Something remarkable happened in the three years between 2008 and 2011 that fundamentally challenged our perception of leadership. It has caused such a revolutionary shift that we could soon look back on the very notion of leadership in the same way we now view the strict rules of 18th and 19th century etiquette: a slightly curious relic of an older age that stifled self-expression and personal growth.
The event that began seven years ago was the sudden explosion of social media. Facebook, which was launched in 2004 and had enjoyed steady growth, took off leaping from 50 million to one billion users between 2008 and 2011. Twitter stormed from six million to 500 million. YouTube users went from uploading 13 hours of video every minute to 48 hours every minute.
This all meant that in the space of just three years, the proportion of all internet users on social media sites rose from 30 per cent to 65 per cent.
Traditionally, the meaning of Gamification is nothing but, a usage of gaming techniques, mechanics and thinking in a non gaming context. If we go a little deep from work point of view then, in simple words Gamification is to make work fun.
The qualities of effective leadership can be paradoxical—requiring effective leaders to be passionate and unbiased, detailed and strategic, hard driving and sustainable, fact-focused and intuitive, self-confident and selfless—often at the same time. Such complexity is rarely found in leaders even under optimal conditions. As we move toward 2050, new contexts and conditions are poised to emerge that will create challenges beyond the abilities of most leaders or any single nation to manage. This powerful contextual shift—a time of great stress and constraint—has the potential to drive a new and more complex stage of human culture and consciousness to meet these challenges.
What is behind the so-called Flynn Effect - the pattern of rising IQ scores around the world?
IQ is rising in many parts of the world. What's behind the change and does it really mean people are cleverer than their grandparents?
It is not unusual for parents to comment that their children are brainier than they are. In doing so, they hide a boastful remark about their offspring behind a self-deprecating one about themselves. But a new study, published in the journal Intelligence, provides fresh evidence that in many cases this may actually be true.
The researchers - Peera Wongupparaj, Veena Kumari and Robin Morris at Kings College London - did not themselves ask anyone to sit an IQ test, but they analysed data from 405 previous studies. Altogether, they harvested IQ test data from more than 200,000 participants, captured over 64 years and from 48 countries.
Focusing on one part of the IQ test, the Raven's Progressive Matrices, they found that on average intelligence has risen the equivalent of 20 IQ points since 1950. IQ tests are designed to ensure that the average result is always 100, so this is a significant jump.
Fairy tales help children to answer basic existential questions, like who am I, what is the good life, where do I belong? Through fairy tales they learn to navigate reality and survive in a world full of ambiguities and dangers.
In Hilary Scarlett’s Melcrum article of February 2013, Neuroscience – helping employees through change, she described some of the insights neuroscience is bringing to why people find organizational change difficult, and more usefully, what we c
An understanding of what exactly constitutes emotional intelligence is important not only because the capacity is so central to leadership but because people strong in some of its elements can be utterly lacking in others, sometimes to disastrous effect.
Still, it is sign that the field is reaching a certain level of maturity that we are beginning to see some counterarguments. Most notably, a Wharton professor, Adam Grant, who in his own research has reported a lack of correlation between scores on tests of emotional intelligence and business results. While Goleman and others contest his methods, Mayer himself pointed out in 2002 HBR article that “emotional intelligence isn’t the only way to attain success as a leader. A brilliant strategist who can maximize profits may be able to hire and keep talented employees even if he or she doesn’t have strong personal connections with them.” But building those strong connections is still probably a safer bet than ignoring them.
Before you sign up for one more intensive, introspective “know yourself” leadership training course, take a look at the new trend in leadership development.
“My research shows that today’s focus on introspection, reflection and self- knowledge is misguided – if anything it blinds us to the thing that really could help us develop,” says Herminia Ibarra, the Cora Chaired Professor of Leadership & Learning at INSEAD in France in her new book, Act Like a Leader, Think Like a Leader (Harvard Business Review Press). Instead, Ibarra says executives should use something she has termed “outsight” – getting out of their daily work-only routine and placing themselves in situations that will given them a fresh perspective and new information on their work, their networks, themselves, as well as on future possibilities.
Habits of mind Uncertainty can’t be solved with pat procedures; it takes new habits of mind to lead the possible. In our experience, three such habits stretch the capabilities of leaders and help them not only to lead the possible but also to delight in it. ~ McKinsey
In this blog piece, Bhudeb Chakrabarti highlights six different theories of leadership that been developed over the years to explain how people lead others.
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.
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.
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.
Sharing your scoops to your social media accounts is a must to distribute your curated content. Not only will it drive traffic and leads through your content, but it will help show your expertise with your followers.
How to integrate my topics' content to my website?
Integrating your curated content to your website or blog will allow you to increase your website visitors’ engagement, boost SEO and acquire new visitors. By redirecting your social media traffic to your website, Scoop.it will also help you generate more qualified traffic and leads from your curation work.
Distributing your curated content through a newsletter is a great way to nurture and engage your email subscribers will developing your traffic and visibility.
Creating engaging newsletters with your curated content is really easy.