intelligence and therefore contributed to my personaldevelopment. Boyatzisand McKee (2005) suggest that resonantleaders have the ability to manage the feeling and emotions thatmotivate groups to achieve goals, evoking strong emotions and inspiring peoplethrough their positive thoughts and clear vision. Moreover resonant leaders are alike to have a highdegree of emotional intelligence, developing their resonancethrough compassion, hope, mindfulness, and maintaining their resonance throughthe process of renewal (McKee at al. 2008).Additionally,this disequilibrium made me immerge into a deep organizational analysis (Plowman et al. 2007),driving me to the conclusion that our company assessing risks and our leaderswere not proactively anticipating and influence changes before problems becomecritical, which is fundamental as organizations operates in complex adaptivesystems (De Wit & Meyer 2010). In fact,leadership is a continuous process that enables knowledge sharing and promotesthe maintenance of good intelligence moving through the organization (Dubrin2010). Hence, I understood that organizational structures exercise strong influenceon leadership, as ineffective structures in the systems are not able to promotethe development of employees capabilities into their work and communicationflow (Jaques 2006). Further, leadership should be used to generate moreleadership deep in the organization, because organizations are highlyinterdependent and it may not be the executive team alone that identifies thebest way into the future (Jaques 2006).Anothersituation that I experienced and really contributed to my thinking about leadershiphappened when I started working in this company as an operations assistant manager.At that time, studying production engineering, I was very passionate aboutprocesses and technology, and so I identified that our company could investmore in a system to better control our operations as well as improvecommunication between our branches. Everyone saw my suggestions as unrealistictherefore, despite my convincement about the benefits that it could bring to myfamilys business, my ideas were not considered. Nowadays, I see my companyalways engaged in operations improvement, as without updated technology in thiscomplex living system it is impossible to thrive. Thisexperience reinforced the principle that the process of leadership starts whena person, regardless its formal or informal authority, identify a particularneed and choose to take actions even in the face of obstacles (Needham 2008). In certaincircumstances an actor can emerge and take actions that would be interpreted asleadership (Quinn 2004).Ihave come to see leadership as a state of mind. Leaders can develop a state ofmind that enhances leadership capacities. It starts with me, and a belief inmyself. A belief in new possibilities, a belief in my abilities to make changesin the world, and an appreciation that I cannot do it all on my own. Myreflections as a leader have helped me grow and learn as a person, making me understandthat all we need is motivation, inspiration, and sometimes be a dreaming kid.Whenwe are kids everything we wish is much easier than it looks like. Building ourown fortune, reach the moon, have the dream job, travelling around the world. Thefunny thing is that, we grow and most of those desires remain with us for along time. Some of them will continue be only dreams, others may becomereality. However, to make it happen we need to answer a simple question: Whatdo we want to be