One of the barriers discussed by Schafer in the article is the cultural barrier within the policing profession (Schafer, 2009). This barrier refers to entrenched organizational cultures that may resist change or innovation in leadership practices. These cultures often uphold traditional hierarchical structures and norms, making it challenging to introduce new leadership approaches or promote leaders who deviate from the established mold. My assessment of this barrier is that it poses a significant challenge to the development of effective leadership in policing. Cultural barriers can create resistance to change, hindering efforts to implement new leadership strategies that are more adaptive and inclusive. Addressing this barrier requires not only a willingness to challenge existing norms but also a commitment to fostering a culture that values innovation, diversity, and continuous improvement in leadership practices. It may involve initiatives such as cultural sensitivity training, leadership development programs tailored to specific organizational cultures, and promoting a culture of accountability and transparency. Schafer, J. A. (2009). Developing effective leadership in policing: Perils, pitfalls, and paths forward. Policing: An International Journal, 32(2), 238-260. https://www.researchgate.net/publication/241768637_Developing_effective_leadership_in_policing_Perils_pitfalls_and_paths_forward. 2. In my opinion, one of the significant leadership behaviors highlighted by Yukl is "Networking" within the external meta-category. Networking involves the