"Seogamyeonggang": A famous lecture you can attend without going to Seoul National University.
From a passive practitioner burdened by his position
Transforming into an irreplaceable leader who collaborates with everyone

Discover Korea's finest lectures in book form! The 43rd volume in the "Seogamyeonggang" series, featuring carefully curated lectures by current Seoul National University faculty, has been published.
The Seoga Myunggang series, which transcribes the lectures of Seoul National University's top professors in various fields, including history, philosophy, science, medicine, and art, into books, provides readers with the expansion of knowledge and the joy of learning.

Millennials, the generation that suddenly appeared in organizations, making Generation X feel uneasy and bewildering baby boomers.
They have returned to us as leaders.
Those who repeatedly quit and change jobs at the company they had worked hard to get into after fierce competition are gradually rising to leadership positions within the organization.
Can we expect them to develop the skills of "bridge leaders" or instill "boss-style leadership" in them? Considering the unique characteristics of each generation, such outdated thinking will never produce good leaders.
It is in the same vein that leading companies of the future have set "attracting leaders with healthy leadership skills" as their top priority, rather than securing AI technology.


This book is a redefinition of leadership, based on the concerns raised by Professor Lee Chan, a human resources development scholar who experienced the changing times before anyone else.
The author says:
The essence of the crisis facing companies today lies in their failure to properly understand the "new leaders" who can handle change and lead organizations toward sustainable growth.
Those ‘new leaders’ are millennials.
This book offers the most realistic analysis of the capabilities that Millennials, the new generation of leaders, must cultivate. It also introduces how companies leading the future are restructuring their personnel and organizations to keep pace with the times.
By weaving together real-world examples and timely theories, this book redefines leadership, a concept that everyone, regardless of generation, should keep in mind.

In an age where relationships are more important than performance and empathy is more important than authority, the position of leadership is no longer perceived as a privilege but rather a position of isolation.
Leaderphobia, the blanket rejection of leadership roles across society, regardless of the specific era or situation, may be a signal from a society where trust has collapsed.

--- From "Introductory Note | Millennial Leaders: The Key Players of Evolution That Will Halt Decline"

Generation MZ has '3 yo'.
The first one asks for an explanation of the exact content and purpose of the task being directed, such as “This?”
The second is “Me?”, which asks for an explanation of why, among many members, it is you who should perform the task.
The third is “Why?”, which asks the company to explain the reason for doing the task, its necessity, and the expected results.
In other words, the MZ generation tends to accept instructions only if the task is something they can accept themselves, and they demand two-way communication, not one-way communication.
--- From "Part 1: Every Follower Eventually Becomes a Leader | The Workplace: A Scene of Generational Change"

Leadership should also vary depending on the member's experience and situation.
We need to provide teaching to new employees, counseling to team members with psychological issues or concerns, consulting to employees in need of knowledge and experience, mentoring to team members with sufficient work experience, and coaching to employees with a strong desire to grow.
Leadership must be constantly changing depending on the situation, the team's development stage, and the level of its team members to achieve the desired results.
--- From "Part 1: Every Follower Eventually Becomes a Leader | What Kind of Team Member Was I, and What Kind of Team Leader Am I Now?"

Facebook leaders' philosophy in hiring is to hire people who are better than themselves.
I believe that the leader's role is to select employees who are better than the leader, and not to give them directives, but to create an environment and support them so that they can demonstrate their capabilities.
For example, if 100 employees are selected, ten team leaders will come out in order and present the work done in their departments.
After hearing the presentation, the employees decide which department they want to go to after hearing the team leader's presentation.
Team leaders lay the foundation for effective and attractive operations within their departments, and allow members to directly select the departments they want to work in, thereby improving team efficiency and organizational culture.
--- From "The Irreversible Qualities of a Leader Who Transcends the Second Era | Trust is Everything for Civil Servants and Googlers"

Many companies and organizations are currently trying to incorporate positive inquiry into their work.
When new product sales decline, meetings are usually held with the question, “Why aren’t the products selling?”
But positive inquiry asks, “Why did people who bought our product choose our product, even if it wasn’t as expected?”
Strengthening the strengths and characteristics discovered through these questions is positive exploration.
Rather than focusing on the problem, it is about approaching the operation of the advantage from a new perspective.
--- From "The Irreversible Qualities of a Leader Who Transcends the 2nd Era | A Leader's Secret: Use Coaching"

It is also pointed out that it is not the employees but the system that causes quiet resignations, such as bad bosses who live off of the organization, management's refusal to raise wages, and the denial of promotion opportunities.
In a workplace where the future is unclear, it is inevitable that employees will lose motivation, and this is a natural decision for such employees.
Experts believe that changes in the work environment, such as worker burnout and the spread of remote work, have also had an impact.
--- From "Part 3: What Good Leaders Don't Give Up | If You Use It Wrong, You Can't Help It: Talent Management"

Talent is a person with ability.
Competency refers to the knowledge, skills, and attitudes required to successfully perform a specific job.
Looking at it in more detail, knowledge refers to relevant information, knowledge, and insights that are used in work, skills refer to learning tools, techniques, and processes, and attitude refers to the attitude, mindset, and behavioral style when performing work.
Knowledge, skills, and attitude do not exist separately, but are in a relationship of ‘knowledge × skills × attitude.’
It's a concept of multiplication, not addition.
If any one of them becomes 0, they all become 0.

--- From "Part 4: The Turbulent Workplaces of Millennial Leaders | The Rise of a New Human Race in a Workplace Full of Innovation?"