The document discusses how pursuing self-interest actually undermines personal well-being, group success, and power relationships. It argues that security, fulfillment, power and harmony come from giving to others rather than taking for oneself. A good leader focuses on caring for and helping people grow, using results to achieve excellence in people rather than using people to achieve results. This shifts power relationships from taking to giving, promoting legitimacy, care, growth and harmony over self-interest and its destructive consequences.
The book provides insights from interviews with hundreds of top business executives on how to successfully integrate spirituality into business leadership. It discusses 12 qualities of 21st century leaders, including being a source of integrity, vision and intuition for others in the organization. The book also explains how corporate mystics address integrity lapses by quickly acknowledging mistakes, fixing broken agreements, and focusing on solutions rather than regret. Mystics face issues squarely, fully accept realities, and then work to resolve problems and create positive change.
How to build self confidence in 5 easy stepsKimberly Reid
These 5 steps will help you to boost your confidence. Believe in the power within and you’ll notice how you attract and influence others. Always reward when you achieve something.
The document discusses an integrated approach to living and working that promotes balance and enjoyment. It argues that modern life has become too divided between work and personal life, causing stress. An integrated approach views work as a challenge and fun rather than a duty, allowing one to better cope with demands. The approach draws on being present and aware, treating work as play, and operating from a space of overflow rather than seriousness or ambition. Defining one's own meaning of success is also discussed.
2019 05-31 feedback and resilience lab - agile and beyondJeff Doering
The document outlines a workshop on feedback and resilience. The workshop aims to help participants understand the value of feedback, learn models for receiving feedback, and develop a growth mindset. It discusses why feedback is important for effective teams. The workshop covers triggers that can interfere with receiving feedback, identifying the stories we tell ourselves, and developing implementation intentions to receive feedback better. Participants work on exercises to practice identifying feedback, reframing feedback conversations, and setting intentions to improve how they receive and act on feedback. The goal is for individuals and teams to improve their ability to incorporate feedback into self-improvement.
Change your mindset and you will change your life! Everything you deal with daily can be handled by the way you think about things. If you are struggling for what ever reason, knowing how to "re-think " on the situation will help you overcome your struggles.
The document describes a leadership transformation program through the Care and Growth Model. The program includes four phases - Plan, Assessment, Implementation, and Sustain. In the Plan phase, the context is established and approach, timeline, and costs are defined. The Assessment phase involves 360-degree feedback, individual sessions, and identifying development areas. The Implementation phase covers workshops on the Care and Growth modules and coaching. The Sustain phase utilizes online learning and coaching to maintain the changes.
The book provides insights from interviews with hundreds of top business executives on how to successfully integrate spirituality into business leadership. It discusses 12 qualities of 21st century leaders, including being a source of integrity, vision and intuition for others in the organization. The book also explains how corporate mystics address integrity lapses by quickly acknowledging mistakes, fixing broken agreements, and focusing on solutions rather than regret. Mystics face issues squarely, fully accept realities, and then work to resolve problems and create positive change.
How to build self confidence in 5 easy stepsKimberly Reid
These 5 steps will help you to boost your confidence. Believe in the power within and you’ll notice how you attract and influence others. Always reward when you achieve something.
The document discusses an integrated approach to living and working that promotes balance and enjoyment. It argues that modern life has become too divided between work and personal life, causing stress. An integrated approach views work as a challenge and fun rather than a duty, allowing one to better cope with demands. The approach draws on being present and aware, treating work as play, and operating from a space of overflow rather than seriousness or ambition. Defining one's own meaning of success is also discussed.
2019 05-31 feedback and resilience lab - agile and beyondJeff Doering
The document outlines a workshop on feedback and resilience. The workshop aims to help participants understand the value of feedback, learn models for receiving feedback, and develop a growth mindset. It discusses why feedback is important for effective teams. The workshop covers triggers that can interfere with receiving feedback, identifying the stories we tell ourselves, and developing implementation intentions to receive feedback better. Participants work on exercises to practice identifying feedback, reframing feedback conversations, and setting intentions to improve how they receive and act on feedback. The goal is for individuals and teams to improve their ability to incorporate feedback into self-improvement.
Change your mindset and you will change your life! Everything you deal with daily can be handled by the way you think about things. If you are struggling for what ever reason, knowing how to "re-think " on the situation will help you overcome your struggles.
The document describes a leadership transformation program through the Care and Growth Model. The program includes four phases - Plan, Assessment, Implementation, and Sustain. In the Plan phase, the context is established and approach, timeline, and costs are defined. The Assessment phase involves 360-degree feedback, individual sessions, and identifying development areas. The Implementation phase covers workshops on the Care and Growth modules and coaching. The Sustain phase utilizes online learning and coaching to maintain the changes.
[Slideshare] Cracking The Leadership Influence CodeWorkforce Group
Everyone desires to be a great leader… People wish to be respected by their subordinates and colleagues, build trust and create value in their roles and across the organisation.
But how do you go about it? What codes do leaders need to crack to be successful?
The similarities between these leaders are not far-fetched. They cracked the Leadership Influence Code in their respective fields. They wore the shoes of their subordinates, colleagues and envisaged situations from their point of view or, as we put it, were in ‘their There’
As an aspiring leader, you need to know what influence is and, more importantly, how to gain it from others in pursuing a common goal – whether they be subordinates, people on the same level, or superiors. You need to crack the leadership influence code.
How do you crack this Leadership Influence Code and gain influence as a leader?
Over the last 17 years at Workforce Group, our leaders have worked with various leaders to help them decrypt the Leadership Influence Code. In this deck, we share the most effective strategies to successfully and consistently crack the leadership influence code.
As you prepare to take on greater leadership responsibilities, download this deck to learn how to influence your peers and create tremendous value that would have your name mentioned in conversations for years to come.
Visit workforcegroup.com to learn more
Reinvent yourself - Self help book by Yameen ud Din Ahmed || Australian Islam...Muhammad Nabeel Musharraf
The document discusses reinventing oneself by living a vision-oriented and purpose-driven life. It begins by explaining that most people live by default according to social and personal forces rather than consciously choosing their own path. It encourages the reader to understand themselves by clarifying their vision and purpose for life. Developing a clear vision provides benefits like increased confidence, energy, and sense of direction to make fulfilling decisions.
The document discusses beliefs and belief systems, and how they impact conflict resolution. It defines beliefs as one's understanding of truth regarding how life works. Belief systems are formed early in life and influence how situations are interpreted. The document presents a "win-win" belief system where both parties benefit through understanding each other's perspectives, in contrast to a "win-lose" view where one must lose for the other to win. It provides questions to clarify each side's belief system and truth to generate understanding and mutually agreeable solutions.
Bringing Out the Best in People discusses 10 ways to bring out the best in others. These include growing one's emotional intelligence, giving and earning trust and respect through sincerity and competence, having positive expectations of others, understanding others' needs, establishing high standards, creating a safe environment for failures, recognizing achievements, allowing for personal problems, and keeping one's own motivation high. The document provides explanations and examples for each strategy to effectively motivate teams and individuals.
This document discusses building a bridge between individual human psychology and business performance. It presents 12 distinctions across 4 levels that can help align people's needs with corporate goals to achieve extraordinary performance. The levels cover core attributes like personal story and values, enablers like assumptions and commitment, relationships with self/others/environment, and ultimately business outcomes and success. Aligning on these areas can create a highly effective organization where people love their work.
Essay Comparing Between Two Cities. Online assignment writing service.Jennifer Magee
The document discusses how financial management in different countries impacts investment decisions for multinational enterprises, describing the financial options available to foreign subsidiaries and how international money management can minimize cash balances and taxes. It focuses on three financial decisions for international businesses: investing decisions about what activities to finance, financing decisions around how to pay for those activities, and dividend decisions regarding payments to shareholders.
Our current mental attitudes are habits, put together from the feedback on
Parents, friends, society and self, that form our self-image and our worldimage.
These attitudes are maintained by the interior conversations we constantly have with ourselves, both consciously and subconsciously.
To become positive in our thinking we have to center on things that inspire
and uplift us. If we may alter our outlook and do away with the damaging thoughts that invade our minds we'll become happier.
The first step in modifying our attitudes is to modify our interior conversations. Get all the info you need here.
Each month, COR strives to deepen one’s understanding of Gentle Teaching through the development of a monthly theme focusing on a particular aspect of a Culture of Gentleness.
COVID-19: Heading Off Individual and Team DisruptionPaul Falcone
The COVID pandemic is triggering angst and fear, which sometimes translates into bullying individual behaviors or team breakdowns. Here's how to conduct individual and group interventions to help refocus and realign your staff by resetting performance and conduct expectations.
Success Sabotaging Lies
By Mel Feller, MPA, MHR Offices in Texas and Utah
Let me start by asking a couple of questions, what beliefs do you have about success and personal excellence? What programs do you have downloaded in the massive computer that is known as your brain? Are they a plus in your pursuit for self-help motivation and personal growth development? On the other hand, are they holding you back and controlling what you will be able to achieve?
We have heard the opposite of the terms I have listed. Replace the opposite thoughts of these with these success belief builders. I wanted to point out the positive and not the negative.
There Is No Such Thing as Failure
The men who try to do something and fail are infinitely better than those who try to do nothing and succeed. Lloyd Jones
Notice the difference between what happens when a man says to himself, “I have failed three times,” and what happens when he says, “I am a failure.” ~S.I. Hayakawa
There is a man who failed in business at age 21.
He was defeated in a legislative race at age 22.
He failed again in business at age 24.
He overcame the death of his girlfriend at age 26.
He had a nervous breakdown at age 27.
He lost a congressional race at age 34.
He lost a congressional race at age 36.
He lost a senatorial race at age 45.
He failed in an effort to become vice-president at age 47.
He lost a senatorial race at age 49.
He was elected president of the United States at age 52.
The man’s name was Abraham Lincoln.
He would not have accomplished becoming president if he had believed that failure was something to avoid. Thomas Edison thought the same way about failure when going through his 9,999 attempts to invent the light bulb.
How to Influence OthersPresented by Argu, Taylor, A.docxwellesleyterresa
How to Influence Others
Presented by: Argu, Taylor,
Ahmd, and Joshua
1
Good Morning Everyone!
My name Taylor and these are my colleagues Ahmd, Argu, and Josh… and today we’ll be presenting on How to Influence Others.
To give you a background on how we chose this topic, we started to imagine life after college, work, and although we
go to college to learn the basics of business, business is more than just knowing how to set up an income statement,
how to calculate the weighted average cost of capital, or understanding the current economic and political state of
The global economy… we need to know the skills of how to conduct business… which boils down to influence… how
our thoughts, ideas, and opinions are going to impact the people around us... our customers, coworkers, bosses, and
investors in the future.
Learning Objectives
Enhance one’s ability to influence using emotion, charisma, and vulnerability
Become more confident with using logic, emotion, and cooperative appeals
2
The learning objectives of this workshop include:
Gain understanding of the differences between influence and manipulation
Enhance one’s ability to influence through connection using emotion, charisma, and vulnerability
Acknowledge positive influencers in your life and how they have affected you as a person
Follow the Cialdini technique of pre-suasion through a step-by-step process
Make a connection between emotional intelligence and influence
Become more confident with using logic, emotion, and cooperative appeals
Practice the five simple steps to win people over instantly
So let’s jump right in and get started with Influence vs. Manipulation...
Influence v. Manipulation
3
I want to pose a question to the class… in your own words, what differentiates
influence from manipulation?
Could I get two volunteers to share their thoughts?
People often use influence and manipulation interchangeably as at the end of the
day, both words basically mean getting someone to do something you want them
to do. However, these two words have different connotations.
In our interviews and online questionnaire, we posed the question of “what is one thing you would like to find out more about influencing others?”
We received numerous responses such as, “Is the result of influencing more of a positive or negative aspect?”, “Do
people know if I’m manipulating them or influencing them?”, “How to be a positive influencer”, and “Knowing the tools
and methods available in order to positively influence another.”
Which is why we’re training on positive influence today, and clarifying the difference between manipulation
and influence first.
How to Enhance your Ability to Influence: this is my part
4
Connect with People Emotionally: this too
The ability to control the emotions of others helps in influencing them. The first step in achieving this is engaging others in conversation.
5
When a person can ...
Four ‘Magic’ Questions that Help Resolve Most Problems - Introduction to The ...Fiona Campbell
Most problems in business are from Values, Beliefs (inside world problems) Strategy, Environment (outside world problems) This presentation give you an introduction and examples of how to use NLP Meta Model questions to quickly identify where a problem lives.
When you know this communication is clearer and problems get solved quicker.
This document provides advice for transitioning from classroom to the corporate world. It discusses some harsh realities of office life, such as increased workload, office politics, and unrealistic expectations. It also provides tips for coping with stress, navigating office politics successfully, and developing survival instincts. Key points include maintaining integrity, focusing on your work, avoiding gossip, prioritizing important tasks, and understanding both formal and informal power structures within an organization. Case studies and problem-based learning are presented as effective training methods.
This document discusses how psychology supports the idea that believing is seeing. It provides two examples: self-fulfilling prophecies, where believing something makes it a reality, and embodiment theory, where expressing emotions through your body can make you feel those emotions. The document encourages the reader to believe positive things about themselves and the world to see the positive and leave a positive impact, and to model confident behaviors to feel more confident through embodiment theory.
More Related Content
Similar to Introducing The Schuitema Thematic (Transcript)
[Slideshare] Cracking The Leadership Influence CodeWorkforce Group
Everyone desires to be a great leader… People wish to be respected by their subordinates and colleagues, build trust and create value in their roles and across the organisation.
But how do you go about it? What codes do leaders need to crack to be successful?
The similarities between these leaders are not far-fetched. They cracked the Leadership Influence Code in their respective fields. They wore the shoes of their subordinates, colleagues and envisaged situations from their point of view or, as we put it, were in ‘their There’
As an aspiring leader, you need to know what influence is and, more importantly, how to gain it from others in pursuing a common goal – whether they be subordinates, people on the same level, or superiors. You need to crack the leadership influence code.
How do you crack this Leadership Influence Code and gain influence as a leader?
Over the last 17 years at Workforce Group, our leaders have worked with various leaders to help them decrypt the Leadership Influence Code. In this deck, we share the most effective strategies to successfully and consistently crack the leadership influence code.
As you prepare to take on greater leadership responsibilities, download this deck to learn how to influence your peers and create tremendous value that would have your name mentioned in conversations for years to come.
Visit workforcegroup.com to learn more
Reinvent yourself - Self help book by Yameen ud Din Ahmed || Australian Islam...Muhammad Nabeel Musharraf
The document discusses reinventing oneself by living a vision-oriented and purpose-driven life. It begins by explaining that most people live by default according to social and personal forces rather than consciously choosing their own path. It encourages the reader to understand themselves by clarifying their vision and purpose for life. Developing a clear vision provides benefits like increased confidence, energy, and sense of direction to make fulfilling decisions.
The document discusses beliefs and belief systems, and how they impact conflict resolution. It defines beliefs as one's understanding of truth regarding how life works. Belief systems are formed early in life and influence how situations are interpreted. The document presents a "win-win" belief system where both parties benefit through understanding each other's perspectives, in contrast to a "win-lose" view where one must lose for the other to win. It provides questions to clarify each side's belief system and truth to generate understanding and mutually agreeable solutions.
Bringing Out the Best in People discusses 10 ways to bring out the best in others. These include growing one's emotional intelligence, giving and earning trust and respect through sincerity and competence, having positive expectations of others, understanding others' needs, establishing high standards, creating a safe environment for failures, recognizing achievements, allowing for personal problems, and keeping one's own motivation high. The document provides explanations and examples for each strategy to effectively motivate teams and individuals.
This document discusses building a bridge between individual human psychology and business performance. It presents 12 distinctions across 4 levels that can help align people's needs with corporate goals to achieve extraordinary performance. The levels cover core attributes like personal story and values, enablers like assumptions and commitment, relationships with self/others/environment, and ultimately business outcomes and success. Aligning on these areas can create a highly effective organization where people love their work.
Essay Comparing Between Two Cities. Online assignment writing service.Jennifer Magee
The document discusses how financial management in different countries impacts investment decisions for multinational enterprises, describing the financial options available to foreign subsidiaries and how international money management can minimize cash balances and taxes. It focuses on three financial decisions for international businesses: investing decisions about what activities to finance, financing decisions around how to pay for those activities, and dividend decisions regarding payments to shareholders.
Our current mental attitudes are habits, put together from the feedback on
Parents, friends, society and self, that form our self-image and our worldimage.
These attitudes are maintained by the interior conversations we constantly have with ourselves, both consciously and subconsciously.
To become positive in our thinking we have to center on things that inspire
and uplift us. If we may alter our outlook and do away with the damaging thoughts that invade our minds we'll become happier.
The first step in modifying our attitudes is to modify our interior conversations. Get all the info you need here.
Each month, COR strives to deepen one’s understanding of Gentle Teaching through the development of a monthly theme focusing on a particular aspect of a Culture of Gentleness.
COVID-19: Heading Off Individual and Team DisruptionPaul Falcone
The COVID pandemic is triggering angst and fear, which sometimes translates into bullying individual behaviors or team breakdowns. Here's how to conduct individual and group interventions to help refocus and realign your staff by resetting performance and conduct expectations.
Success Sabotaging Lies
By Mel Feller, MPA, MHR Offices in Texas and Utah
Let me start by asking a couple of questions, what beliefs do you have about success and personal excellence? What programs do you have downloaded in the massive computer that is known as your brain? Are they a plus in your pursuit for self-help motivation and personal growth development? On the other hand, are they holding you back and controlling what you will be able to achieve?
We have heard the opposite of the terms I have listed. Replace the opposite thoughts of these with these success belief builders. I wanted to point out the positive and not the negative.
There Is No Such Thing as Failure
The men who try to do something and fail are infinitely better than those who try to do nothing and succeed. Lloyd Jones
Notice the difference between what happens when a man says to himself, “I have failed three times,” and what happens when he says, “I am a failure.” ~S.I. Hayakawa
There is a man who failed in business at age 21.
He was defeated in a legislative race at age 22.
He failed again in business at age 24.
He overcame the death of his girlfriend at age 26.
He had a nervous breakdown at age 27.
He lost a congressional race at age 34.
He lost a congressional race at age 36.
He lost a senatorial race at age 45.
He failed in an effort to become vice-president at age 47.
He lost a senatorial race at age 49.
He was elected president of the United States at age 52.
The man’s name was Abraham Lincoln.
He would not have accomplished becoming president if he had believed that failure was something to avoid. Thomas Edison thought the same way about failure when going through his 9,999 attempts to invent the light bulb.
How to Influence OthersPresented by Argu, Taylor, A.docxwellesleyterresa
How to Influence Others
Presented by: Argu, Taylor,
Ahmd, and Joshua
1
Good Morning Everyone!
My name Taylor and these are my colleagues Ahmd, Argu, and Josh… and today we’ll be presenting on How to Influence Others.
To give you a background on how we chose this topic, we started to imagine life after college, work, and although we
go to college to learn the basics of business, business is more than just knowing how to set up an income statement,
how to calculate the weighted average cost of capital, or understanding the current economic and political state of
The global economy… we need to know the skills of how to conduct business… which boils down to influence… how
our thoughts, ideas, and opinions are going to impact the people around us... our customers, coworkers, bosses, and
investors in the future.
Learning Objectives
Enhance one’s ability to influence using emotion, charisma, and vulnerability
Become more confident with using logic, emotion, and cooperative appeals
2
The learning objectives of this workshop include:
Gain understanding of the differences between influence and manipulation
Enhance one’s ability to influence through connection using emotion, charisma, and vulnerability
Acknowledge positive influencers in your life and how they have affected you as a person
Follow the Cialdini technique of pre-suasion through a step-by-step process
Make a connection between emotional intelligence and influence
Become more confident with using logic, emotion, and cooperative appeals
Practice the five simple steps to win people over instantly
So let’s jump right in and get started with Influence vs. Manipulation...
Influence v. Manipulation
3
I want to pose a question to the class… in your own words, what differentiates
influence from manipulation?
Could I get two volunteers to share their thoughts?
People often use influence and manipulation interchangeably as at the end of the
day, both words basically mean getting someone to do something you want them
to do. However, these two words have different connotations.
In our interviews and online questionnaire, we posed the question of “what is one thing you would like to find out more about influencing others?”
We received numerous responses such as, “Is the result of influencing more of a positive or negative aspect?”, “Do
people know if I’m manipulating them or influencing them?”, “How to be a positive influencer”, and “Knowing the tools
and methods available in order to positively influence another.”
Which is why we’re training on positive influence today, and clarifying the difference between manipulation
and influence first.
How to Enhance your Ability to Influence: this is my part
4
Connect with People Emotionally: this too
The ability to control the emotions of others helps in influencing them. The first step in achieving this is engaging others in conversation.
5
When a person can ...
Four ‘Magic’ Questions that Help Resolve Most Problems - Introduction to The ...Fiona Campbell
Most problems in business are from Values, Beliefs (inside world problems) Strategy, Environment (outside world problems) This presentation give you an introduction and examples of how to use NLP Meta Model questions to quickly identify where a problem lives.
When you know this communication is clearer and problems get solved quicker.
This document provides advice for transitioning from classroom to the corporate world. It discusses some harsh realities of office life, such as increased workload, office politics, and unrealistic expectations. It also provides tips for coping with stress, navigating office politics successfully, and developing survival instincts. Key points include maintaining integrity, focusing on your work, avoiding gossip, prioritizing important tasks, and understanding both formal and informal power structures within an organization. Case studies and problem-based learning are presented as effective training methods.
This document discusses how psychology supports the idea that believing is seeing. It provides two examples: self-fulfilling prophecies, where believing something makes it a reality, and embodiment theory, where expressing emotions through your body can make you feel those emotions. The document encourages the reader to believe positive things about themselves and the world to see the positive and leave a positive impact, and to model confident behaviors to feel more confident through embodiment theory.
Similar to Introducing The Schuitema Thematic (Transcript) (20)
1. The Thematic in a Nutshell
(A brief explanation of the Intent Thematic as explained by its key terms)
The Problem
00:00 - Current common sense dictates that our lives are concerned with the pursuit of self-
interest and that altruism, at best, is enlightened self-interest. This assumption has had
catastrophic consequences for ourselves as individuals, for the groups we interact with, and for
the power relations we participate in.
GROUP/TEAM EXCELLENCE
00:15 - It is intuitively sound to say to somebody that groups succeed when individuals act for
reasons bigger than their self-interest. The measure of the success of a company, for example,
is the profit or the surplus it produces. By definition a surplus only exists because the people
who are co-operating in an enterprise produced something bigger than what they collectively
took out. In other words they gave more than what they took.
PERSONAL EXCELLENCE
00:38 - The issue is that people actually think that when they act for reasons that are bigger
than their self-interest they are cutting their own throats. And when they acting in their own
self-interest they are doing what is good for them. In truth, exactly opposite is the case.
00:50 - When you ask people what they want out of life, you always get a bag of words that
have four themes in them.
00:55 - Firstly, there will be a theme around security: “it’s important to feed my family, to have
a roof over my head, to pay the bond” and then there is a theme around fulfilment: “it’s
important to have a sense of learning and challenge” there will also be a theme around
significance or power: “that it is important for me to be recognized by others.” And there will
be a theme around harmony.
01:14 - Security, Fulfilment, Power and Harmony
01:16 - And they think that to pursue their own immediate self-interest is the best way to get
those four things.
01:22 - What they don’t realize is that those four things are the product of acting on the basis of
everybody else’s interests rather than your own. Every moment that you’re in, you are always
faced with two issues. There is a set of issues around what you are getting from the world, and
a set of issues related to what you are giving to the world.
2. www.careandgrowth.com 2
Security
01:38 - If you base your security on what you are getting from the world, you’ll never be secure.
Whereas if you base your security on the basis of what you are contributing or giving you’ve
always got control over that, and you’ll therefore be secure. And the asset that best
demonstrates this is the house: because a lot of people think that security is wrapped up in
owning a house.
01:57 - The brand promise of security is that it promises to make you secure, it promises to
stand between you and catastrophe. Like your house is going to do that. If someone beats you
to a pulp today and you go home I don’t think your house is going to say: “Caroline who beat
you up?” On the other hand if you walk up to your front door and you see the neighborhood
hooligans have sprayed a red X on your door, you’d probably be annoyed. So, are you there to
look after the house, or is the house there to look after you?
02:22 - You can make a very solid argument to say that the more assets you own, the less
secure you are. So your security is never based on what you have or get. Your security is based
on what you are able and willing to give.
Fulfilment
02:33 - Exactly the same argument has to be true for happiness and fulfillment. If my happiness
is based on what I am getting from the world, I will be discontented. If my happiness is based
on the quality of what I am contributing, because I’ve always got control over that, I will be
fulfilled and happy.
Power
02:48 - The implication of this to power becomes very obvious if you consider what happens
when you want something from somebody else. Say you want somebody’s watch. Clearly their
ability to withhold the watch gives them power over you. So if you want something from
somebody else, their ability to withhold what you want gives them power over you and makes
you manipulable.
03:05 - Whereas if I want to give somebody something, what I’m trying to give them they have
no power over. In other words my weakness is based on what I am getting from somebody and
my power is based on what I’m willing to give or lose. This is true in any context. It’s true in any
transaction.
Harmony
03:21 - This is implications for harmony too, your ability to withhold your watch gives you
power over me, you can manipulate me and that makes you dangerous to me. Not only are you
dangerous to me, but precisely because I’m trying to get something out of you, I am dangerous
to you. So while I want the watch, you are dangerous to me and I am dangerous to you. And
because we are dangerous to each other, we are going to have conflict.
3. www.careandgrowth.com 3
03:42 - On the other hand, if I shift my intent in the engagement from what I’m trying to get
from you to how I can be helpful, then first of all you can’t withhold the watch so you lose your
power over me and I’m safe from you. But precisely because I want to be helpful to you, you’re
safe from me. And if I’m safe from you and you’re safe from me, we have harmony.
03:59 - So what we have to understand is that things that we try to pursue in our lives, which is
security, fulfillment, power and harmony, are actually based on the intent to give
unconditionally. The more you construct your intent and your engagement with the other on
the basis of serving them and acting in their best interest, the more you earn those four fruits
of life.
04:18 - So there isn’t this contradiction between the social good and the individual good. It’s
the same thing. When people act on the basis of their immediate self-interest they are
producing an experience of the world which is hostile to them, they’re acting in conflict with
the world. They are discontented, and insecure. Whereas people who are doing the opposite
achieve the opposite.
LEADERSHIP EXCELLENCE
04:37 - Now the question is: what does that mean for relationships of leadership in the world?
When we ask people to define leadership they normally say something consistent with the idea
of achieving a result through people. The intent of that statement is clearly to take. The
implication is that people are the means. Now if I am using you as a means to achieve
something from you, clearly I am out to get something from you. So the current take on
leadership is that they are there to get things out of subordinates.
The Ideal Boss
05:04 - If ask people, intuitively, to construct an ideal boss, they will say a boss who is kind, who
is approachable, who listens, who is supportive, who is honest, who is fair and who gives me an
opportunity to learn. What you get is a huge bag of words. But there are synonyms in that bag.
And you can distill them it to two core themes.
05:24 - The first is concerned with care. What the subordinate is actually saying to the boss is:
have a genuine interest in me, don’t just be in this relationship to get something out of me.
Care about me. But then there’s a harder theme. If you are looking for someone who is honest,
they won’t always be nice. Sometimes they will say things that are upsetting. The reason why
you want the honesty is because it helps you to understand where you are, and what you can
learn and therefore how you can grow. So the two themes that come out of this ideal boss is
care and growth.
05:55 - These themes are universal: we found them from Japan, among employees in gold
mines in South Africa, in military organizations, wherever you go, every human being on the
planet says: the boss I work for because I want to, cares for me sincerely and gives me an
opportunity to grow.
4. www.careandgrowth.com 4
Care and Growth and Legitimacy
06:10 - If you work for somebody because you really want to, because they do all those things
for you, if that person asks you to do something, you’d probably do it. Which means you give
that person the right to ask you to do something, or to exercise power over you. Which
suggests that these criteria of care and growth are the universal criteria for legitimate power.
06:29 - The first relationship of power you have with another person in your life is with your
parents and there are two people in that relationship: there is the big one, and there’s the little
one. The job of the big one for the little one is very specific its care and growth. In other words
the job of the big one for the little one in any relationship of power is care and growth.
Achieving People through Results
06:45 - Now that requires a shift in the intent of the boss, from the big one, from being here to
get something out of the subordinate, to being here to give something to the subordinate.
What care and growth requires of people in command relationships is that they invert how they
view their jobs. Their role isn’t to achieve a result through people. Their role, and it sounds
bizarre, is to achieve people through results. And very often people in executive positions say,
you’ve just left the planet, you must have been smoking your socks, doesn’t make sense.
07:11 - If you think about it however that’s exactly what a good coach does. A bad coach walks
to a team and says: my job as coach is to achieve results and I am going to use you, Mr. Athlete,
as my resource to do that. In fact, it is the athlete’s job to produce a result. The coach’s job is to
care for the athlete, to grow the athlete. That does not mean to say that the coach loses
interest in the job. Clearly he watches what happens on the field and what happens on the
scoreboard, because those things are his job, those are the means of doing his job which is to
coach the athlete.
07:42 - He literally uses the job as the means whereby he produces an athlete. His product is an
athlete. Until people in command relationships – whether in the state, whether in corporates,
whether it is enterprises, understand that their product is the people working for them we will
stay in crisis, we will continue to turn the forests into chop sticks, we will continue killing off the
frogs in Canada, we will continue eating up this big cheese we are sitting on until there’s
nothing left.
08:08 - We have to change this insanity of thinking that self-interest is the way to pursue our
wellbeing as a species. The pursuit of self-interest destroys you as an individual; it destroys you
as a group that you’re working for and completely undermines the legitimacy of the
relationships of power in any establishment.
08:25 - End