Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Intelligence in the workplace


Published on

  • Be the first to like this

Intelligence in the workplace

  1. 1. Building and sustaining a character-basedculture of Emotional & Spiritual intelligence in the Workplace
  2. 2. Agenda Aspects of character-based Leadership Recognise the foundational principles and practices of Servant Leadership Living by design Your leadership journey: struggles, survival, failure towards success and significance and surrender Leadership tests towards maturity Finishing well
  3. 3. Amelie
  4. 4. Juliette
  5. 5. Re-engineering Your Businessfor the FutureSTART WITH The 18 inch Journey to the Heart of Real Transformation now Mario Denton (MBA, MeCon, PhD) Ritz-Carlton Marina Del Rey Los Angeles September 16-19, 2012
  6. 6. n Amerikaanse toeris doen “whitewater rafting” op dieOranjerivier met Gatiep as sy toergids . Die Amerikaner vra vir Gatiep:“Do you know psychology, methodology, biology or geology? Gatiep antwoord: “Nei my Bru, never heard those big words.” Amerikaner:“You sure don’t know a lot my friend?” Skielik kry die boot n lekkasie en begin sink. Gatiep:”Do you know swimonology and escapology away from crocodology?” Amerikaner: “What the hell do you mean? ”Gatiep: “Well, today you going to see joumasegatology just before you vesuiptology.”
  7. 7. WHATcauses nations and organisations toFAIL? The Challenges We Face
  8. 8. Mario’s research interest1. Managerial cataracts2. Executive blind spots/Managerial infertility3. Professional workplace bullying4. Toxic and dark side of leadership5. Organisational Tribal warfare and terrorism6. Managerial degeneration and derailment7. Detoxifying the workplace- Swine viruses8. Organisational Heart attacks
  9. 9. FOUR SCENARIOS Deleverage & Division Bailout Until CollapseGrowth Fueled Return to Normalcy Unification & New World Order
  10. 10. SAVINGS
  11. 11. Is South Africa about to experience its own Arab Spring? Myth or Reality 1. The holding of an Economic Codesa 2. A complete change in mindset towards small business and entrepreneurs 3. A radical shift in black economic empowerment 4. The government should concentrate all its energy on improving service delivery 5. Character First Movement like never before
  12. 12. Why Character?“I’m convinced that 90% of failures in life are character failures, not ability failures.”—Stephen Covey, The Eighth Habit
  13. 13. Evaluate: Root Issues {
  14. 14. Your Heartbeat
  15. 15. Deputy President Kgalema Motlanthe “We are struggling ourselves, as a new democracy in South Africa, to restore values … Values are never a given. They have got to be developed, worked upon, and consolidated on an ongoing basis. Because if at any given time we as a society or as sections of society become complacent about them, we run the risk of losing them…. We are therefore duty bound to try at all times to bring to the fore the values that bring us together as fellow South Africans, as human beings, united in our diversity.”
  16. 16. The C3 Concept TM Character Competence = C1 = C2 TM Consistency = C3
  17. 17. Carelessness Faintheartedness Disrespect WastefulnessDistraction Slothfulness Loneliness UnreliabilitySelf-centeredness Shortsightedness Arrogance AnxietySelfishness Simple- Idleness Self- indulgenceFearfulness mindedness Self-pity CallousnessRashness Discouragement Corruption HypocrisyIndifference Apathy Unfaithfulness IncompletenessCovetousness Presumption Anger ExtravaganceUnder- Resistance Willfulness Prejudiceachievement Rejection Confusion DeceptionProcrastination Stinginess Restlessness ImpurityRudeness Harshness Contentiousness FoolishnessInconsistency Unthankfulness Tardiness
  18. 18. Common Team Hackers: Why? 1. Sloppy work. ______ 2. Gossip. _____ 3. Bullying or harassment. ______ 4. Lack of friendliness. ______ 5. Disorganized. ______ 6. Late for work. ______ 7. Drug & Alcohol abuse. ______ 8. Resistant to change or innovation. ______
  19. 19. Common Team Hackers: Why? 9. Poor customer service. ______ 10. Apathy. _____ 11. Wasting resources. ______ 12. Exaggerating reports. ______ 13. Shifting blame or responsibility. ______ 14. Unclear expectations. ______ 15. Poor communication skills. ______ 16. Hasty decisions. ______
  20. 20. Broken Culture: Why?
  21. 21. Visible Challenges Poor Attendance Low Productivity Low Productivity Alcoholism/Drug Abuse Disorganization Own Agenda Poor Quality Negligence Avoidable Accidents Anger/Bitterness Stealing Personal Problems Resistance Restlessness Covetousness Tardiness Distraction Rejection Inconsistency Inconsistency Self-indulgence Deception Carelessness UnreliabilityRoot Causes
  22. 22. Alertness Diligence Humility SecurityAttentiveness Discernment Initiative Self-ControlAvailability Discretion Joyfulness SensitivityBenevolence Endurance Justice SincerityBoldness Enthusiasm Loyalty ThoroughnessCautiousness Faith Meekness ThriftinessCompassion Flexibility Obedience ToleranceContentment Forgiveness Orderliness TruthfulnessCreativity Generosity Patience VirtueDecisiveness Gentleness Persuasiveness WisdomDeference Gratefulness PunctualityDependability Honor ResourcefulnessDetermination Hospitality Responsibility
  23. 23. Before we repurpose a business wemust repurpose the leader Source: Brett Johnson
  24. 24. The Aims Character InitiativeTo build communities of Character committed to do what is right and equipped to address the root problems
  25. 25. The Aims Character InitiativeTo develop character in individuals, who can use their gift and character to improve and transform their world.
  26. 26. The Aims Character InitiativeTo develop the leaders of tomorrow with a dramatic and positive impact on community as a whole.
  27. 27. Basis for Character InitiativeCharacter First program which helps people all over the world see the value of good character so they can build better workplaces and communities.
  28. 28. Success stories of CharacterThrough the initiative of Dr Mario Denton(Phd, MBA, Mecon, CEO & Industrial Psychologist)Character First have been successfullybrought into organisations such as GeorgeHospital, SABCO Coca Cola, Water andSanitation, Metro Police, Western CapeDepartment of Education, SwartLandBoudienste various schools and is developedin such countries as SouthAfrica, Namibia, Ghana, Malawi, Nigeria andUganda.
  29. 29. Principles of building a successful Character CommunityIntroductionVisionEstablishmentPromotionImplementationPerpetuation
  30. 30. Vital Step 1 Introduction of the Character Initiative to the leaders of 7 spheres: Government Business Education Faith Family Media Sport/Recreation
  31. 31. Vital Step 2Training and developing of Character leaders
  32. 32. Vital Step 3Establishment of the committee consisting of trained leaders for implementation of Character- based principles
  33. 33. Vital Step 4Character event for the introduction of Character Initiative to the community
  34. 34. Vital Step 5Character celebration for the recognition of people of character
  35. 35. Vital Step 6Reviewing of the results and further challenge and guidance of the community committee
  36. 36. Agenda Aspects of character-based Leadership Recognise the foundational principles and practices of Servant Leadership Living by design Your leadership journey: struggles, survival, failure towards success and significance and surrender Leadership tests towards maturity Finishing well
  37. 37. •Source: Jim Dismore Man’s Economy God’s Economy: Servant Leadership 1 Our company His company 2 Performance first Servant’s Heart 3. How much can I make How much can I give? 4 Personal success Helping others achieve 5 Pleasing man Pleasing God 6 Living in daily fear Living with hope 7 Short-term gain Lasting legacy 8. Uncertainty Trusting God 9 Profit over principle Principle over Profit 10 Whatever it takes Right purpose 11 Stress- crisis Contentment 12 Anxiety Patience
  38. 38. The Value of Trust
  39. 39. Perilous Times- 2 Tim 3:1-5 In the last days perilous times will come For men will be lovers of themselves, lovers of money, boasters, proud, blasphemers , disobedient to parents, unthankful, unholy
  40. 40. Perilous Times- 2 Tim 3:1-5 Unloving, unforgiving, slanderers, wit hout self control, brutal, dispisers of good Traitors, headstrong, haughty, lovers of pleasure rather than lovers of God Having a form of godliness but denying its power
  41. 41. Six Lessons from the Greatest Leader of AllTime1. He built an inner circle2. He connected with people3. He held people accountable4. He led by example5. He took time to replenish6. He didn’t trade his values for valuables
  42. 42. Focus on the HE tree and be a reformer. Make that your ambition {
  43. 43. Double-click to insert company name{ Double-click to insert date
  44. 44. {
  45. 45. {
  46. 46. {
  47. 47. {
  48. 48. Agenda Aspects of character-based Leadership Recognise the foundational principles and practices of Servant Leadership Living by design Your leadership journey: struggles, survival, failure towards success and significance and surrender Leadership tests towards maturity Finishing well
  49. 49. A NEW SOCIAL PHENOMENONHALFTIME “People now have two lives LIFE 1 and LIFE 2 and they are over prepared for LIFE 1 and underprepared for LIVE 2, and there is no university for the second half of life” PETER DRUCKER
  50. 50. Your leadership journey Struggles, survival, failure towards success and significance and surrender
  51. 51. Stage One: Foundation of Success Is there more to life than my current situation? What do I consider eternally significant? What on earth would give my life meaning? Am I alone in feeling this way? How much (stuff, money, advancement) is enough? In what way was my first half experience a foundation for something more significant in my second half?
  52. 52. Stage Two: Inward What are my greatest strengths and core values? What am I really passionate about? What makes me come alive? What is my calling in life? What is my personal mission statement? What role do I play most effectively in an organization? What is my spouse thinking about his/her second half, and what is our vision together? Who can come alongside me in this journey and provide wisdom and insights? Who can help me make sense out of this time of life?
  53. 53. Career Direct ®Educational and Occupational
  55. 55. Stage Three: Awakening Challenge How can I begin to create the margin in life to explore all that I feel called to do? How do I prepare my family and myself for this transition? What responsibilities do I have to my parents, and how will I leave a legacy through my children and grandchildren In what arena should I serve: my church, my community, or in some very needy area of the world? How do I begin to find service opportunities that fit me? What unique configuration of family, work, recreation and service best fits what I feel called to do? Should I stay engaged in my business with new parameters on my time and a renewed sense of purpose? How should I manage and structure my financial situation to live out my calling for the second half of my life?
  56. 56. Stage Four: Reaching Potential How do I decide between the serving opportunities I have been experimenting with? Should I create a portfolio of serving roles? Does this work environment give me energy? Do I need a different office arrangement, different support structure, more or less variety, etc? Based on the work I have done so far in my second half, what is my highest and best contribution? Is this working with my financial situation? What adjustments do I need to make for this to be sustainable? Am I growing closer to God and to those I love as I pursue a second half of eternal significance?
  57. 57. HALF TIME
  58. 58. The Five Practices ®Model the Way Inspire A Shared Vision Enable Others to ActChallenge the Process Encourage the Heart
  59. 59. Authentic Optimal Wellbeing- Finish Well Source: Dr Bruce Wilkinson1 Physically Exhausted/Tired Energetic/Strong2 Emotionally Discouraged/Down Encouraged/Up3 Mentally Bored/Discontent Challenged/Content4 Spiritually Depleted/Empty Growing/Full5 Geographically Distant/Alone Near/Together6 Relationally Alienated/Cold Close/Warm7 Internally Hopeless/Sad Hopeful/Happy8 Personally Insecure/Unsure Secure/Confident9 Secretly Bitter/Angry Forgiving/Accepting10 Deeply Wounded/Hurt Appreciated/Love
  60. 60. Current People Management Focus areas 1. Leadership: Build a pipeline of extraordinary leaders who inspire achievement of their winning future. 2. Organisation Optimisation: Maximise organisational efficiency and productivity. 3. Capability Excellence: Significantly improve the capability level of all their employees. It they grow their people, they will grow their business.
  61. 61. Current People ManagementFocus areas 4. Sustainability: Entrench sustainability in their corporate DNA through responsible and ethical people practices. 5. Talent Pipeline: Enable their planned growth by managing performance today and identifying and preparing tomorrow’s leaders. 6. Culture: Create an environment in which employees love to work and that inspires and enables superior performance.
  63. 63. COMPLETE and FINISHED No English dictionary has been able to explain the difference between the two words COMPLETE and FINISHED, in a way thats easy to understand. Some people say there is no difference between COMPLETE & FINISHED. I beg to differ because there is. When you marry the right woman, you are "COMPLETE" , and when you marry the wrong one, you are "FINISHED"!