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Rescooped by Jose Luis Yañez from Flow & Happiness in life, sport and work !
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Why You Should Give Yourself Permission to Screw Up

Why You Should Give Yourself Permission to Screw Up | leadership 3.0 | Scoop.it
Trying to be perfect can cause enough anxiety and frustration to sabotage our creativity.

Via Bobby Dillard, Lenka Lutonska, donhornsby, Fabrice De Zanet
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Bobby Dillard's curator insight, January 28, 2013 10:51 PM

Leaders set the tone.  It's seldom "do or die"

Lenka Lutonska's curator insight, January 29, 2013 5:44 AM

Great reminder. Mistakes are signs of growth.

donhornsby's curator insight, January 29, 2013 9:20 AM

(From the article): So when you approach a new task, do you expect (perhaps deep down) to be able to do the work flawlessly, no matter how challenging it might be?  Are you focused on being good, rather than getting better?
 

If so, then here are three steps to shifting your mindset, and freeing yourself from The Fear of Mistakes:

(Not from the article): The three steps as outlined by the article are helpful to think through when approaching a new project. 

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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
Jose Luis Yañez's insight:

Certificación Internacional en PNL por la AUNLP (R), Online y Español. Visita --> http://uapnl.com

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Rescooped by Jose Luis Yañez from LeadershipABC
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What Millennials Want from Work, Charted Across the World

What Millennials Want from Work, Charted Across the World | leadership 3.0 | Scoop.it

As more Millennials assume leadership positions around the world, organizations are becoming increasingly concerned with how to ensure their success. However, most existing research on those born between the early ‘80s and late ‘90s is skewed toward understanding what a narrow, typically Western, population wants. Conclusions based on such a limited sample could lead to bad decisions (and missed opportunities) around attracting, retaining, and developing millennial leaders in a global business environment.



Via Kenneth Mikkelsen
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Roy Sheneman, PhD's curator insight, February 24, 9:08 AM

Interesting bit of research to consider and apply to your management style...

judyhouse's curator insight, February 24, 4:32 PM

Millennials’ pursuit of work-life balance over money, or their expectation of rising rapidly in their chosen careers. Are these and other stereotypes really true? Seems there's a connect between passion and purpose.

Ian Berry's curator insight, February 24, 11:21 PM

Anyone with eyes and ears open knows all this. The key is the action we take

Rescooped by Jose Luis Yañez from LeadershipABC
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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 | leadership 3.0 | 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
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Kenneth Mikkelsen's curator insight, February 27, 1:45 PM

It’s no surprise that people resist organizational change - they are overworked and overburdened, and simply don’t have the bandwidth to embrace change. Further, they rely on habits and routines to help them meet their own work demands, and so change - which disrupts those habits and routines, and forces people to engage in new, active, and energy-demanding ways - appears highly undesirable.


An effective strategy for creating change requires several elements, but one of the most important is to convince people to alter their attitudes—to move from rejection to openness, at least, or embrace, at best. If you can create change in people’s attitudes, it’s much easier to change their behavior.


But you need to know where people's OK Zone is first and foremost. 

Miklos Szilagyi's curator insight, February 28, 2:13 AM

“…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...

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.

Rescooped by Jose Luis Yañez from Corporate Culture and OD
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6 ways to instill a positive corporate culture

6 ways to instill a positive corporate culture | leadership 3.0 | Scoop.it

6 Ways to Instill a Positive Corporate Culture http://t.co/geJx1J0TKu via http://t.co/uDNqkUgujB #leadership #culture


Via Alexis Assimacopoulos
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donhornsby's curator insight, February 27, 6:49 AM

What are some of the ways an organization can cultivate a strong corporate culture?

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Five things Alice in Wonderland reveals about the brain

Five things Alice in Wonderland reveals about the brain | leadership 3.0 | Scoop.it
Lewis Carroll’s popular tales contain some hidden truths about the human brain. David Robson takes a leap down the rabbit hole.

Via Sandeep Gautam
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Sandeep Gautam's curator insight, February 25, 10:11 AM

Love the neuroscientist insights of Alice in wonderland!

Ivon Prefontaine's curator insight, February 25, 3:43 PM

There are links which will take some exploring in reading and reflecting upon this interesting article.

 

@ivon_ehd1

Miguel Herrera E.'s curator insight, February 26, 11:22 AM

5 revelaciones sobre el cerebro en "Alicia en el País de las Maravillas" de L. Carrol: Micropsias y macropsias, los múltiples cambios de forma,( metamorfosis), relaciones en el significado de las palabras,  memoria para anticipaciones ("recuerdos del futuro") y pensar en lo imposible. Los Boys scouts creo que afirman: "Imposible es aquello que se logra después"

Rescooped by Jose Luis Yañez from Organisation Development
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Addressing unconscious bias | McKinsey & Company

Addressing unconscious bias | McKinsey & Company | leadership 3.0 | Scoop.it

Does lopsided male representation in media skew our perceptions? Geena Davis believes it does and that corporations have a critical role in driving change. 


Via Josie Gibson, David Hain
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David Hain's curator insight, February 12, 7:18 AM

How androgynous is your workplace?

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16 Ways Your Brain Is Sabotaging Your Effort To Learn

16 Ways Your Brain Is Sabotaging Your Effort To Learn | leadership 3.0 | Scoop.it

Our own brains regularly deceive us in order to make sense of the world we live in. Most of the time, it’s nothing more than an innocent effort to save face. Our brain will tell us we’re smarter and better looking than everyone else, and that any fault brought to our attention should probably be blamed on someone else. It will advocate for our convictions, pointing out any evidence that supports them and politely ignoring any that doesn’t. And it will even spare us from the mental strain of thinking beyond the stereotypes it has so conveniently crafted for us. The human brain is our best friend, and our worst enemy, and unless we keep one eye peeled, it can hijack our learning completely.

 


Via Kenneth Mikkelsen, David Hain
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Kenneth Mikkelsen's curator insight, February 12, 11:51 PM

In this article Saga Briggs examines some of the “traps” the brain sets for us during the course of our careers, and what we can do to avoid them. Psychologists have already done the hard work of realising there’s any hijacking going on at all; what’s left for us to do is pay attention. 



David Hain's curator insight, February 13, 12:21 PM

Understand your brain (and others) to develop real leverage in 21C jobs.

Rescooped by Jose Luis Yañez from Complex systems and projects
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How do we deal with complexity?

How do we deal with complexity? | leadership 3.0 | Scoop.it
Is today any more volatile, uncertain, complex or ambiguous (VUCA) than previous ages? That's up for debate, but nobody denies that volatility, uncertainty, complexity and ambiguity are major chall...

Via F. Thunus, Philippe Vallat
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Rescooped by Jose Luis Yañez from Futurewaves
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The Acceleration of Acceleration: How The Future Is Arriving Far Faster Than Expected

The Acceleration of Acceleration: How The Future Is Arriving Far Faster Than Expected | leadership 3.0 | Scoop.it
One of the things that happens when you write books about the future is you get to watch your predictions fail. This is nothing new, of course, but what’s different this time around is the direction of those failures.

Via Trudy Raymakers
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Rescooped by Jose Luis Yañez from Leadership and Management
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How Your State of Mind Affects Your Performance - HBR

How Your State of Mind Affects Your Performance - HBR | leadership 3.0 | Scoop.it
Ways to move from frustrated to energized.

Via Rami Kantari
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Rescooped by Jose Luis Yañez from LeadershipABC
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The Dawn of System Leadership

The Dawn of System Leadership | leadership 3.0 | Scoop.it

The deep changes necessary to accelerate progress against society's most intractable problems require a unique type of leader - the system leader, a person who catalyzes collective leadership.


At no time in history have we needed such system leaders more. We face a host of systemic challenges beyond the reach of existing institutions and their hierarchical authority structures. Problems like climate change, destruction of ecosystems, growing scarcity of water, youth unemployment, and embedded poverty and inequity require unprecedented collaboration among different organizations, sectors, and even countries. Sensing this need, countless collaborative initiatives have arisen in the past decade - locally, regionally, and even globally. Yet more often than not they have floundered - in part because they failed to foster collective leadership within and across the collaborating organizations.



Via Kenneth Mikkelsen
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Ian Berry's curator insight, January 23, 9:12 PM

There's a lot to like in this article and much to contemplate. I particularly like the 3 core capabilities of see the large system, further reflection and more generative conversations, and shifting from reactive problem-solving to co-creating the future.

Jason Leong's curator insight, January 25, 7:13 PM

"System leaders like Baldwin and Winslow understand that collective wisdom cannot be manufactured or built into a plan created in advance. And it is not likely to come from leaders who seek to “drive” their predetermined change agenda. Instead, system leaders work to create the space where people living with the problem can come together to tell the truth, think more deeply about what is really happening, explore options beyond popular thinking, and search for higher leverage changes through progressive cycles of action and reflection and learning over time. Knowing that there are no easy answers to truly complex problems, system leaders cultivate the conditions wherein collective wisdom emerges over time through a ripening process that gradually brings about new ways of thinking, acting, and being.


For those new to system leadership, creating space can seem passive or even weak. For them, strong leadership is all about executing a plan. Plans are, of course, always needed, but without openness people can miss what is emerging, like a sailor so committed to his initial course that he won’t adjust to shifts in the wind. Even more to the point, the conscious acts of creating space, of engaging people in genuine questions, and of convening around a clear intention with no hidden agenda, creates a very different type of energy from that which arises from seeking to get people committed to your plan."

Debbie Diaz-Arnold's curator insight, January 28, 4:41 AM

Becoming a systems leader: capacity building at its best.

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Be Seen as a Leader

Be Seen as a Leader | leadership 3.0 | Scoop.it
A simple exercise can boost your status and influence.

Via Chad Manske
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Prof. Hankell's curator insight, February 3, 9:42 AM

Numerous studies show that social hierarchies develop quickly and are generally stable: People who achieve high status early tend to retain it...

Kimberley Richardson's curator insight, February 4, 8:41 AM

It's how others see you, that makes you a leader!

Eugene Fernandez's curator insight, February 7, 5:18 AM

Outlines three approaches, promotion focus, happiness and a feeling of power that help in shifting how you interact with others and thereby influence their perception of your personal power.

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5 Things You Must Do to Retain Millennial Workers

5 Things You Must Do to Retain Millennial Workers | leadership 3.0 | Scoop.it
There's a new generation hitting the workplace, and it'll take a new type of office culture to get them to stick around.
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Rescooped by Jose Luis Yañez from Positive Psychology
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Show Your People Some Love: Why It Pays to Praise

Show Your People Some Love: Why It Pays to Praise | leadership 3.0 | Scoop.it
We all have a basic need to feel appreciated. So how can you cultivate an effective praise culture at your workplace?

Via Kasia Hein-Peters
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Rescooped by Jose Luis Yañez from Just Story It! Biz Storytelling
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Effective Leadership And Storytelling -- "Circle of the 9 Muses"

Today, leaders are looking to storytelling to help advance the work of the organization. Here's a look at some of the possibilities... and also an introducti...

Via Karen Dietz
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Uma Sundaram's curator insight, February 23, 11:23 PM

Looking forward to the book "The Circle of 9 muses"

 

judyhouse's curator insight, February 24, 8:10 AM

The need to take a story and put it into an appropriate avenue of communication is important especially if innovation can let us be better storytellers and engage others more effectively.

Sandeep Gautam's curator insight, March 1, 11:23 PM

The importance of storytelling for leadership!

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Leading Minds Instead of Managing Behavior

Leading Minds Instead of Managing Behavior | leadership 3.0 | Scoop.it

We are in the midst of a paradigm shift that, at times, can be disconcerting. But if we embrace the new worldview that science gives us, we stand to be far more effective managers. The place to start is with an understanding of three fundamental discoveries about how the brain works.



Via Kenneth Mikkelsen
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Kenneth Mikkelsen's curator insight, February 28, 3:31 AM

In light of this new understanding of how the mind works, conventional management practices no longer make sense.


We now know that a manager’s performance feedback and the use of rewards to motivate produce the opposite of what we intend. Organizations waste resources vainly trying to thwart our natural inclinations. Our quantifiable objectives cause us to focus on the short term at the expense of the long term.


Ben Olmos's curator insight, March 1, 4:48 PM

Feedback is a very important activity managers perform often in their role; however, for many it is difficult to understand why feedback is not effective.  After all, it's not as if the two people sitting in the room are speaking a different language.  How to deliver feedback is a hot topic.  In fact, there are a number of management training courses and articles written on the best and most effective ways to deliver feedback; however, may the approach for providing feedback is all wrong.  Jacobs explains that there is emerging research providing insight on why we may need to change our view of feedback and the effect it has upon those receiving it.  According to recent research, criticism has a negative effect on performance, which is probably not all that surprising.  However, it has also been found that there is no correlation between praise and improvement either.  Take a look at the following to understand how managing behavior is less effective than leading minds.  

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How Does Your Ego Impact Your Decision Making?

How Does Your Ego Impact Your Decision Making? | leadership 3.0 | 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
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Miklos Szilagyi's curator insight, February 27, 3:48 AM

"...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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Lo Obvio es lo Primero que se Olvida y Esto es Agua

Lo Obvio es lo Primero que se Olvida y Esto es Agua | leadership 3.0 | Scoop.it
Lo Obvio es lo Primero que se Olvida y Esto es Agua - Reflexiones sobre Auto-Liderazgo Por José Luis Yañez [socialpoll id=2255041] Creo firmemente que
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Rescooped by Jose Luis Yañez from Coaching Leaders
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Leadership By Virtue: Does holacracy need leadership?

Leadership By Virtue: Does holacracy need leadership? | leadership 3.0 | Scoop.it
The notion that holacracy is non-hierarchical proved as a nonsense.

Via David Hain
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David Hain's curator insight, February 12, 7:46 AM

What;s your view about holacracy - fad, or revolutionary idea?  Or both?

Rescooped by Jose Luis Yañez from Futurable Planet: Answers from a Shifted Paradigm.
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This is Water

This is "This is Water" by Patrick Buckley on Vimeo, the home for high quality videos and the people who love them.

Via Anne Caspari
Jose Luis Yañez's insight:

Awesome! Must see!

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Anne Caspari's curator insight, February 20, 9:14 AM

nicely told story about the rat race and your ability to learn CHOOSING in order to get away from automated life; nice graphs too 

Rescooped by Jose Luis Yañez from Mindfull Decision Making
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"A Powerful Lesson On Decision-Making In A Fast-Paced World"

"A Powerful Lesson On Decision-Making In A Fast-Paced World" | leadership 3.0 | Scoop.it

In this guest piece by David Marquet, Retired U.S. Navy Captain, David chronicles his experiences and mistakes while in command of the submarine the USS Santa Fe to reveal how you can empower your employees and colleagues to think for themselves.


Via Anne Leong, Philippe Vallat
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Philippe Vallat's curator insight, February 11, 11:53 AM

Quote:

"With intent-based leadership, you must take time to let others react to the situation as well.

You have to create a space for open decision by the entire team, even if that space is only a few minutes, or a few seconds, long. This is harder than in the leader-follower approach because it requires you to anticipate decisions and alert your team to the need for an upcoming one. In a top-down hierarchy, sub-ordinates don’t need to be thinking ahead because the boss will make a decision when needed."

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Necesitamos más Optimistas Insatisfechos

Necesitamos más Optimistas Insatisfechos | leadership 3.0 | Scoop.it
¿Quién cambia realmente el mundo? ¿Los optimistas? ¿Los pesimistas? El mundo lo cambian los Optimistas Insatisfechos
Jose Luis Yañez's insight:
El mundo lo cambian los pesimistas

El otro día leí una frase que me hizo pensar. La frase decía algo así como: "Los pesimistas serán los que cambien el mundo, pues los optimistas están encantados con cómo está".

El mundo lo cambian los optimistas

Yo siempre he defendido más bien lo contrario, que los que cambian el mundo son los optimistas, pues los pesimistas tienden a creer que no es posible cambiarlo o que no merece la pena ni siquiera intentarlo...

El mundo lo cambian los optimistas insatisfechos

En realidad creo que se necesita un "optimismo insatisfecho" para iniciar e impulsar cambios.

Este "optimismo insatisfecho", que tiene más de un punto de encuentro con lo que llamamos "optimismo inteligente", supone una combinación de pesimismo y optimismo; combinación que varía en "porcentajes" de uno y otro y en momentos de aplicación de cada postura.

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Want great employees? Set them free - Chicago Tribune

Want great employees? Set them free - Chicago Tribune | leadership 3.0 | Scoop.it
Q. I have a new part-time hire whom I like and who is good at his job. The problem is he is acting burdened when I ask way in advance for him to work any overtime. He knew this was a condition of his job.

Via Rami Kantari
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Rescooped by Jose Luis Yañez from Strategy and Leadership
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How Successful People Overcome Toxic Bosses

How Successful People Overcome Toxic Bosses | leadership 3.0 | Scoop.it
Bad bosses contaminate the workplace. Some do so obliviously, while others smugly manipulate their employees, using them as instruments of their own success. Regardless of their methods, bad bosses cause irrevocable damage to their companies and employees by hindering performance and creating unnecessary stress.The stress your boss causes is bad for your health. Multiple studies have found that working for a bad boss increases your chance of having a heart attack by as much as 50%.Even more troubling is the number of bad bosses out there. Gallup research found that 60% of government workers a

Via Chad Manske
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Chad Manske's curator insight, February 2, 11:35 PM

This piece typecasts the different kinds of 'bad' bosses out there and how to effectively deal with them in your work environment.

donhornsby's curator insight, February 4, 9:32 AM

(From the article): The Visionary


Her strength lies in her ideas and innovations. However, this entrepreneurial approach becomes dangerous when a plan or solution needs to be implemented, and she can’t bring herself to focus on the task at hand. When the time comes to execute her vision, she’s already off onto the next idea, and you’re left to figure things out on your own.

 

How to neutralize a visionary: To best deal with this type, reverse her train of thought. She naturally takes a broad perspective, so be quick to funnel things down into something smaller and more practical. To do so, ask a lot of specific questions that force her to rationally approach the issue and to consider potential obstacles to executing her broad ideas. Don’t refute her ideas directly, or she will feel criticized; instead, focus her attention on what it will take to realistically implement her plan. Oftentimes, your questions will diffuse her plan, and when they don’t, they’ll get her to understand—and commit to—the effort it’s going to take on her part to help make it happen.

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Why All Managers Must Be Leaders

Why All Managers Must Be Leaders | leadership 3.0 | Scoop.it
Anyone within an organization has the potential to become a leader, but managers must be leaders. In schools and in our organizations we have been taught and conditioned to believe that managers and leaders are two separate people which is quite a harmful assumption. As a result we have managers [...]

Via Dr. Susan Bainbridge
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Miklos Szilagyi's curator insight, January 29, 4:06 AM

Very much so... I would say, they are both, managers & leaders... they all need to organise, operate systems, processes + people... The proportion is of course varies wildly but those who have people reporting to them, must have both skills... Mintzberg (one of my most beloved "consultant"...) always said that...:-)))

Sandeep Gautam's curator insight, January 29, 4:33 AM

on why being a manager should not be a dirty word and how every manager must also be a leader!

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A Radical, New Way to Interview Job Candidates

A Radical, New Way to Interview Job Candidates | leadership 3.0 | Scoop.it
What happens before an interview can be far more important than what happens during one.
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