The document discusses the critical skills needed to navigate an unpredictable future, including digital, cognitive, social, and resilience skills. It notes that while enthusiasm for change is common, sustained change is difficult. Our brains are hardwired for past experiences and comfort, making new habits and identities challenging to form. However, neuroplasticity demonstrates that the brain can learn and change with clear vision, attention, alignment of thoughts and feelings, and building of positive daily habits. The document provides a resilience potential survey and discusses identities that can help or hinder change, as well as strategies for building critical capabilities through customized learning journeys rather than one-size-fits-all approaches. Sustained change requires breaking old habits of identity and reinvent
The document discusses the critical skills needed to navigate an unpredictable future, including digital, cognitive, social, and resilience skills. It notes that while enthusiasm for change is common, sustained change is difficult. Our brains are hardwired for past experiences and comfort, making new habits and identities challenging to form. However, neuroplasticity demonstrates that the brain can learn and change with clear vision, attention, coherence, imagination, and repetition. The document provides a resilience potential survey and discusses building skills through customized, collaborative learning rather than one-size-fits-all approaches. Breaking old habits and reinventing oneself is required for new outcomes.
This document discusses building resilience in disruptive times. It addresses the future of work and skills needed, including higher cognitive skills, social and emotional skills, and technological skills. Core capabilities that can help with identity shifts are discussed, moving from cautious to courageous. Habits and changing automatic thoughts are also covered. The importance of metacognition and using intention and attention to change is emphasized. Overall the document provides guidance on developing resilience through focusing on skills, capabilities, thoughts, and habits needed to adapt to a changing world.
The document discusses critical skills needed to navigate an unpredictable world, including digital, cognitive, social, and resilience skills. It describes 8 identity shifts that can help people adapt to change, such as shifting from an anxious controller to a courageous adventurer. The document emphasizes that changing habits and identity is difficult but can be achieved through practices like developing a clear vision, aligning thoughts and feelings, building positive habits, and using reflection. Neuroplasticity and the power of intention and attention are key to facilitating change.
This document discusses the critical capabilities needed to navigate an unpredictable future. It outlines four categories of future skills: digital, cognitive, social, and resilience. Each category contains several skills that will be required such as critical thinking, collaboration, and adaptability. The document then discusses how changing identities and habits is difficult due to how the brain is wired but can be achieved through practices like building a clear vision of the future, aligning thoughts and feelings, and developing positive daily habits. It provides a survey to help individuals identify their current identities and capabilities for growth.
Old business and people engagement models are no longer relevant. By applying the neuroscience and bio-chemistry of learning, change, stress, resilience and peak performance, we can accelerate learning and unleash potential, creativity, focus, energy and enhanced performance.
The document discusses critical skills needed to navigate an unpredictable world, including digital, cognitive, social, and resilience skills. It outlines eight identity shifts from spectator to explorer, cautious to creative, anxious to courageous, distracted to conscious, resistant to navigating change, default to critical thinking, independent to collaborative, and consumer to contributor. These shifts require changing beliefs, feelings, identity, and habits through practices like developing a clear vision, aligning thoughts and feelings, building positive habits, choosing a new identity, and using reflection. Neuroplasticity and directing attention and intention can enable learning and change.
The document discusses the critical skills needed to navigate an unpredictable future, including digital, cognitive, social, and resilience skills. It notes that while enthusiasm for change is common, sustained change is difficult. Our brains are hardwired for past experiences and comfort, making new habits and identities challenging to form. However, neuroplasticity demonstrates that the brain can learn and change with clear vision, attention, coherence, imagination, and repetition. The document provides a resilience potential survey and discusses building skills through customized, collaborative learning rather than one-size-fits-all approaches. Breaking old habits and reinventing oneself is required for new outcomes.
This document discusses building resilience in disruptive times. It addresses the future of work and skills needed, including higher cognitive skills, social and emotional skills, and technological skills. Core capabilities that can help with identity shifts are discussed, moving from cautious to courageous. Habits and changing automatic thoughts are also covered. The importance of metacognition and using intention and attention to change is emphasized. Overall the document provides guidance on developing resilience through focusing on skills, capabilities, thoughts, and habits needed to adapt to a changing world.
The document discusses critical skills needed to navigate an unpredictable world, including digital, cognitive, social, and resilience skills. It describes 8 identity shifts that can help people adapt to change, such as shifting from an anxious controller to a courageous adventurer. The document emphasizes that changing habits and identity is difficult but can be achieved through practices like developing a clear vision, aligning thoughts and feelings, building positive habits, and using reflection. Neuroplasticity and the power of intention and attention are key to facilitating change.
This document discusses the critical capabilities needed to navigate an unpredictable future. It outlines four categories of future skills: digital, cognitive, social, and resilience. Each category contains several skills that will be required such as critical thinking, collaboration, and adaptability. The document then discusses how changing identities and habits is difficult due to how the brain is wired but can be achieved through practices like building a clear vision of the future, aligning thoughts and feelings, and developing positive daily habits. It provides a survey to help individuals identify their current identities and capabilities for growth.
Old business and people engagement models are no longer relevant. By applying the neuroscience and bio-chemistry of learning, change, stress, resilience and peak performance, we can accelerate learning and unleash potential, creativity, focus, energy and enhanced performance.
The document discusses critical skills needed to navigate an unpredictable world, including digital, cognitive, social, and resilience skills. It outlines eight identity shifts from spectator to explorer, cautious to creative, anxious to courageous, distracted to conscious, resistant to navigating change, default to critical thinking, independent to collaborative, and consumer to contributor. These shifts require changing beliefs, feelings, identity, and habits through practices like developing a clear vision, aligning thoughts and feelings, building positive habits, choosing a new identity, and using reflection. Neuroplasticity and directing attention and intention can enable learning and change.
This document discusses the critical capabilities needed to navigate an unpredictable future. It outlines four categories of future skills: digital, cognitive, social, and resilience. It then describes eight identity shifts that can help individuals and organizations develop these skills, such as shifting from an "anxious controller" to a "courageous adventurer". The rest of the document provides advice on building these capabilities, including using neuroplasticity principles like developing a clear vision, aligning thoughts and feelings, building positive habits through repetition, and taking time for reflection. It also offers examples for cultivating more courageous identities.
The document discusses mindful leadership and provides definitions and styles of leadership. It notes that 90-95% of our daily thoughts are the same and discusses how neural pathways can be changed. It promotes thinking, acting, and feeling like a mindful leader which is strategic, collaborative, and empowering. The document recommends conscious breathing to help change the mind and provides contact information for the authors.
This document provides information about an online learning journey called "Powerup 8" focused on developing 8 critical capabilities for navigating an unpredictable world. It includes sections on curiosity and creativity, future trends, skills of the future, fears of change, calibrating fears, the courage muscle, comfort zones, and developing habits to strengthen capabilities like being curious, creative, and courageous. The overall content discusses building resilience and adaptability for an uncertain future through developing important mindsets, skills, and habits.
Keynote EORNA be the change you want to seeSuzy Kimpen
Change starts with each and every one of us. We truly can be the change that we want to see. On individual level we have to work on our own Emotional intelligence: Self-awareness, Self-regulation, Motivation, Empathy & Social Skills (Goleman, Boyatzis, & McKee, 2015) . On team levels we have to create a positive and supportive learning culture. It isn’t about big things, it’s about the power of small wins (Amabile & Kramer, 2013), unleashing your signature presence (Cramer, Wasiak, Enslow & Foster, 2015) and introducing the power of appreciation and appreciative inquiry (Barrett & Fry, 2008). Don’t look back, but look forward and start connecting with each other look at your qualities and those of others. The godfather of Appreciative Inquiry Prof. Suresh Srivastva called it ‘the life giving forces of an organizations!’.
Slides from my session at Scorates UK 2015
Suggestions from The (Only) Seven Spiritual Principles We Need to Succeed by Karl Albrecht Ph.D
https://www.psychologytoday.com/blog/brainsnacks/201301/the-only-seven-spiritual-principles-we-need-succeed
The Killer CEO: How Leaders Influence Their Organizations for Good or EvilThe TRACOM Group
Learn the impacts of change both on business and individuals, what it means to be a great leader in a changing environment, and how people can rewire their brain to adapt to the changing world.
A presentation on Emotional Intelligence to student teachers as a part of self development programme in our TVS Teacher Training Academy, Madurai, Tamilnadu.
Emotional intelligence is your ability to recognize and understand emotions in yourself and others, and your ability to use this awareness to manage your behavior and relationships.
Travis Bradberry (from the book Emotional Intelligence 2.0)
Your preferred HRD partner of Staff Training and Talents Development, to achieve higher performance, organisation grow and employee loyalty,through competency enhancement, and impartation of EQ, Positive Thinking and Positive Attitude.
The document discusses emotional intelligence and its components. It defines emotional intelligence as the ability to understand one's own and others' emotions and use this awareness to regulate emotions and make effective decisions. It outlines four dimensions of emotional intelligence: social awareness, relationship management, self-awareness, and self-management. It also discusses how emotions are processed in the brain, particularly the amygdala, and the importance of understanding one's thoughts and emotions.
The most powerful and effective teachers know themselves and help others discover themselves as well. In this fast-paced interesting session, Coach Kiger will show you how to Find Your Way to Your Inner Powerful teacher by discovering:
Triggers- What makes you full of energy?
Magnets- What you are attracted to?
Rock Star- What qualities make you stand out?
Big Why?- What motivates you to do what you do?
Connections – What do you relate to the most?
Superpowers – How you will change the world?
The 7 Levels of Energy workshop is highly immersive and interactive. We will introduce Energy Leadership; a powerful process developed by iPEC—the leader in the coaching industry—that will help your executives and employees engage more fully in your organization. This foundational segment to our Executive Leadership Development Program will examine where your staff is currently blocked, help them realize where they want to be, and recognize how to break through any of the obstacles in the way of success. By becoming aware of the 7 levels of energy (victim, fighter, rationalizer, caregiver, opportunist, visionary and creator) the advantages and disadvantages of each, and how each affects one’s leadership and performance, they will learn how to fully immerse themselves in every aspect of your life and completely transform their leadership.
Developmental conversations are critical for short-term change, but when it comes to reaching long-term goals, traditional leadership development practices can come up short.
To support an executive in their commitment to lasting, impactful change or the achievement of major, lifelong goals, coaches must dig deeper to examine the core drivers – usually subconscious – that have steered the client to their current path. Further, you must help your client uncover whether these deep-seeded drivers are helping or hindering their ability to achieve their goals, and support them in making any changes required of them.
Such broad and deeply personal conversations can be challenging, but with the right tools, they can lead to your most impactful and rewarding engagements.
In this 60-minute session, we will explore the concepts you must understand in order to take your coaching of senior executives to greater depths, including:
- Strategies for achieving long-term goals rather than quick wins
- Opening up the conversation to include an individual’s personal, as well as professional, motivations
- The benefits of a directional approach in support of a developmental approach
- Supporting the client as they challenge themselves, recognize internal contradictions, and question their own assumptions
- Selecting and understanding the assessment tools available for exploring personal drivers
Join MRG’s David Ringwood to explore how you can broaden the coaching conversation with senior executives to support them in making choices that will have a lasting, life-long impact.
This document discusses various thinkers and approaches related to cultivating a positive attitude and mindset. It covers champions of positive thinking from Dale Carnegie to Rhonda Byrne. Other topics covered include positive psychology, self-talk, cognitive distortions, thought stopping/starting, developing self-esteem and locus of control, reducing cognitive dissonance, forming good habits, goal setting, meditation, and emotional intelligence. The overall message is that our mindset, thoughts, and behaviors can be intentionally developed to support well-being and success.
Building Resilience in the Workplace and the Personal SphereLITTLE FISH
Equation of resilience - Resilience matrix - Building personal resilience - Fostering professional resilience - Creating a resilience-friendly workplace.
1) The document discusses concepts from positive psychology including negativity bias, happiness myths, PERMA theory, flow theory, and character strengths.
2) Key positive psychology researchers mentioned include Martin Seligman, Mihaly Csikszentmihalyi, Barbara Fredrickson, and Chris Peterson.
3) Happiness is discussed as consisting of the pleasant life focused on positive emotions, the good life of engagement through strengths, and the meaningful life of finding purpose and meaning.
This document provides an overview of concepts related to empathy, team dynamics, effective leadership, and achieving world peace. It discusses mirror neurons and how they relate to empathy. It outlines the five dysfunctions of a team and ways to establish trust and avoid them. Elements of giving skillful praise and compliments are presented. Advice is provided on how to be an effective and caring boss by leading with compassion. Steps toward world peace include starting with oneself, making meditation a science, and aligning it with real life.
learn how to rewire your brain, understand the thinking, beliefs, and habits that enable you to move through stress, overwhelm and anxiety and become the best version of yourself.
This document discusses the critical capabilities needed to navigate an unpredictable future. It outlines four categories of future skills: digital, cognitive, social, and resilience. It then describes eight identity shifts that can help individuals and organizations develop these skills, such as shifting from an "anxious controller" to a "courageous adventurer". The rest of the document provides advice on building these capabilities, including using neuroplasticity principles like developing a clear vision, aligning thoughts and feelings, building positive habits through repetition, and taking time for reflection. It also offers examples for cultivating more courageous identities.
The document discusses mindful leadership and provides definitions and styles of leadership. It notes that 90-95% of our daily thoughts are the same and discusses how neural pathways can be changed. It promotes thinking, acting, and feeling like a mindful leader which is strategic, collaborative, and empowering. The document recommends conscious breathing to help change the mind and provides contact information for the authors.
This document provides information about an online learning journey called "Powerup 8" focused on developing 8 critical capabilities for navigating an unpredictable world. It includes sections on curiosity and creativity, future trends, skills of the future, fears of change, calibrating fears, the courage muscle, comfort zones, and developing habits to strengthen capabilities like being curious, creative, and courageous. The overall content discusses building resilience and adaptability for an uncertain future through developing important mindsets, skills, and habits.
Keynote EORNA be the change you want to seeSuzy Kimpen
Change starts with each and every one of us. We truly can be the change that we want to see. On individual level we have to work on our own Emotional intelligence: Self-awareness, Self-regulation, Motivation, Empathy & Social Skills (Goleman, Boyatzis, & McKee, 2015) . On team levels we have to create a positive and supportive learning culture. It isn’t about big things, it’s about the power of small wins (Amabile & Kramer, 2013), unleashing your signature presence (Cramer, Wasiak, Enslow & Foster, 2015) and introducing the power of appreciation and appreciative inquiry (Barrett & Fry, 2008). Don’t look back, but look forward and start connecting with each other look at your qualities and those of others. The godfather of Appreciative Inquiry Prof. Suresh Srivastva called it ‘the life giving forces of an organizations!’.
Slides from my session at Scorates UK 2015
Suggestions from The (Only) Seven Spiritual Principles We Need to Succeed by Karl Albrecht Ph.D
https://www.psychologytoday.com/blog/brainsnacks/201301/the-only-seven-spiritual-principles-we-need-succeed
The Killer CEO: How Leaders Influence Their Organizations for Good or EvilThe TRACOM Group
Learn the impacts of change both on business and individuals, what it means to be a great leader in a changing environment, and how people can rewire their brain to adapt to the changing world.
A presentation on Emotional Intelligence to student teachers as a part of self development programme in our TVS Teacher Training Academy, Madurai, Tamilnadu.
Emotional intelligence is your ability to recognize and understand emotions in yourself and others, and your ability to use this awareness to manage your behavior and relationships.
Travis Bradberry (from the book Emotional Intelligence 2.0)
Your preferred HRD partner of Staff Training and Talents Development, to achieve higher performance, organisation grow and employee loyalty,through competency enhancement, and impartation of EQ, Positive Thinking and Positive Attitude.
The document discusses emotional intelligence and its components. It defines emotional intelligence as the ability to understand one's own and others' emotions and use this awareness to regulate emotions and make effective decisions. It outlines four dimensions of emotional intelligence: social awareness, relationship management, self-awareness, and self-management. It also discusses how emotions are processed in the brain, particularly the amygdala, and the importance of understanding one's thoughts and emotions.
The most powerful and effective teachers know themselves and help others discover themselves as well. In this fast-paced interesting session, Coach Kiger will show you how to Find Your Way to Your Inner Powerful teacher by discovering:
Triggers- What makes you full of energy?
Magnets- What you are attracted to?
Rock Star- What qualities make you stand out?
Big Why?- What motivates you to do what you do?
Connections – What do you relate to the most?
Superpowers – How you will change the world?
The 7 Levels of Energy workshop is highly immersive and interactive. We will introduce Energy Leadership; a powerful process developed by iPEC—the leader in the coaching industry—that will help your executives and employees engage more fully in your organization. This foundational segment to our Executive Leadership Development Program will examine where your staff is currently blocked, help them realize where they want to be, and recognize how to break through any of the obstacles in the way of success. By becoming aware of the 7 levels of energy (victim, fighter, rationalizer, caregiver, opportunist, visionary and creator) the advantages and disadvantages of each, and how each affects one’s leadership and performance, they will learn how to fully immerse themselves in every aspect of your life and completely transform their leadership.
Developmental conversations are critical for short-term change, but when it comes to reaching long-term goals, traditional leadership development practices can come up short.
To support an executive in their commitment to lasting, impactful change or the achievement of major, lifelong goals, coaches must dig deeper to examine the core drivers – usually subconscious – that have steered the client to their current path. Further, you must help your client uncover whether these deep-seeded drivers are helping or hindering their ability to achieve their goals, and support them in making any changes required of them.
Such broad and deeply personal conversations can be challenging, but with the right tools, they can lead to your most impactful and rewarding engagements.
In this 60-minute session, we will explore the concepts you must understand in order to take your coaching of senior executives to greater depths, including:
- Strategies for achieving long-term goals rather than quick wins
- Opening up the conversation to include an individual’s personal, as well as professional, motivations
- The benefits of a directional approach in support of a developmental approach
- Supporting the client as they challenge themselves, recognize internal contradictions, and question their own assumptions
- Selecting and understanding the assessment tools available for exploring personal drivers
Join MRG’s David Ringwood to explore how you can broaden the coaching conversation with senior executives to support them in making choices that will have a lasting, life-long impact.
This document discusses various thinkers and approaches related to cultivating a positive attitude and mindset. It covers champions of positive thinking from Dale Carnegie to Rhonda Byrne. Other topics covered include positive psychology, self-talk, cognitive distortions, thought stopping/starting, developing self-esteem and locus of control, reducing cognitive dissonance, forming good habits, goal setting, meditation, and emotional intelligence. The overall message is that our mindset, thoughts, and behaviors can be intentionally developed to support well-being and success.
Building Resilience in the Workplace and the Personal SphereLITTLE FISH
Equation of resilience - Resilience matrix - Building personal resilience - Fostering professional resilience - Creating a resilience-friendly workplace.
1) The document discusses concepts from positive psychology including negativity bias, happiness myths, PERMA theory, flow theory, and character strengths.
2) Key positive psychology researchers mentioned include Martin Seligman, Mihaly Csikszentmihalyi, Barbara Fredrickson, and Chris Peterson.
3) Happiness is discussed as consisting of the pleasant life focused on positive emotions, the good life of engagement through strengths, and the meaningful life of finding purpose and meaning.
This document provides an overview of concepts related to empathy, team dynamics, effective leadership, and achieving world peace. It discusses mirror neurons and how they relate to empathy. It outlines the five dysfunctions of a team and ways to establish trust and avoid them. Elements of giving skillful praise and compliments are presented. Advice is provided on how to be an effective and caring boss by leading with compassion. Steps toward world peace include starting with oneself, making meditation a science, and aligning it with real life.
learn how to rewire your brain, understand the thinking, beliefs, and habits that enable you to move through stress, overwhelm and anxiety and become the best version of yourself.
The document discusses an upcoming training program called Power 8 that focuses on developing critical capabilities for navigating an unpredictable world. The training will cover topics like understanding future trends and required skills, neuroscience of change, understanding how the brain works, techniques for brain shifts, cultivating choice, and developing courage and resilience. It aims to help participants become curious explorers, possibility connectors, courageous adventurers, wise discerners, change navigators, critical thinkers, contributors and collaborators.
Emotional Intelligence plays a very important role in Leadership Development and Succession Planning. It's about developing empathy and supporting your colleagues by partnering with them.
Create more SWIFT Success with new go GO Mindset Mastery process & real Meaningful goals that create TRUE Success with Tony Dovale successactivators.com/free-book/
Entrepreneurs need a new mindset to create value and meaning as they master thier crafts and talents with PMR protocol to Rewire, re-energise and rejuvenate your brain and mindset. see more info at www.lifemasters.co.za and business Keynote speakers at www.tonydovalespeaks.com
This document provides an overview of a presentation on emotional intelligence. It discusses key concepts such as self-awareness, social awareness, self-management, relationship management, and EQ competencies. Various assessment tools are presented to help individuals understand their own preferences and strengths. Effective leadership is shown to require skills like self-confidence, credibility and trust that relate to emotional intelligence. Motivation and achieving goals are also linked to managing emotions. The importance of effective communication and relationships is emphasized.
The document discusses how to build dynamic, high-performing teams through leadership and team building workshops. It provides steps to drive, strive, thrive and arrive at building effective teams that clearly define goals and roles, provide feedback, resolve conflicts, and celebrate successes. It also discusses potential roadblocks like changes in team members and the need to periodically reevaluate goals and responsibilities.
To explore the foundations of personal transformation and change and how the 7 aspects of self can either enable or disempower us in our quest to change our behaviour to achieve the work and life results we desire
• Can you change someone?
• Why sustainable change is so hard
• What are the barriers and motivators for change
• The 7 aspects of self that impact our ability to change
• The personal transformation cycle
• The personal transformation pyramid
• Coaching tools for change
• Guidelines for sustainable change
This document discusses enhancing soft skills such as attitude, positive thinking, will power, self-discipline, goal setting, and confidence building. It defines attitude and explains its structure consisting of emotional, cognitive, and behavioral components. Soft skills like problem solving, decision making, and critical thinking are identified as life skills that can lead to positive health behaviors and prevention of health problems when developed. The document provides information on developing various soft skills like having a positive attitude, setting goals, persevering through challenges, and making responsible decisions. It emphasizes replacing negative habits and behaviors with positive virtues through continuous practice.
Self-awareness and effective communication are essential for success in the workplace. Communication involves more than just words, including body language, tone, eye contact, and listening skills. Developing self-awareness means understanding how you impact others and being flexible in different situations. When people have strong emotional intelligence and self-awareness, they can manage their emotions, develop relationships, and use emotional information to make good decisions. This leads to increased influence, trust among colleagues, and better overall results.
This document summarizes a webinar about using self-awareness and observation to increase inner resilience through understanding motivation and predispositions. It discusses how assessments like the Individual Directions Inventory can reveal deeper motivational drivers and how those drivers can form self-reinforcing patterns. It also explains how greater awareness of reactions, triggers, and life goals can help mitigate reactive cycles and harness motivation for well-being rather than just achievement. The webinar provides strategies for developing observational skills to better understand and regulate one's motivations.
In challenging times, resilience is especially critical. Explore how increasing self-awareness can help individuals foster the resilience they need to overcome personal, professional, and global challenges.
The document discusses agility in life and relationships on micro and middle levels. It argues that an agile approach to life involves experimentation, trust, giving freedom and space to others, focusing on solutions rather than blame, and prioritizing value to "customers" like family and friends through continuous effort. Key aspects of agility include diversity, shared goals, responsibility, courage to change, and appreciating different perspectives. Applying agile principles like experimentation, trust and encouragement can help people and teams grow.
Agility is best known in the IT world, mostly due to Scrum Framework. And even after so many years, we can still hear the arguments like “We are agile, we do Scrum; we have Scrum boards /Dailies” or “Scrum is just a brainwasher”. This is because Scrum and even Kanban are seen as just a set of practices, totally decoupled from the agile principles.
The agile philosophy, that is behind Scrum/Kanban is applied in our day to day lives. We are built, as human beings, to be agile and when agile principles are applied in our daily lives (starting with early childhood till we get old), we end up having better relationships, better results, we are happier.
We are agile by nature without realizing it and to support this point of view, I tell some short stories, connected to one another, growing one from another, each one emphasizing one agile principle.
1) The document discusses dynamics, proactive attitude, and developing a positive mindset and attitude. It provides definitions and components of attitude, how attitudes are formed, and the importance of having a good work attitude.
2) It describes the advantages of a positive attitude and gives steps to build a positive attitude such as making a habit of acting now, developing gratitude, and staying away from negative people.
3) The document concludes by stating life is hard but even harder if we are stupid, and the only disability is a bad attitude.
The motivational predispositions we possess inform the way we experience the world – and they are with us through good times and bad. Developing a deeper awareness of our motivational drivers can help us with the essential and difficult work of self-regulation: making conscious choices to manage our emotional impulses and respond more objectively (and productively) to life’s challenges.
In this webinar, we explore:
The fundamentals of motivation: recognizing our drivers, as well as their complexities and contradictions
How motivation can manifest in our lives - in ways that may help us or challenge us
The cycles of reaction: identifying what our sensitivities are, how we react, and what we can do to mitigate their impact
Personality, Leadership, and Emotional Intelligence: Strategies and Assessments
Learning objective: Explore the benefits of emotional intelligence
Is your personality and leadership style helping or hurting you? Some studies have shown that emotional intelligence is a better predictor of success than technical or intellectual capacity. Effective leaders invest in a lifelong journey of self- assessment and learning. Not only must they understand the business environment, challenges, and opportunities associated with growth, they also need understanding of how his/her personality, skills, experiences impact people and contribute to goal attainment. Leaders must work on capacity to manage self, have a positive
outlook, and effectively recognize the needs of others. As the complexity of interactions
change, more leaders are forced to use emotional intelligence to cultivate viable relationships with customers and employees. Join us as we assess varying levels of emotional intelligence and explore unique personal skills that will help you continue to develop as a leader.
At the end of this seminar, participants will be able to:
a. Assess current level of emotional intelligence
b. Explore concepts of personality and habits
c. View scenarios and case studies to identify emotionally intelligent strategies
d. Examine the levels of emotional intelligent leadership
This document provides an overview of emotional intelligence. It discusses the history and definitions of emotional intelligence. Key aspects that were summarized include:
1. Emotional intelligence involves the capacity for recognizing our own feelings and those of others, motivating ourselves, and managing emotions well.
2. There are four main components of emotional intelligence: self-awareness, self-management, social awareness, and relationship management.
3. Effective leadership requires skills like empathy, adaptability, and persuasiveness that are aspects of emotional intelligence. Developing self-awareness, self-confidence, and trust are important for leaders.
The document provides an overview of understanding human nature and behavior by discussing key topics such as personality, diversity, and personality models. The summary includes:
1) It defines personality as the unique patterns of behavior, emotions, and thoughts that differentiate individuals and influence how they interact with others.
2) Personality is shaped by both inherent traits as well as environmental factors and life experiences. It also tends to become more set over time.
3) Popular models for understanding personality types are discussed, including the Big Five model, Myers-Briggs Type Indicator, and Cattell's 16 Primary Factors.
4) Appreciating diversity and individual differences can help maximize strengths in teams and situations
Similar a Disruptive Thinking - Skills & Mindests for the Future (20)
Build the HR capabilities to manage, map and match people to the organisation in a fast and fluid way. Enhance and manage performance to build and sustain and business transformation. Mobilise and enable employees to master new skills faster than ever before. Learn how to design future and transitional structures, capabilities, leadership, talent and culture for a sustainable competitive advantage.
We need blended organisational structures, capabilities, leadership, talent and culture for a sustainable competitive advantage. We need collaboration across boundaries, innovation, agility, digital enablement, culture engagement and strategic and embedded change management. We need leaders and HC to design, drive and enable organisational responsiveness.
The document discusses how businesses need to adapt their talent strategies in response to COVID-19. It outlines how the pandemic has disrupted operations and how organizations need to focus on areas like operating models, processes, technology, and people. The "TalentSHIFT" requires expanding how talent is sourced, assessed, and developed to meet changing demands. Skills of the future like digital skills, cognitive abilities, and social/relationship skills will be important. Trends in recruitment include more virtual and mobile assessments, leveraging social media and AI, hiring contractors, and focusing on employee experience. Organizations need to shift from traditional talent practices to continuous talent acquisition and development.
The document discusses optimizing HR teams, resources, and processes to drive agility, customer centricity, and efficiency. It outlines emerging HR operating models and priorities like strategic impact, agility, cost efficiency, and employee experience. The Gartner model is described which includes strategic talent leaders, problem solvers, specialists, and operations teams. Building the right HR operating model requires determining elements like strategy, principles, delivery model, capabilities, and measures of success. Shifting HR's focus to priorities like continuous learning, empowered teams, accountability, trust, and employee experience is also discussed.
Why your organisation's future demands a new kind of HR
How do you adopt an operating model of the future to upgrade the HR function’s strategy and management and help them achieve their goals of agility, customer centricity and operational efficiency?
Before the current pandemic, changing technologies and new ways of working were already disrupting jobs and the skills employees need to do them. Unpack how your organisation can meet this challenge in relation to your current talent strategy.
The document discusses strategies for transforming HR at an organization. It identifies challenges such as a need for high performance culture, leadership development, talent retention, knowledge transfer, and developing HR competencies. The HR response includes becoming more transformational partners through initiatives like engagement, talent management, performance management, change management, and business intelligence. It provides examples of frameworks, processes and scorecards to guide the HR transformation journey.
These are the times that we can also dig deep into our courage, reach out and
connect with others, find a common purpose and focus on what we CAN do.
Together we can harness our imagination, optimism and possibility thinking to
tackle problems with a growth mindset and in a way that everyone pulls together
and grows.
This document summarizes the skills that will be important for personal assistants and secretaries in 2020 and beyond based on a seminar presented by Catalyst Consulting. It identifies that complex problem solving, critical thinking, creativity, people management, coordinating with others, emotional intelligence, judgment and decision making, service orientation, negotiation, and cognitive flexibility will be the top 10 skills needed in 2020. It provides definitions and examples for each skill area, emphasizing how personal assistants can develop these skills through continuous learning, communication, collaboration and embracing change.
This document summarizes the agenda for a two-day HR business partner conference on organizational resilience in turbulent times. The conference will cover topics like applying agile principles to HR, global megatrends, defining problems to solve, responding agilely, agile organizations, challenges with agility, agile HR processes, leading agile transformations, and developing an agile mindset. Videos related to the new world of work will also be shared. The goal is to help HR functions and businesses navigate challenges and build resilience through agility.
The document discusses disruptors to talent management and how organizations can evolve their talent strategies in response. Some key points:
- Artificial intelligence, gamification, video and social learning are changing how talent is identified, developed and retained. New tools like predictive assessments and simulations can identify talent.
- Performance management is shifting from annual reviews to continuous feedback. Agile goal-setting and a focus on development replaces rigid ratings.
- Big data and analytics allow organizations to better understand workforce needs and risks. Talent pools and internal mobility can be improved through data-driven insights.
- A talent management 4.0 approach embraces these disruptors through strategies like personalized development, talent mapping, social sourcing
The document provides an overview of potential futures in 2030 including profiles of different individuals and their roles. Key aspects discussed are widespread adoption of technologies like augmented reality, autonomous vehicles, and artificial intelligence. Renewable energy and commercial space travel are also common. The document suggests futures with decentralized governance and economies, climate change refugees, and nomadic populations living in urban centers. Personas of different individuals in 2030 are presented along with their pursuits, frustrations, and roles in fields like environmental activism, drone operation, and colonization of Mars.
The document discusses talent management innovations and challenges. It describes three stories from a learning summit about developing significant visions, healing broken school systems, and preparing youth. It provides extensive statistics on skills gaps, unemployment, and learning. It outlines challenges around access to opportunities, skills shortages, and developing growth mindsets. Priorities include developing future talent, inclusive learning cultures, and talent readiness. New questions are posed around anticipating future skills and assessing potential. The need for disruptive approaches to learning and developing a "License to Learn" are discussed.
This document provides guidance on handling employee conflict and difficult situations with confidence. It defines conflict as an opposition between contradictory impulses. Conflict occurs when people perceive a threat to their needs due to a disagreement. In the workplace, conflict can arise from interpersonal differences, team issues, limited resources, and organizational structures and roles. If not resolved, conflict can lead to poor performance and low morale. The document outlines different conflict management styles like collaboration, compromise, avoidance, and competition. It emphasizes the importance of listening, reflecting, interpreting, summarizing, and asking questions to have honest conversations. Feedback should also engage the other person, unpack issues, facilitate learning, discuss options, and agree on actions. Dealing with difficult people requires
Discover timeless style with the 2022 Vintage Roman Numerals Men's Ring. Crafted from premium stainless steel, this 6mm wide ring embodies elegance and durability. Perfect as a gift, it seamlessly blends classic Roman numeral detailing with modern sophistication, making it an ideal accessory for any occasion.
https://rb.gy/usj1a2
4 Benefits of Partnering with an OnlyFans Agency for Content Creators.pdfonlyfansmanagedau
In the competitive world of content creation, standing out and maximising revenue on platforms like OnlyFans can be challenging. This is where partnering with an OnlyFans agency can make a significant difference. Here are five key benefits for content creators considering this option:
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Tastemy Pandit
Know what your zodiac sign says about your taste in food! Explore how the 12 zodiac signs influence your culinary preferences with insights from MyPandit. Dive into astrology and flavors!
The Most Inspiring Entrepreneurs to Follow in 2024.pdfthesiliconleaders
In a world where the potential of youth innovation remains vastly untouched, there emerges a guiding light in the form of Norm Goldstein, the Founder and CEO of EduNetwork Partners. His dedication to this cause has earned him recognition as a Congressional Leadership Award recipient.
NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...BBPMedia1
Nathalie zal delen hoe DEI en ESG een fundamentele rol kunnen spelen in je merkstrategie en je de juiste aansluiting kan creëren met je doelgroep. Door middel van voorbeelden en simpele handvatten toont ze hoe dit in jouw organisatie toegepast kan worden.
Discover innovative uses of Revit in urban planning and design, enhancing city landscapes with advanced architectural solutions. Understand how architectural firms are using Revit to transform how processes and outcomes within urban planning and design fields look. They are supplementing work and putting in value through speed and imagination that the architects and planners are placing into composing progressive urban areas that are not only colorful but also pragmatic.
Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...my Pandit
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
Call8328958814 satta matka Kalyan result satta guessing➑➌➋➑➒➎➑➑➊➍
Satta Matka Kalyan Main Mumbai Fastest Results
Satta Matka ❋ Sattamatka ❋ New Mumbai Ratan Satta Matka ❋ Fast Matka ❋ Milan Market ❋ Kalyan Matka Results ❋ Satta Game ❋ Matka Game ❋ Satta Matka ❋ Kalyan Satta Matka ❋ Mumbai Main ❋ Online Matka Results ❋ Satta Matka Tips ❋ Milan Chart ❋ Satta Matka Boss❋ New Star Day ❋ Satta King ❋ Live Satta Matka Results ❋ Satta Matka Company ❋ Indian Matka ❋ Satta Matka 143❋ Kalyan Night Matka..
Cover Story - China's Investment Leader - Dr. Alyce SUmsthrill
In World Expo 2010 Shanghai – the most visited Expo in the World History
https://www.britannica.com/event/Expo-Shanghai-2010
China’s official organizer of the Expo, CCPIT (China Council for the Promotion of International Trade https://en.ccpit.org/) has chosen Dr. Alyce Su as the Cover Person with Cover Story, in the Expo’s official magazine distributed throughout the Expo, showcasing China’s New Generation of Leaders to the World.
Profiles of Iconic Fashion Personalities.pdfTTop Threads
The fashion industry is dynamic and ever-changing, continuously sculpted by trailblazing visionaries who challenge norms and redefine beauty. This document delves into the profiles of some of the most iconic fashion personalities whose impact has left a lasting impression on the industry. From timeless designers to modern-day influencers, each individual has uniquely woven their thread into the rich fabric of fashion history, contributing to its ongoing evolution.
Best Competitive Marble Pricing in Dubai - ☎ 9928909666Stone Art Hub
Stone Art Hub offers the best competitive Marble Pricing in Dubai, ensuring affordability without compromising quality. With a wide range of exquisite marble options to choose from, you can enhance your spaces with elegance and sophistication. For inquiries or orders, contact us at ☎ 9928909666. Experience luxury at unbeatable prices.
Best Competitive Marble Pricing in Dubai - ☎ 9928909666
Disruptive Thinking - Skills & Mindests for the Future
1. POWER8 critical capabilities for
navigating an
unpredictable world
By Debbie Craig
People Strategist and Catalyst
8
“What we intend to, and
pay attention to,
become our reality”
John Keehoe
4. Future skills required
Digital
Tech trends, digital savvy, eco-
system, remote work, tech &
data concepts & processes,
data analytics & visualisation,
AI, security
Cognitive
Critical thinking, problem
solving, creativity, innovation,
scenario planning, complexity
thinking, project
management
Social
Relationship skills, leading,
influencing, remote teaming,
engagement collaboration,
customer connection, conflict
management
Resilience
Self-awareness, confidence,
growth mindset, adaptability,
focus, effectiveness, stress &
energy management, mental
wellbeing
Are you, your team and your organisation … RELEVANT, RESILIENT AND READY for the future?
5. What doesn’t work?
# Stats
87% have or will have
skills gaps
Up to 35% remote
15% leader readiness
< 50% know how
6. Enthusiasm is common. Endurance is rare!
By 35, 95% of who you are is a set of memorized behaviors and emotional reactions that create
and identity subconsciously. Dr Joe Dispenza
60000-70000
18 - 254 days
How many thoughts?
90% sameHow many the same?
How long to change a habit?
More + or -? 70% negative
7. Why is it so hard to change?
Our brains …
Record of past
Hardwired for comfort & safety
Memories as emotions
Triggers – stress response
8. Stress response
Major impact on: immune system, general health, brain functioning, oxygen, creativity, strategic
thinking, decision making, empathy, intuition, energy
How much of our day do spend in the stress response?
9. Neuroplasticity – brain rules for learning & change
Clear vision of future
self or skill, attention
Thoughts
& feelings
aligned
See self with new
skills or behaviors
Build positive
daily habits
Breathe, calm,
choose identity,
beliefs, actions
Pause, watch, reflect
beliefs, feelings,
habits
CHANGE
“Our energy flows where our attention goes” Tony Robbins
Intention + Attention
Coherence
Imagination
Repetition
Refractory
period (EQ)
Metacognition
10. How do we bring back choice?
Belief
I believe …
Feeling
I feel …
Identity
I am ….
Habit
I act ….
E.g. I am afraid, I can’t do it, I can’t
change
E.g. I feel anxious, worried, a
failure, weak
E.g. I keep procrastinating; I
worry what others think of me
E.g. I am brave, I am not afraid to
fail, my actions create my reality
E.g. I feel optimistic, confident, strongE.g. I embrace learning, and
change, I try new things
E.g. I am AN ANXIOUS
CONTROLLER
E.g. I am a A COURAGEOUS
ADVENTURER
Automatic
vs Choice
16. Identities
Independent
Competitor
Trust Cultivator Status consumer Community builder
Distracted operator Wise discerner
CONSCIOUS
Default Thinker Meaning Maker
CRITICAL
THNKING
COLLABORATION
CONTRIBUTION
RESILIENCE POTENTIAL SURVEY
17. Building critical capabilities
DO NOT …
hit the numbers
leave it to chance
on-line only
skills only
separate from culture or role
DO …
Clarify audience
Cost vs impact
Customised aligned journeys
Collaborative action learning
Coaching & change readiness
18. If you want a new
outcome, you will
have to break the
habit of being
yourself, and reinvent
a new self
Dr Joe Dispenza
19. THANK YOU
BOOK LAUNCH 29 SEPT
Debbie Craig
Catalyst Consulting (Pty) Ltd
Phone +27 82 872 5429
Email debbie@catalystconsulting.co.za
Web www.catalystconsulting.co.za
Follow us
Catalyst Consulting South Africa
Catalyst Consulting Pty Ltd
CatalystSA
Proudly a B-BBEE Level 2 Contributor
Notas del editor
Hi I am Debbie Craig. Apart from being the founder and MD of Catalyst, I am passionate adventurer, mountain climber, dolphin lover, compulsive seeker & sharer, difference maker, author, yoga nut, wine snob, dog lover, guardian mom, step mom, wife and friend.
The world of work is changing exponentially as rapid technological innovation and global forces are compelling businesses to disrupt traditional industry models and adopt new digital strategies and skills to compete. This requires new future-fit thinking, habits and capability to learn, adapt, experiment and fail fast. Whilst technology may be threatening to replace many repetitive or replicable human activities, there is still a critical need for thinking and skills that will enable innovation, customer engagement, responsiveness, adaptability, cross-boundary teamwork, virtual teams and personal health, success and fulfillment.
Trends: Autonomous technology; Internet of Things; Big Data & Data Science; Distributed Legers / Blockchain; Artificial Intelligence; Next Gen Mobile Connectivity; Sensor Technology; Robotics; Extended Reality; Quantum Computing; Fintech / Digital Money
Pre Covid – technology, economy, competition, ways of working, global teams, new skills, globalisation, cyber threat
Economic decline; Leadership gap; Local conditions; Job & skills threat
In Covid – remote working, digital learning, virtual teams, restructuring, re-skilling, cross-skilling, outsouring
How many of you have had to adapt, learn, develop new skills and habits?? What new mindsets, behaviours, habits have you needed?
Post Covid – new normal, many companies changing their structures, place of work and how and who they hire, resizing, new skills required, agile, smart teams, gig economy, merging of technology and humans, new ways of leading, managing and mentoring
for an employee experience that keeps and grows the best talent, accelerated learning, learning culture
We need to adapt, pivot, innovate, adjust, solve impossible dilemmas e.g. Pakistan going back to work, salary cuts (FIFO or best talent), Sending people out during Covid knowing the risk, upskilling people, critical health care, cyber attacks, negotiating with labour
Deloitte – Covid times
some days we just feel overwhelmed, exhausted, incompetency, drowning, sick, behind the curve, getting old, playing catch up, losing relevance outdated
Studies: WEF, Google Project Oxygen, Harvard, Deloitte, EY, Korn Ferry, Institute of the Future
Journal of Clinical Psychology
We used to believe it takes 21 days to change a habit. Other research in the European Journal of Social Psychology3 shows that it takes from 18 to 254 days to automate a new chosen habit depending on how consistently the behaviour was repeated in a consistent context. When we are learning something completely new, in which we have no previous experience i.e. driving a car … it is actually easier than un-learning and re-learning a new behaviour or habit which is hard-wired e.g. wanting to change procrastination or give up sugar!!
As Angela Duckworth says in Grit: Enthusiasm is common. Endurance is rare!
Narrow focus on body, environment, time
Heart rhythm response - HeartMath
Adaptability: our brains are adaptable, can learn and grow and are not fixed at any age. We can change how we think, feel and act and change how we show up and our attitudes (neuroplasticity)
Attention: We can develop our brains through consistent, focused attention on the new thinking, feeling and doing habits we wish to create (where focus goes, energy flows)
Repetition: We can build new habits through repetition or “stopping” old habits. A great analogy is noticing how a path in the bush becomes a road (or even a highway) with plenty of use or gets grown over when not used. (Hebbian Law = nerve cells that fire together, wire together)
Imagination: We can change the structure of our brain by regularly imagining a future vision for ourselves AND feeling it as if it has already happened. Our brains can then more easily recognize opportunities to create that future. (Our brains do not know the difference between imagination and reality!)
Stress: We have an inbuilt stress response (fight or flight) as a natural survival mechanism to protect us from potential threats. “We can trigger the stress response by thought alone” when we imagine worse case scenarios. We can also minimise the impact of stress through our awareness and choosing more appropriate thoughts.
Brainwaves: Our brains operate at different frequencies depending on our mental activity levels e.g. worrying, problem solving, learning, relaxing or sleeping. We can utilize different brainwave states to optimise our ability to imagine, create, learn, de-stress and rewire our brains.
Subconscious: The majority of our bodily functions, beliefs, memories and default thinking and behavioural patterns are stored or driven from our subconscious minds. We can access these patterns and programs through certain brain wave states and other techniques, to accelerate change.
Chemistry: Triggers in our environment and our thoughts initiate a cascade of chemicals (feel good or stress hormones) which result in feelings. These in turn influence thoughts – causing a positive or negative thinking, feeling loop. We can manage our mental and emotional state by developing the ability to self-regulate and pause and reflect before responding.
Coherence: Our heart is in regular communication with our brains and body. We can utilise the powerful nerve center in our heart to activate coherence or “harmony” in our brain, nervous system and electromagnetic field around us. Certain breathing techniques can counter the stress response and switch on our rest and renew response instead.
Meta-cognition: We have the ability to observe ourselves (our thoughts, feelings, actions), pause and choose more empowering responses to life. We can learn to delay reacting emotionally to an external trigger (e.g. criticism) or internal trigger (e.g. craving), until we have more information, are calmer and can make better choices. This is emotional intelligence in action.
Incoherencefrustration, irritation, impatience, worry
Inhibits brain function – impairs performa
Coherenceappreciation, calm, patience, confidence
Facilitates brain function – promotes optimal performance
Passive resistor
Passive resistor: resist change, fault finder, corridor talk
Passive resistor: resist change, discomfort, threats, danger, maintain ego identities, sabotage change, hyper critical, find fault, derail, white ant, smile and then sabotage
Hitchhiker: passenger, oxygen thief, non-committal
Hitchhikers: let others take all the risks, passenger, follower, avoiding personal risk or public failure, non-committal, vague, not pro-active
Push over: overly sensitive, weak character, lack of perseverance
Push-overs: when forced to choose, will go with the majority, not stand up for their views, insecure, overly sensitive to feedback or perceived criticism leading to drama and toxicity in the team
Maze navigator
Path finder: visionary, intentional, inspirational
Path finder: sift through noise, create an intentional and inspirational vision, optimism, hope, belief in self and others to survive and thrive through the challenges and struggles 0
Maze navigator: committed, determined, agile
Maze navigator: committed to their vision, determined to find a way, despite barriers, agile, quickly adapt their approach or route, resilient, quick to reflect, learn and explore possibilities, persevere,
Change influencer: listener, engager, influencer
Change influencer: tap into other’s, fears and motivators and engage, awareness, empathy and deep listening, articulate vision with passion and energy, outline journey of adventure and risk, benefits, meaning and hope, network, people willing to follow them into the exciting unknown.
How many of you have faced moments of courage
Controlled Critic
Pretenders: big act, mask, pretend, self-critical, not good enough, judgmental, under the radar,
Anxious: highly strung, risk averse, fearful, avoidant, organized, controlled, pessimistic, untrusting
Stuck: overthinker, dreamer, big-talker, procrastinator, avoid decisions
Courageous adventurer
Authentic: whole hearted, honest, strength of character, self-confident, open, engaging, willing to be vulnerable, laugh at self, humble
Resilient; grit, determination, tough minded, bounce back, perseverance, committed, self-belief
Adventurers: faces the unknown, takes action despite fear, steps up, takes calculated risks, brave, stretch, inner and outer adventures
Tim Ferris; Thuli Madonsela
Drifter: superficial, out of touch, ignorant
Drifters: drift, superficial, out of touch, ignorant, no idea of impact, unreliable, chasing their tail, non-commital
Blamer: emotional, victim, excuses
Blamers: victim, blame, make excuses, avoid responsibility, not owning their destinies, bouncing between dramas
Distracted: busy, stressed, disorganised (FOMO)
Distracted: easily distracted, or influenced, (rubber arm), 0pulled in many directions, FOMO, busy, stressed, disorganized, can’t say NO
Discerning: self-aware, mindful, intuitive
Discerners: tuned in to intuition, bodies needs, calm, rational in a crisis, responsive, balanced, not overwhelmed, assertive, healthy boundaries
expectations to priorities, organised not a control-freak.
Responder: calm, responsible, wise
Responder: wise choices, thoughtful, appropriate decisions, ask questions or get more information, avoid assumptions and rash emotional decisions, quickly assess impact, aware of external world, notice cues of opportunities or risks, natural BS detector and avoid scammers or opportunists, sensory acuity, empathy, balance tuning into their inner and outer world, managing attention and energy, time, space, focus, effective, not busy, add value, healthy boundaries, work life balance, honest conversations, manage
Focussed: energized, healthy, organised
Focused: aware, witness, think about their thinking, discern what they are consuming, avoid “noise”, repetitive dramas. interrupt the pattern, differentiate, understanding self, triggers, hot-buttons, dysfunctional habits, baggage
Expedient: quick to judge, assumption maker, biased
Expedient, lazy thinkers, quick to judge, skim over info, move on quickly, min effort, assumptions, biases, flawed thinking, incomplete data, broad categorisation, stereotyping, over-simplifying, giant leaps of assumption. Speed and ease is more important to them than accuracy or long-term sustainable solutions. Spontaneous, “in the moment”, not considering impact of their suggestions and decisions. gullible without validating facts or sources.
smart and know it all. time is valuable short-cuts. things are “obvious” minimum fuss. most people “don’t get it”
Impatient, arrogant, clever
Linear thinker: silo thinker, one dimensional, narrow thinking
unable to expand thinking beyond the box, perpetuate silo-thinking “us vs them” fall into the trap of cause and obvious effect without considering the ripple effect of changes. Options narrow and limited without considering “wisdom in the room”.
Complicator: overload, overwhelm, confuse
jumping to conclusions and solutions too quickly without a deeper and wider investigation of the problem. exacerbates conflict damage relationships unnecessarily. Issues confounded root causes or interrelationships between issues are not fully understood overload overwhelm people due to an inability to integrate, simplify and make meaning of the “noise” in the system.
Anticipator: see bigger picture, systemic thinker, questioner
think strategically long-term big picture. systemically cause and effect and different parts of a system interact with take time to reflect on scenarios, possibilities and unintended consequences. watch trends anticipate change and adapt asking questions both internally in their minds and externally to others to gain additional data or insight to improve their problem solving and decision making.
Complexity navigator: complexity analyser, dilemma solver, relevance validator
navigate complexity take the time to gather relevant data from multiple, sources, avoid false or superficial information or opinions. organise and analyse the data understand, compare and find answers. creating mental models and variety of options to clarify ambiguous situations and challenge assumptions and paradigms. testing and piloting ideas to gain buy-in and confidence conscious of trade-offs minimum loss and maximum gain. not always a single, linear solution way forward may need to emerge over a period of time as more data becomes available.
Meaning maker: integrator, simplifier, insight generator
connect dots, ideas, opportunities and people and are excellent at integrating these and making sense of it into a few pictures, themes or statements ideas are found in the space between traditional industries or obvious relationship matches, and they pull people together to innovate something original. simplify. simplest, easiest, quickest and least resource intensive method of doing work i.e. doing more with less. overwhelming amount of input or “noise” and make sense for others with simple reasons, roadmaps, steps and benefits enabling them to take action toward a vision.
What is the long-term impact of this decision?
What other trends or scenarios or changes might impact our success in the future?
What is the impact if we don’t invest in this?
Who else could be impacted by this?
What is the root cause of this issue?
What could some unintended consequences?
What might I be overlooking?
Collaboration Examples
Koen brothers, Lady Gaga & Beyonce, Agricultural drones, Disney & Pixar
Independent Competitor
Independent: prefers to work alone, be in control of own time and energy, self-involved, can be isolated
Suspicious: naturally suspicious, sensitive to being hurt, trust needs to be earned, hedges bets, imagines the worst, keeps information to self
Protector: protects boundaries and own resources, power or inner circle or team, competitive win-lose mindset, tends to see what I’m giving up
Trust Cultivator
Inclusive: embraces diversity, cultivates networks, identifies and builds strengths and synergies across boundaries, abundance mindset
Trusting: open-hearted, naturally trusting, relationship builder, shows empathy and cultivates trust between people and groups
Resolver: seeks common ground, negotiates, resolves conflict, explores win-win solutions, tend to see what everyone gains
Collaboration Examples
Koen brothers, Lady Gaga & Beyonce, Agricultural drones, Disney & Pixar
Independent Competitor
Independent: prefers to work alone, be in control of own time and energy, self-involved, can be isolated
Suspicious: naturally suspicious, sensitive to being hurt, trust needs to be earned, hedges bets, imagines the worst, keeps information to self
Protector: protects boundaries and own resources, power or inner circle or team, competitive win-lose mindset, tends to see what I’m giving up
Trust Cultivator
Inclusive: embraces diversity, cultivates networks, identifies and builds strengths and synergies across boundaries, abundance mindset
Trusting: open-hearted, naturally trusting, relationship builder, shows empathy and cultivates trust between people and groups
Resolver: seeks common ground, negotiates, resolves conflict, explores win-win solutions, tend to see what everyone gains
Building foundational capabilities - What not to do
Before we get into how best to build these, it is sometimes useful to know what not to do. From our many years of experience in the field, we see lots of what goes right and what goes wrong – often unintentionally. A lot of valuable time, energy and money can be wasted on learning that is not relevant, customized, practical or measured. So here is our not to do list:
DO NOT … do nothing and leave learning to chance or book groups of people on training to hit the numbers - hoping they will learn something. Most people find only 10 - 15% of non-customised, large group training relevant, and forget most of it afterwards if not reinforced and integrated into day to day role
DO NOT … leave learning up to the individual with access to on-line modules hoping they will be motivated and ready for self-driven learning. Without a learning culture, encouragement and recognition, adoption rates of on-line learning platforms are a tiny fraction of the employee population
DO NOT … expect mindset shift and transformational experiences to happen with self-directed on-line learning only without some robust conversations and opportunities for insight. The ah-ha moment and learning impact is often attained through a combination of activities and input from others.
DO NOT … prioritise leadership or technical skills above core or foundational skills. An integrated approach to build a solid foundation or platform upon which to build should be the focus.
DO NOT … only focus on leaders to build foundational skills. Front line and support staff play a key role in day to day culture and decisions. Pick your change champions at all levels and have a cross cutting approach.
DO NOT … see learning new skills in isolation of culture and employee experience. It is critical that the culture is ripe for learning and encourages space to experiment and fail fast.
Building foundational capabilities - What to do
We have had to rapidly develop capability and implement new systems, processes and cultures in many turnkey projects. Our recommended principles for ensuring future-fit learning are not surprisingly also categorised into 8Cs:
Clarify audience: understand your target audience requiring foundational skills and identify the leadership, technical and foundational capabilities required
Cost vs impact: assess the impact of budget invested in people that will have the biggest impact on the culture and learning of others at different levels (your change influencers).
Critical mass: choose a sufficient percentage of your target audience to embark on learning journeys to build a common language, culture and tools around the foundational skills, which then can spread to others. A few people attending programs as individuals will struggle to make big organisation impact by themselves.
Customised journeys: spread the learning over 6-12 months with a combination of self-driven digital learning, facilitated sessions, collaborative team based learning projects and coaching to ensure learning is embedded and impactful.
Strategy alignment: closely align your learning journeys to strategy, culture and role. Master classes can be utilised to build onto existing learning journeys but must be integrated into the overall outcomes and expectations.
Collaborative action learning: build social and team skills and feedback rich environments by designing relevant team-based action learning projects with tracking and accountability.
Coaching: provide access to group coaching for common tricky aspects to create opportunities for individual and group insight and transformation and accelerated learning for key individuals where speed is necessary.
Change management: ensure learner readiness for a new way of learning through effective communication, system on-boarding, expectation management, leader engagement, and group launch sessions to build important connections and energy for the journey.
Calculate: Track and measure the impact of the learning – on individual performance, skills, engagement and self-confidence, as well as team and organisational impact.
Courage is also….
Speaking up in a meeting or to your boss when you know it is the right thing to do
Confronting a friend who has been taking advantage or abusing your good or patient nature
Asking for feedback to reality test how you are showing up
Saying no to friends or a lover when you are not in the mood for food, drugs, sex, alcohol or company
Facing tough conversations with someone close to you, really listening, and not making it about you
Dealing with your own frailty through illness or inability to do or achieve something
Coping with let-downs, disappointments and failures, but still taking the next step
Telling your spouse/loved one how you feel about something important, even when you know it might upset him/her and lead to an argument
Reaching out and helping a friend or stranger in need and being willing to sacrifice something of yours (time, plans, money, convenience)
Starting your own business when everyone else think’s you are crazy
Supporting a friend or colleague who has messed up but needs support to get back to their authentic self (when everyone else is avoiding them like the plague)