Hey everybody, welcome back to Food for Thought,
Thoughts If It Were You by Neogentrics. Here we
are yet again for the next episode of Season
3. How you guys doing? Today's topic is going
to be on leadership. I feel like it's something
that I should definitely cover, considering that
we just covered caffeine yesterday. Or at least
in the last episode. There's a lot of things
to consider. Like, everyone... who thinks that
they understand or know what a leader is, or
exactly how to describe a leader in their own
terms. But what I'm going to do today is I'm
going to actually explain what is a leader, a
few leadership traits, and maybe some strengths
a good leader needs. We'll see how far this goes.
But let's start with, first off, what is a leader,
right? Everyone has their own... about what the
meaning of the word leader or leadership is,
and the words are widely used across organizations
and countries in a huge range of contexts, including
religion, national, voluntary, organizational,
it just depends. However, the only idea that
can truly be said to be completely common to
all concepts of leadership is that the leadership
is the person in charge of or leading Their followers.
This is a known fact, right? So, what we're going
to do is we're going to explain more about what
it means by the terms of leader and leadership.
And we'll also explain that leadership can also
be both formal and informal. And short and longer
term, depending on where and how it's being used.
So, with that being said, let's get started.
Alright, alright, alright. First off, first off.
Defining what a leader is. This is probably one
of the most important things that we've got to
do here, right? Is define what a leader is. It's
understood that most people understand, or at
least think they understand, what a leader is.
First off, the word lead. It means to show a
way by going first, to proceed, to direct, to
guide, to conduct. Whereas the word leader is
one who leads or goes first. A chief, the head
of the party, an expedition leader, things of
that nature. Based off of the dictionary in,
I do believe it's the Chambers English Dictionary,
that's what I have here. I have, oh wow, this
one's old. It's the 1989 edition, so this is
about as far back as at the moment I have, but
we'll just go with that. This definition therefore
covers both formal and informal leadership, okay?
The leader might simply be the person at the
front of the group, either in a physical or metaphorical
sense. or they may have been appointed to the
position regardless of circumstance. There are
other definitions of leadership, okay? For example,
Frederick Arnander, in his 2013 book, We Are
All Leaders, suggests that leadership is not
a matter of position, but a mindset. In the article
written in the Nigeria's Premium Times, I think
his name is Bamidel... Ademola Alatetsu, don't
quote me on that. I struggle pronouncing a lot
of African names. He basically stated, a leader
goes in the front, leads the way, and by his
actions, people follow. And then, of course,
the late Nelson Mandela also said that a great
leader of South America, who's a great leader
in South Africa, once said, it's better to lead
from behind and to put others in front, especially
when you celebrate victory, when nice things
occur. You take the front line when there's danger.
Then people will appreciate your leadership more
because they know that you actually mean well
by them. So, it's clear from all the definitions
of leadership that a leader must have followers
by definition to go first, and there must also
be people behind you. So, he who thinketh he
is a leader and had no one following him is only
taking a walk. Therefore, you're basically talking
to air. As weird as that sounds, it's pretty
straightforward, don't you think? So something
to keep in mind. Okay. Formal and informal leadership.
A leadership appointment, such as a chief executive
role, carries a degree of formal authority and
power. In other words, the chief executive can
be, by virtue of their position, ask other people
to do things and expect to be obeyed. They can
also delegate their authority to other people,
members of the board, for example, or senior
and junior members within the organization. These
people can then exercise that power on the leadership
or leader that's given orders to have. However,
few chief executives, or any of other leaders
for that matter, can afford to rely only on the
power and authority vested in their position.
They also need what's known as informal power.
This is the power that comes from people wanting
to follow their leadership. It is the result
of a leader being inspiring, or charismatic,
or creating a vision that people want to believe
in, or simply that the leader is doing what their
followers believe is the right thing to do. Okay?
We'll definitely dive into some leadership skills
more. I started doing this a little bit before,
I do believe, in the previous season. But we'll
try to do it a little bit more moving forward.
But to that end, without this informal power,
any leader, no matter what their formal position
in the organization, will struggle to achieve
anything. Okay? When a leader... It only has
formal power. People tend to agree to do what
they want while face -to -face. However, once
they're out of reach, they will probably just
do nothing or something else entirely. Or something
just completely different than what they know
or think is the right thing to do. Which now
brings up a question. Is there a difference between
good and bad leadership? If I'm being perfectly
honest, there is. Unfortunately, for organizations
and individuals, not all those appointed to these
positions of power are necessarily good leaders.
It's actually quite hard to believe or define
good leadership, or even good facets of leadership.
However, it is quite easy to identify some fairly
dysfunctional styles of leadership, which at
least gives new leaders an idea of what to avoid.
I can definitely testify to this firsthand, okay?
First off... Dysfunctional leadership includes
approaches where, and I got, let me see here.
I got two main ones. The first one's not as long,
but we'll knock it off and then we'll go, we'll
knock it out and we'll move on to the second
one. The first one is, the leader is the sole
decision maker and arbitrator of all things.
Okay. You can already see the problem, right?
This approach sees the leader as the only person
who can have ideas or make decisions for the
organization, which in this context includes
a business, a family, or even small voluntary
groups. The rest of the organization must, therefore,
be his followers. They don't get to choose. They're
just assigned to him. His way of thinking, of
course. This means that they take no initiative,
make no decisions. Those people are also free
of responsibility for the outcomes of their actions
because... He's the leader, so he takes all the
responsibility. This presents a big problem for
the organization as a whole and followers as
individuals because, one, there's no synergy.
Two, there's little or no initiative. Three,
there's little or no incentive for anyone to
do anything good except just follow orders. And
four, very little reason for anyone to not do
bad, quotation marks, around the word bad, things
that are within the letter of the law. As the
organization grows, there are more decisions
to be made, and each one also takes longer. The
organization, therefore, tends to get stuck and
is unable to move rapidly and is in an agile
way to respond to environmental changes. They
just can't do anything. The second dysfunctional
leadership type, this is the one I see a lot.
The first one is common, very common. But it's
not typically the one you'll see, because typically
when the first one is in action, it has a tendency
to crumble fairly quickly. People are still fairly
okay with doing what the leader wants, as long
as they're at least a nice person, even if they
do come off as bossy. So you'll still see the
first one probably more often. They'll probably
be a little bit more stable than the second one
I'm about to list here. The second one is the
leader is always right. Oh, Lord, this is not
something that anyone should ever have to do
or say. I hate when people say, well, the leader's
always right. Got to do what he says. Nah, nah.
They're making fun of you. They're not praising
you. We all make mistakes. It's part of being
human. However, some leaders are not prepared
to admit that they've made a mistake. They must
be right at all times. Those around them soon
learn that the only way to succeed in an organization
is to just say yes to the leader. This is not
good. There are two main problems with this.
First, nobody's right all the time. And if you
honestly believe that, I pity you. I really do.
If a person sets themselves up as always correct,
it will rapidly become clear, both within and
beyond the organization, that this is not the
case. The leader's reputation will then suffer.
They will find it much harder to wield informal
power. Their level of influence beyond the organization
will also suffer. Second, nobody will want to
challenge anything, even if they know it's wrong,
which is not good. A willingness to debate ideas
is a single sign of healthy organization and
one that can experiment and innovate and grow.
Failure to challenge poor or biased thinking
will lead to poor ideas and ultimately organizational
failure or something worse that might end up
costing someone their life. This is not good.
The big problem with both of these patterns is
that the longer that this leader type is in the
post, the harder it is for the organization to
recover. I have a few business examples, but
rather than state who they are and risk getting
in trouble, I'll just say that there's a lot
of gas stations out there. and a lot of other
companies and grocery stores that do this. We
see them start to fall apart and fade, and we're
like, well, what is wrong with them? They should
be making plenty of money. There's a lot of people
coming and going, and the reason is because of
bad management choices. We all know a company
or two. I won't name any. Done this, and we've
worked for them. We each have our own opinions,
and we all stand to believe something that would
be better for the company than whoever's in charge.
My girlfriend works for a said company. She doesn't
like it there. She knows that they mistreat the
employees, but what can she do? You know? So,
the leaders... become less tolerant of independent
ideas and thoughts the longer they stay in office,
and the led become less capable of being led,
or more likely, anyone who is capable will just
move on. This is fine until the leader retires.
At this point, the organization may struggle
with succession planning, but, I mean, the past
has basically showed time and time again. Families
with a commanding father or mother tend to be
dysfunctional. Nations with a cult of personality
around a single great helmsman tend to suffer
in the long term. Hold on, let me back up on
that a little bit. Apart from hereditary monarchies,
very few rulers have managed to hand over power
to the next generation successfully. Okay, so
from Oliver Cromwell up to modern day totalitarian
regimes, the point of succession has often been
the point of which the country clearly stopped
and just said, no. Enough is enough. Okay, so
there are a few exceptions to that one, but I
mean, it's the same general idea. Also, companies
ruled by the iron hand of their founder fail
when the founder dies or retires. Even if they've
been grooming a successor to take over, large
numbers of family firms do not make it into or
through the second generation. A good example
of how to do this the right way would be Panda
Express. The company as a whole is still controlled
and run by the family. There are no franchises.
It seems like they are, and they're run by different
people, but in all honesty, they're still involved
actively with the company to the point where
if the parents aren't the ones doing it, their
children are the ones going out, and they inspect
the stores, they check to make sure everything's
running like it is. If it's not, they correct
it on the spot and they move on. They still leave
these places to run on their own accord. However...
With the way that they're structured, they're
always checking in, they're always trying to
make sure everything is working like it should,
so there's no dysfunction within the company,
and they're still able to make the money that
they need. Consider the fact that when you go
inside one, they're always clean, they always
have food. If something's odd and doesn't look
right, they're quick to fix it and prepare fresh
food. So, I mean, there's good leadership and
there's bad leadership in more ways than one.
Let's take a break right here. All right. So
let's talk about emergent leaders. This is the
next thing in this list, right? So most leadership
that has been discussed here so far relates to
formal positions of leadership. However, there's
plenty of evidence to suggest that anyone can
lead, even if they only do so briefly. I've done
it briefly. I'm going to be honest with you.
I don't really like it. But if I have to do it,
I'll do it, you know? There's also no need for
any formal appointment to determine a leader.
I'm being perfectly honest here. There's no reason
to appoint leadership. It just kind of happens.
Sometimes you don't even need to be appointed
as a leader for people to recognize you as one,
okay? Examples of this type of emergent leadership
include... Let me see here. I have five examples.
A child at the playground suggesting that a group
of children might play hide -and -seek together.
The words, let's play hide -and -seek, are enough,
provided that the other children agree. To give
a child leadership roles, however briefly it
may be, may even last long enough that they are
permitted to say who should be the seeker in
the next first game. You know? So, or how about
a member of a book club suggesting a particular
title to read, or that... It might be a suitable
time to start discussion or move on to the next
question or issue for discussion. You know, a
team member in a business who, when the team
manager is off sick, suggests how the team might
coordinate their lunch breaks to ensure that
the phones are always being manned. These are
just a few examples. Two more? But I mean, essentially,
someone who demonstrates maturity and calm when
difficult changes are proposed at work, modeling
the behavior that managers would like to see
from everyone, this is what you call an emergent
leader, okay? They're typically the first person
on the scene of an accident, briefly taking on
a coordinate role, or they might, for example,
provide first aid, or someone to call emergency
services. They would probably be perceived as
a leader until the emergency services arrive,
or... They are able to handle the leadership
over to someone more qualified, such as a passerby
with the appropriate qualifications. Emerging
leadership can be extremely frivolous, okay?
Derek Sivers uploaded a video on YouTube. You
can check it out. It's called Leadership Lessons
from the Dancing Guy, which clearly shows how
a person can, with no particular vision and certainly
no rhetoric or verbal communication, can become
a leader in the style or fashion just by doing
something fun. It's possible to attract followers
and therefore, by definition, become a leader.
YouTubers do this all the time. You know? Leaders
come in all shapes and sizes and are seen across
all aspects of human life and endeavor. It seems
likely that we are all capable of being leaders
and somewhat, somewhere, somehow, if we wish
to do so and are given the right encouragements
and incentives to do so. This... Brings up another
question, okay? What are leadership skills? Well,
the question of what makes a good leader, in
other words, or what are leadership skills, is
widely debated. It's clear that the ability to
lead effectively relies on a number of key skills,
but also that different leaders have different
characteristics and styles, okay? There is, in
fact, no right way to lead in all circumstances,
and one of the main characteristics of a good
leader is their flexibility and ability to adapt
to changing circumstances. Leadership skills
are highly sought after by employers, and they
involve dealing with people in such a way as
to motivate, enthuse, or build respect. Whether
or not leadership itself can be taught, there
is no question that there are a number of core
skills that most good leaders have. anyone and
by anyone, okay? Skills good leaders need. I'll
dive into them a little bit more in a bit, but
strategic thinking, developing a vision of where
you want to be, planning and delivery, planning
how to achieve your vision and dealing with challenges
along the way. People management, finding the
right people and motivating them to work towards
your vision. Change management, recognizing and...
responding and managing and changing to your
vision and plans. Communication, working on the
ways to communicate your vision to others and
listen to ideas. Or persuasion and influence,
encouraging others to help you achieve your vision
by demonstrating its advantages. Now, this could
be used twofold. This could be used to promote
people and, you know, get them motivated to do
stuff, and it could also be used to manipulate
people, if used wrong. I will not be covering
that half of that in this podcast, so please,
if you can, dissuade yourself from any interest
of trying to manipulate people, because if I'm
being perfectly honest, that will backfire a
lot faster than anything else I've ever mentioned
in any of my other episodes. Remember, the whole
point here is to be the best you that you can
be. Consider that as the next thought moving
forward. Okay, okay. So, there are a number of
broad skill areas that are particularly important
for leaders, right? And these include strategic
thinking, planning, and delivery, people management,
change management, communication, persuasion,
and influencing, like I said before. Let's dive
a little bit into them, into each one, just a
little bit, okay? Strategic thinking skills.
Perhaps the most important skill a leader needs,
and what really distinguishes leaders from managers,
is the ability to think strategically. This means,
in simple terms, having an idea or vision of
where you want to be and working to achieve that.
The best strategic thinkers see the big picture
and are not distracted by side issues or minor
details. All their decisions are likely to be
broadly based on their answers to the question,
does this take me closer to where I want to be?
That's a question you've got to consider. Of
course, as well as being able to create the compelling
vision, they also must... be able to communicate
it effectively to their followers, which is partly
why communication skills are also vital to leaders,
you know. Saying that now, I probably should
cover creating a vision and communicating a vision,
but we'll get into that in another episode, okay?
First off, creating a vision that you have to
be able to communicate is not a simple matter
of having an idea or just having a really good
idea. Good strategic thinking must be based on
evidence, and that means being able to gather
and analyze information from a wide range of
sources. This is not purely about numbers, but
about knowing and understanding your market and
your customers, and then, this is also crucial,
using that information to support your strategic
decisions. We've covered the SWOT analysis before
on this channel, and it's one of those things
that you can definitely use to help come up with
your vision. There's a couple other things that
I would love to cover. But we're going to have
to cover that in another episode. There's quite
a few of them. Okay? And one of them would be
the seven Ps. Oh, I would love to cover the seven
Ps. But for now, next is planning and delivery
skills. See, we've circled, come full circle.
While it's important to be personally organized
and motivated as a leader, you can... Check out
my podcast episode on time management and self
-motivation on what I mean by that. It is perhaps
even more important to be able to plan and deliver
for the organization. These areas are key management
skills, but the best leader will also be able
to turn their hand to these and use them in the
way that they need to. The best vision in this
world is no good without the plan to turn it
into reality. Along with strategic thinking,
therefore, goes organization and action planning,
both essential for delivering your vision and
strategy. Project management and project planning
are also helpful skills for both managing leaders
and managers as well. Good risk management is
also important to help you avoid things going
wrong and manage when they do. A couple of skills,
and if I haven't already covered this in a previous
podcast episode, I'll cover it in the future.
Just let me know. A good example of these would
be organization skills, project management skills,
project planning skills, action planning, and
risk management. I'm pretty sure I've covered
risk management, but I mean, that's just a few.
Good leaders often have a very strong facilitation
skill as well to manage groups effectively. I
feel like I should probably cover facilitation
skills. But leaders also need to be able to make...
good decisions in support of their strategy,
delivery, and solve problems. With a positive
attitude, you can't be trying to do this and
be like, I can't believe I have to do this again
today. All right, people, let's get started.
The sooner we finish, the sooner y 'all can get
off and go to home. You can't do that, okay?
You have to keep a positive attitude. Problems
can become opportunities and learning experiences,
and a leader can gain much information from a
problem addressed. Going back to, you know, decision
making and problem solving. Next would be people
management skills. Without followers, there's
no leaders. And leaders themselves need skills
in working with others on a one -to -one and
group basis. And a range of tools in their armory
to deal with a wide range of situations. Many
of these skills are also vital for managers.
You can also find out more about these in my
management skills episode. But anyway. Leaders
are expected to motivate and encourage their
followers, both directly and indirectly. One
of the first skills that new leaders need to
master is how to delegate. This is a difficult
skill for many people, but when done well, delegation
can give team members responsibility and a taste
of leadership themselves and help them to remain
motivated. We'll cover delegation skills next
time. Because I feel like that's relevant in
what we're talking about. So we'll go ahead and
do that. As well as overseeing work. Because
there are further challenges in delegating work
within a team, including balancing workloads
and ensuring that everyone has been given opportunities
to help them develop. But the problem that a
lot of people end up running into is people overseeing
their work and becoming very, very overactive
managers. You know what I mean? You know the
kind I'm referring to. Let's not make names,
okay? Leaders and managers both need to understand
how to build and manage a team. They need to
know how to recruit effectively, bring people
on board through inductive processes. They also
need to understand the importance of performance
management on a regular basis and to manage for
performance properly. There's a right and a wrong
way to do this. Four. Change management and innovation
skills. Now, I did mention this before, and it's
not something I'm going to dive into too much
because there's not really a whole lot to say.
It's pretty straightforward. Let me just put
it that way. Change management may seem like
an odd companion to people management and communication
skills, but leadership is often particularly
important at times of change. A leader needs
to understand change management in order to lead
an organization through the process, for example.
change management requires the creation and communication
of a compelling vision we're going back to that
whole vision thing right it also requires the
change to the driven to be driven forward firmly
and leadership to make it what's the word stick
okay if the organization is not to revert within
a short period of said change okay definitely
something i can dive a little bit more into moving
forward but for now i'm just giving like a brief
overview of each of these skills right So the
fifth one was, what was it? Communication skills,
I do believe. While communication skills are
important for everyone, leaders and managers
perhaps need even more of these. These skills
are generally interpersonal skills, which we've
covered quite a few of them on this channel.
Not specific to leadership, but successful leaders
tend to show high levels of that when they're
communicating. Good leaders tend to be extremely
good listeners, able to listen actively and elicit
information by good questioning. They also are
likely to show high levels of assertiveness,
which enables them to make their point without
aggression, but firmly. They know how to build
rapport quickly and effectively to develop good,
strong relationships with others, whether peers
or subordinates. These skills come together to
help build charisma with that quality of brightness,
which makes people want to follow a leader. Leaders
also know how to give their views. on personal
performance in a way that will be constructive
rather than destructive, and also hear others'
opinions on them without freaking out, getting
mad, or punishing them for their view on how
they see how the leader acts. They are usually
very good at effective speaking, equally and
skilled at getting their point across in formal
presentations or board meetings, or in formal
meetings or casual corridor conversations. They
have also honed their ability to communicate
in difficult situations, usually by practice
and over time. So communication skills is something
that not just even leaders need. It's basically
something that everybody needs at some point
in their life, but it's definitely one of the
main skills that leaders definitely need. And
I do believe the last one I mentioned was persuasive
and influencing skills, right? So finally, one
particular area of communication that is effectively
or especially important. is being able to persuade
and influence others in the right way. Good leaders
can use a range of tools for this. For example,
they can use persuasion and influencing. They
can also start developing their persuasive skills
if they don't have any. Leaders need tools to
help them understand the way that others behave
and create positive interactions. positive first
step it might be helpful to understand more about
emotional intelligence which we've covered before
on this channel. It's another vital quality for
leaders to possess but there are a number of
other tools out there that are just as useful.
Like I said these are just the first six. There's
a long list of them. Between the transactional
analysis, the emotional intelligence, the ability
to oversee work, there are so many skills related
to just being a leader you know i might be on
a leader's kick for a while just like doing multiple
episodes on this but what i'm basically saying
is understanding leadership okay many people
consider it to be essential essentially a work
-based characteristic however leadership roles
are all around us they're not just in the work
environment Ideally, leaders become leaders because
they have credibility, because people want to
follow them. Using this definition, it becomes
clear that leadership skills can be applied in
any situation where you're required to take the
lead professionally, socially, at home, in a
family setting, in a park, especially situations
where leadership might be called for, but it
may not seem immediately associated with that
type of idea. Like planning an organization,
a big family get -together, celebrating a wedding
anniversary, a birthday, responding to a person's
death or illness, organization of taking care
of arrangements for said thing, making decisions,
moving, getting children in school. In other
words, leaders are not always appointed. Leadership
skills may be needed in many circumstances. With
apologies to Shakespeare, I guess we might as
well say that some are born leaders, some achieve
leadership, and some have leadership thrust upon
them. I can definitely admit to this. I've had
leadership thrusted on me many times, whether
I wanted it or not. And it kind of leads back
to the original question that started this episode
in the first place. But what exactly is a leader?
Put simply, a leader can be defined as a person
who leads or commands a group, organization,
or country. It's broad. The definition is very
broad and could include both formal and informal
roles. That is, but both appointed leaders, regardless
of circumstance, those who emerge spontaneously
to lead in the face of certain events, like in
recent years considerable considerable evidence
has emerged that the strongest organizations
and leaders tend to permit and actively encourage
each member of the group or organization to take
the lead at some appropriate point or junction
organizations and families with particular controlling
leaders by contrast tend to be fairly dysfunctional
so more often than not when someone wants to
take the lead but nobody else wants them there
and doesn't want to listen you're going to have
a lot of fallout. Even if you may be the best
person, sometimes it's better if you don't take
the head role. Sometimes it's better to lead
from the shadows and just be the person in the
back who suggests what to do by letting someone
else take the role so that they can learn the
skills they don't have. Leadership, therefore,
is basically a practice. In its practice, it's
fairly fluid. Leaders are made by circumstance.
The crucial issue is that people are prepared
to follow at the right moment, and sometimes
they're not. They'll also struggle with the concept
of how to be a leader and how that's different
from being a manager. You may have heard that
the idea that leaders do the right thing and
managers do the right thing, this is a fairly
delicate distinction. Like, many leaders are
also managers and vice versa. Perhaps the key
difference is that leaders are expected to create
and communicate a compelling vision, often associated
with change, whereas managers, on the other hand,
are perhaps more often associated with maintaining
and keeping the status quo. It just depends on
how you look at it. Now, I will have to, now
that I've said that, actually cover, and I will
cover this next time, leadership is not management,
okay? These are two different things. I would
definitely love to cover that in more. if I'm
being perfectly honest. But as far as these skills,
you can develop leadership skills no matter what.
Many people are wondering if leadership can really
be taught, and yes, yes it can. People with vested
interest in academics and those offering leadership
training and literature of some sort are convincing.
or even convinced that they can. And there have
been many successful leaders as a result of these
that have never had formal training. For them,
leadership is a state of mind, and in their personality
traits, that's what makes them a successful leader.
Some can be taught. You can teach it. It's not
impossible. But there is clearly a balance to
be struck between the two positions as far as
being a leader and not being a leader, okay?
There's no question that some people are intrinsically
more drawn towards leadership roles than others.
However, it would be nonsense to suggest that,
although this has been a mooted point in the
past, that many people with certain physical
or personal traits could lead. For example, it's
clearly been proven that being male, being tall,
does not of itself make someone a better leader,
although many leaders have been both male and
tall. Just because that's been the case doesn't
mean that that's always true. It seems most likely
that leadership requires certain skills, and
some people have them, some people don't. And
other skills you can learn. So yes, can leadership
be taught? Yes. Yes, it can. There's also different
leadership styles, which I would love to cover
in more depth, but briefly here. One of the most
important aspects of leadership is that everyone
is the same. Sorry, everyone is not the same.
We're going to correct that now. heard jokes
about mushroom leadership. Keep them in the dark
and feed them manure and seagulls swoop in and
squawk and drop unpleasant things on people.
You know, joking aside, there are many different
styles of leadership, okay? Different leadership
styles are appropriate for different people and
different circumstances, okay? And the best leaders
learn to use a wide variety of styles. There
are many different models of leadership, but...
Perhaps one of the best known is Daniel Goldman's
Six Learning Styles. This is about almost certainly
one of the models that's most strongly rooted
in research. It might help some, explain some
of the popularity behind it. I will definitely
cover them in more detail in a later episode.
But essentially what they are is there's coercive
or commanding, which is the whole do as I say
thing. There's the pace setting type, which is
do as I do right now. There's authoritative.
come with me type personality, a learning style,
a leadership style. Then there's the, uh, affiliative
type of leadership style where people come first.
Here's the democratic approach though. What do
you think? And then there's the coaching, try
it and see. Okay. The question becomes now, what
kind of leader are you? Okay. So now to move
on to the last thing I want to say before we
close out. Entrepreneurship, self -employment,
and freelancing. I guess you can say they're
often linked to change management and otherwise,
but they basically still require leadership skills.
Those people who are in this type of category
are typically leaders within their own right,
even if they don't realize it. But these skills
are required in order to set up your own business,
however, are not exactly the same as for leading
a large organization. Freelancing becomes a very
significant part of developing economics, whereas
in the United States, as many as 55 million people
work as freelancers, 35 % of the working population
contributing to about $1 .4 trillion to the economy.
It's predicted that freelancers will soon become
the workforce majority. And in India, Canada,
Australia, and New Zealand, they also have large...
self -employed freelance economies as well. So
if you want an example of how leadership can
be definitely used, these are just a few different
things in the range of what there is to offer.
Okay? Well, with that being said... I want to
thank you guys for sticking around and listening
to me speak. Thank you again. This has been food
for thought thoughts. If it were you wouldn't
need, you know, gentricks season three. If you
like what you hear, don't forget to hit that
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suggestions for future episodes, or you want
to have me cover a specific topic or return to
a previous topic and dive more in depth, leave
a comment down below and I hope you have a great
rest of your day.