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uld suggest alternative ways of doing things rather than indicating the way my subordinates prefers it themselves.

Giving effective negative feedback is the responsibility of me as a team leader of the local consulting team in my organization. The leadership effectiveness and adaptability description also raised my awareness of my lack adaptability to the team of low relationship and low task as I got 0 points in alternative actions in Quadrant 4 of the Tri-Dimensional Leader Effectiveness Model. I found that I was unable to realize the how to let go when I was facing a team in trouble but the trust between the team and me was not strong. I think this is also one of the reasons why my negative feedback cannot work without strong relationship. For example, I chose I would “allow group involvement in redefining standards, but not to push” when “my subordinates, usually able to take responsibility, are not responding to my recent redefining of standards”. However, a better thing I should do is to “avoid confrontation by not applying pressure.” This balance should be my next development point after my awareness of giving effective negative feedback.

Again, I found myself being too naive that I though I could develop resiliency simply by doing exercise. After I learnt more about myself, I found I did not think deeply about this serious issue.

When I rated myself in the questionnaire of Personal Assessment of Management Skills two months ago, I was so confident that I strongly agree that “I use effective time-management methods such as keeping track of my time, making to-do lists, and prioritizing tasks”, “I frequently affirm priorities so that less important things don't drive out more important things” and “I maintain balance in my life by pursuing a variety of interests outside of work”. And, what I missed is simply maintenance of an open, trusting relationship with someone with whom I can share my frustration and maintain a program of regular exercise for fitness. And then, I found the former one was easy to be solved because I had nice EDG group members who are either processionals or HR practitioners and the later one could also be solved if I overcome my mental barrier by consciously and actively taking care of my health and well-being and taking action to do regular exercises. I did enjoy doing exercise as I mentioned before I have not only felt satisfy about my fulfillment of my commitment, explored myself more to different places but also gained more care from family members, friends or even strangers at the City University.

However, my MBI-General Survey result suggested that I could not be so optimistic about resiliency ability. Both my emotional exhaustion and cynicism reached to high level. The scores are 4.8 and 5.6 respectively. According to the analysis, I am going to be burnout if my score of professional efficacy drops from my existing score of 5. I found almost everyday “I have become less enthusiastic about and interested in my work”, “I just want to do my job and not be bothered”, “I have become more cynical about whether my work contributes anything” and “I doubt the significance of my work”. The reason is because I disappointed to some comments in my last 360-degree Feedback. I was proud of my deep knowledge as I mentioned before and my efficient work style because of strong logical thinking way and absorbing ability. I can be able to understand other's meaning an