Administration student with a
concentration in accounting at Cal Poly San Luis Obispo. Despite being a
numbers kind of guy, I thrive in a group atmosphere and love working with
others to achieve a common goal. Although I am a fairly easy guy to work with,
there are a few things about me that I believe people should know in order to
achieve and go above and beyond our goal.
Strengths
• Communication
o It is important to me to stay on the same page as every group
member. I enjoy laying everything out on the table to produce high
quality work
• Criticism/Honesty
o Being able to take criticism is essential to a successful group. I like
to give out criticism, however I do so in a professional manner.
• Planning ahead
o I believe that planning ahead is the most effective way to produce a
group project. It is not only extremely easy to do, but it also
reduces stress levels as deadlines approach.
Weaknesses
o Frustration
o Although I am very understanding and easy to work with, when
group members do not pull their weight, I get quite frustrated.
This is a quality of myself that I need to work on.
o Domineering
o I love being the center and focal point of a group but sometimes I
can be to dominate and take over the entire project. I need to work
on knowing my place in the group and realizing that there are
other people in my group as well
o Trust
o Often times I find myself doing other peoples assigned task
because I feel they are not able to complete it well. I need to realize
that I go to an esteemed school with more than capable students
who can produce high quality work.

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Personal Code of Ethics
Professionalism
• I commit to maintaining the upmost professional attitude and appearance
with all students, peers, and professors
• I will complete all work to the highest standard and leave nothing
incomplete
• I swear to ongoing refinement of my work and relationships with peers to
better my future
Honesty
• I will strive to produce my honest work and complete nothing less
• I will provide my honest feedback but do so in a constructive manner to
further improve the quality of work
• I will stay honest to myself and not let outside factors get in the way of
my ideals
Innovation
• I will consistently think of new and original ideas to set me apart from
the rest
• I will perform all tasks in a way that is different than the norm
Loyalty
• I promise to stay true to my peers and not falter from my ideals
• I will not partake in any activity that will conflict with the best interests of
myself, friends, or group members
_______________________________________________________
________________
Signature Date

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Strengths Assessment
The following is a strengths assessment that will provide feedback about my strengths
in leading others. A score of 5 signifies a very strong aspect of leadership and a score
of 1 signifies a very weak aspect.
NO
YES
1. - 1 2 3 4 5 - I enjoy working on teams.
2. - 1 2 3 4 5 - I am able to speak clearly to others.
3. - 1 2 3 4 5 - I enjoy relating to others on an interpersonal basis.
4. - 1 2 3 4 5 - I am good at planning.
5. - 1 2 3 4 5 - I can interpret rules and regulations.
6. - 1 2 3 4 5 - I enjoy collecting and analyzing data.
7. - 1 2 3 4 5 - I am good at solving problems.
8. - 1 2 3 4 5 - I am comfortable writing memos to others.
9. - 1 2 3 4 5 - I can delegate work to others.
10. - 1 2 3 4 5 - I am effective at handling employee complaints.
11. - 1 2 3 4 5 - Giving directions is comfortable for me.
12. - 1 2 3 4 5 - I know how to develop goals and carry them out.
13. - 1 2 3 4 5 - I am comfortable at implementing new techniques.
14. - 1 2 3 4 5 - I enjoy appraising performance and giving feedback.
15. - 1 2 3 4 5 - If I made a mistake, I would admit it and correct it.
16. - 1 2 3 4 5 - I am able to resolve conflict in the workplace.
17. - 1 2 3 4 5 - I believe in diversity in the workplace.
18. - 1 2 3 4 5 - I thrive on change.
19. - 1 2 3 4 5 - One of my greatest desires is to become a leader.
Scoring
Score the survey by adding the numbers that you circled: 80
A score of fifty or higher indicates a desire to become a leader and a perceived ability
to perform the tasks required of a leader.
What are your strengths?
The above information depicts some of the strengths that I have. I think the strength
that I find most useful in my life is planning. As deadlines approach, I do not get
stressed or confused about directions due to the plans I make. I am also good at
admitting mistakes I make which is essential to the unity of a group environment.
What are your opportunities for growth?
There are many areas in which I can grow, one being giving directions in a way that is
clear and easy to understand. Another area for me to grow in is handing complaints
from other group members.

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Name:
Phil
Iacono
Date:
5/6/13
Goal:
To
have
a
friendly
conversation
or
create
small
talk
with
one
new
person
a
day.
Motivation:
Having
friendly
conversations
and
creating
small
talk
with
people
you
don’t
usually
talk
with
is
a
great
way
to
network.
It
is
also
good
practice
for
when
I
need
to
talk
with
new
people
and
create
small
talk
in
the
business
world.
Action
Steps:
1.
I
can
go
out
of
my
way
to
sit
next
to
new
people
in
class,
in
the
cafeteria,
and
in
the
library.
2.
Ask
people
if
they
want
to
walk
to
class
together.
3.
Read
about
the
news
and
other
current
events
to
have
topics
to
talk
about.
Timing:
This
goal
starts
today
but
I
feel
should
be
continued
not
only
throughout
the
quarter
but
also
through
the
rest
of
my
life.
Obstacles:
-­‐At
times
I
can
be
extremely
shy
and
somewhat
embarrassed
to
talk
to
people.
-­‐I
often
freeze
and
cannot
think
of
topics
to
talk
about
and
sustain
for
a
long
period
of
time.
Resources:
-­‐I
have
plenty
of
friends
that
can
ease
me
in
to
situations
where
new
people
are
present.
-­‐I
have
plenty
of
professors
that
will
support
me
and
give
me
advice
on
how
to
create
small
talk.
Leadership
Summit
Weekly
Ascent
Plan

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Autocratic Leadership
Benefits
There are certain circumstances and situations in which this leadership philosophy
thrives under. One such instance is when decisions need to be made quickly. Having
an entire group debate about an issue takes time, which they may not have, therefore
it is critical to have one main leader who can step in and make the decision for the
group.
Downfalls
Although there are perceived benefits to authoritarian leadership, ultimately it
becomes problematic. In a large group setting, group members see the dictator as
bossy and controlling, which often leads to indignation amongst group members.
______________________________________________________________________________
Laissez-Faire Leadership
Laissez-faire leadership, also known as delegative leadership, is a leadership style in
which leaders are hands off and give group members complete freedom to make the
majority of decisions on their own.
Benefits
Laissez-faire leadership is proven to be beneficial in a few different circumstances. It
is the most effective when group members are highly skilled and motivated to solve
the task at hand. It is extremely conducive to creativity due to the fact that group
members are essentially allowed to do as they please as long as the task gets
completed.
Downfalls
Laissez-faire leadership is not ideal in situations where group members lack the
knowledge or experience they need to completes tasks and make decisions. If
employees are not self-motivated, projects often go off-track and deadlines can be
missed.
Autocratic leadership, also known as authoritarian
leadership, is a leadership style characterized by
individual control over a group of people. It is a very
narrow minded form of leadership as the dictators make
decisions based on their own interest rather than the
interests of the group.
Martha
Stewart

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People-Oriented/Relations-Oriented Leadership
People-oriented leadership focuses on organizing teams as well as developing
relationships among group members. It is a leadership philosophy that promotes
participation and creativity and works best in combination with task-oriented
leadership, which is described in more detail below.
Benefits
One of the benefits of people-oriented leadership is that it creates a team that
everyone wants to be a part of. Group members are inclined to participate and take
risks as they know they have a leader that will support them if need be.
Downfalls
One of the downsides of this leadership philosophy is that sometimes leaders may
take the style too far and forget about deadlines and details that are essential to the
project.
______________________________________________________________________________
Task-Oriented Leadership
Benefits
There are many benefits of task-oriented leadership as it ensures that deadlines are
met and the work is completed to a high standard. It is very advantageous for groups
with members who have poor time management as leaders can focus on relaying the
correct procedures to get the job done correctly and efficiently.
Downfalls
Task-oriented leaders tend to lose track of the well being of their group members.
This often leads to an autocratic leadership style in which the group leader takes more
of a dictator role. Ultimately, motivation and retention issues arise and become
harmful to the well being of the group.
Task-oriented leadership is when leaders focus on tasks
that need to be completed in order to achieve a goal or
certain performance standard. It is best used when
leaders need to focus not only on the administrative
aspect of the project, but also the decision making side as
well.
Steve
Jobs

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Transformational Leadership
Benefits
Transformational leadership leads to high productivity and the engagement of every
team member, which is attributed to the extensive involvement of the leader within
the group. Also, transformational leadership leads to the growth of a company due to
the ongoing development of employees and departments.
Downfalls
Although transformational leadership brings motivation and growth to groups, there
are instances in which details may be lost. For this reason, transformational
leadership works best when combined with transactional leadership where, a manager
can be assigned to the details while the other to the enthusiasm and group.
______________________________________________________________________________
Charismatic Leadership
Charismatic leaders are quintessential communicators. Not only are they effective
communicators but they connect with group members on a deeper, emotional level.
Charismatic leadership is most effective in group settings where there is a lack of
motivation and drive.
Benefits
Downfalls
Charismatic leadership does come with some downsides. Often times the leader is the
life of the project and if they leave, the project may collapse. Leaders may feel a sense
of invincibility due to such strong support from peers but it is the wrong path for an
organization to follow.
One of the major benefits of charismatic leadership
is that it inspires others. It is meant to motivate
your group and make them see their task not as a
job, but rather as a vision. This style of leadership
makes people want to follow the leader and is
advantageous when a job seems tedious or boring.
Dr.
Martin
Luther
King
Jr.
Transformational leaders are considered
inspirational and expect a high work ethic
from every member of their team.
Coach
K.

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Bureaucratic Leadership
Bureaucratic leadership is a leadership style in which the leader manages their group
in an exact, specific way not only to ensure a safe working environment, but to
promote accuracy as well.
Benefits
Bureaucratic leaders are generally very meticulous when it comes to assignments and
directions of a project. This leadership philosophy works well in dangerous work
environments where strict directions are necessary to promote safety. It also works
well in assembly lines where employees are asked to perform repeated tasks for an
extended period of time.
Downfalls
There are many situations in which bureaucratic leadership is not ideal. Often times
when the directions become too meticulous, managers are viewed more as an
autocratic leader. Additionally, creativity is lost in this style of leadership as employees
are forced to adhere to specific directions and not deviate from them.
_________________________________________________________________________________________________________
Servant Leadership
Servant leadership is a very unique style of leadership. It is defined as someone at any
level of the project who leads by meeting the needs of a specific member or the team
as a whole. Servant leaders often have high integrity and are extremely generous. It is
most useful in politics or large committees where leaders are elected to serve a specific
team.
Benefits
Downfalls
Despite the benefits of servant leadership, people believe that in a competitive work
environment where employees are always trying to gain an upper hand on each other,
servant leaders are left behind, as they are too selfless.
There are many advocates of servant leadership, as they
believe it is useful in a world where morals and ethics are
becoming increasingly important. It is generally associated
with a positive corporate environment and high morale
among group members.
Robert
Greenleaf,
Founder
of
Servant
Leadership

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Transactional Leadership
We can derive the definition of transactional leadership directly from its name. In this
instance, a “transaction” is made between a leader and a group member essentially
saying the leader will compensate the group member for their efforts. People may use
this philosophy as more of a management style rather than a leadership style.
Benefits
Transactional leadership is very beneficial due to the fact that it makes everyone’s
tasks and responsibilities clear for the project. Also, because personal responsibilities
are clearly defined from the beginning of the project, it is easy to identify the group
members who are not pulling their weight.
Downfalls
A common issue that arises with transactional leadership is that higher, critical levels
of thinking skills are not utilized. It is also not conducive to creativity due to the strict
rules and objectives that are laid out before hand.
______________________________________________________________________________
Democratic Leadership
Benefits
One of the benefits of democratic leadership is that it is conducive to creative
solutions because group leaders encourage the sharing of ideas and opinions. It is also
beneficial because all group members become involved—creating a sense of unity and
appreciation among the group.
Downsides
Although there are upsides to democratic leadership, there are a few downsides as
well. Sometimes group members may not have the necessary knowledge or skill set to
make a significant contribution to the group which can ultimately lead to unfinished
projects.
Democratic leadership is an engaging form of
leadership that encourages participation and
creativity among all group members including the
leader. It works best when group members are driven
and eager to complete tasks.
President
Dwight
D.
Eisenhower

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On the following pages you will find a case study for Mr. Jonathan
Gandhi, a young entrepreneur in the process of starting his own hotel
business but is struggling to sustain respect and leadership amongst
seasoned professionals. The following information is a solution provided
and presented by APEX Consulting in hopes of establishing and
sustaining leadership among experienced professionals.
______________________________________________________________________________
Associate
with
Colleagues
Prove
Commitment
Establish
Credibility
eXpect
Adversity
Establishing Sustainable Leadership
Mr. Jonathan Gandhi
May 6, 2013

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May 6, 2013
Jonathan Gandhi
1700 Bassett St, Unit 2121
Denver, CO 80202-1946
Dear Mr. Gandhi:
It was a pleasure to meet with you this past Wednesday to discuss your exciting business
endeavors and current difficulties as a young entrepreneur. Below you will find that we have
provided key suggestions that we feel are essential to the longevity of your business, as well as
your personal growth as a sustainable leader.
In reviewing your case, we identified several areas of weakness that may currently prevent you
from being an established leader. Given your young age, it is automatic that older leaders may
greet you with apprehension. Unfortunately, this may occur for good reason. The Wall Street
Journal found that 75% of start-ups fail within the first year. In addition to having gone
through multiple career changes, they may worry about a lack of direction and consistency.
Striving to be seen as a serious, mature leader, you may forget that it is easy to be perceived as
arrogant or overconfident. These qualities, many of which are out of your control, can
ultimately cause unintended harm to your project.
Forming genuine, lasting relationships are critical to the success of your company. You must
harvest open, honest friendships with your employees, clients, and vendors that allow you to
truly understand who you are working with. Remember that over-communicating is always
better than under-communicating. There is no harm in ensuring that your directions are
received and understood.
Conflicts are to be expected, and even encouraged, in the work environment. The solution is
simple: conflicts must be constructive. Keeping an open mind, listen and collaborate with
your team. To further establish credibility with these team members, launch a routine. Set up
bi-weekly calls with contractors or take individuals out to lunch once a month. Setting up a
routine will prevent miscommunication and will ensure your project meets deadlines. It will
also demonstrate responsibility and a commitment to this job.
It was noted in our conversation that you were having trouble obtaining capital to fund your
business venture, as banks see you as a high-risk client. We feel that rather than going
through banks to finance your project, you should consider angel investors. Though you may
see this as not being ideal, this solution allows you to prove credibility with banks and
financial institutions. It establishes yourself as a business entity and eliminates the high-risk
title that is associated with you as a young investor.
We look forward to discussing this further in person and establishing future success.
One step closer to the top,
Apex Consulting

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The Real Deal
The Real Deal is a value defining exercise that begins with a unique deck of cards with
60 different life values on each. It quickly and simply pinpoints what really makes you
tick—the “what” and “why” that shape your underlying values, stressors, motivations,
and priorities. Below you will find the five ideals that I value most in my life and why
they make me an attractive employee.
1) Achievement- I love the sense of achievement I gain from completing a difficult
project. After putting in countless hours of meticulous work and viewing the
finished product, the feeling that I have achieved my goal is priceless. It gives
me something to strive for every time I am given a new assignment.
2) Relationships- Relationships are an essential part of life. Whether it be a family
member, college friend, or fellow employee, you never know when you may
cross paths with those people again. It is extremely important to me to not only
establish genuine relationships but maintain them as well. When times get
hard, I look to the relationships I have built in my friends and family to keep
me going.
3) Excellence- Every project and assignment that is pushed my way I complete to
the upmost excellence. The way I see it is if you don’t complete something that
you are proud of and put 100% effort in to, why turn it in at all? My work and
actions are a reflection of my character and I want my character to say
excellence.
4) Opportunity to innovate- Being one of nearly 20,000 students here at Cal Poly it
is easy to get buried in the masses. That is why I value the opportunity to
innovate. My mind is constantly thinking of different ways to approach projects
and situations I might be placed in so I can differentiate myself from the rest of
the Cal Poly population.
5) Trust- As I grow older and become wiser, the meaning of trust becomes
increasingly defined. Trust plays an integral role in everyday life and defines
not only who I am associated with, but also who I am as a person. I have found
that being a trustworthy person, other values such as respect and responsibility
come with it.

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Adversity Quotient
Your AQ is the lens through which you see and navigate life. It represents your
pattern of response to adversity, and even life in general, that activates in your brain
when you are confronted with difficult or challenging circumstances. The Adversity
Quotient Profile is the most widely used gauge in the world on how individuals
respond to adversity.
My overall CORE score of 133 falls into the below average range; however, I look at
this score as a challenge to prove to myself that I can face adversity by making the
following improvements to the four CORE dimensions that comprise AQ: Control,
Ownership, Reach, and Endurance.
Control (29) -The C dimension measures the extent to which you feel you can
influence difficult situations.
• Although my AQ score of 29 falls in the below average range, there are many
ways that I can improve the way I control situations such as focusing on
situations I can control and gaining confidence and momentum from them.
Ownership (45) –The O dimension measures the extent to which you tend to step
up and take the initiative to improve difficult situations, regardless of their cause.
• It emphasizes accountability and how you take responsibility for your actions.
My ownership score of 45 falls into the average range, showing that I have a
normal but not perfect level of responsibility. Ways I can improve this score are
by recognizing small situations that are easy to improve and working my way up
from there.
Reach (32)
–The R dimension assesses the extent to which you let a setback in one
area of your life reach over and affect other areas.
• My reach score of 32 also falls into the average range, signifying that I have
some difficulty controlling the aspects of life that adversity affects. However,
when adversity strikes, I can think of the personal strengths I have that enable
me to combat adversity.
Endurance (27)
–The E dimension of your AQ assesses how long you perceive adverse
events will last or endure.
• My endurance score of 27 falls into the below average range, however I am
quite confident I can bring my score up. I can simply take specific actions that
would help reduce the duration of the adversity that faces me.

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Statement of Leadership
Although my time in Business 270 is coming to an end, my journey to
leadership is steadily ascending. This program has been, above all, a growing
experience that I can build off for the rest of my life. Through the various activities
and exercises I have completed in this class, my vision of leadership has been shaped.
As I continually develop into a well-defined leader, there are two leadership
philosophies that I base my ideals and values from: people-oriented leadership and
task-oriented leadership. These two leadership styles compliment each other nicely
because one deals with the relationships leaders have with their group members and
the other deals with assigning and completing tasks given by the leader. Building and
maintaining relationships is imperative in a group environment because it motivates
group members and makes them feel as if they are part of something important. The
task-oriented style of leadership is critical to use hand in hand with people-oriented
leadership because it ensures deadlines and responsibilities are met. Ultimately, I
believe a balance of the above leadership styles suits me best and I will be able to
thrive in a work environment that displays these styles of leadership.
I have picked up a plethora of leadership skills throughout my time in
Leadership Summit that pertain more to just the classroom. The AQ Profile has
helped me accept and correct the issues I face when adversity strikes. By the end of
this year, I would like to see my AQ score rise over the average of 154. I believe that by
working towards this goal, I will be able to better utilize my intelligence and work
ethic that are currently hindered by my weak grip on adversity.
I would like to give thanks to Dr. Beaman, Dr. Stoltz, and most of all, my fellow
climbers who have assisted and inspired me in becoming a better leader, and most
importantly, a better person.
Until next time,
Phil Iacono
“Leadership and learning are indispensable to each other”
- John F. Kennedy