what you like/constructive criticism of this post. The main function of leaders under this approach is to help followers become prepared to face and overcome challenges associated with change (Northouse, 2021). I consider this type of leader to be a coach of sorts as they are helping followers prepare for the challenges associated with changes that occur. I think this is different than past chapters because, in those leadership styles, the leader was a mentor of sorts versus a coach. Technical challenge - When we converted to our new reporting software, I was incredibly frustrated because some of it seemed to hinder my reports as there were some items that had a drop-down menu, but none of the choices would be applicable to my report. I couldn't leave this blank because it was a required portion of the report, and the report could not be submitted without an answer in that blank. My chief assigned this problem to our QI person and tasked him with developing a solution to the problem. He and I met, and he understood my frustrations. The ultimate outcome was the same as the example in the book. He contacted the software company, got permission to change or add items to those drop-down menus, and made the system more applicable to our department. I'm faced with this quite often. When we hire a new class of recruits, at least one of them will send me a friend or follow request via some form of social media. I don't accept them and usually deny them immediately