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Love What You Do: 4 Things That Will Make You Happier At Work

Love What You Do: 4 Things That Will Make You Happier At Work | leadership 3.0 | Scoop.it
Work isn't always fun but quitting is rarely the best option. What can you do to be happier at work without changing jobs? The latest research has answers.
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MyKLogica's curator insight, February 20, 4:59 AM

Artículo 100% recomendable y fácil de llevar a cabo. Aporta 4 puntos que nos pueden ayudar a sentirnos más satisfechos en y con nuestro trabajo:


- Ampliar la perspectiva

- Comprender su alcance y su incidencia en los resultados

- Potenciar fortalezas

- Invertir en nosotros


¿Añadirías alguno más?

gustavo salazar's curator insight, February 28, 8:10 AM
4 cosas que te haran feliz en el trabajo
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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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Stress can reduce you to a 'small child' and impair critical decision making

Stress can reduce you to a 'small child' and impair critical decision making | leadership 3.0 | Scoop.it
IF you think being under pressure helps you perform better then you're lying to yourself! Research has revealed stress can impair your ability to think critically

Via Philippe Vallat
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6 Leadership Development Trends for 2015

6 Leadership Development Trends for 2015 | leadership 3.0 | Scoop.it
Before we go on to unveil the future trends, let’s have a look at what was happening on the leadership training scene this year. Among the most innovative leadership strategies being taught all over the world was the so-called “endogenous resourcing”, standing for the myriad techniques for unlocking employees’ hidden potential.

Apart from this trend, we saw the rise of management policies that foster sustainability and a slow transition from the autocratic, control-and-command management style to its more democratic variety – both demonstrating how the human side of business has become a growing factor in the success of leadership as employed by many global brands.

Having examined the present, let’s now direct our gaze to the future – here are 6 innovative leadership development practices that we will see spreading in the upcoming year.

Via David Hain
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David Hain's curator insight, December 6, 3:43 AM

70% of Americans blame leadership crisis as a factor in the national economic decline. Ned to focus on being more human!

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2014’s Best Books on Psychology, Philosophy, and How to Live Meaningfully

2014’s Best Books on Psychology, Philosophy, and How to Live Meaningfully | leadership 3.0 | Scoop.it

How to be alone, wake up from illusion, master the art of asking, fathom your place in the universe, and more. 

 


Via Kenneth Mikkelsen, David Hain
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David Hain's curator insight, December 7, 9:06 AM

Thanks Kenneth Mikkelsen!

Tsihoarana Randimbivololona's curator insight, December 11, 6:34 AM

A very stunning illustration

Ignasi Alcalde's curator insight, December 12, 6:07 AM
Prosperamos , cuando tenemos un propósito , cuando todavía tenemos mucho por hacer.
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Cociente Mc Giver - Elije bien

Cociente Mc Giver - Elije bien | leadership 3.0 | Scoop.it
Ser consciente es crucial. Si tu puntuación es baja, quizás simplemente estás dejando que tu vida suceda. Incluso eso es una elección.
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Albrecht's Four Types of Stress: Managing Common Pressures

Albrecht's Four Types of Stress: Managing Common Pressures | leadership 3.0 | Scoop.it
Learn about four common types of stress, and find out how to manage them better.

Via JLAndrianarisoa
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The New Science of Building Great Teams

The New Science of Building Great Teams | leadership 3.0 | Scoop.it
Just by looking at the sociometric data, we’ve been able to foretell which teams will win a business plan contest.

Via David Hain
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David Hain's curator insight, November 25, 2:44 AM

MIT Human Dynamics bring the detail of great teamwork together with precise observations.  Meet the 'charismatic connectors'.

Alexis Assimacopoulos's curator insight, November 25, 7:47 AM

http://www.worldsviewacademy.com/products/purposeful-teams-intervention/279

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What Maslow’s Hierarchy Won’t Tell You About Motivation

What Maslow’s Hierarchy Won’t Tell You About Motivation | leadership 3.0 | Scoop.it

Despite the popularity of Maslow’s Hierarchy, there is not much recent data to support it. Contemporary science — specifically Dr. Edward Deci, hundreds of Self-Determination Theory researchers, and thousands of studies — instead points to three universal psychological needs. If you really want to advantage of this new science – rather than focusing on a pyramid of needs – you should focus on: autonomy, relatedness, and competence.


Via Kenneth Mikkelsen, Roger Francis, David Hain
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Steve Bax's curator insight, November 27, 10:58 AM

An interesting viewpoint on Maslow scooped by Kenneth Mikkelsen. The core principles of Maslow's Hierarchy remain both valid and important for leaders to understand in addition to this, in my view. .  

Lauran Star's curator insight, November 28, 4:06 PM

Understanding what motivates you brings greater success!

 

Sue Gaardboe's curator insight, November 28, 4:55 PM

This struck such a cord with me.  I can pin point the moment when I recognised that my life was my responsibility, and can see the energy that flowed from that realisation and how it's influenced every decision and action in my life. We introduce the idea to our students in a general way, (Why is it your Mum's fault that you left your homework at home?Isn't it your responsibility?) but certainly don't help them to appreciate it deeply in their lives.

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10 Big Ideas from Emotional Capitalists: The Ultimate Guide to Developing Emotional Intelligence for Leaders : Sources of Insight

10 Big Ideas from Emotional Capitalists: The Ultimate Guide to Developing Emotional Intelligence for Leaders : Sources of Insight | leadership 3.0 | Scoop.it
Here are 10 big ideas from the book, Emotional Capitalists: The Ultimate Guide to Developing Emotional Intelligence for Leaders, by Martyn Newman. In the book, Newman shows us how to get emotional intelligence, and use it to achieve extraordinary results.

Via Sue Hickton
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Four lessons for HR from organizational anthropology

Four lessons for HR from organizational anthropology | leadership 3.0 | Scoop.it
Sometimes I feel like an organizational anthropologist, who has taken deep dives into organizations to learn more about the nature of organizations in general. As an amateur organizational anthropologist, I have to take some basics of the profession into account. I selected four:

Via David Hain
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David Hain's curator insight, November 21, 2:57 AM

Nice take on how HR can bring more from @tomwhaak

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Findings Challenge Assumptions About How Information Is Encoded in the Brain

Findings Challenge Assumptions About How Information Is Encoded in the Brain | leadership 3.0 | Scoop.it
Researchers discover a population of neurons in the PPC of rats which process information in a way that supports multiple behaviors at once.

Via NeuronClub, Sandeep Gautam
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Sandeep Gautam's curator insight, November 13, 1:22 AM

PPC neurons as generalists; rather than specialists:-)

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The Rules of Engagement Are Changing: 4 Ways You Can Ride the Wave Successfully

The Rules of Engagement Are Changing: 4 Ways You Can Ride the Wave Successfully | leadership 3.0 | Scoop.it
Leaders already know that keeping their teams motivated, engaged and driven to succeed is a demanding task in itself. But in today’s world it’s even harder, because leaders have to keep their people engaged while responding to huge, disruptive changes in how we work and what we care about in the workplace. It’s a big challenge, but the first step to overcoming it is knowing what the changes are. In Hay Group’s new book, Leadership 2030, we’ve identified six “megatrends” that are transforming societies and the global business environment as we know it.

Via David Hain
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7 Reasons You Can't Learn Leadership on Your Own

7 Reasons You Can't Learn Leadership on Your Own | leadership 3.0 | Scoop.it

Very few founders, startup CEOs, board members, investors, and others supporting the entrepreneurial community actively pursue and advocate disciplined, professional leadership development. This is an enormous missed opportunity.

 

Entrepreneurs, especially founders and startup CEOs, need not wait to be encouraged to do this work. They should not consider their own development as a nice-to-have, an indulgence, or an unnecessary expense. They certainly should not delay until their jobs are threatened by their poor performance. 

 

Here are seven reasons (among many) that every founder and entrepreneurial CEO should actively develop their leadership, and a question about each.

 

 


Via Vicki Kossoff @ The Learning Factor
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Vicki Kossoff @ The Learning Factor's curator insight, November 28, 2013 4:39 PM

Very few entrepreneurs, board members, or investors give much thought to leadership development. That's a huge mistake.

Ehssan Sakhaee's curator insight, October 20, 3:48 AM

interesting article.

James Heffner's curator insight, November 10, 7:04 PM

Very interesting -- Collaboration and observation are critical in the development of great leaders. Should these lessons be learned early on during an individual's college career, it can set them apart and excel to greater heights.

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5 Leadership Questions From a 14 Year Old Boy

5 Leadership Questions From a 14 Year Old Boy | leadership 3.0 | Scoop.it
There is nothing more pure than insight from a kid. They are not too jaded, do not have concrete established habits, and tend to bust through the garble that most adults get stuck in trying to make

Via AlGonzalezinfo
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AlGonzalezinfo's curator insight, July 29, 8:20 AM

Great post here via Debbie Dickerson @trifecta_coach.  


I do leadership development sessions in schools/colleges from the 5th grade through college and the lessons never stop.  



One that I would like to focus on this comment goes to Debbie's son question #2:


Can leaders be followers?  


When I work with students of all ages it is clear how the ones that follow the teacher's requests are Modeling the Way for others.  Those who don't model the way interrupt and prevent the rest from moving forward.


 This is one of the main connections I make to the work place.  Which question (s) resonate (s) with you?



https://www.linkedin.com/today/post/article/20140728152458-136958930-5-leadership-questions-from-a-14-year-old-boy


donhornsby's curator insight, July 29, 8:31 AM

What is a leader without any followers?

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Leadership Skills Audit - Appreciative Inquiry

Leadership in the 21st Century requires a fresh approach to gaining the engagement & buy-in of the people who make up our organisations. The ‘job-for-life’ culture of the 20th has now gone, and innovative approaches to leading teams are required – asking, rather than telling staff what to do – using a coaching approach helps people think creatively, helps us to do more with less, strengthens relationships and helps us manage organisational transformations.


Via F. Thunus, David Hain
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David Hain's curator insight, December 13, 6:13 AM

@AlexClapson on using Appreciative Inquiry to develop your leadership skills.

Jerry Busone's curator insight, December 13, 8:08 AM

Good reflection piece of developing your plan for leading in the 21st century


Center for AI's curator insight, December 15, 5:13 PM

This slideshare presentation contains a great mini-inquiry into your leadership practices

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Theory of Awesomeness (infographic)

Theory of Awesomeness (infographic) | leadership 3.0 | Scoop.it

Via Ali Godding
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Ali Godding's curator insight, December 6, 5:59 AM

I love that this infographic which highlights so clearly the balance needed to achieve a 'flow state' where everything just seems to feel great and happen naturally.

 

The balance of feeling happy about life as it currently is, as well as a clear vision of what you are working towards can feel paradoxical.

 

"How can I be happy now if I know I want something else?" Asks the life that expects everything immediately, through eyes that can only perceive black or white.I know that is how I first felt upon reading such words. It felt so contradictory!

 

I have been on a tour around each of the squares in that diagram, bouncing from a 'current reality gap' to 'stress' to a total and annihilating 'negative spiral'. I learned that being ok with where we are right now, is a critical element of getting where we want to be next. I saw it happen in my life.

 

The most memorable being totally comfortable with my single status whilst having a vision of meeting my soul mate. Those who know me, know that meet my soul mate I did!  It's as if that balance relaxes us, takes the pressure off, let's the world know 'I'm ok, I'm ready for what's coming next'.

 

The trick is to remember to have this balanced focus in all areas of life, even when it feels as if everything is falling apart.

 

Today I'm still recovering from an acute illness. I still need lots of rest, more than I realised. I need to be kind to myself. I've finally learnt how to do that, to accept 'that's what's going on right now' and that's just fine. I'm alive!

 

I have people around me that love me, a comfortable home and interesting work. At the same time I still have a vision of my future as someone full of vitality, physically strong and vibrant. And I know deep down it will happen, I'll get there.

 

I hope this post gives you some food for thought on your own state of flow, on feeding your own mojo!  

 

To find out more subscribe here: https://aligodding.leadpages.net/scoopit/

Ivon Prefontaine's curator insight, December 8, 12:21 PM

This is an interesting way of understanding flow theory.

 

@ivon_ehd1

Ali Godding's curator insight, December 16, 3:05 PM

I love that this infographic which highlights so clearly the balance needed to achieve a 'flow state' where everything just seems to feel great and happen naturally.

 

The balance of feeling happy about life as it currently is, as well as a clear vision of what you are working towards can feel paradoxical.

 

"How can I be happy now if I know I want something else?" Asks the life that expects everything immediately, through eyes that can only perceive black or white.I know that is how I first felt upon reading such words. It felt so contradictory!

 

I have been on a tour around each of the squares in that diagram, bouncing from a 'current reality gap' to 'stress' to a total and annihilating 'negative spiral'. I learned that being ok with where we are right now, is a critical element of getting where we want to be next. I saw it happen in my life.

 

The most memorable being totally comfortable with my single status whilst having a vision of meeting my soul mate. Those who know me, know that meet my soul mate I did!  It's as if that balance relaxes us, takes the pressure off, let's the world know 'I'm ok, I'm ready for what's coming next'.

 

The trick is to remember to have this balanced focus in all areas of life, even when it feels as if everything is falling apart.

 

Today I'm still recovering from an acute illness. I still need lots of rest, more than I realised. I need to be kind to myself. I've finally learnt how to do that, to accept 'that's what's going on right now' and that's just fine. I'm alive!

 

I have people around me that love me, a comfortable home and interesting work. At the same time I still have a vision of my future as someone full of vitality, physically strong and vibrant. And I know deep down it will happen, I'll get there.

 

I hope this post gives you some food for thought on your own state of flow, on feeding your own mojo!  

 

To find out more subscribe here: https://aligodding.leadpages.net/scoopit/

Rescooped by Jose Luis Yañez from Positive futures
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In the Future, Companies Will Survive Only if They Help Solve Big Social Problems

In the Future, Companies Will Survive Only if They Help Solve Big Social Problems | leadership 3.0 | Scoop.it

New research we conducted with Microsoft, Nestlé, Pfizer and Telus International reveals that announcements like this one may not be that unusual in 2025. “An intersection is coming where society will expect corporations to fill the void in the face of government cuts, and, likewise, corporations will expect their societal influence to increase as their social capital becomes the force of change in communities, countries and even entire global industries,” said Jeffrey Puritt, president of TELUS International.

We predict that 2015 will mark the beginning of a long-term transition of the role and purpose of the world’s largest public companies and the value chains they control. This shift will start with an acknowledgment that despite years of implementing initiatives designed to make the companies more “responsible,” real progress on climate change and other global issues has remained incremental. The new imperative for business leaders will be to embrace the idea that the viability of their businesses depends on solving the world’s most pressing societal issues.


Via David Hain
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David Hain's curator insight, December 8, 3:06 AM

There is hope for the future but we need to richest orgs  to come to the party. Evidence suggests they might! HT Nadine Hack.

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Forget the Glass Ceiling; It’s Time to Break the Talent Ceiling

Forget the Glass Ceiling; It’s Time to Break the Talent Ceiling | leadership 3.0 | Scoop.it
Despite the grand talk about talent acquisition being the most important thing a company can do, I contend that companies actually set up policies that prevent them from hiring great people.

CAUTION: you should not read this post if you are an advocate of behavioral interviewing, competency models, assessment tests, compensation bands, hiring based on cultural fit, and the use of traditional skills- and experience-laden job descriptions.

Spoiler alert: I am about to demonstrate how these tools and techniques filter out the best people before they’re even considered. This essentially puts a lid on the quality of people a company hires.

Via David Hain
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David Hain's curator insight, December 1, 10:33 PM

'!n order to hire stronger people, you’ll need to think out of the box. But consider that the box you’re in now was built with the wrong tools." ~ Lou Adler

Miklos Szilagyi's curator insight, December 3, 9:37 AM

Really good thoughts about hiring...:-)))

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THE SCIENCE OF CHARACTER / Engage for Success


Via Ali Godding
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Ali Godding's curator insight, December 1, 1:11 PM

Today I'm sharing a great little video, a joint venture between Tiffany Shlain one of my favourite film makers and Engage for Success, a movement dedicated to the idea that there is a better way to work.  They encourage organisations all over the UK to treat people like human beings not human resources.  Hoorah for that! Which is why I volunteer for them gathering/creating content for their website and social media.  

Now, make sure you read to the end of this post because I am also giving away for free a PDF download so that you can continue to feast on your strengths. Let's just say the video is the cake, and your freebie is the cherry on top! You can subscribe in a few seconds by going here: https://aligodding.leadpages.net/scoopit/

This helps those of us looking to feed our mojo because all too often we focus on each others (and especially our own) flaws.  Totally draining!  

 

The work environment encourages highly critical thinking.  Which in the right circumstances can be useful and is certainly important when making decisions about how to spend money for example. 

Sometimes however, critical thinking leads to our strengths being overlooked. This can result in an environment that is set on eliminating weaknesses.

 

Environments like that inevitably neglect to recognise,  build on and nurture strengths.  Not very engaging, in fact a real mojo killer!  Not good for you, not good for business.   

 

I know when I watched this for the first time it gave me energy, and I wanted to explore my strengths more deeply (which is why I created the freebie at the end of this post for you).    

 

Because I know how I felt after watching the movie, I put all of what I discovered into a PDF. This free resource shows you how to identify your strengths for free.   Highlights some of the issues you need to be aware of.  It also provides questions and food for thought that will help you explore YOUR strengths further.  Just subscribe to get your free  download.  https://aligodding.leadpages.net/scoopit/

 

If you are already one of my treasured subscribers then I will have sent you a copy of this resource already.  Just search you mail for mail from me.  

Ali Godding's curator insight, December 16, 3:04 PM

Today I'm sharing a great little video, a joint venture between Tiffany Shlain one of my favourite film makers and Engage for Success, a movement dedicated to the idea that there is a better way to work.  They encourage organisations all over the UK to treat people like human beings not human resources.  Hoorah for that! Which is why I volunteer for them gathering/creating content for their website and social media.  

Now, make sure you read to the end of this post because I am also giving away for free a PDF download so that you can continue to feast on your strengths. Let's just say the video is the cake, and your freebie is the cherry on top! You can subscribe in a few seconds by going here: https://aligodding.leadpages.net/scoopit/

This helps those of us looking to feed our mojo because all too often we focus on each others (and especially our own) flaws.  Totally draining!  

 

The work environment encourages highly critical thinking.  Which in the right circumstances can be useful and is certainly important when making decisions about how to spend money for example. 

Sometimes however, critical thinking leads to our strengths being overlooked. This can result in an environment that is set on eliminating weaknesses.

 

Environments like that inevitably neglect to recognise,  build on and nurture strengths.  Not very engaging, in fact a real mojo killer!  Not good for you, not good for business.   

 

I know when I watched this for the first time it gave me energy, and I wanted to explore my strengths more deeply (which is why I created the freebie at the end of this post for you).    

 

Because I know how I felt after watching the movie, I put all of what I discovered into a PDF. This free resource shows you how to identify your strengths for free.   Highlights some of the issues you need to be aware of.  It also provides questions and food for thought that will help you explore YOUR strengths further.  Just subscribe to get your free  download.  https://aligodding.leadpages.net/scoopit/

 

If you are already one of my treasured subscribers then I will have sent you a copy of this resource already.  Just search you mail for mail from me.  

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Systems Thinking: Seeing How Everything is Connected

Systems Thinking: Seeing How Everything is Connected | leadership 3.0 | Scoop.it
“Knowledge without deep comprehension, imagination and compassion is just a more complex form of ignorance. We need to shift paradigms, to grow wiser, all of us, especially the dominant cultures an...

Via Philippe Vallat
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Why Middle Managers Are So Unhappy

Why Middle Managers Are So Unhappy | leadership 3.0 | Scoop.it
Who are the unhappiest among your workers? And what’s driving them crazy? They may not be who you think they are. They aren’t who we would have thought.

To find out, we gathered data from the most unengaged and uncommitted employees from more than 320,000 employees in a variety of organizations. We then identified those employees whose engagement and commitment scores were in the bottom 5% and compared the responses of these 15,729 unhappy souls to the rest.

You might think these would be the people with poor performance ratings or the ones in over their heads – people with inadequate training, education, or experience for the job. Or perhaps they’re the ones who haven’t been on the job long enough to decide they’re a bad fit and move elsewhere.

But when we examined the demographic characteristics of these employees, we found instead that they could best be described as those “stuck in the middle of everything.”

Via David Hain
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David Hain's curator insight, November 25, 9:48 AM

Engagement bombshell! 'Unhappiest people at work are good, steady performers' ~ Zenger Folkman research.

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New Harvard Research Reveals A Fun Way To Be More Successful

New Harvard Research Reveals A Fun Way To Be More Successful | leadership 3.0 | Scoop.it
Want to be more successful? Harvard researcher Shawn Achor explains what new studies show is the fun way to make it big in life.
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13 Scary Statistics on Employee Engagement

13 Scary Statistics on Employee Engagement | leadership 3.0 | Scoop.it
The infographic that we put together has some pretty shocking statistics in it, but there are a few common themes. Employees feel overworked, overwhelmed, and they don’t like what they do. Companies are noticing it, with 75% of them saying they can’t attract the right talent, and 83% of them feeling that their employer brand isn’t compelling. Companies that want to fix this need to be smart, and patient. This doesn’t happen overnight, but like I mentioned, it’s easy to do. Being patient might be the hardest thing for companies, and I understand how frustrating it can be not to see results right away, but it’s important that you invest in this, because the ROI of employee engagement is huge.

Here are 4 simple (and free) things you can do to get that passion back into employees. These are all based on research from Deloitte.

Via David Hain
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Sandeep Gautam's curator insight, November 23, 12:59 AM

The widespread problem of employee management and how small steps can address the same.

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Micromanagers: Flushing Companies Down the Toilet, One Detail at a Time

Micromanagers: Flushing Companies Down the Toilet, One Detail at a Time | leadership 3.0 | Scoop.it
Leaders set the tone of an organization. The outer environment is a reflection of the inner environment of those who establish the quality of the company. When the leader(s) are chaotic and manage without a solid foundation or strategy, the whole operation turns into fire drills, with everyone running around like beheaded chickens.

The only thing this creates is a sustained profile of hysterics and frustration.

Via David Hain
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David Hain's curator insight, November 13, 2:36 AM

"So much of what we call management consists in making it difficult for people to work." Drucker

Ian Berry's curator insight, November 15, 11:33 PM

Trying to manage people is a dead concept. Real management today is about ensuring that PPPPSs (policies, procedures, practices, processes, and systems) make it simple to bring their best to their work. See more http://blog.ianberry.biz/2014/08/do-your-ppppss-make-it-simple-for.html

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Empathy Heroes: 5 People Who Changed the World By Taking Compassion to the Extreme

Empathy Heroes: 5 People Who Changed the World By Taking Compassion to the Extreme | leadership 3.0 | Scoop.it
Want to learn to change the world with empathy? Get ready to learn from the masters.
by Roman Krznaric   YES MAGAZINA
Ever heard of “empathy marketing”? It’s the latest business buzzword.

Via Jocelyn Stoller, David Hain
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David Hain's curator insight, November 15, 6:03 AM

The story of 5 people who helped change the world.

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▶ The first 20 hours -- how to learn anything | Josh Kaufman | TEDxCSU - YouTube

Josh Kaufman is the author of the #1 international bestseller, 'The Personal MBA: Master the Art of Business', as well as the upcoming book 'The First 20 Hou...
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