1 - I think there is a well-known sentence which describe fairly what's the difference between management and leadership.It says: Leaders create a vision, managers create goals.Indeed, managers are leading a group, and focus on setting, measuring achieving goals. Instead, leadership refers to that process whereby an individual directs, guides, influences, or controls the thoughts, feelings, or behavior of others toward common goals. Also, when you're in a company, nobody assigned you as a leader instead of the manager position. In my opinion, some are born to be leaders by having some abilities since their younger age. Those abilities can be the self-confidence, determination, integrity or sociability. But some of those leaders can also be people who had personal work, by having some issues to manage their position in their job, or in their life in general. By always feeling themselves under the control of someone else, like having a "follower" personality, they wanted to change and then, worked to inverse the trend and become a leader. 2 - According to the readings, managers become leaders by switching from a left brain (analytical thinking) to right brain (conceptual mind sets). This is called "seismic shifts", we can count seven shifts, those are the different type of managers evolutions: Specialist to Generalist - Understand mental models, tools, and terms used in key business functions. Analyst to Integrator - Integrate collective knowledge to make appropriate trade-offs. Tactician to Strategist - Shift fluidly between the details and the larger picture. Bricklayer to Architect - Understand how to analyze and design organizational system. Problem Solver to Agenda Setter -Identify key priorities and chart a course for the future, aligning the team and resources to achieve these objectives. Warrior to Diplomat- Recognize the importance of collaboration, relationship-building, and diplomacy. Supporting Cast Member to Lead Role- take on lead roles by assuming greater responsibilities, making strategic decisions, and providing direction to their teams. 3 - The idea that while overachieving leaders may achieve significant success in the short term through their relentless drive and determination, there can be negative consequences associated with this achievement motive in the long run. In fact, while overachieving leaders may achieve short-term success, it's essential for sales managers to consider the potential negative consequences associated with an excessive focus on achievement. Balancing ambition with employee well-being, ethical considerations, and long-term sustainability is crucial for sustainable success in sales leadership roles.