 Dear students, I welcome you in the course of Leadership, Emotional Intelligence and the CNMaking. This is module number 24 and we are going to talk about psychodynamic approach to leadership development. When we talk about psychodynamic approach of leadership development, there is a very famous quote which is coming from Pritagoras and he said that man know thyself, then thou shalt know the universe and God. This statement says that is self-awareness, self catharsis, that when you are able to know yourself, you can claim that you know God, the world, the universe. So a leader has to create self-awareness in himself and until he has no self-awareness till then obviously his emotional intelligence level will be reduced. So there is a very famous leadership mantra and that leadership mantra is that know thyself. It is said that first of all, you should be able to understand who you are, then you would be able to understand what others are saying. So know thyself, he keeps the relationship between leadership and mantras. This slogan guides us to know our self-awareness, self-catharsis, self-analysis, self-worth. Now to do all this, the first thing we have to understand is to understand the environment in which we have developed. The environment would consist of the family and the culture. When we use the word, we are concerned with the blood relations, we have relations with people, we understand them, we understand their loyalty and importance. Because if we do not trust our family, then how can we claim that the other people, outsiders would be there to trust us. So there must be something which is important for us to understand that how we develop, how we think, how we correlate the followers' perspective. The second important thing is the culture, that what kind of atmosphere we have. Is that culture of collectivism or individualism? Is that culture follows a feminist approach or a masculine approach? Is there a long-term orientation or short-term orientation? So we have to think about things in a cultural perspective. How much is the uncertainty avoidance? We have to understand it. How much is the power distance? We have to understand it. So the place we belong to, the environment in which we grew up, in which we developed our national identity, all these things will be associated with our follow-up relationship in our psychodynamic perspectives. And until we understand our self, we cannot claim that we can understand others. Therefore, it is in the psychological development that early life experiences of a person and the incidents and incidents of his life, they are connected to him. And he himself, his personality, his thoughts and thoughts are affecting all these things. And another important thing is that when a leader is doing his self-analysis, is creating self-awareness, then he has to see the critical events of his life, that there were turning points in his life. The turning points prove that what would be his or her next course of action. Psychodynamic development and leadership development when we correlate with each other, there are certain things we need to look at. The first point is that a leader has to differentiate himself from others. He has to know his unique selling points. He has to understand his points of differences. And until a leader can't differentiate himself from others, he won't be able to call himself a leader in the leadership context. The second thing is, if we talk about psychodynamic analysis, then it has to create an environment of integration, of social networks where hope, trust, and dependency are present. And the best form of dependency we have available is interdependency. Because nobody is perfect, everyone has a trade-off, everyone has some competencies and proficiencies that he can use for the achievement of objectives. So he has to create an integration with his followers. The third thing is, the third ingredient is that he should have self-knowledge and he should also know the weaknesses and weaknesses found in him. He should also know the conditions and constraints of his exposure. Then the leader should be able to generate 360-degree feedback where he can collect information from his boss, his subordinates, his colleagues, and his other stakeholders that what they think about that particular person. And here we consider a leader as a manager. Now a manager should collect information from his subordinates, his customers, his clients, his boss, his director, his other stakeholders associated with him, so that he can know where he was right and where he was wrong. The fifth ingredient in the leadership development we have is basically going through action learning where we can execute and learn things, where we can do conditions and constraints analysis, where we can know what actions and results we are creating. And the same results will be the reason for the evidence we use for problem-solving, for creativity and innovation. Now when we talk about the leadership development programs then it is very important to understand peer pressures. There are ups and downs in every person's life. There are some situations and needs. So in all those perspectives, when people interact in a group, then what are the pressures and conditions created? It is necessary to understand all of them for a leader. And when we are using the word clinically, then that means that we need to go into qualitative and quantitative assessments. Likewise, you need to understand the behavioral shifts, you need to understand your behavior modification in an organizational context, and you also need to see which behavior modifications we should introduce to the followers. The third thing which a leader needs to focus upon is the employability and promotability of his or her followers. When we talk about employability, then no doubt we are focusing on how people's knowledge, skill, ability and other personality aspects are associated with their job, duty and responsibilities. So increasing the employability of people is the duty of a leadership. And also, their future course of action, taking it towards development, generating the context of promotability, bringing in career progression, this will also be necessary for a leader. And we need to technically analyze and study all of these aspects. Last but not the least point is that a leader needs to take support of emotional and social intelligence. Along with self-awareness, he needs to understand the way of associating himself with other people's lives. And he also needs to think that if my self-development is affected by my past, then other people's thoughts will definitely be associated with their past, their environment, and their family. If we conclude all this, then dear students, remember that sometimes we need to follow the approach of total human perspective. In which we can see that no one is developing only in an organizational context. There are social associations as well. There is a past history as well. There are some development of thoughts as well. So, it is necessary for us to understand all these things. Thank you.