An equally imperative element comes into play when an individual is observing the surroundings for responses to determine whether or not the active engagement on the part of the individual us being recognized. If the individual is not experiencing recognition, the intention to lead may change into the intention to get noticed or to withdraw altogether, hence compromising the intention to set an example of lead. Feedback therefore is of the essence in the motivation of an individual to become a leader. It is imperative to note at this point that the feedback does not necessarily have to be positive since a negative feedback may serve as a critical appraisal of sorts and may assist in the further motivation of the individual (D & B, 2009). It is the recognition that is of concern in this case.
An individual may attempt to take on the role and responsibilities of a leader if the individual is assigned responsibilities that supplement decision making authority. In scenarios such as these, the authority and responsibility come into play together and put the individual in a position where the individual chooses to initiate measures and discussions that can be of assistance in the resolution of the problem for which the concern has been raised and the responsibility has been assigned.
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