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Firstly, I would like to mention that I thoroughly enjoyed reading your blog. The use of a personal example to address the issue of ‘Intention-Impact gap’ enhanced the impact and made the blog very relatable. This issue is important because it can ruin inter-personal relationships. I agree with the point that a leader should be able to communicate his intentions to obtain the desired impact. Without this quality, the leader will lose his credibility and power. One such example is that of Steve Jobs. Steve Jobs had a vision to make high-end computers and launched Macintosh. Eventually, Macintosh failed however Steve Jobs wanted to invest further to improve Macintosh. His intention was to capture the high-end market and he believed that the consumers were willing to pay more for a premium product. However, the Apple Board of Directors disagreed with him which lead to disagreements and conflicts. Following this, his role in Apple was restricted and soon he left his job. Fast forward to 1997, Apple was in a huge crisis and Steve Jobs was brought back and he revamped Apple under his leadership. Looking back, the then Apple CEO, John Scully said that Steve Jobs was thinking ahead of his time. However, it is impossible to assess where Apple would have been today if Steve Jobs would have never left. There is possibility that his strategy might have worked in the 1980s. Steve Jobs had the right intention but he failed to communicate that to the Board. Steve Jobs came back with much more experience and had transformed into a leader who can communicate with appropriate impact. I think this example fits well with the argument presented in the blog. However, on a personal front, I have a different take on this topic. Generally, a leader is in a position where his actions and words impact many people at once. Hence, he needs to be careful about his actions and choice of words to avoid being misunderstood. However, I think that we should not always follow this approach. Sometimes it is necessary to be blunt or hurtful for the benefit of others. I will give my personal example. During my undergraduate days, I used to procrastinate a lot. I used to study a day before the exam and I did not take things seriously. My mother used to tell me that I need to be more focused and organized. She wanted me to change and knew that my behaviour was deleterious but she did not intend to hurt me. Hence, her message never really got through to me. While I was working as a research assistant, I was going through a tough time. I had reached a roadblock and things were not working out. I told my problems to my lab mate and he bluntly said that the reason behind my problems is that I am not disciplined. This incident changed me forever. I could acknowledge that the problem exists and I need to take steps to address the issue. My friend’s feedback worked because it was genuine; it was a true reflection of what he felt. I think that constructive feedback should not be filtered and it should come out naturally, reflecting true feelings.

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