First, I would like to talk about what made me start researching this topic. Growing up, I saw many families doing the bare minimum. What I mean by this is that parents and kids become so drained from work and school that they barely have a chance to spend time and BE a family. The thoughts kept going through my mind on what could be done differently. Then a few years ago I saw an article that talked about shorter work weeks. At that moment I just though it seemed like cool idea, but then I really started to grasp what it would mean. I started listing off all the possibilities: less stress, more time with kids or spouse, more time to plan outings. After thinking it over, I fully believe that a shorter work week will lead to a better economy for everyone. I will show some examples.

In 2008, Chicago-based software company called Basecamp switched their work schedules to have a “summer hours” policy so that from March 1st through August 31st they would only work 32 hours a week. This change showed promising results not only in the happiness of their team but also the quality of their work. One of the staff Kris Kniles states that it wasn’t about them having to work faster by removing a day, but it allowed them to work smarter and prioritize their workload.

Another company out of San-Franciso, Bolt, started their 4-day workweek in 2021. What originally started as a trial run for them became a permanent staple in their business after just a three-month trial period. The founder Ryan Breslow stated that he believed there is no “if” but rather a “when” for starting the shorter work week.

Buffer led by CEO Joel Gascoigne started their 4-day workweek in 2020 also as a trial run. Joel explains that this was to experiment with “well-being, mental health, and placing us as humans and our families first.” After two years the company held surveys to capture results with 91% of the team saying they feel more happy and more productive and 84% said that they can get the workload done in just 4 days. These are just a few companies that have made the move, but there are even more outside the US doing the same.

Other countries that have made efforts to experiment with shorter workweeks are Spain, Japan, New Zealand, United Kingdom, and more. This includes more companies such as Microsoft, Kickstarter, Elephant Ventures, Nationwide Solar, and others too. Exos, a company with over 3000 staff worldwide made the switch to 32-hour workweeks by starting a “You Do You Fridays” initiative. Not only were staff happier and more efficient, but the turnover rate dropped from 47% in 2022 to 29% in 2023.

It is fair to say that this has not worked for every company, some trial runs did not work out. For example, Google does show a list of companies that had to revert back to 5-day weeks to work out the issues they did not anticipate with 4-day weeks. However, I have not been able to find a single article about these events and only find articles on companies that require five days in office.

You may be thinking, “Jason you have mostly mentioned software industries, but this can’t possibly work in a more demanding field like manufacturing.” This is a valid thought, but let’s talk about a manufacturer that has made it succeed. Advanced RV, led by CEO Mike Neundorfer since 2012, switched to working 32 hours a week (while paid for 40) Tuesday through Friday building custom luxury motorhomes. There were some months of less production, but the team came together to improve process to work more efficient. Now 1.5 years later they have made up for the lost productivity in the experiment months. This is part of a bigger organization called 4 Day Week Global that is making an effort to make 4-day workweeks possible until they reach 200 companies. So far 41 American and Canadian companies have joined the mission in 2022 and not a single one of the 41 have reported going back to 40 hours a week.

So where am I going with this you ask? There is clear evidence on long work hours being connected with depression and suicide. Not only that, but also connected with hypertension, diabetes, cardiovascular disease, and strokes. While the data supports this, I plan to further my research to cover even more categories. My beliefs are that today’s work and school schedule is a leading factor in our crime, divorce, and mortality rate. Think about it like this, with shorter work weeks we can:

• Spend more time with our families

• Have more time to plan outings

• Have time to exercise

• Spend more money back into our economy

• More time to cook, which means healthier meals

• More time to be a parent

• More time for hobbies

• Lower stress, which means less smoking and drinking for many

• More time to actually go see a doctor without missing work

• Create jobs in longer industries, wages are more than covered by increased productivity and increased revenue from people spending more

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These are just some of the benefits I see, but there are more, and I am sure you can think of some too. There are obstacles that hold us back though. Many people have a mindset of, “If I had to work like this, you should too!” Also, the Mr. Krabs in the world who can’t imagine a shorter work week because it sounds like less money. Forbes, one of the biggest blogs for business, has an entire article about how “stressful” it must be on the staff to try to do everything in just four days, but they did not share a single piece of evidence or data to support why 4-day workweeks would be a bad thing. Even with all the evidence in the world, there will be people that are reluctant to have shorter work weeks. However, I see life as progression. We put in the work so those who come after don’t have to. We need to embrace change and not be afraid to try.

We are going to jump right back in after our hiatus and cover a scary topic in the world right now. Tariffs… what are they? How did it turn out in history when used before? Will this harm relations with other countries? What is the endgame? I will not beat around the bush on this one. We are witnessing different opinions politically where many believe this will raise prices, while others believe prices will lower. My intention with this article is to show how both sides are actually correct in their own way. Also, with this much uncertainty in the air, we as leaders must adapt, research, and learn. Will you be able to confidently answer your team when they ask if their job will survive?

The first thing we have to address is what exactly is a tariff. A tariff can be defined as a tax implemented by a government on imported goods or services from other countries. Many people will see the word “tax” and begin to panic. It is understandable for people to react this way as times right now can be pricey. People are on edge trying to see what will cost them more money vs what will save them more money. It is important though to learn up on how we have used tariffs throughout history to shape where we are now.

Dating all the way back to the days of George Washington was when the US first witnessed the Tariff Act of 1789. Then the Tariff of 1816, Tariff of Abominations in 1828, the Morrill Tariff of 1861, the McKinley Tariff of 1890, the Wilson-Gorman Tariff of 1894, and more. I could keep going, but my purpose if to spread understanding, not to list every time a tariff has been used. If you wish to read up on the history of these different tariffs and the impact they made there is a great article that covers all of the tariffs briefly. I will cover some of the “why” behind the tariffs in history. This will help paint a picture of how this can look in the future of the US.

Here are the pros that we have seen from tariffs. When raising the taxes from imported goods from overseas, you now provide an advantage for domestic product. Essentially, when cost of imported product rises for the consumer, the consumer then turns to domestic “home-made” products for purchase. This allows industries that are based in America begin to grow with less competition. We have seen this in the past to severely boost production in manufacturing industries such as iron, steel, and other products that are American made. This can also aid smaller businesses such as a butchery, boutique, and other mom & pop stores that can barely survive due to large retail competitors. Over time, the increase tax on imported goods provides more government revenue for operations, as well as grow industries in the US to create more jobs.

Now you can’t have pros without cons. Of course, we already covered the fact of imported goods being more expensive. Global Supply Chains become disrupted as the consequences of tariffs can take place immediately. I personally am seeing this where I currently work as the majority of our business is moving freight in the automotive industry. Cost of imported goods such as parts have slowed down production greatly while large industries step back to plan to adapt to these changes. We are seeing retaliatory tariffs from other countries that can harm the US by making it more difficult to generate revenue on our exported goods. Less investing from foreign sources can slow down innovation in the US which means we will have outdated software and hardware which can also lead to unforeseen expenses. Let’s go over what is happening today, and what could we see as the endgame for the US.

After WWII there was a major decrease in tariffs. The World Trade Organization was established in 1994 signed by 123 nations to regulate trade and settle disputes. The US was proactive and signed multiple trade agreements with intentions to create a more stable trade, a faster-growing economy, and cheaper imports/exports. The tariff war we are seeing today is simply an extreme form of negotiation and strategy. The 25% additional tariff on Canada and Mexico, which I believe is still currently paused while terms are being negotiated, is an attempt to not only reduce some competition but also to slow down the import of illegal immigration and drugs that sneak in the US through freight carriers that cross borders. I personally believe the back-and-forth retaliation of tariffs from both US and foreign countries is all for show but will open the door for discussion with other nations. This could be the audit that the US needs right now to begin moving in a right direction. In the end of this trade war, there will be tariffs in place. Here is how I picture the endgame.

• Increase in revenue for automotive manufacturers that are based in the US such as Ford, General Motors, Stellantis, Jeep, and Chevrolet. Other manufacturers will adjust to bring some of their foreign plant locations to the US, but this could take years.

• Price differences in retailers such as Walmart, Target, Kroger, etc. Products they have brought in from US locations will thrive while imports from overseas will have a higher price tag. This will create new action plans in supply-chain causing retailers to want to stock up on more American made products.

• As US industries grow from the increase in revenue, businesses will expand to more states, creating more jobs. (I will address a fear or myth many have after these points.) Sadly, there will be some who lose their jobs at companies that rely more on exported/imported goods.

• Shakey relationships with other nations. While this will open up more communication between leaders, intentions can be seen in different perspectives. There are possibilities that people will hate the US and make attempts to sabotage trade, or this can lay the groundwork for the US to not be taken advantage of. This will be an unseen variable for now. Many allies felt blindsided creating diplomatic tension.

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Lastly, I want to cover an argument I have seen lately in media. That if we create more jobs this way, no one will work them because of low wages. The way I see this is we have to audit businesses. One potential consequence of a tariff is American manufacturers can be tempted to take advantage of less foreign competition and raise their cost of their goods. These tariffs need to be a way to lower cost of living. Domestic goods become more affordable meaning wages can go farther. More of these types of jobs means more work for those who do not wish to further their education just for a chance at a decent job. The fight for higher wages will no longer be needed as cost of goods declines. This applies for housing as well. As long as a landlord isn’t corrupt rent prices can decrease since they will be able to survive on less income. Over time we can see a decline in the price of owning a home, lower rates on mortgages, and cheaper healthcare as there will not be a need to upscale prices. This can only be achieved as a nation if we have accountability in the US. A more fair, affordable system is needed and can benefit everyone.

I am not here to debate on whether or not Trump is going about implementing tariffs the right way. We are seeing the aftermath that can come from this. Retaliation and major fluctuations in the stock market. There is an argument however that a slower more methodical approach would have been ignored and shut down any attempts for negotiation. We can only speculate what the future holds and hope that our world leaders have everyone’s best interest at heart. I try to be the middleman seeing this from a perspective of both Republican and Democrat views. There are still questions in my brain wondering how long will the people that lose their job from tariffs take to recover. Will the pros outweigh the cons?

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This year I have been finishing up my General Studies associates degree. When I started this journey, I went into this with a poor mindset. Being in leadership positions for over eleven years made me falsely believe I was too good to have to take unnecessary courses. I stayed away from returning to college for many years because I strongly felt that since I want a degree in leadership, then there should be no reason for me to have to take History, Science, English, etc. As I am finishing up my first degree in December, reflecting back on my courses has humbled me and made me realize just how much I have learned and can use in my future.

What I originally thought was a scam for colleges to get more money out of people actually taught me different perspectives and honed my critical thinking skills. Luckily, Tennessee has the Tennessee Reconnect program, so I am getting my associate's degree for free. This past year I have taken Spanish 1 & 2, Intro to Art & Music, Modern U.S. History, Topics in American Literature, and Fundamentals of Communication. I was worried this would be similar to high school where my experience was just memorization or names and dates. However, rather than focusing on “who, what, and when” in these courses, the focus was the “why”.

Starting with History, the class dug into great details about major moments that formed our economy. I was able to learn about the successes of our Presidents on both the Republican and Democrat side. The course challenged our ethics showing possibilities in our economy if our leaders had chosen different paths during their presidency. Spanish was not just learning the language, but I was able to learn more about the culture. Literature showed me different literacy devices and how they were used to influence others during their time periods. This has helped me gain a better understanding of how our previous generations grew up and how their beliefs and behaviors were influenced. Lastly, the class that I thought I needed the least, Fundamentals of Communication showed me methods of speech organization to better my structure of writing and lectures to help grab others attention.

I have decided that core classes should continue to be a requirement. It is important to understand history and other cultures on a deeper scale. Learning about literary devices has allowed me to reflect back on books I have read in the past as well as better understand future works I may read. Overall, the main skill to gain from these courses is critical thinking. Being graded not on my memorization skills but rather on my ability to explain my opinions on a subject and discuss with other classmates as helped me with my communication and comprehension. I believe taking these courses before I get into my management and leadership courses will provide me an advantage with my writing and research. I look forward to what is next in my education, and hope that any of you planning to attend or return to college can go in with a mindset of opportunity.

UPDATE!

For future post, I want to focus on the main content at the start with my usual updates and comments being at the end now. It reminded me of when you are looking up a recipe and you can to scroll through an entire life story about why they love the dish before you actually get the recipe. No one likes that method so I will no longer put anyone through that lol.

I am now ENGAGED! My fiancé Claire has been my pillar of support throughout everything, and I would not be where I am now without her. We are very excited to get married very soon! I have also accepted a new opportunity and will be leaving my current job to move to the heart of Tennessee. I will continue to work on improving my leadership and communication. I have plans already for getting my master’s degree after I finish my bachelor’s with MTSU. The future goal is to achieve my PhD in Leadership (maybe it will be cheaper by then, whew…) and one day finish my book to help fellow leaders or aspiring leaders grow.

SHOUT OUT to Jimmy Peterson!!!! (not related to Claire lol) He always stops by during my live streams on Twitch.tv and has been eager for me to start writing again! Hope you are doing well Jimmy. I can’t promise to consistently post as much as I did before but in between semesters I will stive to get more content out.

I will continue to have the paid subscriptions turned off. Just having everyone’s visual support is enough for me! One day in the future when I have time to post multiple times a week, maybe then I will turn payments back on.

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I wanted to take a moment this week to go over a topic that interest me, artificial intelligence. AI has been around for a while now, but recently has taken the stage in people’s sight. I’ve witnessed mixed reactions from individuals on the excitement of society utilizing this technology. Some fear that AI will replace many jobs causing unemployment rates to rise. Others see potential in AI helping with mundane task which will offer more time for meaningful work. A select few have watched I, Robot a little too much and believe Will Smith that AI will turn against humanity. I would like to cover some of the accomplishments that AI has achieved as well as go over some economic data provided by Sowing Hope.

First, some people may not know what artificial intelligence is. The definition pulled from Wiki is that Artificial intelligence is the intelligence of machines or software, as opposed to the intelligence of humans or animals. It is a field of study in computer science that develops and studies intelligent machines. Such machines may be called AIs. If you have used Siri, Google Assistant, or Amazon Alexa then you have used AI before. I will now cover some data I have been researching on some milestones that AI has reached.

Language Translation: This is a personal favorite of mine as I have been watching progress on technology that can translate any language as it is being said. Tech such as Waverly Labs Ambassador headphones you can pair with your phone will translate up to 20 languages seamlessly. We are so close to being able to communicate with anyone anywhere without having to learn another language. I do not think this will replace translator jobs for many years, but even then, there will be a need for translators in the world. People need to know the languages in order to be to perfect this technology.

Autonomous Vehicles: When talking about AI and vehicles people’s first thought normally goes to self-driving cars. While that is a feature that is on the rise, AI helps with driver-assistance systems that offers help with safety on the road using sensors. It offers better emergency braking systems and also sensors that send data to major trucking companies. This allows companies to continue to drive safety in the workplace and improve driver quality making our roads safer. There’s been fear that self-driving vehicles will replace truck drivers. In my opinion, I do not see this happening for multiple generations. There are many things such as DOT regulations, bridge-laws, paperwork, and pre-trip/post-trip inspections that requires a professional driver.

Security: Just like sensors used for driving, there are sensors that can help with home security as well. Such programs can record and provide info on any possible threat that may have come up. In severe cases it can even notify the emergency response team immediately. It may save some just a few minutes, but that could be enough to save a life. Not only has AI helped with home security, but it also is making credit card fraud easier to detect.

Healthcare: AI is now being used to diagnose disease just from an seeing an image. As AI continues to improve, we will get faster, more accurate diagnosis. I see this the same as in the security section, the faster you can get a diagnosis to better the chance to save a life. Also, with AI helping to detect fraud it will one day be able to see fraud with prescriptions too which can help with potential shortages for the ones who actually need the medication. There will always be a need for doctors and nurses. AI can’t replace them but can help simplify certain everyday task they have. This will open up more time to focus on patients that need more attention or offer more times of rest. I am sure we can all agree they need more rest.

Art & Writing: There have been some negative opinions on what AI will do to the creative world. Chat GPT allows people to generate articles on topics or just any information they are looking for in seconds. Educational facilities have had to put a stop to students using this to complete writing assignments. There is some software such as Midjourney that uses AI to create art based on text that is inserted. People that have learned out to properly describe what they want can generate images that would take an artist all day to do by hand. I can understand the frustration some may feel when their craft that they have worked hard for can be done in minutes by a computer. I see this as the industry simply evolving, this provides another medium for artist to use and perhaps bring more creativity to their work. There will still be a place for handmade art as part of the process is the emotion of the individual applying that emotion to the canvas. I see AI and art as a gateway for more people to join the art world. While some see this as more competition, I see the opportunity for individuals who have disabilities that prevent them from drawing to enter the art world. Imaging how many people have creative minds but have never had the chance to show it. AI offers everyone a chance if you learn how to utilize it.

There are many other industries that I could cover that AI is improving, but I will leave it with just these topics. To further show that AI is not here to take jobs I will turn to Sowing Hope. It the latest article “Learning Forward” on Sowing Hope the data provided shows unemployment staying around 3.7% and has been for about 2 years now. Remember that in 2020 the unemployment rate was 8.05%. Forbes and TechJury have data showing that the global AI adoption rate is growing steady. Adoption rate grew 31% in 2020, 35% in 2021 and the projected rate is 38% each year until 2030! AI is growing and the unemployment rate has been declining. This gives me hope for the future and what jobs we will be able to create.

Hopefully I have been able to provide insight on some topics you have been curious about with artificial intelligence! I believe we will only continue to see amazing creations arise. This may bring change to certain methods that have been set in stone for years, but change is nothing to fear. Change is what helps us grow. If you found this interesting or helpful, please subscribe so you can stay on top of updates and post on Leader’s Legacy. It’s free! Also SHOUT OUT to Matthew Chisolm who writes for Sowing Hope. He offers tons of useful information that will make you hopeful for the future. If you are someone who is passionate about community, I highly recommend subscribing to Sowing Hope!

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• Have a Dedicated Workspace: Designate an area specifically for work, preferably free from household distractions. This includes a home office, a quiet corner, or even a local coffee shop. Having a dedicated workspace helps your brain know that it's time to focus and work efficiently. If it is your office at work be sure it is well organized and clean. Clutter is a gateway to stress.

• Set Goals, Prioritize Tasks: Begin each day by outlining goals and tasks. Break down larger projects into smaller, manageable tasks and tackle them one by one. This approach will make your workload seem less overwhelming and also help maintain focus on each task at hand.

• Utilize Time Management Techniques: Techniques such as the Pomodoro Technique involve breaking your work into intervals (typically 25 minutes), followed by a short break. This can help prevent burnout and maintain a high level of concentration during work sessions.

  

• Limit Multitasking: While it may seem like multitasking can boost productivity, it often leads to reduced efficiency and increased errors. Focusing on one task at a time will help you complete each task more quickly and accurately.

• Manage Distractions: Turn off non-essential notifications on your devices during work hours. Consider using website blockers or apps that limit your access to distracting websites and social media. This simple step can significantly enhance your ability to concentrate.

• Take Breaks: Breaks are essential for maintaining focus and preventing burnout. Use short breaks to stretch, take a walk, or practice deep breathing exercises. Physical activity can help rejuvenate your mind and increase overall productivity.

• Stay Hydrated and Maintain a Healthy Diet: Dehydration can lead to fatigue and reduced cognitive function. Ensure you drink enough water throughout the day and consider incorporating brain-boosting foods into your diet, such as fruits, vegetables, and nuts. (I need to work on this one more)

  

• Get Adequate Sleep: Lack of sleep can severely impact your ability to focus and make sound decisions. Aim for 7-9 hours of quality sleep each night to maintain optimal cognitive function and concentration during the day.

• Include Meditation: Practices like meditation can improve your concentration by training your mind to stay present. Dedicate a few minutes every day to mindful exercises to enhance your overall focus and mental clarity.

• Establish a Routine: A consistent daily routine helps regulate your body's internal clock and enhances your natural circadian rhythms. A well-established routine can signal to your brain when it's time to focus and when it's time to relax.

Being able to stay focused will take effort that starts with you. You likely will not completely fix your mindset on the first day. After a while of using these methods, you should see increased productivity over time. Perhaps you have ways that helps you focus that is not listed on here. Share any advice you have in the comments below!

In 2024 one of my goals is to read a book of interest each month. Preferably leadership-focused ones. I was given a gift called The Maxwell Daily Reader written by John C. Maxwell. It will have a passage for each day as it covers the “21 Irrefutable Laws of Leadership”. As I am going through this book throughout the year, I plan to mark passages that I feel are relevant to what many of you may be facing. In all honesty, I am horrible about sticking to a reading schedule as my mind loves to wander off when I sit down and try to focus on a page. I will be using this blog as a way to hold myself more accountable on this challenge. As I am reading the book I have chosen for the month, I will reflect on the content and provide useful takeaways on here. A review will be posted at the end of each month to cover the book as a whole and offer others insight on if they should obtain a copy for themselves.

For the month of January, the book I have selected is The 7 Habits of Highly Effective People by Stephen R. Covey. I have read segments and articles about this book before, but I feel it’s time for me to truly dig into the content. There are books that I have in mind for future months, but I would love to see some of your recommendations! If you have a book that I have not read before, please comment the name and what you loved about it.

I hope this year will bring all of you many blessings. One thing I would like to brag on is that my first semester back in college I got all A’s in my classes. Funny thing is I even got emails from my classmates thinking that I was the professor. They either thought my answers in the discussion boards were really good, or that I looked much older than them. I am going to pick the first possibility though..

Other than book recommendations, I would love to hear some goals you hope to accomplish in 2024 in the comments. Perhaps you may give ideas to others and myself for resolutions to attempt. Let’s make this a year to remember!

Today I will be covering something that even I struggle with, work-life balance. After reflecting on my current situation, I have realized that I have loaded up my schedule to the max.. I am working 50+ hours a week, live-streaming 12 hours a week, taking three college courses, being an affiliate for products, staying active in the gym (trying to), and running this blog. I have had this post in my drafts for days trying to find a time to work on it. When you allow task to take priority in your life you risk ruining relationships and your health.

When doing research on work-life balance there are two different types of articles I run into. First are articles that talk about what better work-life balance can do for a business. The other articles actually talk about how to achieve work-life balance. That is what we will be targeting in this post. Perhaps in the future I will do a post on how leaders can push better work-life balance effectively. To keep this from being an overly long post we will keep that separate.

Prioritize!

List out everything in your life and then label them in order of what is most important to you and what is least important to you. You may find that your top three are not work related! Perhaps its family, health, and friends. Now that your list is made look at your current schedule and see how it lines up with your list. Are you happy with the results? If not, then some sacrifices or boundaries need to be made to free up some of your routine to include more of what matters most to you.

Say NO!

This is one of the hardest things for me. I feel as though I agree to any task. Communication is a fantastic thing and can truly save you from be overloaded with things to do. There is no harm in explaining how much you have lined up already. If you can’t say no to something specific, then see if extending deadlines is an option. Most people will respect your schedule and be flexible.

Self-Care!

If you did not place yourself in your list of priorities, then you need to fix it right this instant. There must be a time in your schedule for you. This can be for a hobby or anything you have been wanting to do. If you get rid of all your hobbies, then you are getting rid of a core piece of your personality. It is not selfish to put yourself first once in a while.

Freedom!

There should always be a section in your schedule that stays opened up. This offers you flexibility and can reduce your stress a ton if something comes up. The best part is that if it stays open you can fit more time for fun and family in those gaps. Even if you just lay in the bed, that does not mean that time was wasted. Rest is essential in your health physically and mentally so your schedule should include enough hours for you to get a good night’s sleep.

In my time reflecting on this subject, I have decided that temporarily I will switch to bi-weekly post. This will allow me to produce better quality content on this blog, and I will be able to focus on my schooling and live streaming as well. As I finish up classes and gain a better schedule with work, I will go back to my original schedule of one post a week. Thank you everyone for your continued support!

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I wanted to take a chance this week to talk about job interviews and how you can prep for them. My intentions are for you to have real life examples to common skills that many employers are looking for. You can take your knowledge and walk into the interview with confidence! First, we will go over the basics.

Number one tip is to research the company you are interviewing for. You should already have a general knowledge from when you applied for the role. Read the company’s mission statement and about page. How can you apply your skills to their mission statement. Ask a question about how the company achieved a certain goal or any major change in the industry. This will show that you are interested in the company and could set you above the other interviewers.

Eye contact is crucial when talking to anyone. It is no different in an interview. It will be easy to notice if you are not focused or too timid during the conversation. Be clear and vocal in your responses. You want them to be able to hear you. Also, be presentable and clean. The interview should be scheduled in advance so there is no excuse to walk in an interview with bad choice of attire and foul odor. If there is something that would cause you to show up that way such as your current job having you work outside, communicate that and they should work with you on a time that works for everyone.

Here is where we will go over how to identify real life examples for answers. We are trying to avoid the common mistake of just saying “I’m a people person” which provides nothing for the employer to go off of. Major traits that are commonly asked in interviews are learning, leading, conflict resolution, and goal setting. I will break each of these down to better explain what I mean.

1. Learning - The company you are trying to work for is going to want to know if you can adapt and learn their processes. Think of past jobs you have started and think of what you did to be able to do the task. Did you take notes? Are you a hands-on learner? Don’t think of just when you started at a job, but perhaps a time where a new process was implemented, and you had to change how you perform the task completely. This will show that you are flexible and accepting to change.

2. Leading - Do you have the ability to get others to follow your lead? If so, can you think of a time you rallied your team or perhaps a fellow coworker. Do you lead by example? Have you given feedback before? What were the results of the feedback given? We are trying to show that you can grow others and yourself.

   

3. Conflict Resolution - Chances are everyone at some point has experienced a disgruntled customer or employee. Without conflict resolution skills you could end up being the next waffle house fight video. This skill is all about respectfulness. Showing that you understand the frustrations of an issue that someone faced. Think of a time you had to handle one of these situations and how was you able to respond. How did the person respond to your assistance?

4. Goal Setting - This skill isn’t just saying that you and your team will perform better next month. What employers are interested in is if you can see long term vs short term goals. Do you have aspirations for yourself to move up? If so, explain what you would like to accomplish and hope the company can achieve under your lead. This will help them see that you are not just there for a paycheck but for you to grow your career.

   

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To start this one off let’s remember a time that you tried to teach someone that just couldn’t do what you asked. It didn’t matter how many times you told them, they either do it wrong or forget completely. This doesn’t necessarily have to be in the workplace. I am certain everyone at some point has encountered this whether it be with children, school, sports, or even yourself. The majority of these events result from trying to learn in a way that does not best fit the individual. We are going to cover the three main types of learning and what to focus on for each type to get the best results.

Auditory

I want to start with auditory learning as I feel this one is the most expected of people. There are several bosses that believe everyone on their team should be able to do a task after being told what to do. If you go about training this way, you are only setting yourself up to have to fix mistakes later. While auditory learners can be the easiest to teach, there are ways to make it even more efficient.

• One on one meetings

• Recordings

• Vocal presentations

• Acronyms

These are some ways that are the most effective for people who learn by hearing. They can also repeat stuff back to themselves for better memory retention. It is best to have training sessions recorded so it can be played back when needed.

Visual

Next on the list are our visual learners. These types thrive in the workplace just by watching. Here are some ways that can help visual learners.

• Powerpoint Presentations

• Graphs/Charts

• Training Videos

• Study Guides

Other points to add would be that visual learners tend to need to be towards the front in the classroom. The less distractions that can divert eyes the better. Their workspace and surroundings should be organized and clean. It can be overwhelming for visual learners if there is a lot of clutter while trying to work.

Kinesthetic

This section will cover the people who enjoy getting their hands dirty. They are quick to try out task while training since they learn the best while doing it. These types of learners will be some of your best note takers since they can create their own notes and diagrams. There are ways to turn your typical visual or audible trainings into more engaging sessions for kinesthetic learners.

• Role Playing

• Walking Meetings

• Note Taking

• Self-Demonstrations

The more you can think of that would make a training event more hands-on and interactive will help kinesthetic learners retain the information. This method of learning is common for people who have ADHD.

Takeaway

We all know that there is not enough time in the day to customize all classes or trainings to best fit every individual and match their learning style. Some people even have multiple styles. However, what we can do is design lessons in ways that incorporate all three styles. This raises your chances of having a successful lesson significantly. It will also help keep everyone engaged and focused. If you are only speaking and nothing more a good portion of the room will not benefit from it or possibly spread disengagement to their peers. Do not be afraid to be creative and turn meetings into something other than the typical office Microsoft Teams or Zoom meeting.

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I hope you are all doing well. Today we are going to go over criticism and how to properly deliver it. Believe it or not, the majority of the work force today wants feedback and criticism. It helps people to grow stronger in their career. However, if it is done in a manner that berates them, you will see them walk out the door quickly.

As leaders, it is our duty to stay on top of performance. If someone is doing a task poorly then we should jump on the opportunity to provide criticism. It is not fair to anyone to allow poor performance to continue if you are already aware of it. If your initial thought after my first paragraph was, “If they can’t handle my feedback then I don’t need them on my team”, I encourage you to continue reading. That is a boss mindset when we are trying to be leaders.

Many of you have already heard of the “Criticism Sandwich” and apply it. The idea of the sandwich method is to start and end on a positive note such as a compliment to areas of work someone excels at. This way of approaching criticism keeps things from escalating and everyone becoming upset. Before we break this down, let’s go over some major points to remember.

Set up a meeting.

Criticism should be done in a private setting. Never do it in front of other staff. Our goal is to not embarrass anyone. We simply want to help them perform better where they are lacking. You can be up front about what the meeting is about. Just say it is a performance review.

Keep it relevant.

Do not venture off track during the meeting. Do not bring up events from months ago unless they have already been coached on it before. If you are giving criticism, and bring up something you want them to fix from months ago, that will show them you had that on your mind this entire time but never once told them. That is a quick way to lose trust.

Listen

If the person who you are giving criticism to wants to have a chance to say something. An approach such as, “Okay no worries. I would like to see your point of view as well. Let me just lay out the info I have then help me understand what happened.” You want your team to feel like they are heard. Remember that the “DO WHAT I SAY” mentality is NOT the way to go. Now let’s break down how criticism should look.

• Start Positive

  • The first moments in a meeting for criticism set the tone of how it will be received. This is the easiest thing to do as every meeting should start off on a good note. Simply greeting the person, saying you are happy to have them on the team, and listing their strengths they bring will ease their mind. It is natural for people to feel anxious and expect the worst to come. Starting this way will show them that you have been paying attention and in return you now have their full attention.

• Get to the Point

  • Now is the prime moment to explain what you see as areas of improvement. List off SPECIFIC examples of times this has happened. YOU MUST have the data to prove your claims. This not only helps stray people from reverting to, “I didn’t do that”, but also will help them recall what may have happened that day to help think of a solution. Go over how the task should be done and do not forget to explain why it should be done that way.

• End Positive

  • This is where we revert back to making them feel comfortable and non-defensive. We remind them of their strong points. “If you could improve here and be as good as you are at this, no one would be able to compete with you!” Show them you want to keep them as a part of your team and strengthen their career.

Remember

Criticism doesn’t have to be negative. The entire purpose of criticism is to build and strengthen others. I feel the work environment of today as correlated criticism with discipline. Once you get the hang of this method, your team will grow trust in you making future performance meetings more productive. The main thing to overcome first is to not be afraid to give criticism.

This post is for me to thank everyone that has subscribed or read any of my post. Writing and running a blog is a new experience for me, and you all have made this enjoyable. We are hitting the two week mark today! In just this short time we have subscribers in six states and four countries. I never expected the community to grow this quickly. It brings me joy to know that others feel the same as me when it comes to work. I want to take a bit here to give everyone an overview of post remaining for this month and October.

While I wanted to have a more in depth post this week, I was offered another management position at my job so have been making some adjustments. I will be settled in and back to providing information next week! I’m pleased to say I now have the subscription price down to the lowest possible with Substack. I originally had the “Recommended” settings but $8 a month seemed high to me. The lowest it allows is $5 so that will be the monthly cost now. As I have mentioned before though do not feel pressured to sign up for a paid subscription. I do appreciate them, but that is not the purpose of this blog. I simply want to help improve others lives in the workplace. Free subscriptions are available!

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The topic I plan to cover soon will be “Less Hours, Same Money”. In this I will provide all the research I have been doing about companies that had converted to a shorter work week for their employees while not deducting pay. I love to see how these places increased their revenue and productivity. What I also research is countries that have shorter work weeks and how their statistics match up with the US for overall happiness, obesity, suicide rate, economic growth, and more. I strongly believe a better work life balance will improve far more than just the money that company has coming in. It is my hope for America to start taking the steps to transition everyone into this system.

Other post to come:

• Criticism for Results

• Types of Learning

• Do Generations Work Differently?

• Priority Management

• How to Communicate Effectively

Once again thank you. This has been a learning experience for sure. Time management used to be one of my weaknesses. While I am not perfect at it, I have come a long way. Running a blog, working full time, going to school part time, and live streaming had me very worried at first that I am biting off more than I can chew. However I am discovering a lot about myself and my desire for the future which is incredible.

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Today I want to lay out the types of leadership. When doing research about leadership online you will notice quickly that there are many different types of leaders. You will read an entire article called, “The 9 Types of Leadership” only to go to the next article that shows fifteen different types. At first this annoyed me. I always said in my head, “Why can’t everyone agree on what types there are so we can all be on the same page!” As I thought about it more, I realized that leadership is not meant to have a permanent description. New generations and personalities will appear, so the ways we lead must adapt.

I will cover the types of leadership that I have read up on and facts that we know about them. These will be in alphabetical order, so please do not confuse this as a “ranking” system. I narrowed down my sources to just four sites. There are a lot of overlapping ideas when reading through these. I was able to eliminate the sites that had the same info but not as descriptive. Starting with BokasTutor where they explain twelve types of leadership that may show ones you are not familiar with. Personio covers six types, one of which is not covered in any of the four sites. Institute Project Management covers all the same types but goes in depth to explain each one including pros and cons. HubSpot also covers the same types as the others, but this one was my favorite site. They use clever images that accurately depict each type along with good descriptions of each. I am going to do my best to not include any types that may sound repetitive. There are many leadership type names that have the same meaning. As you read through these, try to envision which types resonate with you. Are there any types you would want to try? Do you have someone in mind that your type of leadership doesn’t work with?

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1. Affiliative

Also known as Servant leadership, this leadership style focuses on their team being sure to tend to their needs. This allows feedback from employees to be a major factor in the business. Leaders using this style will often resolve situations quickly to keep a conflict from escalating. This style can help get a team to trust their leader by improving communication, but the leader needs to be careful to not lose sight on goals by focusing too much on people-pleasing.

2. Autocratic

Also known as Authoritarian leadership, Autocratic leaders provide clear instructions on what the goal is. While it is good to be upfront about what the business objective is, this type does not want feedback from the team. Decisions are made by the leader. Ideas or processes are usually sprung on the team after it has been finalized without any input on if there are better options. This style of leadership can be effective with newer team members. It also comes in handy in times of crisis when there is no time to come together to develop a plan. With objectives laid out for everyone to see, productivity is more consistent. The downside is that in this type of environment can cause employees to feel as though they do not matter. Without the opportunity to be heard and be creative there will be more callouts and turnover.

3. Bureaucratic

Bureaucratic is the more formal style of leadership typically found in larger companies. This type follows a chain of command and focuses on rules, procedures, and structure of the business. The team can be heard if they have ideas to offer, but if the ideas do not align with the usual company practices, then the idea could get turned down. This is a case of “If it isn’t broken, then don’t fix it.” Ideas to change processes or policies can be too risky. In this environment it is hard for there to be any favoritism but can be challenging to move up in the company.

4. Coach

Considered a newer type of leadership and also known as Conscious leadership, Coach is one of my personal favorites. This type of leadership focuses on their teams’ strengths. Coach leaders are supportive with a positive attitude. They influence their team to strengthen their weaknesses by giving opportunities to learn a new task. You must know where the line is drawn though to ensure you don’t make anyone feel overwhelmed. If your team has initiative and wants to grow their skill set, this is the style for you. There are times when coaching style should be turned off such as if someone needs too much help taking all the leader’s time. Remember that not everyone learns the same way so you must have multiple leadership styles. This environment can help promote motivation and willingness to learn.

5. Coercive

Very similar description to Autocratic. I almost did not include this one, but after I read through on Personio, I was able to see why they see Coercive differently. It is specific that Coercive should be the least used out of all styles. This method is for “putting out fires” in the workplace. Tough decisions are made in high-pressure moments without any input from team members. This can hurt the team’s morale and make them afraid to approach their leader. I have not been in a position personally to have to use this type of leadership. If you are consistently communicating with your team, then you can make snap decisions in emergencies that you know the team will be on board with.

6. Democratic

Democratic leadership is all about listening. Employees’ feedback and ideas are heard and encouraged to be presented with how to launch them. There is research showing that this is considered to create higher productivity and higher morale. The downside to look out for is this type of leadership can cause a long length of time before a decision is made. Leaders that use this also tend to have too many team meetings which can quickly turn that increased morale into burnout. You must be able to show that you are still the authority and steer the meetings to a decision. The more time in meetings, the less productive the team will be.

7. Entrepreneurial

This leadership style is a lot more hands-on in daily responsibilities while still developing business ideas, models, and procedures. Leaders that use this style tend to be role models for their team and promote creativity. This one is not mentioned as often and was only talked about by BokasTutor. They explain that with this type of leadership there is a lot of change which can cause new challenges that have not been experienced before.

8. Laissez-faire

This type of leadership is also known as delegative leadership. Leaders who use this type hold their employees accountable for their work. This has little to no micromanagement as you give your team the freedom to experiment to hit their goals. Employees can feel more validated in their work rather than just following orders, but this does not mean they can’t learn from their mistakes. It is important that this type is not used with newer employees as they will need more guidance than the others. Since this is a “hands-off” style of leadership it can be easily abused by leaders. You must maintain the responsibilities of the leader and provide feedback when you are able. An example of a bad Laissez-faire leader would be Michael Scott from The Office.

9. Pacesetting

A pacesetting leader sets high expectations and goals. This is typically seen in sales roles. These leaders focus on results and speed even to the point of working alongside the team if it helps hit their numbers. This method is meant for teams that have a good amount of experience as it could overwhelm newer employees. Pacesetting can go wrong though. I have personally had experience with some goals being impossible to obtain. The goal was locked in for an entire year as we had no power to change the decisions made. It created a frustrating environment for everyone on the team and burnout came quickly. With everyone’s focus being on hitting the goal you risk losing creative thinking in your team. Pacesetting is not a wrong way to lead, but you must make sure that you are realistic and flexible in goals and deadlines.

10. Situational

I refer to this one as “common sense leading” as every leader should know that one type of leadership isn’t enough. Situational leadership is all about reading the issue and the room to adjust which type of leader you are in that moment. This is challenging for many leaders to be able to change quickly, and if you change your type too much then you will cause mass confusion amongst your team. This is said to be the best type of leader, but it takes a strong-minded leader to pull this off.

11. Strategic/Visionary

I am combining Visionary leadership in this category as Visionary and Strategic both focus on long term goals. They focus on the future by trying to predict their markets, have eyes on competition, and are ready to adapt like Situational leaders. It is common for leaders who use this to plan too far out while ignoring the problems that their team currently faces. While long term goals are good to have, including smaller goals for the team to hit that helps achieve the overall goal will keep your team more engaged. It is important to celebrate small victories when striving to hit a goal that is far from reach.

12. Transactional

Rewards and punishment are how Transactional leaders motivate their team. All eyes are on employee performance. If goals are hit then rewards are given, but if they are not then you can expect a meeting to talk about your performance. It is said that this type doesn’t care about their relationship with their employees, but I do not have much in-person experience with this type. If the meetings that these leaders have when goals are not hit truly feel like a punishment for their team, then I disagree with this method. However, if you listen to the employee and see what happened to make the goal not be hit. Then you can provide coaching to help achieve goals in the future. Anyone that uses, “Don’t let this happen again!” without any form of help does not belong in the leader seat.

13. Transformational

This is also referred to as one of the best types of leadership. Transformational leaders are ones that can inspire the best out of their team. This method can help move your team into future leaders themselves. They work to help their team apply change in the business to push towards a better future for the company. This can lead to high morale and low turnover but only if your employees are on board. There will be a need for feedback often without seeming too overbearing on your team. Some sites say this type is like visionary, but even though they both focus on the future, Transformational cares more about the growth of the skills in their team.

Conclusion

If you made it this far then congrats! I understand that this can be a lot of information. Pulling nearly every type from multiple articles into one was harder than I expected. I often scrolled up to make sure I wasn’t typing the same type again. Hopefully putting in some of the pros and cons of each type will be useful for you to know what may help your team the most. In an upcoming post I will cover different types of learning. If you know how people learn, then that can help you determine the best way to lead them. I would love to hear from you about what type you are most related to, or even what type you would least want to work for. Again, if you find this helpful, please consider becoming a subscriber! Even if you are not a leader my content can help you better understand your leader. Like and share! We are making our way to a better work culture.

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The definition of work culture is a collection of attitudes, beliefs, and behaviors of people that make up the atmosphere in a work environment. Now that we know that it is time to go over the differences in toxic work culture and positive work culture. Have you ever worked for a job that makes you feel as though you have no energy? Do you get home expecting to enjoy your time off only to want a nap? It is shocking at how mental stress in the workplace can wear someone down just as much as doing hours of yardwork. This is why it is frustrating to hear others say, “You have no reason to be tired! You are at a desk all day while I have to be on my feet!” The fact is any job can be stressful. I believe by addressing the issues at hand, any job can have a positive work culture.

Searching online you will find multiple perspectives on toxic work culture. There are even signs when applying for a job that can show the company may be toxic. APAC Entrepreneur does well at referencing buzzwords that you will find in multiple job postings such as fast-paced environment, family type atmosphere, and care deeply. I believe that if you must attempt to prove to others through job postings then there is probably an issue. Career Find brings up points of how fearing to give feedback is a red flag. This does not mean only from manager to employee, but also for those who are afraid to approach their leader. They also bring up absenteeism, turnover, and being expected to work more than you are scheduled. The Mom Project digs into lack of career growth, illegal practices, and poor communication. Have you ever worked at a job where they retaliate when employees share salary info with each other? If so, then you have experienced some of these illegal practices. Vantage Circle goes over bullying in the workplace and the data that shows 61% of it comes from bosses and 33% are from coworkers. Qualtrics XM has research showing just how much turnover has cost over $223 billion over the last five years. I will attach their image showing statistics under this paragraph. You may begin to wonder after me sharing this small percentage of articles that discuss toxic work culture, “If this knowledge is out in the open, then why is it still an issue and not fixed?” I have my own thoughts on this.

The reason I feel that this type of culture remains is that people are afraid of change. People are afraid to leave a toxic job. Employees fear bringing it up to their leaders. Leaders are afraid fighting for their employees to their leaders. The more this continues, the worse the culture will get. There are also situations where the company and leaders truly believe that things are best how they currently are. They worry if they cut too much slack the productivity will decline. It is a corrupt way of thinking to put numbers over your team. Sadly, this is a business practice that has been around long enough to become deeply engraved in work environment. There are some workers who enjoy this type of work culture. Part of me feels this is because they have never seen positive work culture to compare their experience to. So how do we go about finding a solution?

Everything starts with leadership. Us leaders are the front lines for making work culture better. I am sorry if you are reading this in hopes to fix an issue but are not currently in a leadership role. Your leaders may have let you down, or perhaps you are just searching for knowledge for an upcoming interview. The leader sets the tone and atmosphere in the workplace environment. What this means is the leader is key to making an employee feel respected and wanted. In larger companies it is easy for an employee to feel like they are just a number and not a valued individual. This is why 1 on 1 meetings are needed to talk about their current experience with the company, the results they have provided, areas they can grow, and what the future may have in store. This will also give leaders insight into what their teams goals and mindsets are. Perhaps they are interested in another department and now that you know you can schedule cross training to give them a better view before deciding. Employees need to feel that they can always trust their leader. You should have an open-door policy and be available for communication. This doesn’t mean that you should drop everything you are doing to talk to someone. You can still schedule meetings with your team if you are busy but just be honest and communicate that with them. Simply saying, “Sure thing, I am glad you want to discuss this! Let me get finished up with what I am currently on and let’s plan to talk after.” This means so much to them instead of just shooing them away with a “I don’t have time for this” mentality.

Just know that not everything can be fixed. You will run into walls that have been placed by people above you in the company, or team members who refuse change. Even if you have everything planned out, be prepared to be shut down. If you can make changes for the better then great, but if you are continuously being shut down idea after idea then it may be time to plan a job change. You will wear yourself down if you stay at a job that you can’t fix. This does not mean that we shouldn’t try though. There will also be times that you need to look deeper at the issues you and your team may face. What I mean by this is you can be an amazing leader, but due to company policies and poor compensation/benefits you can’t out-lead the toxic work culture. This is where things get difficult, but not impossible.

There are ways to ignite change in company policies. If you have the data ready, surveys and feedback from coworkers, and a projected view of what results could look like in the future. Some companies are willing to try things out if presented well. Sometimes upper management is just too focused on their goals to see what is happening in the background. This is why employee feedback is crucial. Let’s lay out the steps for positive work culture.

1. Communicate - Set expectations with your team so there are no misunderstandings of their role and what they bring to the company. Share updates with your team and make time to go over results.

2. Listen - While you are the leading voice for your team, they have voices too, so listen and see things from their point of view.

3. Act - If someone brings an issue to your attention, act on this sooner than later. Allowing poor behavior or practices of someone to continue shows you are afraid. This will make your team not trust you to take care of things.

4. Train - If there are opportunities for your team to cross train or experience another department they are interested in, set up training or meetings. Do not hold an employee from growing in a company just because you don’t want to lose them.

5. Provide - Ensure your team has the right skills and equipment to be able to do the job you are asking of them. Provide performance appraisals to discuss wage increases.

6. Use PTO - Your team and you all have paid time off. No one should be judged for using it. There are some companies that have periods where no one should plan a vacation, but NO ONE should be expected to save their PTO to get paid out after the year.

7. Compensation and Benefits - There should be fair wages and a healthy amount of PTO. Bonuses for when staff hits goals are necessary. Submit for wage increases when they are deserved.

8. Company Values - Review the company’s values with your team. Everyone should know the mission.

Thank you for reading this far. To finish this off I will say that fixing work culture is hard work. There is no guarantee that you will succeed. If you overcome and win, it will be easy to maintain. What you will have to decide for yourself is are you willing to stay in that environment until you see the change come into fruition. Staying in a toxic environment can severely affect your mental health. Take care of yourself.

If you enjoyed this read, there will be more to come! Subscribe to my blog to receive updates from me about future topics I will cover. Together we can make a difference.

My main goal is to help everyone gain the skills to be able to identify a toxic work culture. That is the first step in making a better work environment. You will discover the more I post that I am not your typical results-focused leader. My priority as a leader is to grow not only my team but also myself. It is good to celebrate when goals are achieved, but when they are not it should be an opportunity for growth.

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Passive Leadership

What comes to your mind when you think of what a leader is? Perhaps you imagine a family member, a president, or a teacher you have had. The thing is, there are many types of leaders. There are also very few types that are considered “the wrong way”. I believe there are traits that all types should have though to be considered a leader. My idea of a leader is being a voice for those who need it. Being able to define what is right and wrong is essential in work culture. There are multiple businesses that have unjust policies, shifts, and wages. Unfortunately, it is a habit for many of todays leaders to use their catch phrases, “This is how it has been since before I worked here.” or “I will see what I can do. Hang in there. Things will get better.” A leader that ignores issues affecting their team is not fit to be in that role.

One of my thoughts on being a leader uses the phrase, “One step forward, two steps back.” While this tends to be used in a negative manner by someone who feels like just when they were getting a break, here comes another setback. I see this a tad differently. I need to be one step ahead so I can lead change in my team. Getting my hands dirty and showing how processes are done to create results. While at the same time, I must be two steps back so I can be ready to catch and support my team when needed.

You may wonder why I want to focus on work culture. I have been doing research since I have returned to college to see how work culture affects people. I’ve compared multiple statistics throughout multiple countries to see differences in work weeks. For example, countries that have under 40 hour work weeks have lower suicide rates, higher life span, more productivity, and more. I will not give too many details here because I plan on digging into that on other post. Statistics like these interest me as I strongly want to push for shorter work weeks, 4 day school weeks, and lower retirement ages. I’m tired of seeing people be miserable trying to make a living by working overtime every week. Families are being separated far too long with kids being at school and both parents at work. Many people only enjoy a few years of retirement as our current system has retirement age and life expectancy age getting closer together every year. However, things can never improve if we continue to be afraid of taking a stand and creating change. I will continue my research in hopes to find a solution that can help everyone.

What to expect going forward!

I have returned to college to further my knowledge of leadership. I am working towards having my Bachelors degree in both Organizational Management and Sociology. My Masters degree will be in strategic management. With this extra knowledge I will feel more confident in trying to implement my ideas to fix work culture in America. I plan to provide content each week going over topics such as:

• Defining toxic work culture

• Types of leadership

• How to coordinate change

• How to know when a team meeting should just be an email instead

• How to properly provide constructive criticism

• Is micromanaging ever needed, and if so when

• And more!

If you have an issue that you are facing at work or perhaps you are trying to understand someone better. Please feel free to share that with me. I am willing to research and provide feedback to anyone in need. As I have stated already, I do not have all the right answers. If I give an opinion I will make sure everyone knows that there are no sources for that other than my own personal experience. I do prefer to provide answers that I have dug deep to find, and be able to provide details on where and how I found this information.

It would bring me joy for you to subscribe if you have not already. The more people who we can reach, the bigger impact we can make. For those with the free subscription you will still get to see a good portion of my content. I will have post every week that is free for everyone to see. There will also be post that only the paid subscriptions will have access to, but this will be due to the amount of research that goes into these post.

Only paid subscribers will be able to comment on these post. I would like the comment section to be civil and informative. As more people start to engage with each other, it is imperative that we stay professional and show respect to our peers. This place is for learning and sharing knowledge, so there should be no judgement towards one another. I find that it is best to see things from that persons point of view first, then engage in conversation so you do not approach a topic in a poor way.

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Thank you for taking the time to read through this. I am very excited to launch Leader’s Legacy and can’t wait to see what is to come!

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