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The One Leadership Trait That Separates Superachievers From Underperformers

The One Leadership Trait That Separates Superachievers From Underperformers | Business Coaching | Scoop.it
Research shows that
Miklos Szilagyi's insight:

Yeah, be humble... good...

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Deux études sur les impacts positifs du télétravail en terme de productivité et de sommeils

Deux études sur les impacts positifs du télétravail en terme de productivité et de sommeils | Business Coaching | Scoop.it

Le site zevillage.net spécialisé sur le télétravail, le coworking et les tiers-lieux relaie les résultats de deux études (Chine/USA et USA) montrant des impacts


Via Olivier HOEFFEL
Miklos Szilagyi's insight:

Eh ben, you work better and you sleep better if you work from home...:-)))

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Living Comfortably with Hypocrisy and Negative Evidence

Living Comfortably with Hypocrisy and Negative Evidence | Business Coaching | Scoop.it

The Google Define:Hypocrisy command returns the following definition: “the practice of claiming to have moral standards or beliefs to which one’s own behavior does not conform; pretense”. Hypocrisy can be conscious or unconscious. People can be aware that their beliefs are contradicted by their daily behavior or not. In this latter case, hypocrisy is often obvious to observers.

Have you ever wondered how people can live comfortably with hypocrisy? For example, have you ever wondered how good people who believe strongly in the American creed and constitution that holds that all men are created equal with inalienable rights can engage in extreme racism, as was once openly practiced by well-respected southern white gentlemen and is practiced to a lesser extent by many people today? Or, have you ever wondered how good German citizens could support Hitler’s persecution of the Jews?

 


Via Alessandro Cerboni
Miklos Szilagyi's insight:

Wow... that's an interesting one...

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How to Think Before Speaking

How to Think Before Speaking | Business Coaching | Scoop.it
How to Think Before Speaking. "Even a fool, when he holds his peace, is counted wise: and he that shuts his lips is esteemed a man of understanding." Proverbs 17:28 American King James Bible One of the most obvious and significant...
Miklos Szilagyi's insight:

Even a fool, when he holds his peace, is counted wise: and he that shuts his lips is esteemed a man of understanding." Proverbs17:28 American King James Bible

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What Research Says... Solution Focused Brief Coaching 1

First Glance @ Some Research Stuff. .. . ‘*. -‘ F5ii*i*: il'~, »' Pl l*il*i<iit‘:1,' lf. lT*l7ll. :li Since then, SF . ap roach has been ‘ wi …
Miklos Szilagyi's insight:

"...Solution Focused Brief Coaching takes a clientcentered approach, building respectful, trusting and emphatic relationship as well as maximising client strengths and resources: a recipe  for successful therapeutic conversations..."

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Why You Need a Business Coach

Why You Need a Business Coach | Business Coaching | Scoop.it
An outsider's perspective can be more valuable than you suspect.
Miklos Szilagyi's insight:

Those who have/had one, know why...:-)))

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Culture like Relativity - Neuroanthropology

Culture like Relativity - Neuroanthropology | Business Coaching | Scoop.it
One of the prominent ways to think about culture is as a system of symbols or beliefs. For example, Clifford Geertz wrote in 1973: Believing, with Max Webe
Miklos Szilagyi's insight:

"...But I also think of culture as something closer to gravity in the way Einstein meant. It’s a curvature of human lives and history due to the mass of ourselves, because the ways we interpret – our language and meaning, those webs of significance – warp us.

 

It is not a system layered on top, something separate from ourselves. The regularities we observe are not because “culture attracts” but because culture shapes us, warps the very curvature of our lives. The search for universals, of the regularities of how we vary, has faltered largely because they have taken a Newtonian approach to culture, of some laws that are prior to ourselves. But that is not the only way to view things..."

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Dealing with Your Childish Boss

Dealing with Your Childish Boss | Business Coaching | Scoop.it
Managing up to a supervisor who behaves like a toddler? Neuroscience can help.
Miklos Szilagyi's insight:

Leadership through the tale of the ant and he grasshopper...

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Become more influential by asking strategic questions

Become more influential by asking strategic questions | Business Coaching | Scoop.it

hen working with HR business partners we are often asked how they can become more strategic in the business.

Our rather simple answer is to ask more questions.

But not any old questions – strategic questions. We define these questions as ‘those which move the client to new insights or a new perspective.’ They direct their mind to a different place, a new way of looking at an issue, a place where they see possibilities or generate new ideas.


Via Roger Francis, JLAndrianarisoa
Miklos Szilagyi's insight:

"...Imagine you are playing tennis.  You are having a really good game and when you take a break your opponent casually says ‘you are having a great game, how are you doing it?’ Immediately your mind starts to dissect your game.

Once you begin to do this, chances are you also start to drop the odd serve and miss a shot you should have got. The act of directing you to what you are doing can destroy your concentration or at least have you focused on the wrong thing – how you are being successful rather than the ball. This ability to focus the mind is the power of questions...."

 

I'm just thinking... whether this tennis example is the best one to illustrate how to use powerful questions with a useful effect but the story was good to share...:-))) (for the next time when your tennis or golf opponents are a little bit too good...:-)))

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6 Leadership Theories to define Effectiveness of Leaders

6 Leadership Theories to define Effectiveness of Leaders | Business Coaching | Scoop.it

In this blog piece, Bhudeb Chakrabarti highlights six different theories of leadership that been developed over the years to explain how people lead others. 

 

He highlights:

Trait theoriesBehvaioural theoriesContigency theories such as those proposed by Fred Fiedler and Hersley-BlanchardCharismatic LeadershipTransactional TheoryTransformational Leadership

 

He describes leading as the art of influencing and motivating people to perform in a manner to achieve a common goal. The sum total of a leader’s roles, tasks and responsibilities and interpersonal influences constitutes leadership in his opinion.


Via Matthew Farmer, Kenneth Mikkelsen, JLAndrianarisoa
Miklos Szilagyi's insight:

Excellent short-list of the most important leadership theories...

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Jean Marc Santi's curator insight, March 9, 3:36 AM

Ou en êtes vous? quel type de leader sommeille en vous?

Jean Marc Santi's curator insight, March 10, 2:34 AM

Leader = personne ayant un rêve dans lequel d'autres se retrouvent.... 

Owen Roper's curator insight, March 19, 9:19 AM

This is great information for Leaders to get continued knowledge, you can always learn something new.

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Sorting Out Emotions | Caltech

Sorting Out Emotions | Caltech | Business Coaching | Scoop.it
Building on previous studies targeting the amygdala, a team of researchers has found that some brain cells recognize emotions based on the viewer's preconceptions rather than the true emotion being expressed.

Via Sharrock, Sandeep Gautam
Miklos Szilagyi's insight:

Another, deeper roots to our biases... on the brain-cell level... well, that might be a challenge...

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Sharrock's curator insight, March 1, 4:49 PM

"These are very exciting findings suggesting that the amygdala doesn't just respond to what we see out there in the world, but rather to what we imagine or believe about the world," says Ralph Adolphs, the Bren Professor of Psychology and Neuroscience at Caltech and coauthor of a paper that discusses the team's study.  "It's particularly interesting because the amygdala has been linked to so many psychiatric diseases, ranging from anxiety to depression to autism.  All of those diseases are about experiences happening in the minds of the patients, rather than objective facts about the world that everyone shares."


Sandeep Gautam's curator insight, March 2, 12:49 AM

emotions are the products of our mind, as much as they are of objective reality out there!

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You Don’t Have to Be the Boss to Change How Your Company Works

You Don’t Have to Be the Boss to Change How Your Company Works | Business Coaching | Scoop.it

Most workplaces face constant imperatives for change - from trivial-seeming matters such as installing new office printers to major ones such as implementing new policies to support diversity. The question of how to drive change, though, is perennially vexing.

 


Via Kenneth Mikkelsen
Miklos Szilagyi's insight:

“…Muzafer Sherif and Carl Hovland identified a powerful dynamic about attitude change, and gave it a clunky name: the latitude of acceptance. Here’s how it works: We can think of any attitude on a continuum from pro to con…

 

…Wherever your own attitude along the continuum, Sherif and Hovland argued, you are willing to entertain some other views, but only within a narrow range around your own attitude—this range is the latitude of acceptance, or “OK zone.”…

 

…When attitudes are too far from our OK zone, we not only don’t buy them—we actively retrench against them…

 

If we want to change someone’s attitude, first we need to understand where that person’s OK zone is. We do this by asking questions to identify where they are on the attitude continuum right now…”…

 

I remember... this change of the printer paradigm is tough...:-)))

 

...and there is a very interesting one hour video embedded...

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Damien Colmant's curator insight, March 1, 5:19 AM

Induire un changement n'est pas seulement dans les mains du boss. Nous sommes tous des leaders, en mesure d'influencer les autres à changer. Juste exiger ne suffit pas. Il faut obtenir le buy-in et y aller pas à pas. L'article illustre ceci avec un exemple.

donhornsby's curator insight, March 12, 9:59 AM

(From the article): Whether you’re buying new printers, reducing bias…or merging departments, revising reporting relationships, or anything else…consider using the power of baby steps in your change initiative. By investing just a bit of up-front effort, you’ll almost certainly achieve stronger and more widespread support.

Graeme Reid's curator insight, March 13, 12:34 AM

Good article on how to use influencing skills to bring about change.

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7 TED Talks to help you find the right job

7 TED Talks to help you find the right job | Business Coaching | Scoop.it
You want work that makes you feel happy, challenged, and like you are making a positive contribution. Talks to help you find that elusive combination.
Miklos Szilagyi's insight:

Good resources...

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How Does Your Ego Impact Your Decision Making?

How Does Your Ego Impact Your Decision Making? | Business Coaching | Scoop.it
Do you know of anyone who has suppressed bad news to preserve their career or reputation?Or told the boss what they wanted to hear instead of the truth?Or overlooked a red flag to preserve the sense of harmony in the workplace?Most often ego is catalogued as 'good' or 'bad', but what if it's simply about your relationship with yourself? At the heart of the matter your ego, your self-esteem, self-worth and personal sense of security, chaperons your decision-making. Does the business culture have an impact on your ego?It’s absurd to pretend that the business culture doesn’t have an

Via Philippe Vallat
Miklos Szilagyi's insight:

"...Transformational leaders have a habit of boldly going to those shadow sides, greet the skeletons, so you can get to know yourself from every angle and so you can strengthen your comfort with being in your skin..."

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Monica Lewinsky Talk @ TED: The price of shame

In 1998, says Monica Lewinsky, “I was Patient Zero of losing a personal reputation on a global scale almost instantaneously.” Today, the kind of online publi...

Via Karen Dietz
Miklos Szilagyi's insight:

Respect... She has done it from a very very deep something from where few could come back...

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Karen Dietz's curator insight, March 24, 2:57 PM

I just watched this powerful video of Monica Lewinsky's TED talk and I was riveted. As she shares bits and pieces of her story, she weaves together what her story can mean for us individually, and as a culture.


Lewinsky bravely touches on storytelling ethics, our gleeful perpetuation of dark stories that lead to great harm, how to use stories to build empathy, and taking control of your own narrative.


The business of storytelling -- and business storytelling -- has an underside. Lewinsky sheds light in the dark and shows us a way home. Watch this video now -- you'll be glad you did. It will make you a far better and more humane storyteller IMHO.


This review was written by Karen Dietz for her curated content on business storytelling at www.scoop.it/t/just-story-it

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a bad, bad day... - Lisa Bloom

a bad, bad day... - Lisa Bloom | Business Coaching | Scoop.it
Miklos Szilagyi's insight:

What if you have the worst day in your life? Or, not the worst, it's only a "bad bad day"? - a nice story from Lisa Bloom, the amazing story coach...:-)))

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How It Works ... - Solution Focused Brief Coaching 2

A roadmap to solution building conversations '3? Establishing Rapport Welcome client Inquire about pre-session change Acknowledge client's experience & per…
Miklos Szilagyi's insight:

"...We cannot solve our problems with the same thinking we used when we created them... - Albert Einstein..." - Solution Focused Brief Coaching is therefore transforms the problem-thinking into the solution-thinking... When you are talking about problems (on the "problem.language") you will know more and more about the problem, when you are talking about the solutions (on the "solution-language") you will know more and more about the solutions... and one more from the fondateur Steve de Shazer (he said something like that): the solution is not necessarily depending on the problem... (and very often when you find the solution, the problem disappears...:-)))

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Pourquoi ne veulent-ils pas être agiles ? | Agilaction

Pourquoi ne veulent-ils pas être agiles ? | Agilaction | Business Coaching | Scoop.it
Le plus dur dans l’agilité c’est probablement de faire accepter le changement à tous les collaborateurs, les convaincre qu’être agile est une bonne chose pour
Miklos Szilagyi's insight:

Why do they not want to be agile? Interesting materials for the complaint handling...

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Our Brains as Alien Technology - Neuroanthropology

Our Brains as Alien Technology - Neuroanthropology | Business Coaching | Scoop.it
The problem with taking that approach to the brain is that we don’t know [enough]. It’s basically an alien technology. We don’t really know the basic principles. And if you don’t know the basic principles behind something and you try to copy it, it’s basically a cargo cult.
Miklos Szilagyi's insight:

Results of trying to reveries engineer the brain as we understand it:


"...The problem with taking that approach to the brain is that we don’t know [enough]. It’s basically an alien technology. We don’t really know the basic principles. And if you don’t know the basic principles behind something and you try to copy it, it’s basically a cargo cult..."

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Assigning Mentors is a Start, But It Isn't Enough. Here's Why.

Assigning Mentors is a Start, But It Isn't Enough. Here's Why. | Business Coaching | Scoop.it
International Women's Day is March 8 and it's the perfect time to reflect on mentoring women early in their careers. In 2015, it is still the case that none of us can maximize our professional success without other relationships. It is not enough to be smart and work hard, you will need other people’s relationships in order to make your success. One of the most important relationships that you can have is a mentor relationship.A mentor is the person that you can tell “the good, the bad, and the
Miklos Szilagyi's insight:

"A mentor is the person that you can tell “the good, the bad, and the ugly” to as it relates to your career. This is the person that you can share your fears, concerns, mistakes, triumphs and career strategies with. In order for someone to be a great mentor to you, they must know you very well and you must trust them. A mentor’s job is to give you tailored advice, tailored specifically to you and your career aspirations, and it must be advice that you can successfully execute based on your skills, experiences and unique strengths and weaknesses. Don’t choose someone to be a mentor because you perceive that they are successful and can be helpful to you..."

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6 Leadership Styles, And When You Should Use Them

6 Leadership Styles, And When You Should Use Them | Business Coaching | Scoop.it

Great leaders choose their leadership style like a golfer chooses his or her club, with a calculated analysis of the matter at hand, the end goal and the best tool for the job.

 


Via Kenneth Mikkelsen
Miklos Szilagyi's insight:

OK, after theories the leadership styles to choose from...

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Kenneth Mikkelsen's curator insight, March 5, 5:49 AM

Here are the six leadership styles Goleman uncovered among the managers he studied, as well as a brief analysis of the effects of each style on the corporate climate:


  1. The pacesetting leader expects and models excellence and self-direction. If this style were summed up in one phrase, it would be "Do as I do, now." The pacesetting style works best when the team is already motivated and skilled, and the leader needs quick results. Used extensively, however, this style can overwhelm team members and squelch innovation.

  2. The authoritative leader mobilizes the team toward a common vision and focuses on end goals, leaving the means up to each individual. If this style were summed up in one phrase, it would be "Come with me." The authoritative style works best when the team needs a new vision because circumstances have changed, or when explicit guidance is not required. Authoritative leaders inspire an entrepreneurial spirit and vibrant enthusiasm for the mission. It is not the best fit when the leader is working with a team of experts who know more than him or her.

  3. The affiliative leader works to create emotional bonds that bring a feeling of bonding and belonging to the organization. If this style were summed up in one phrase, it would be "People come first." The affiliative style works best in times of stress, when teammates need to heal from a trauma, or when the team needs to rebuild trust. This style should not be used exclusively, because a sole reliance on praise and nurturing can foster mediocre performance and a lack of direction.

  4. The coaching leader develops people for the future. If this style were summed up in one phrase, it would be "Try this." The coaching style works best when the leader wants to help teammates build lasting personal strengths that make them more successful overall. It is least effective when teammates are defiant and unwilling to change or learn, or if the leader lacks proficiency.

  5. The coercive leader demands immediate compliance. If this style were summed up in one phrase, it would be "Do what I tell you." The coercive style is most effective in times of crisis, such as in a company turnaround or a takeover attempt, or during an actual emergency like a tornado or a fire. This style can also help control a problem teammate when everything else has failed. However, it should be avoided in almost every other case because it can alienate people and stifle flexibility and inventiveness.

  6. The democratic leader builds consensus through participation. If this style were summed up in one phrase, it would be "What do you think?" The democratic style is most effective when the leader needs the team to buy into or have ownership of a decision, plan, or goal, or if he or she is uncertain and needs fresh ideas from qualified teammates. It is not the best choice in an emergency situation, when time is of the essence for another reason or when teammates are not informed enough to offer sufficient guidance to the leader.
Laura Storey's curator insight, March 5, 10:24 AM

The truly awesome leader will be able to use many styles of leadership for the greatest impact when it counts.

Sharrock's curator insight, March 5, 11:49 AM

I question the value of applying this as "shape-changing" leadership. Credibility is built on predictability (among other habits and practices). It might work for taking a position, assessing the need as leader, and becoming that leader, but to change shape in the same organization will strain relationships and damage communication, especially when a general message to the org or department is towards empowerment and autonomy then expecting others to accept micromanagement. 

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Let's Bring The Polymath — and the Dabblers — Back | WIRED

Let's Bring The Polymath — and the Dabblers — Back | WIRED | Business Coaching | Scoop.it
Some of the most exciting advancements in computing right now come from the field of deep learning, and companies such as Facebook, Google, IBM, and Microsoft are all involved because frankly, this kind of interdisciplinary approach isn’t happening in academia. Where are all the generalists, anyway? The startup world is beating academics at their own game.
Miklos Szilagyi's insight:

"...Invention fights specialisation at every turn..."

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A Mindful Minute: How to Observe a Train of Anxious Thoughts

A Mindful Minute: How to Observe a Train of Anxious Thoughts | Business Coaching | Scoop.it
Kids have anxious thoughts all the time… “I’m going to fail math and never get into college.” “I’m totally screwing up this speech right now, and everyone knows it.” “What if I don’t get asked to the dance? I’ll be humiliated for...
Miklos Szilagyi's insight:

"...As metacognitive beings, we have the capacity to disentangle ourselves from our own thinking with the use of mindfulness meditation. According to a pioneer in the field, Jon Kabat-Zinn, mindfulness is a mental practice of remaining present in the moment in a nonjudgmental way. At the heart of this practice is the idea that you are not your thoughts..." - Excellent definition... and not only for children...:-)))

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Claudia Crescenzi's curator insight, March 5, 4:11 AM

"Mindfulness is a mental practice of remaining present in the moment in a nonjudgmental way."

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Leading a Team into the Battlefield, Could You?

Leading a Team into the Battlefield, Could You? | Business Coaching | Scoop.it
Leading on the battlefield requires frontline leadership, both officers and soldiers to be team players, selfless, agile, decisive, quick and courageous.
Miklos Szilagyi's insight:

1. Loyalty - loyalty up, to the organisation and loyalty to the team, to the subordinates

 

2. knowledge - subject matter experts (the extraordinary expertise  (not a good knowledge in the area) as a condition sine qua non might be debatable, if he/she is not using well his/her expertise he/she can block new things (good part of his/her energy/time is to support, lead his/her team & has no time to develop in the field...)

 

3. Integrity - is really a basic one. The leader/manager is always a model of the culture. Critical is whether he/she walks his/her talk...

 

4. Courage - decision making needs it, true.

 

You know what is missing? All of the skill regarding to communication, cooperation with people (boss/boards/owners etc., peers, staff). Taking into account that a leader/manager say 40-80 % of his/her time works through people, it's - IMHO - a crying missing element... 

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Win The Heart

Win The Heart | Business Coaching | Scoop.it
Leaders mistakenly believe the “soft stuff” will derail their efforts to achieve the organization’s goals – nothing could be further from the truth!
Miklos Szilagyi's insight:

"...Leaders mistakenly believe the “soft stuff” will derail their efforts to achieve the organization’s goals – nothing could be further from the truth!..."

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Transformational Leadership: Paradigm Shift or Incremental Change?

Transformational Leadership: Paradigm Shift or Incremental Change? | Business Coaching | Scoop.it
A shift from a transactional to a transformational form of leadership in many organizations is revolutionary. The ROI? Improved safety performance.

Via Dr. Susan Bainbridge
Miklos Szilagyi's insight:

"...It will also require the great effort to live and be true to the new reality..."

 
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