Another post about leadership and new challenges

I have taken on a new role at work, one that's moved me out of my comfort zone into a more fast-paced daily existence. The fact that it happened at all is due to a new department leader who wanted to shake things up a bit, and she's done just that. She's given chances to new (untested) people like me rather than just settling for the old guard. I'm glad she's done that, because I was ready to step up to the plate, and I have. This past year has been a bit of a whirlwind in terms of contributing to all of the activities that are a part of my new job. I really enjoy contributing to building something new and to changing how things have been done. The tasks seem daunting at times, and sometimes I wonder what co-workers think when they're presented with the new ways of doing things. Are they skeptical or will they embrace change? I see that many of them are glad for the changes--they embrace them. Giving presentations on short notice, writing grant applications on short notice, leading meetings, and speaking up more--new challenges. I'm happy that I've learned to open my mouth more and express my opinions. The role requires meeting and talking to people, those I know and those I don't. It means meeting people where they are--I travel to meet them because I know that talking to them is valuable--for me and for my organization. It requires taking the reins and starting conversations, asking people for advice and giving it when asked. It requires problem solving, and I've realized that I genuinely enjoy problem solving; I finally understand that about myself--that I'm good at it. I like the puzzle aspect of it--how to fit the pieces together so that we get the results we want without alienating employees. Because no one wins when employees feel alienated. There is discussion and more discussion, but there is also taking the risk of making a decision that will affect employees' work lives. But that's ok, because when I look at my department leader, I realize that she is doing just that, taking the risk of making a decision without knowing for sure that it is the best decision to make. But it may be the right one--she and we cannot always know the outcome. Those are the leaders I will follow, because they do not require unquestioning loyalty, nor do they disrespect their employees. They can agree to disagree if necessary. But they do require their employees to move out of their comfort zone and to take responsibility. That's a leadership language I can speak and understand.