There is a segment of the workday that is dedicated to employees discussing their supervisor. It is possible for these to range from positive statements, such as "She will allow me to participate in that executive program and then I will have the opportunity to apply for the job in Hong Kong," to pessimistic statements, such as "You won't believe what he did this time!"—and with a perplexed expression—"He spent a considerable amount of time on the phone once more." These brief views into the working world may seem to be nothing more than the froth that floats on the surface of corporate life; nonetheless, they may really indicate a great deal about the potential for success that groups and organizations possess. According to research conducted by Hay Group, a shift in leadership style may account for as much as seventy percent of the variance in the environment of an organization, which can result in a twenty-five percent improvement in the performance of the business. To put it another way, businesses that have customers who exclaim, "Wonderful!" Their performance is superior to that of those in which people presume, "Oh no! There is a boss present today! It is time for him to return from his vacation! Instead of being soft or indecisive, leaders should express a sophisticated combination of authority, empathy, decision-making, and coaching abilities that bring out the best in both you and your team members. The workforce does not like it when leaders are indecisive or soft. Your thoughts and actions both have an impact on this, which is the most crucial thing to keep in mind. While it may seem to be a simple procedure, it really has the potential to be rather difficult. It is analogous to the discrepancy that exists between learning how to swim and reading about the Olympics. According to Daniel Goleman, author of the book "Emotional Intelligence," emotional or behavioral patterns are more deeply established and require more effort to change than knowledge-based mental patterns. This is because emotional or behavioral patterns occur more often. In addition, it has been convincingly established that the activities of a manager have an effect on the blood pressure of the team. After conducting their investigation, the researchers from Buckinghamshire Chilterns University College came to the conclusion that "your boss could be damaging your health." A controlled study was conducted in which researchers gathered blood pressure measurements from healthcare assistants. These assistants were supervised by two separate individuals, each of whom worked on a different day of the week. Individuals who liked one of their supervisors but hated the other had significantly greater blood pressure when compared to a control group that had a positive attitude towards both of their superiors. January 5, 2002 issue of New Scientist was the source. Every individual is accountable to a superior. Their relevance in their life is something that very few people would dispute. We can all go back to the boss who assisted us in making significant changes in our lives, as well as the boss who was a complete and utter failure. It is important to take into consideration who your real boss is, especially if you have a virtual boss, have had three different employers in the last sixteen months, or have a large number of bosses now.