 Dear students, I welcome you in the course of Leadership, Emotional Intelligence and Cn Making. This is module number 108 and we are going to talk about Teaching Smart People How to Learn Idea in Practice. As we have talked about teaching smart people how to learn idea in brief that the people are there with their own defenses and the organizations are there with their own defenses. We have to bear in mind that there are certain aspects which we have to bear in mind. For example, people think that they are ready for any constructive criticism, they are ready for any learning game, but there are certain things which they forget and the most important thing is that people have desire to remain in unilateral control. They do not want to be seen and known in multiple perspectives. They want the way they are presenting themselves should be the way which organizations accept them. Secondly, remember that people have the goal to maximize their winning and minimize their losses. Another important thing, when we are talking about criticism and constructive feedback, people believe that negative feelings should be suppressed. Another important thing is that people have the desire to appear as rational as possible. They try to demonstrate their logic and reasons, but they are trying to be like a rational person because they do not want to demonstrate that they are making a lot of decisions under unconscious processes. Therefore, remember that because people have a natural fear of failure, they want to be able to defend themselves and this is a natural defense mechanism which is associated with employees. So being organizational leaders and organizational members, we have to clearly understand that that is a natural and normal phenomenon that people are getting defensive. Now remember, when people are getting defensive, we have to understand their patterns of behavior. In those patterns of behavior, we have to apply the same kind of tough reasoning with everyone. Every person should talk about reason in logic based, evidence based phenomena. Every person should demonstrate what they should achieve and how they should achieve. Secondly, collect the most objective data because it is easy for us to measure and implement objective data. Thirdly, make inferences explicit and test them constantly so that we do not talk about any kind of dialogue which we do not have available in our dialogue. So we should be coming up with concrete outcomes with right action plans so that people can do their job better. And then make sure to remain out of bias because if we can overcome our favoritism, then only then can we explore the true capabilities of people. Now who will do all this work? Remember that there is the role of the leader and particularly the top management because it is said that top management's personal values are actually the organization's cultural values. Therefore, we will have to see what are the value systems that the organization is establishing in the value systems. What is the source of those values and how are they demonstrated? Second important thing that is associated with leadership is that when leadership is willing and ready for criticism, it would be easy to implement the things. So the foundation of criticism will start with top management. Welcome a constructive, positive criticism so that they should be correcting themselves. Why? Because they are going to be the role models. And until we do not update the role models, our culture will not be able to develop like that. Dear students, if we conclude all this, then remember that it is very important for us to use positive criticism. Criticism for the sake of criticism is not the right way. We have to promote positive thinking on constructive patterns and first of all, we have to take care of top management that their values are going to be the values followed by the rest of the organization. Thank you.