The document summarizes the main arguments from Daniel Goleman's book "The Focused Leader". It discusses how effective executives focus their own and their organization's attention by focusing inward on themselves to develop self-awareness and self-control, focusing outward on others through empathy and building relationships, and focusing on the wider world through strategic innovation and systems awareness. The presentation highlights how focused leadership emerges from attention in these three areas.
Focus the hidden driver of excellence- SummaryGMR Group
Daniel Goleman begins by explaining how we pay attention, how we focus and how we make fundamental decisions based on an overview of the anatomy of our brain. He explains the difference between “bottom up” thinking, where our more primitive brain (the amygdala) drives basic reactive thought and instinct based fast thought, such as what drives us (food, sex, emotion) and the slower “top down” thinking that emanates from our more advanced pre-frontal cortex or executive functioning brain. Critically to understand how these work one must also understand how they conflict and how they complement one another. Understanding the way the brain works helps us understand and influence whether we merely react or whether we control our thought.
The book then goes on to explore a somewhat eclectic selection of brain functions and attributes that form our thought processes. He explores how we perceive others, or “read” them; the role of empathy in our thinking; how we perceive patterns or fail to; how we act upon immediate threats but largely ignore distant threats; and how these thinking patterns help us to succeed and to fail.
He discusses how not the amount of practice but the quality of practice defines how proficient we are. He challenges the 10,000 hour myth, in which it is argued that a talent or skill is developed to proficiency with 10,000 hours of practice explaining that proficiency and mastery require quality practice for many hours.
An interesting book to read for developing a good Leadership Traits.
Leading With Heart: Incorporate Emotional Intelligence Into Your Leadership S...William DeFoore
Leading With Heart incorporates emotional intelligence into your leadership style and success. This approach activates and utilizes the whole brain, and your cumulative life experience and wisdom.
Focus the hidden driver of excellence- SummaryGMR Group
Daniel Goleman begins by explaining how we pay attention, how we focus and how we make fundamental decisions based on an overview of the anatomy of our brain. He explains the difference between “bottom up” thinking, where our more primitive brain (the amygdala) drives basic reactive thought and instinct based fast thought, such as what drives us (food, sex, emotion) and the slower “top down” thinking that emanates from our more advanced pre-frontal cortex or executive functioning brain. Critically to understand how these work one must also understand how they conflict and how they complement one another. Understanding the way the brain works helps us understand and influence whether we merely react or whether we control our thought.
The book then goes on to explore a somewhat eclectic selection of brain functions and attributes that form our thought processes. He explores how we perceive others, or “read” them; the role of empathy in our thinking; how we perceive patterns or fail to; how we act upon immediate threats but largely ignore distant threats; and how these thinking patterns help us to succeed and to fail.
He discusses how not the amount of practice but the quality of practice defines how proficient we are. He challenges the 10,000 hour myth, in which it is argued that a talent or skill is developed to proficiency with 10,000 hours of practice explaining that proficiency and mastery require quality practice for many hours.
An interesting book to read for developing a good Leadership Traits.
Leading With Heart: Incorporate Emotional Intelligence Into Your Leadership S...William DeFoore
Leading With Heart incorporates emotional intelligence into your leadership style and success. This approach activates and utilizes the whole brain, and your cumulative life experience and wisdom.
The big five personality traits, often referred to as OCEAN, and sometimes CANOE, are: Openness, Conscientiousness, Extroversion, Agreeableness, and Neuroticism. These five traits represent broad domains of human behaviour and account for differences in both personality and decision making. Today, the model is used by HR practitioners to evaluate potential employees and marketers to understand the audiences of their products.
The history and development of the traits is long and not without significant challenge. In fact, the earliest known attempt to build a taxonomy of human behaviour dates back to the late 1800s. Between that first investigation and the 1940s, the taxonomy was refined from over 4,000 traits to 171 and eventually 5.
However, psychological and sociological discourse over the next two decades would call into question the validity of any attempt to correlate personality with behaviour. The influential book Personality and Assessment, authored by Walter Mischel , went so far as to suggest that there was only a correlation of 0.3 between personality and behaviour. Mischel argued the case that situational variables had a much greater impact on action than pre-disposition.
By the 1990s, it had been widely accepted that both situational and personality factors affect in-the-moment behaviours. As recently as 2016, research and refinement of the OCEAN model has been ongoing, demonstrating just how influential it is – even to this day.
Find out more at: https://blog.flexmr.net/ocean-personality-types
Hackman, M. Z., & Johnson, C. E. (2013). Leadership: A communication perspective. Waveland Press.
Chapter 1: Leadership and Communication
Chapter 2: Leadership and Followership Communication Styles
The big five personality traits, often referred to as OCEAN, and sometimes CANOE, are: Openness, Conscientiousness, Extroversion, Agreeableness, and Neuroticism. These five traits represent broad domains of human behaviour and account for differences in both personality and decision making. Today, the model is used by HR practitioners to evaluate potential employees and marketers to understand the audiences of their products.
The history and development of the traits is long and not without significant challenge. In fact, the earliest known attempt to build a taxonomy of human behaviour dates back to the late 1800s. Between that first investigation and the 1940s, the taxonomy was refined from over 4,000 traits to 171 and eventually 5.
However, psychological and sociological discourse over the next two decades would call into question the validity of any attempt to correlate personality with behaviour. The influential book Personality and Assessment, authored by Walter Mischel , went so far as to suggest that there was only a correlation of 0.3 between personality and behaviour. Mischel argued the case that situational variables had a much greater impact on action than pre-disposition.
By the 1990s, it had been widely accepted that both situational and personality factors affect in-the-moment behaviours. As recently as 2016, research and refinement of the OCEAN model has been ongoing, demonstrating just how influential it is – even to this day.
Find out more at: https://blog.flexmr.net/ocean-personality-types
Hackman, M. Z., & Johnson, C. E. (2013). Leadership: A communication perspective. Waveland Press.
Chapter 1: Leadership and Communication
Chapter 2: Leadership and Followership Communication Styles
New developments in neuroscience have opened up new ways to understand leadership. David Sales of First Ascent uses this to debunk widely held beliefs and to map out how leaders should perform today and in the future.
This is a PowerPoint from a Women's Conference at the University of California, San Diego, which took place on May 6, 2014. Conscious Leadership was born out of the dissertation work of Dr. Valita Jones and is focused on assisting individuals within any organization in becoming more aware, responsible and accountable. After being exposed to the Conscious Leadership theory, framework, and practice you will learned how to influence change, be able to create opportunities for transformation within systems, intentionally lead from a shared perspective and promote an organizational ethos of cooperation and collaboration.
Review of International Comparative Management .docxmichael591
Review of International Comparative Management Volume 16, Issue 3, July 2015 335
The New Intelligence, the New Leader
and the Organizational Stress
Mircea Aurel NIȚĂ1
Keywords: Spiritual leader, the new intelligence, quantum intelligence, self-
coherence, transdiciplinarity.
JEL classification: H83, D73, O30
Introduction
The last tendencies in management approach, or better yet, in leadership
approach, promotes new features of the leader, starting with the most necessary and
important quality – intelligence. Thus, experts in professional training recall four
types of intelligence. Physical intelligence or the ability to do (PQ), which asserts
the physical ability to do things, to meet tasks, to meet objectives. This requires
1 Mircea Aurel NIȚĂ, National School of Political and Administrative Studies,
Faculty of Public Administration, Email: [email protected]
Abstract
This paper aims a new trend in Leadership applicable to both public and private
sector, and the relationship between organizational stress, types of intelligence and
types of leaders. Based on the types of intelligence, the paper shows the types of
leaders and their profile. Of the three known types of intelligence: logical - rational
intelligence, emotional intelligence and spiritual or quantum intelligence, this work
mainly aims to develop general skills specific to Spiritual intelligence, because it
harmonizes and integrates the characteristics of the other two types of intelligence. It
have been proposed to analyse the types of leaders and the related general
competences according to the criterion of "intelligence". Therefore, the authoritarian
leader's intelligence corresponds collocation - to do, for the intellectual leader it
corresponds the intelligence of thinking, for the charismatic leader it corresponds the
intelligence of feeling, while for the spiritual leader's intelligence the main
characteristic is to give. Human resource in public administration as in private sector
too, is facing more and more with organizational and occupational stress. Thus, new
management is needed in order to apply the principles of the transdisciplinarity –
which uses levels of reality, and the holistic education in order to prepare future
quantum leaders. In addition to other types of leaders, a spiritual leader’s features
includes new abilities: they know how to integrate the various aspects of the
surrounding reality, to harmonize the extra-psychic with the intra-psychic plans and
ensure self-coherence through a new way of thinking. By intelligence characteristics
provided, the spiritual leader in public administration is the leader at the service of
others, having a component of compassion.
336 Volume 16, Issue 3, July 2015 Review of International Comparative Management
physical .
Empathic leadership is an effective way to get people engaged. This article aims to explain in simple terms what it is, why it is effective and how to be an empathic leader.
2. Main Arguments
Primary Task is to direct attention
How effective executives direct their own and their
organizations’ attention
FOCUS ON:
1. YOURSELF
2. OTHERS
3. THE WIDER WORLD
3. Focus On Yourself
Getting in touch with inner voice
How people focus inward
SELF
AWARENESS
Hearing Inner
voice
Open Awareness
SELF CONTROL
Pursuance of
Goal
Ability to Restrict
Distraction
4. Focus on Others
Executives who can effectively focus on others emerge as natural leaders
regardless of organizational or social rank.
“To Reach Toward”
EMPATHY-
UNDERSTANDING
ANOTHER PERSON’S-
PERSPECTIVE,
FEELINGS &
NEEDS
BUILD RELATIONSHIPS-
REACTING TO SITUATIONS
AND PUTTING OTHERS TO
EASE
5. Focus On The Wider World
FOCUS ON STRATEGY
INNOVATION
GIFT OF SYSTEM AWARENESS
“Visionaries”
