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Geld over de balk smijten: schijnbaar is dit een wijdverbreide hobby binnen organisaties, zeker op het gebied van leiderschapsontwikkeling.
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Sidestepping four common mistakes can help companies develop stronger and more capable leaders, save time and money, and boost morale.
Great article! An acknowledgement of our experience and customer dedication. Want to change? Apply the underlying rules.
The four common mistakes are:
1. Overlooking context
Context is a critical component of successful leadership. A brilliant leader in one situation does not necessarily perform well in another. Academic studies have shown this, and our experience bears it out.
2. Decoupling reflection from real work
When it comes to planning the program’s curriculum, companies face a delicate balancing act. On the one hand, there is value in off-site programs (many in university-like settings) that offer participants time to step back and escape the pressing demands of a day job. On the other hand, even after very basic training sessions, adults typically retain just 10 percent of what they hear in classroom lectures, versus nearly two-thirds when they learn by doing.
3. Underestimating mind-sets
Becoming a more effective leader often requires changing behavior. But although most companies recognize that this also means adjusting underlying mind-sets, too often these organizations are reluctant to address the root causes of why leaders act the way they do.
4. Failing to measure results
We frequently find that companies pay lip service to the importance of developing leadership skills but have no evidence to quantify the value of their investment. When businesses fail to track and measure changes in leadership performance over time, they increase the odds that improvement initiatives won’t be taken seriously.
Overall this Quote says it all,"Embedding leadership development in real work; fearlessly investigating the mind-sets that underpin behavior; and monitoring the impact so as to make improvements over time." I believe my group is on track.
The journey towards Social Leadership takes us through nine stages: we CURATE our space, choosing the stage we will perform from. We develop our STORYTELLING skills, learning how to structure the n...
adicionar a sua visão ...
What is the connection between Social Networks and Being Lonely? Inspired and Based on the wonderful book by Sherry Turkle - Alone Together. Also Based on Dr.…
Women are less ready to compromise their ethics in pursuit of success at work, a recent study has suggested.
One year ago, Abha Dawesar was living in blacked-out Manhattan post-Sandy, scrounging for power to connect. As a novelist, she was struck by this metaphor: Have our lives now become fixated on the drive to digitally connect, while we miss out on what's real?
Think u can change the world? So do it..
We've fostered generations of managers with robust analytical skills and poor social skills, and we don’t seem to think that matters.
Interestering article, creating consiousness yet again highlighted from an individual angle. When does the collective and its multiplier come in play? Because you know: We are all one.
For a long time, we believed that people were rational, logical agents, driven by self-interest, greed, and desire. In recent years, we have begun to realize that people have another driver that is of equal, if not greater, importance: the drive to be social.
The studies tell the story:
a) Giving to charity activates the brain's reward system more than winning money.
b) Painkillers like Tylenol relieve social pain the same way they relieve physical pain.
c) Being socially rejected can lower your I.Q. score by 20% and cut your GRE score nearly in half.
d) Seeing a friend regularly has the same effect on our well-being as making an extra $100,000.
e) Volunteering to help others regularly produces the same increase in well-being as making an extra $50,000.
f) When an employee meets a person who benefits from their work, that employee can double their productivity.
g) People will pay $30,000 to be recognized as a high-status employee.
h) And, finally, being socially connected is literally as good for your health as quitting smoking.
Social activity matters more than we have realized. Yet institutions and organizations, from political systems to hospitals, schools and corporations, have been built based on a different set of beliefs:
a) that people are motivated by money,
b) that physical -- not social -- health is most important
c) and that social needs are "nice to have."
A boss who knows what his staff members really care about will be able to develop a better team environment.
We are deeply social beings, with social needs mattering more than physical needs in many situations. Maslow may have been wrong: Social may not be up the pyramid, it may be down at the base with physical needs. Until this insight makes its way into how we design our institutions, we may continue to see less than 30% of people in our organizations actively engaged in their work.
Some of our long-held beliefs about human motivation may be wrong....
and it really all comes down to the ability to be flexible with your communication so that you can interact with evryone in a way that reduces conflict and increases buy in.
If an organization needs to undergo significant change, that’s a leadership issue, right? Old dogs will learn new tricks when the lead dog — or ape, or penguin, depending on the management fable of the moment — shows them off.
The two essential components for effective leadership today. For more videos REGISTER NOW! | Para más videos REGÍSTRATE AHORA! http://www.wobi.com/ We are ...
Here we are in 2013 with organizational leadership models that continue to deny the social nature of organizations and wallow in inertia.
Our leadership practices remain authoritative. People are disengaged, distrusting and perhaps even disenfranchised.
If it were only so in the land of Dilbert. Unfortunately this is pervasive in many organizations - lack of trust, lack of sharing knowledge and no collaboration all go hand in hand and are together the tools of a failure to innovate.
Wonderul Scoop Kenneth! I am currently working on understanding inclusion by exploring exclusion and this is absolutely perfect!
While we may have a "diverse" employee base" if we have authoritative and distrusting cultures, it is impossible to have inclusion!
Well, are you? The short answer, especially if you’re a leader or even just someone in a leadership position, is yes.
Your people watch you. No one is born with an innate knowledge of what it takes to succeed so they must learn it. They learn some of it by listening, some by reading, but mostly they learn from watching. If you are their leader or the person who is above them in a leadership position then it’s you they are watching.
I think all 'leaders' are role models. Are they modeling the right things is the question?
Some still believe that the whole point of investing in enterprise collaboration tools and strategies is simply to replace existing systems that organizations are currently using such as Sharepoint and/or email.
Menno Molendijk is change strategist and business coach. Since early childhood, he is fascinated by his own and other people's behaviour. He coaches leaders ...
Sustained organizational health is among the most powerful assets a company can build. Healthy companies generate total returns to shareholders three times higher than those of unhealthy ones.
New research suggests that the performance payoff from organizational health is unexpectedly large and that companies have four distinct “recipes” for achieving it.
Successful companies match their organizations to their aspirations. Once a company has identified the most appropriate organizational recipe for the chosen strategy, it should align the organization as far as possible with that mix of practices. If its most important day-to-day practices do not support its strategy, or are not consistent with the direction communicated by its leadership, the misalignment can often undermine both overall performance and health.
About 30 years ago, I took my first Myers-Briggs Type Indicator test. I had just started out as a recruiter and one of my clients required all final candidates to take the exam before an offer was
Harvard's Ronald Heifetz urges heads-of-state to think less like surgeons, more like psychiatrists.
"The dominant view of leadership is that the leader has the vision and the rest is a sales problem," he says. "I think that notion of leadership is bankrupt." That approach only works for technical problems, he says, where there's a right answer and an expert knows what it is.
"When a patient comes to a surgeon, the surgeon's default setting is to say, 'You've got a problem? I'll take the problem off your shoulders and I'll deliver back to you a solution.' In psychiatry, when a person comes to you with a problem, it's not your job actually to solve their problem. It's your job to develop their capacity to solve their own problem."
"(T)he people are the problem and the people are the solution," he says. "And leadership then is about mobilizing and engaging the people with the problem rather than trying to anesthetize them so you can go off and solve it on your own."
Heifetz says, leaders should think less like surgeons, and more like psychiatrists.
The Paradigm Shift: 4 Goals Of 21st Century Learning
Many leaders in the workplace have lost their competitive edge. They lack the substance that is required to be an effective and sustainable leader.
Stay in tune. With the people around you. And yourself.
Technology is spreading new ideas globally and so fast that knowledge is not anymore the advantage of leaders.
Knowledge is free but inspiring others comes with a cost: you must re-invent yourself to stay attuned with changes around you.
Never before, we have seen three generation of leaders in the same workplace. The 20-30 challenge up the 35-45 and the late baby boomers 50+ may not be able to satisfy the needs of those who are changing the world around them.
Making bad decisions? You may have become so arrogant and blinded by your past success that you don't have the humility to listen to your team members.
When is the last time you took time to think about your impact as a leader? Did you ask for feedback from bottom-up? Are you interested only in your own career advancement?
Asking questions is more powerful than giving answers, do you know how to mentor and coach others around you so they enjoy what they do and don't call it work?
Great scoop and fantastic insight Anne! I have seen some senior leaders put in great efforts to update their leadership. It is great to see!
(From the article): Leadership is all about taking risks and knowing when to take them. If you don’t feel comfortable being uncomfortable – courageous enough to see and seize opportunities that others don’t and do what others won’t – it is impossible to be an effective leader. These are the fundamentals of sustainable leadership. So look around you and ask yourself the following question: Has your leadership style become outdated?
Maximize your ratio of accomplishment over authority.
Captain David Marquet's talk on Greatness. It illustrates how he took a nuclear submarine from the worst performing ship with the lowest moral in the US Navy and turned it into the highest graded ship ever.
Okay - teach a man to fish and empowerment and mentoring people leads to engagemnet and that leads to success. Love those videos. Entertianing. Add this to the Fish pholisophy concpets you have full enagegment. Remnds me of the saying surround yourself with smarter poeple then yourself. Maybe the truth is more about giving people the authority and information to do their job. Then they make good decsion and that makes you look smart becasue they are smart.
Great practical guidance on the secret of balancing need for co-ordination with decision making where information is richest - at the coal face.
Change can occur more naturally if we as leaders, teams…
'Durf te falen' Wederom een korte video vol inspiratie van Arthur Kruisman en Patrick Donath over hokjesdenken, een andere kijk op werk, de maandelijkse doping die salaris heet, turfsmurfen, en het...