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In our text Schein discusses “the six primary embedding mechanisms that he considers the major tools that leaders have available to them to teach their organizations how to perceive, think, feel, and behave based on their own conscious and unconscious convictions (Schein, 2017).” Schein’s believe is that if leaders follow the six primary mechanisms, they will be successful at shaping and understanding their culture. The six primary embedding mechanisms include:What leaders pay attention to, measure, and control on a regular basisHow leaders react to critical incidents and organizational crisesHow leaders allocate resourcesDeliberate role modeling, teaching, and coachingHow leaders allocate rewards and statusHow leaders recruit, select, promote, and excommunicate“The most powerful mechanisms that founders, leaders, managers, and parents have available for communicating what they believe in or care about is what they systematically pay attention to (Schein, 2017).” Schein believes that it is “consistency that is important, not the intensity of the attention (Schein, 2017).”Schein also discusses the secondary mechanisms, which feel like soft skills and are tied to the idea of “this is how we do things around here.”Schein, E. H., & Schein, P. (2017). Organizational Culture and Leadership (5th ed.). Hoboken, NJ: John Wiley & Sons.