 Dear students, I welcome you in the course of Leadership, Emotion and Intelligence and the CN making. This is module number 107 and we are going to talk about teaching smart people how to learn idea in brief. When we talk about smart people, we are talking about the followers who are having the right set of capabilities and the leader is there to explore those capabilities in a rightful manner. In this case, remember that a leader has to try to establish a relation with people in which the people are able to come up with their creativity and innovation. So, when we talk about teaching smart people how to learn, remember that the people have capability to create problem solving and it can be a single loop learning perspective. At the same time, they have the capability to challenge assumptions which we pick to solve the problems which we will give the name of double loop learning. So, in double loop learning, no doubt the people are there to validate the assumptions. The people are there to validate what procedures, processes are adopted to solve a problem and for the solution to solve that problem, they can challenge those assumptions. At the same time, remember one thing that one must learn from the failure. We will have to understand this and think that people will make mistakes and what they will learn from their mistakes cannot be learned otherwise. Therefore, we should encourage that there should always be an environment of learning. Whether it is a mistake, we should also learn from it. And in learning, we will have to keep our flexibility that if a person is doing failure, then he will have the capability to learn only if we do not pin point and penalize his failure. Because in the start, people learn through mistakes. And what we learn from those mistakes is that in the long term, in the learning of a person, the permanent change in behavior is incorporated. At the same time, one must not come up with the blame game because blames do not benefit us. We have to go towards solutions. We have to identify the solution to the problems. Instead, we should involve ourselves in the blame game. Now, when we are talking about learning how to reason productively, we have some important things that the companies should teach people to reason in a new way so that people have logic, people have explanations of why they should perform something and why the organization is setting its objectives and targets. So, giving new perspectives and bringing people on new avenues will be the responsibility of the organization. Number two, we have to be careful that people are taught when they are recognized and encouraged reasonably. And particularly, when we support them to materialize their actions and provide them with opportunities in which they can demonstrate their capabilities. Similarly, remember another important thing, that people can learn how to identify organizational defenses. There will be some conditions and constraints of the organization. We should keep those conditions and constraints in mind because no one is perfect, no organizational setup is perfect. So, there are some deficiencies everywhere. Sometimes there are cultural deficiencies, sometimes there are structural deficiencies. So, the defenses of the organization should be demonstrated properly, shared properly and make people believe that the organization is there for their support. This will be necessary. Another important thing is, that we have to design jobs in a new way. We have to make them more enriched. We have to bring in such characteristics that people psychologically feel involved with those jobs. For example, there is a very famous model known as JCM, Job Characteristic Model, in which we use scale variety, task identity, task significance, autonomy, feedback. We use some points to enrich a job, to make it more meaningful, so that people are more engaged psychologically and they are there with a contract of getting the results done. Dear students, if we conclude all this, then remember that the organizations have their own defenses, they also have conditions and constraints. Similarly, people have their own defenses and they also have some conditions and constraints. They also have limitations. Therefore, we emphasize that we have to try to share organizations. Because until the organization shares the right information with its employees, the people would not be able to come up with their involvement and engagement. Thank you.