1. The document discusses axiology, which is a theory developed by Dr. Robert S. Hartman to mathematically assess how an individual analyzes and interprets experiences.
2. It explores the three dimensions of thought - intrinsic, extrinsic, and systemic - that everyone uses to think.
3. The Innermetrix Talent Profile, also called the AI Report, measures these dimensions to understand how people perceive themselves and the world, which can then be applied to improve performance.
English translation of the presentation on Ken Wilber’s Integral framework I created and gave in April 2009 for the top-management of one large Moscow company (upon a friendly request from its owners).
Are organizations like brains?
Examines the importance of information process, learning, and intelligence and provides a frame of reference for understanding and assessing modern organizations in these terms. It also provides a set of principles for creating “learning organizations”.
English translation of the presentation on Ken Wilber’s Integral framework I created and gave in April 2009 for the top-management of one large Moscow company (upon a friendly request from its owners).
Are organizations like brains?
Examines the importance of information process, learning, and intelligence and provides a frame of reference for understanding and assessing modern organizations in these terms. It also provides a set of principles for creating “learning organizations”.
Virtue ethics focuses not so much on principles or the consequences of action, nor even the action itself so much as on the agent, the person who performs the action, in the light of the circumstances and all of his or her other actions. The focus is on the person’s character, or alternatively, on those traits of character expressed in this and other actions, his or her virtues.
Aristotle’s virtue ethics The most famous virtue ethicist, and in many ways still the starting point for most virtue ethicists, is the great Greek philosopher Aristotle (384–322 BCE). In his Nicomachean Ethics (1954), Aristotle laid out a system of virtue ethics which still remains the starting point, if not the model, for most virtue ethicists. A virtue (areté which can also be translated as “excellence”) for Aristotle was the mean between the extremes.
Spiral Dynamics (& the purpose of life), by adrian cahillAdrian Nqld Cahill
Spiral Dynamics (& the purpose of life), by Adrian Cahill.
Ever wondered why there is so much difference in the world. Spiral Dynamics follows the evolution or development of Psychology from birth to Buddha. (And we are probably somewhere in between).
Virtue ethics focuses not so much on principles or the consequences of action, nor even the action itself so much as on the agent, the person who performs the action, in the light of the circumstances and all of his or her other actions. The focus is on the person’s character, or alternatively, on those traits of character expressed in this and other actions, his or her virtues.
Aristotle’s virtue ethics The most famous virtue ethicist, and in many ways still the starting point for most virtue ethicists, is the great Greek philosopher Aristotle (384–322 BCE). In his Nicomachean Ethics (1954), Aristotle laid out a system of virtue ethics which still remains the starting point, if not the model, for most virtue ethicists. A virtue (areté which can also be translated as “excellence”) for Aristotle was the mean between the extremes.
Spiral Dynamics (& the purpose of life), by adrian cahillAdrian Nqld Cahill
Spiral Dynamics (& the purpose of life), by Adrian Cahill.
Ever wondered why there is so much difference in the world. Spiral Dynamics follows the evolution or development of Psychology from birth to Buddha. (And we are probably somewhere in between).
Hoshin Kanri process is a powerful strategy deployment methodology for defining long-range key entity objectives. These are breakthrough objectives that extend two to five years with little change. In addition, the Hoshin Kanri process does not lose sight of the day-to-day business measures required to run the business successfully. This dual approach provides an extended period of time for the organization to focus its breakthrough effort, and at the same time, continuously improving key business processes day to day. This methodology continues to be used by some of the world's most successful companies such as Toyota, Hewlett-Packard and Texas Instruments.
BENEFITS
1. Focuses the entire company on a few vital goals, rather than the trivial many
2. Creates alignment towards breakthrough objectives through involvement of the whole management team in the planning process
3. Communicates the key goals to all managers and staff
4. Integrates and encourages cross-functional cooperation to achieve breakthroughs
5. A review process which holds participants accountable for achieving their part of the plan
CONTENTS
1. Introduction to Hoshin Kanri
2. Underlying Principles of Hoshin Kanri
3. Hoshin Kanri Process Using PDCA Approach
4. Hoshin Kanri Tools
5. Elements of Hoshin Kanri
6. Management Reviews
7. Success Factors for Effective Hoshin Kanri Deployment
To download this complete presentation, please go to: http://www.oeconsulting.com.sg
ISO 9001: 2008 Quality Management System (QMS) is a Process Standard & not Product Standard
ISO QMS International Standard ensure that products and services are safe, reliable and of good quality. For business, they are strategic tools that reduce costs by minimizing waste and errors and increasing productivity. They help companies to access new markets, level the playing field for developing countries and facilitate free and fair global trade
This PPT is for creating basic awareness on Standard for Implementation, understanding the importance & Benefits of Standard to improve Business & journey towards Excellence
It's about personal tests
Personality assessment is a multi-million dollar business in the United States.
A large number of American corporations use personality tests, at least informally, as part of their hiring and screening process.
The tests figure prominently in the clinical evaluations many psychologists use in custody battles and sentencing and parole decisions.
Our goal today is to take a brief look at personality testing.
The inspiration for this lecture is a book by Annie Murphy Paul called The Cult of Personality.
We’ll examine two commonly used personality tests that are criticized by Paul.
We’ll discuss some empirical data on value of personality tests more generally.
One of the most popular tests is the Myers-Briggs Type Indicator (MBTI).
The MBTI was developed and championed by Katharine Briggs and her daughter Isabel Myers.
Inspired by Carl Jung’s ideas about personality types: unique ways in which people perceive and understand the world.
The types are based on pairs of psychological opposites or dichotomies, such as Extraversion vs. Introversion.
None of the types are “better” or “worse” in any kind of absolute sense. They represent preferences that people have for understanding and experiencing the world.
The MBTI focuses on 4 such dichotomies.
Thinking/ Feeling
Distinguishes a preference for deciding via objective, impersonal logic (Thinking) versus subjective, person-centered values (Feeling).
Judging/ Perceiving
Distinguishes an outward preference for having things planned and organized (Judging) versus a flexible style based more on staying open to options than deciding (Perceiving).
A Template for Problem Solving Paul and Elder (2009); prepared f.docxransayo
A Template for Problem Solving
Paul and Elder (2009); prepared for the Critical Thinking Foundation
To be an effective problem solver:
1. Identify your goals. Regularly re-articulate your goals, purposes, needs, and values. Use visualization and visuals with goals to assist with identification and motivation. A problem is an obstacle to reaching your goals, achieving your purpose, meeting your needs, and following your values. What will it look like when the problem is gone?
2. Identify your problems. The problem must be stated clearly and precisely.
3. Study the problem. Classify the problem. What kind of problem is it? Where did it come from? When does it occur? With whom does it occur?
4. Find your control. What parts of the problem are under your control and influence? What parts of the problem are not under your direct control and influence?
5. Information is needed to solve the problem. Figure out the information that is needed to solve the problem. Access and review this information. Use many sources if possible.
6. Carefully analyze the information needed to solve the problem. Be careful of fixation and egocentric/ethnocentric thinking during this process; you might be able to go with what worked before, but you also might have to try something completely new. Only make reasonable (reliable and valid) inferences from this data.
7. Determine options for action. Action is needed to solve problems. What can you accomplish in the short term? What will be a long term option for action to solve the problem? Identify both types of options. Recognize limitations: time, money, power, culture, et cetera.
8. Evaluate the options for action. Determine the theoretical strengths (advantages) and weaknesses (disadvantages) of each option.
9. Adopt a specific action plan. Follow it through. This might be a direct action for problem solving, or it might be a “wait and see” plan.
10. Monitor the implications of your actions. Be ready, at all times, to revise your action plan. Realize the situation might require flexibility. Be prepared to change your mind, gather more information, or alter your statement of the problem as you learn more about the problem.
(adapted for use at SFCC)
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CHAPTER 6: COGNITION: THINKING and INTELLIGENCE
Cognition: the mental activities associated with thinking, knowing, remembering, and communicating
“mental activity. . .processing information (organizing, understanding, communicating)” (Ciccarelli & White, 2015, p. 262).
Piaget’s Cognitive development theory (pp. 299-305)
Assimilation and Accommodation p. 300
1. Sensorimotor stage. Birth to 2 years. Use and organize senses and movement into schemas (brain and body interconnected). Six sub-stages.
2. Preoperational stage. 2 to 7 years. The child uses words and images to represent objects in the world. “Does it through”—unable to think or “think it through”. Pretend to reality through observation and responsibility. Two sub-stages.
3. Concrete o.
Humans Aren’t Computers: Effective Leadership Strategies for ITMichele Chubirka
IT leaders are expected to break down silos between different technology teams, get end users to understand and embrace policies, and forge productive relationships with their counterparts on the business side of the organization. This is harder than it sounds, because while people can behave rationally, they can also be governed by emotions such as frustration and fear of change. They can be driven by ego, a bad attitude, or simple ignorance. They can cause conflict that can disrupt professional relationships, drag down a team or even poison an entire department. Unfortunately for technical-minded leaders, there's no Python script to program company-wide collaboration and harmony and get everyone to sing Kumbaya. We have to learn how to build healthy relationships with employees, drive engagement, and understand how to resolve conflicts using practical, effective strategies.
Gestalt methodolgies in organisation researchasg03
This is our (Lars Marmgren and Anette Strömberg) preliminar thoughts about how it can be useful to introduce Gestalt methods in origanisational research and what implications it leads to.
1. Patrick S. Frazier, CBC
Five Star Performance, LLC
Patrick.S.Frazier@CoachingAuthority.net
574.286.1123
2. TODAYS GOALS
1. Share History /Background/Definitions
2. Explore the Three Dimensions of Thought
3. Demonstrate Validity of the Instrument
4. Instruct how to Read/Process your Profile
5. Question/Answers
3. Attribute Index
Theory
Who Was
Dr. Robert S. Hartman?
• 1910 - Born Robert Shirokauer in
pre-Nazi Berlin
• 1932 - Forced to flee Germany
following his public
condemnation of Nazi Party
values (becomes Robert S.
Hartman)
• 1936 - begins lifelong
endeavor to answer the question
“what is good”
4. Attribute Index
Theory
Who Was
Dr. Robert S. Hartman?
• 1967 - publishes “The Structure
of Value: Foundations of
Scientific Axiology” and founds
the new science of Axiology
• 1973 - nominated for the Nobel
Peace Prize for his work in
Axiology and to understand
what is good and peaceful
in mankind
5. What is Axiology?
Greek:
“Axios” = meaning or value
“Logos” = logic or theory
Facta Non Verba
(Deeds Not Words)
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6. What is Axiology?
It is a mathematically accurate assessment that objectively
identifies how our mind analyzes and interprets our experiences.
It identifies how we are most likely to react in any given situation.
Basically it examines “how we think.” It helps us to understand
the patterns we use to make judgments about anything. In turn,
this allows us to translate these measurements into quantitative
scores which can then be more easily understood, compared,
and applied to the daily world. These processes determine how
and why we act as we do.
6
7. Three Dimensions
of Thought
We all use these three
dimensions of thought
when we think:
• Intrinsic – The dimension of uniqueness and singularity. This is the
dimension of people, love, feelings, etc.
• Extrinsic – The dimension of abstracting properties, comparing
things to each other. This is the dimension of comparisons and
relative and practical thinking. It includes the elements of the real,
material world, comparisons of good/better/best, and seeing things
as they compare with other things in their class.
• Systemic – The dimension of formal concepts. Ideas of how things
should be. This dimension is the one of definitions or ideals, goals,
structured thinking, policies, procedures, rules, laws, oughts, and
shoulds. It is one of perfection.
8. Three Dimensions of Thought
„The Chair‟
• Intrinsic (emotional) – handmade by great grandfather,
irreplaceable, sentimental, INFINITE possibilities
• Extrinsic (comparative) – antique monetary value, attractive,
shaker style, TRANSFINITE possibilities
• Systemic (absolute or black and white) – it has four legs, a back,
and holds a person‟s weight … it IS a chair
FINITE possibilities
9. Three Dimensions of
Thought
“90% of what we currently know
about how the human brain
works has only been learned
in the past 11 years.”
National Institute of Mental Health
10. Three Dimensions of
Thought
Value Filters
• At birth our brains contains one hundred billion
neurons. (100,000,000,000)
• By our third birthday we have fifteen thousand synaptic
connections coming from each of those one hundred
billion neurons.
• By our teens we have reduced this number to almost
half of the original number.
• Our axiological filters (I,E, and S) help determine which
networks get reduced and which get reinforced.
11. Three Dimensions of
Thought
The key is that by being able to scientifically
measure the degree to which an individual can
apply all three dimensions and the proportional
relationship between them, we can understand
how people perceives themselves and the world
around them. This understanding translates into
the ability to quantify a person‟s aptitude in the
various capacities we measure.
13. Validity
Validated in over 28 individual validation studies
conducted over 20 years by more than 19 separate
examiners.
Hundreds of thousands of people all around the world
have benefited from the information provided by
Axiology. It has been used by large and small
corporations alike, and all have found it to be
extremely beneficial and reliable.
15. Your Innermetrix Talent Profile
a.k.a. AI Report
Page1-3 Cover, Introduction, Description
Page 4-5 Clarity Patterns
Page 6-15 Personal Attributes Hierarchy
Page 16 Dimensional Balance
Page 17 Core Attributes List
16. Clarity Patterns
Internal/External
Maximizers/Minimizers
Motivators
Needs for Growth
Targets for Growth
Preferred Environment
17. Personal
Attributes
Hierarchy
Your unique
hierarchy of
personal attributes
is key to your
success. Knowing
what they
are is essential to
reaching your
goals. The graphs
below rate your
personal
attributes.
19. Core Attribute
List
B-Do you BELIEVE it?
I-Is it IMPORTANT to you?
G-Do you want to GET better?
20. So how do we APPLY all of this?
BIG-3
3-Circle
21. Coaches Corner
Which attributes if you could improve
would have the greatest positive effect
on you life personally or
professionally?
22.
23. GOT A COACH?
Patrick S. Frazier
Mobile: 574.286.1123
Email: Patrick.S.Frazier@Comcast.net
Web: www.CoachingAuthority.net
24. “A coach is someone who tells you what you
don’t want to hear, who has you see what you
don’t want to see, so you can be who you
have always known you could be.”
– Tom Landry
Editor's Notes
Bethel College – August 9th – 17 FTE (FUN ENGAGING, Positive, Energetic, CONFIDENT!!)Bring: Projector, Clicker, Stand, Speakers - OPTIONALHandout – Black Folder, Slides, Worksheets, AI FlyerBRING Extra Sample Reports for people not completing/not bringing their report.THANK-YOU Mark for that kind introduction…Thanks to each of you for allowing me the opportunity to share with you today!OPEN:Tom Landry QUOTE: A coach is someone that shows you something that you didn’t want to see….Someone that tells you something you may not have wanted to hear….so that you can be …what YOU wanted to be and have always known you could be…INTRO– I am Pat Frazier…of FSP…I am a performance coach, Business Improve. Specialist….I help people discover potential and develop leadership skills that result QUICK results and long-term competitive advantage for my clients.….One of the ways I do that is by using the Talent Profile…or Attribute Index***Let me BEGIN today’s Session with a Question…..”What would developing MORE of your potential do for YOU?”Would you …Be a better coach…Be a better spouse…Be a better parent…Be a better Christ-Follower? Would you win more often?Today’s agenda…
Keep in mind…The NUMBER (1-10) is neither GOOD/BAD…It is just a point of reference.I know that we are all COMPETITVE, but try not to compare YOUR scores with your Collegues…(Not a good ending) The QUESTION is WHAT is the relevance to you….Your Job…YOUR LIFE.WHAT are your competencies…YOUR strengths…YOUR areas of POTENTIAL Strengths (weakneses)AI Gives you a way to Measure that…EXERCISE: WHAT do you THINK are the most important ATTRIBUTES of Coaching: (See Mark Lantz)OFTEN, I am asked…”So, what is the most important attribute of leadership?”They are ( you wont find them on the report on any page).. BUT there are two….1. SELF-AWARENESS..Great leaders are SELF AWARE..they look for ways to see their strengths, weaknesses2. AUTHENTICITYTHEY are AUTHENTIC…in that they know their strengths and admit that they might not be as good in other areas…and the DO something about it!IT is MORE important to think about what attributes would have greatest meaning to your life personally/professionally than it is to compare yourself to others…or an average…or a 10!!! Be self-aware…be AUTHENTIC…
In today’s GENERAL session, I want to go over at at HIGH level the 5 PARTs of your AI report.I will GIVE you 2 ways to BOIL it all down and bring into focus 2-3 ATTRIBUTES that you can work on to improve your life personally/professionally.In our O2O sessions, I will give you an opportunity to dive deeper and have more sensitive discussions.