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Certificación Internacional en PNL - Certificación Internacional en PNL por la AUNLP (R) & +Lead-Map (c)

Certificación Internacional en PNL - Certificación Internacional en PNL por la AUNLP (R) & +Lead-Map (c) | leadership 3.0 | Scoop.it
Certificación en PNL (Programación Neurolinguística) a nivel Internacional en los niveles Practitioner PNL, Master Practitioner PNL y Trainer PNL
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Certificación Internacional en PNL por la AUNLP (R), Online y Españo. Visita --> http://uapnl.com

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Rescooped by Jose Luis Yañez from Complex systems and projects
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Leadership In The Age Of Complexity: From Hero To Host

Leadership In The Age Of Complexity: From Hero To Host | leadership 3.0 | Scoop.it
For too long, too many of us have been entranced by heroes. Perhaps it's our desire to not have to do the hard work, to rely on someone else to figure things out.

Via Ides De Vos, Philippe Vallat
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Rescooped by Jose Luis Yañez from Connectivism
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Half an Hour: Beyond Institutions: Personal Learning in a Networked World

Half an Hour: Beyond Institutions: Personal Learning in a Networked World | leadership 3.0 | Scoop.it

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The post-job economy | Harold Jarche

The post-job economy | Harold Jarche | leadership 3.0 | Scoop.it

"Many MOOC’s are based on an educational model that has a curriculum from a body of knowledge that, so the logic goes, when mastered will prepare someone for meaningful work. Improving one’s education to get a job is often a primary motivator for participation. It’s the way the system has worked for decades. The “job” was the way we redistributed wealth, making capitalists pay for the means of production and in return creating a middle class that could pay for mass produced goods. That period is almost over. America has hit peak jobs TechCrunch informs us. The New York Times calls it  the rise of the permanent temp economy. The recession, combined with technology, is killing middle class jobs, reports the Associated Press.

 

"We will not find a rebalance between jobs and people having them."


Via Jim Lerman, Ivon Prefontaine, Brent MacKinnon, steve batchelder, David Hain
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Ivon Prefontaine's curator insight, February 26, 2013 4:26 PM

Jon Kabat-Zinn recently said humans need a Job. This is similar to the thinking of Thomas Merton and Parker Palmer. Meaningful work gives meaning to life, makes us complete, and is a calling or vocation. It is not doing someone else's work. The latter is oppressive and demeaning. Victor Frankl proposed life has transcendant elements and our calling should do that.

Deb Nystrom, REVELN's curator insight, February 26, 2013 5:20 PM

Detroit may easily be a harbinger of what's to come.  An economy of independents may be the new class.  The middle class may go away with the Model-T big auto company ideals that came with it. ~  D

Brent MacKinnon's curator insight, August 23, 5:45 AM

These posts are the foundation for creating new approaches and strategies for working/preparing youth for the post job economy.

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If You’re Always Working, You’re Never Working Well

If You’re Always Working, You’re Never Working Well | leadership 3.0 | Scoop.it
Our permanent ambient workload is not efficient.

Via Karine Aubry
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Karine Aubry's curator insight, August 4, 10:02 AM

"We’re mostly just getting the small, easy things done. Being busy does not equate to being effective."

 

L'illusion est pourtant parfaite !

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7 Ways You Can Easily Increase Your Willpower

7 Ways You Can Easily Increase Your Willpower | leadership 3.0 | Scoop.it
What does scientific research say are the easiest ways to increase your willpower? Here are the answers.
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Rescooped by Jose Luis Yañez from Coaching Leaders
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Perceived Scarcity in a World of Outrageous Abundance

Perceived Scarcity in a World of Outrageous Abundance | leadership 3.0 | Scoop.it

Our culture pushes us to perceive scarcity instead of appreciate abundance. Here are three disciplines to foster gratitude in the face of outrageous abundance.


Via David Hain
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Forget Command and Control--Try Connect and Inspire

Without open, inclusive, collaborative leadership, innovation simply can't thrive.
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Understanding Global Millennials: Summary of Findings from Expanded Global Study

Learn more about how this impacts marketing at www.sdl.com/five-truths Millennials are an interesting generation, and with a buying power in the trillions, it… (RT @Bob_Thompson: Understanding Global Millennials: Summary of Findings from Expanded ...


Via Fred Zimny, David Hain
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The Evolutionary Biology of Altruism

The Evolutionary Biology of Altruism | leadership 3.0 | Scoop.it
Compassion, cooperation, and community are key to our survival.

Via Doug Della Pietra, David Hain
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Rescooped by Jose Luis Yañez from Organisation Development
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Nine HR Policies That Drive Good People Away - Forbes

Nine HR Policies That Drive Good People Away - Forbes | leadership 3.0 | Scoop.it

Forbes Nine HR Policies That Drive Good People Away Forbes There is a particular, awful feeling you get working in a company that is sinking. You can tell the minute you walk in the door that the energy is off.


Via Michael VanDervort, Roger Francis, David Hain
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David Hain's curator insight, July 6, 1:07 AM

Pleased to see that this list of bad but very prevalent practices include bell curve thinking and stack ranking!

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The Employee Engagement Hoax - Forbes

The Employee Engagement Hoax - Forbes | leadership 3.0 | Scoop.it


Somewhere around the late 1980s or early 1990s we stopped talking about employee morale and started talking about Employee Engagement instead.


Via David Hain
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Frank J. Papotto, Ph.D.'s curator insight, July 7, 7:01 AM

      I like the engagement concept, but it has been twisted to suit a management perspective that is unhelpful. It is helpful to think of engagement as behavioral and emotional commitment; this results in loyalty to the company a willingness to stay and provide discretionary effort. A prerequisite to engagement is employee satisfaction and positive morale.

 

      The problem with engagement arose because it was presented in many instances as a tool for driving performance. Consultants and pollsters latched onto the idea that if you measured engagement you could then take various actions to change it with a variety of employee focused HR tools. All of sudden then HR had the means, it believed, to drive, employee performance-- and, of course, how could this not be valuable for business and management.

     In fact, engagement is useful because it begins to address the complexity of motivating organizational behavior. It helps us understand that both intrinsic and extrinsic factors should be considered, that the social conditions are important as well. Engagement points to the fact that a whole person approach is needed to fully enlist individual efforts on behalf of the organization.

 

      To obtain a truly engaged workforce, enterprises must start with choosing people who see it as more than simply a place to work;who see it as a valuable, useful means to a positive end for themselves and the broader community of which they are a part. Enterprises must come to the realization that supporting individuals in reaching their goals is the cost of getting individuals to support the organization's.

 

Ivon Prefontaine's curator insight, July 7, 7:08 AM

The one that gets me is the empowerment racket. As if we have the power to give someone else power. I hear this in education all the time. We are going to empower students as if we do their learning for them. Creating a positive and healthy learning environment with reciprocal relationships is the key.

Miguel Paul Trijaud Calderón's curator insight, July 9, 3:38 AM

Engagement - 12 ideas to listen to your employees

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A Spiral Model of Change | Unfolding Leadership

A Spiral Model of Change | Unfolding Leadership | leadership 3.0 | Scoop.it
Designing change can be following the whorl of a shell more than the steps of a pyramid. In practical terms this simply means that a few people begin designing an approximation of the organizational changes desired, with more people joining the design process in waves as the spiral expands.

Via David Hain
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David Hain's curator insight, July 9, 12:54 AM

Real change involves emergent practices, rarely if ever happens form top down pressure.  Great post by @DanOestreich (as usual!)

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Ignore the IQ test: your level of intelligence is not fixed for life

Ignore the IQ test: your level of intelligence is not fixed for life | leadership 3.0 | Scoop.it
We’re getting more stupid. That’s one point made in a recent article in the New Scientist, reporting on a gradual decline in IQs in developed countries such as the UK, Australia and the Netherlands. Such research feeds into a long-held fascination with testing human intelligence. Yet such debates are too focused on IQ as a life-long trait that can’t be changed. Other research is beginning to show the opposite.

The concept of testing intelligence was first successfuly devised by French psychologists in the early 1900s to help describe differences in how well and quickly children learn at school. But it is now frequently used to explain that difference – that we all have a fixed and inherent level of intelligence that limits how fast we can learn.

Defined loosely, intelligence refers to our ability to learn quickly and adapt to new situations. IQ tests measure our vocabulary, our ability to problem-solve, reason logically and so on.

But what many people fail to understand is that if IQ tests measured only our skills at these particular tasks, no one would be interested in our score. The score is interesting only because it is thought to be fixed for life.

Who is getting smarter?

Standardised IQ tests used by clinical psychologists for diagnostic purposes, such as the Weschler scale, are designed in such a way that it is not easy to prepare for them. The contents are kept surprisingly secret and they are changed regularly. The score given for an individual is a relative one, adjusted based on the performance of people of the same age.

But even as we become better educated and more skillful at the types of tasks measured on IQ tests (a phenomenon known as the “Flynn effect”, after James Fylnn who first noted it) our IQs stay pretty much the same. This is because the IQ scoring system takes into account the amount of improvement expected over time, and then discounts it. This type of score is called a “standardised score” – it hides your true score and merely represents your standing in relation to your peers who have also been getting smarter at about the same rate.

This apparent stability in IQ scores makes intelligence look relatively constant, whereas in fact we are all becoming more intelligent across and within our lifetimes. The IQ test and the IQ scoring system are constantly adjusted to ensure that the average IQ remains at 100, despite a well-noted increase in intellectual ability worldwide.


Via Wildcat2030
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Alfredo Calderon's curator insight, August 27, 3:46 AM

add your insight...

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The #1 Rule of Leadership - "It's not about you"

The #1 Rule of Leadership - "It's not about you" | leadership 3.0 | Scoop.it

Perform a search of “leadership” on Google and you will find dozens of listed leadership “rules” and “qualities” (most of which are very accurate).

 

But there is one primary axiom of leadership that trumps all others:


Via donhornsby, Kevin Watson, Roy Sheneman, PhD, Roger Francis, JLAndrianarisoa
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donhornsby's curator insight, August 27, 2:25 PM

(From the article) The most effective leaders follow Leadership Rule #1, and return to it during those leadership challenges that require the very best of their leadership abilities. They understand that you cannot change expectations, alter perceptions, and motivate others unless you maintain the ability to influence them in a positive manner. When followers sense that your leadership decisions are made with other priorities, they will not trust you. Without trust, you will lose the ability maintain the positive influence necessary to motivate and inspire others, and you will have limited the value of your leadership investment.

 

Whether you are a brand new leader, or someone with years of experience, the next time you find yourself faced with a leadership decision, pause and remind yourself of this:

 

“It’s not about you.”

Sandeep Gautam's curator insight, September 11, 4:06 AM

Its not about you and then its not about you all too; imho, its about us:-)

Rescooped by Jose Luis Yañez from Transformational Leadership
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Harvard - Psychology of Leadership - 21. Positive Psychology (James Pawelski)

How can leaders-in the business sector, politics, or education-create an environment that facilitates growth? Topics include transformational leadership, per...

Via Susan Bainbridge
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Rescooped by Jose Luis Yañez from educational technology for teachers
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Google Debuts Education Tool Oppia for Teaching Others

Google Debuts Education Tool Oppia for Teaching Others | leadership 3.0 | Scoop.it

Google debuts online education tool Oppia to help anyone create interactive activities for teaching others.


Via Gust MEES, Donna Browne
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Tatiana Kuzmina's curator insight, February 28, 8:49 AM

Interesting tool.

Training in Business's curator insight, March 4, 8:10 AM

Google Debuts Education Tool Oppia for Teaching Others

#interactive learning and teaching.

Donna Browne's curator insight, August 3, 9:01 AM

Try the online Demo!

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5 reasons everything you know about teamwork is wrong

5 reasons everything you know about teamwork is wrong | leadership 3.0 | Scoop.it
Everything you need to know about 5 reasons everything you know about teamwork is wrong
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Self-Talk: Feeding the Good Wolf | The Psychology of Wellbeing

Self-Talk: Feeding the Good Wolf | The Psychology of Wellbeing | leadership 3.0 | Scoop.it
How to feed the good wolf with positive self-talk.
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Por qué el trabajo debería ser Agradable

Por qué el trabajo debería ser Agradable | leadership 3.0 | Scoop.it
Podemos empezar a hacer cosas en las organizaciones para que el trabajo sea agradable para la mayoría de las personas
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Why You Need to Take a Vacation (Even When You Can't Afford One)

Some people just won't take a break. Here, Inc. columnists share the business benefits and necessities of vacation.
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What Will the Chief Executive of 2040 Look Like? - Thinkers 50

What Will the Chief Executive of 2040 Look Like? - Thinkers 50 | leadership 3.0 | Scoop.it

By 2040 we estimate that women will represent some 30 percent of the incoming class of the top 2,500 global CEOs. And that proportion will only increase over time.

To punctuate the rise of women leaders and to help personify the challenges CEOs will encounter by the middle of this century, we have envisioned a prototypical chief executive of 2040. We call her Melissa. She was born in the 1980s or ’90s; in 2014, she is likely in graduate school or the early stages of her career.


Via David Hain
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David Hain's curator insight, July 16, 11:23 PM

What might the  path to the 2040 C-suite look like?

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These 5 Books Predict The Future Of Workplace Leadership | Lead from the Heart

These 5 Books Predict The Future Of Workplace Leadership | Lead from the Heart | leadership 3.0 | Scoop.it

As these 5 paradigm-breaking books clearly illustrate, the best way to inspiring and motivating the highest levels of engagement in 21C workers is through their hearts.


Via David Hain
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David Hain's curator insight, July 6, 12:44 AM

Some leadership reading suggestions.

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Want Peak Performance? - increase the ‘meaning quotient’ of work | McKinsey

Want Peak Performance? - increase the ‘meaning quotient’ of work | McKinsey | leadership 3.0 | Scoop.it

Through a few simple techniques, executives can boost workplace “MQ” and inspire employees to perform at their peak. A McKinsey Quarterly article.


Via Annette Swann, David Hain
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Graeme Reid's curator insight, July 6, 6:11 PM

Good article on how the create meaning in the workplace.

Lisa McCarthy's curator insight, July 7, 6:06 PM

Musicians talk about being “in the groove,” sportsmen about being “in the zone.” Can employees in the workplace experience similar performance peaks and, if so, what can top management do to encourage the mental state that brings them about?

Wally Stump's curator insight, July 19, 3:45 PM

Meaning in work is the key to engagement and high levels of performance. This article offers some tangible suggestion for creating engagement.

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Our Dire EQ Gap

Our Dire EQ Gap | leadership 3.0 | Scoop.it

The news media regularly reports on yet another famous individual caught out in inappropriate, injudicious behavior. This includes leaders in industry and government as well as ‘stars’ in entertainment and sports. These individuals, despite their brilliance, talent, wealth and power, are shown to have feet of clay. This metaphor is from the Book of Daniel, written over 2000 years ago. Clearly we’ve known about our self-destructive capacity for a very long time. These dramatic instances of poor behaviour are both fodder for tabloids and for great enduring literature. Today we ascribe this self-defeating behaviour as a lack of social and emotional intelligence.

 

EQ, also known as Emotional Intelligence, has four broad dimensions – self-awareness, self-management, social awareness, and relationship management. It’s a natural complement to Cognitive Intelligence, or IQ (Intellectual Quotient). Like IQ, EQ is also needed at all life stages. EQ has four broad dimensions – self-awareness, self-management, social awareness, and relationship management.

 

Our collective “EQ Gap” plays out in our own lives at school, work, and the community. While it usually doesn’t become a news story, the consequences are just as dramatic and destructive….


Via HBEsbin, Frank J. Klein, Shonda Brisco, Mark E. Deschaine, PhD, David Hain
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Ingeniería de Sentimientos en la Empresa 1: El Engagement

Ingeniería de Sentimientos en la Empresa 1: El Engagement | leadership 3.0 | Scoop.it
El Engagement (Compromiso) viene de la generosidad y la generosidad, del agradecimiento: Se generoso. Te lo agradecerán.
Jose Luis Yañez's insight:

http://liderazgopositivo.com/ingenieria-de-sentimientos-en-la-empresa-1-el-engagement/

¿Qué es lo que promueve, de forma natural, la enerosidad? Piensa un momento en ti mism@: Cuando eres realmente generos@ con alguien ¿por qué lo eres? ¿Dónde nace tu motivación y tu deseo de ser generos@, de dar, de entregar – sin contabilidades -?

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