This document discusses how thoughts create reality through thought energy and the law of attraction. It states that thoughts are things that emit energy and attract similar thoughts and events. It provides 10 steps for creating one's desired reality, which include believing thoughts create reality, visualizing clear goals, taking action, and maintaining positive thoughts. The key ideas are that we create our destiny with our thoughts, thought energy can manifest physical reality, and like thoughts attract like circumstances through the law of attraction.
The document discusses convergent and divergent thinking in the context of sustainability and peace. It argues that convergent thinking, which focuses on a single right answer and uniformity, promotes unsustainability, while divergent thinking allows for multiple perspectives and solutions. The current education system predominantly uses convergent thinking that decontextualizes learning and prioritizes compliance over creativity. A transition is needed towards divergent and sustainability-focused thinking that considers environmental, social, economic, and community contexts.
strategies to enhance multiple intelligences of studentsHarshita Jhalani
The document discusses Howard Gardner's Theory of Multiple Intelligences. It provides background on Gardner and defines intelligence. Gardner proposed there are eight types of intelligences: linguistic, logical-mathematical, spatial, bodily-kinesthetic, musical, interpersonal, intrapersonal, and naturalist. The document then describes each type of intelligence and provides examples of how students with strengths in each area may best learn. It concludes by contrasting Gardner's theory with the traditional view that intelligence is fixed and measured solely by IQ testing.
Mindfulness - Art of Living in the MomentManoj Shah
Mindfulness is an ancient Buddhist practice of paying attention to the present moment non-judgmentally. It can help reduce stress and improve focus. Mindfulness involves focusing attention on a single anchor, like the breath, sounds, or sensations, and gently returning attention to the anchor when the mind wanders. Regular mindfulness practice can have psychological benefits like reduced stress and anxiety and increased focus, as well as physical benefits like reduced blood pressure and stronger immune function. It is a skill that gets easier with consistent practice.
Chapter1 Introduction To Cognitive Psychologyorengomoises
Cognitive psychology is the study of how people perceive, learn, remember, and think. It has roots in rationalism, empiricism, and their synthesis. Early approaches included structuralism, functionalism, and behaviorism. The cognitive revolution incorporated cognitions and mental processes, influenced by developments in computer science. Cognitive psychology uses experimental methods, psychobiological studies, self-reports, case studies, and computer simulations to understand phenomena like attention, problem solving, memory, decision making, language, and reading.
This document discusses confidentiality and informed consent in nursing. It defines confidentiality as protecting personal patient information and informed consent as a process of getting permission for healthcare procedures by educating patients on risks, benefits, and alternatives. The importance of confidentiality is to protect privacy, reputation, and prevent misuse of information, while informed consent creates trust, respects autonomy, and ensures understanding. Ethical and legal elements of informed consent include providing information, assessing patient competence and autonomy. Nurses' roles are to understand legal guidelines and facilitate informed consent processes, especially in special circumstances.
Mindfulness is the ability to maintain an objective awareness of one's thoughts, feelings, and behaviors in the present moment. The training aims to help clinicians identify mindfulness, illustrate its benefits for clients, and demonstrate how clients can use it as a tool for behavioral modification. Mindfulness has been shown to reduce stress, anxiety, physical pain, and improve sleep, self-awareness, and enjoyment of life. It has also been used effectively for behavioral issues like PTSD, smoking, drinking, and domestic violence. The document provides examples of mindfulness exercises and references studies demonstrating its effectiveness in improving brain function and reducing symptoms of depression, anxiety, IBS, and respiratory illness.
This document discusses how thoughts create reality through thought energy and the law of attraction. It states that thoughts are things that emit energy and attract similar thoughts and events. It provides 10 steps for creating one's desired reality, which include believing thoughts create reality, visualizing clear goals, taking action, and maintaining positive thoughts. The key ideas are that we create our destiny with our thoughts, thought energy can manifest physical reality, and like thoughts attract like circumstances through the law of attraction.
The document discusses convergent and divergent thinking in the context of sustainability and peace. It argues that convergent thinking, which focuses on a single right answer and uniformity, promotes unsustainability, while divergent thinking allows for multiple perspectives and solutions. The current education system predominantly uses convergent thinking that decontextualizes learning and prioritizes compliance over creativity. A transition is needed towards divergent and sustainability-focused thinking that considers environmental, social, economic, and community contexts.
strategies to enhance multiple intelligences of studentsHarshita Jhalani
The document discusses Howard Gardner's Theory of Multiple Intelligences. It provides background on Gardner and defines intelligence. Gardner proposed there are eight types of intelligences: linguistic, logical-mathematical, spatial, bodily-kinesthetic, musical, interpersonal, intrapersonal, and naturalist. The document then describes each type of intelligence and provides examples of how students with strengths in each area may best learn. It concludes by contrasting Gardner's theory with the traditional view that intelligence is fixed and measured solely by IQ testing.
Mindfulness - Art of Living in the MomentManoj Shah
Mindfulness is an ancient Buddhist practice of paying attention to the present moment non-judgmentally. It can help reduce stress and improve focus. Mindfulness involves focusing attention on a single anchor, like the breath, sounds, or sensations, and gently returning attention to the anchor when the mind wanders. Regular mindfulness practice can have psychological benefits like reduced stress and anxiety and increased focus, as well as physical benefits like reduced blood pressure and stronger immune function. It is a skill that gets easier with consistent practice.
Chapter1 Introduction To Cognitive Psychologyorengomoises
Cognitive psychology is the study of how people perceive, learn, remember, and think. It has roots in rationalism, empiricism, and their synthesis. Early approaches included structuralism, functionalism, and behaviorism. The cognitive revolution incorporated cognitions and mental processes, influenced by developments in computer science. Cognitive psychology uses experimental methods, psychobiological studies, self-reports, case studies, and computer simulations to understand phenomena like attention, problem solving, memory, decision making, language, and reading.
This document discusses confidentiality and informed consent in nursing. It defines confidentiality as protecting personal patient information and informed consent as a process of getting permission for healthcare procedures by educating patients on risks, benefits, and alternatives. The importance of confidentiality is to protect privacy, reputation, and prevent misuse of information, while informed consent creates trust, respects autonomy, and ensures understanding. Ethical and legal elements of informed consent include providing information, assessing patient competence and autonomy. Nurses' roles are to understand legal guidelines and facilitate informed consent processes, especially in special circumstances.
Mindfulness is the ability to maintain an objective awareness of one's thoughts, feelings, and behaviors in the present moment. The training aims to help clinicians identify mindfulness, illustrate its benefits for clients, and demonstrate how clients can use it as a tool for behavioral modification. Mindfulness has been shown to reduce stress, anxiety, physical pain, and improve sleep, self-awareness, and enjoyment of life. It has also been used effectively for behavioral issues like PTSD, smoking, drinking, and domestic violence. The document provides examples of mindfulness exercises and references studies demonstrating its effectiveness in improving brain function and reducing symptoms of depression, anxiety, IBS, and respiratory illness.
The document discusses the power of the subconscious mind. It explains that the subconscious mind contains our memories, experiences, and principles that guide us outside of our conscious awareness. While the subconscious mind can hold negative thoughts, it also contains untapped potential that can be harnessed. To channel the power of the subconscious mind positively, one should visualize their goals, believe they are worthy of achieving them, and take time each day to reinforce positive thoughts and beliefs in their subconscious.
The document discusses different types of thinking including creative, analytical, and critical thinking. Creative thinking involves generating new ideas, analytical thinking refers to breaking down information into parts to study and solve problems, and critical thinking is the process of evaluating assumptions and judging ideas. The document provides examples of activities and characteristics that develop each type of thinking.
This document provides an overview of mindfulness, including its origins in Buddhist meditation practices, definitions, and relationship to mental health. It discusses key aspects of mindfulness such as presence, non-judgement, and the four foundations of mindfulness meditation. The document also outlines benefits of mindfulness for mental health, mechanisms of action in the brain, and applications in clinical settings including Mindfulness-Based Stress Reduction and therapies for various disorders. It concludes by discussing implementations of mindfulness at the Royal Ottawa Mental Health Centre.
Transformative learning theory focuses on recognizing and reassessing assumptions through critical reflection. It involves enhanced awareness of beliefs/feelings, critiquing assumptions, considering alternatives, and taking informed action. Adults learn through action learning, experiential learning, project-based learning, and self-directed learning. Transformative learning occurs through life experiences combined with education and critical thinking. Mezirow identified 10 phases of transformative learning including a disorienting dilemma, self-examination, critical assessment of assumptions, recognition of issues, exploration of options, planning a course of action, and reintegration into life with a new perspective.
This document provides an overview of meditation techniques presented by Dr. Dawn-Elise Snipes. It describes the benefits of meditation as demonstrated by research studies. These benefits include reductions in anxiety, depression, stress, and pain. It also describes how meditation can increase gray matter in areas of the brain related to learning, memory, and emotion regulation. The document then outlines the goals of meditation practice and provides instructions for getting started with meditation. Finally, it explores 15 types of meditation techniques in detail, including focused attention, mindfulness, loving-kindness, mantra, and guided meditation.
Introduction to Cognitive Neuroscience first lecture for the Autumn Semester for Cognitive Neuroscience at International Institute of Information Technology Hyderabad India
This document provides an overview of the organization and development of the nervous system. It discusses:
1) How the nervous system develops from the ectoderm germ layer and formation of the neural tube and neural crest.
2) The basic structure and function of neurons, including their specialized cell parts like axons and dendrites.
3) How neurons communicate through synapses and neurotransmitters.
4) The main divisions of the nervous system - the central nervous system (brain and spinal cord) and peripheral nervous system, and their functions in coordinating behavior and maintaining homeostasis.
The document discusses various topics related to sensation and perception including:
- How different senses like vision, hearing, taste, smell, and touch work through sensory receptors and neural pathways
- Factors that influence perception like constancies, gestalt principles, depth cues, and illusions
- Specifics on visual perception including parts of the eye, color vision, blind spots; and specifics on auditory perception including parts of the ear and theories of pitch
- Types of sensory impairments and ways to help people with impairments like cochlear implants
Critical thinking is a intellectually disciplined process of actively and skilfully conceptualising, applying, synthesising and evaluating information gathered by observation, experience, reasoning or communication as a guide to belief and action.
This document outlines the key elements of a social enterprise plan, including identifying a problem or challenge, developing a vision and mission, creating a theory of change, proposing an innovative solution, measuring social impact, assembling a competent team, and establishing a sustainable financial model. The social enterprise plan framework includes 7 conceptual elements: challenge/opportunity, vision, mission, theory of change, solution/idea, social impact, team, and financial summary. The purpose is to provide a structured approach to developing and communicating a social enterprise concept that bridges social problems with viable business solutions.
This document outlines a training on critical thinking skills. The objectives are to explain what critical thinking is and how to improve these abilities for effective decision making. After the training, participants will understand techniques for making judgments and decisions through critical analysis. The training covers defining critical thinking, the components of critical thinking like interpretation and evaluation, developing the right attitude, and three techniques to improve skills: questioning claims and evidence, considering counter examples, and imagining how one's beliefs could be wrong.
Lateral thinking involves generating creative ideas by looking at problems in unexpected ways and breaking out of established mental patterns. The document discusses lateral thinking techniques like using random words to stimulate new ideas and proposing alternatives or provocations to challenge assumptions. It also addresses myths about creativity, noting that while some people may have a natural talent, creativity can be developed as a skill through techniques like lateral thinking that encourage pattern breaking.
Socratic questioning is a teaching method that uses a series of open-ended questions to stimulate critical thinking. It can be used to explore ideas, uncover assumptions, analyze concepts, distinguish known and unknown information, and follow logical implications. The goal is to guide students to generate their own questions and foster critical thinking skills rather than provide direct answers. By using thought-provoking questions, it engages students and encourages a participatory learning experience rather than a passive one.
(MBRP) is a treatment approach developed at the Addictive Behaviors Research Center at the University of Washington, for individuals in recovery for addictive behaviors.
MBRP is designed to bring practices of mindful awareness to individuals suffering from the addictive trappings of the mind. These practices are intended to foster increased awareness of triggers, destructive habitual patterns, and “automatic” reactions that seem to control many of our lives. The mindfulness practices in MBRP are designed to help us pause, observe present experience, and bring awareness to the range of choices before each of us in every moment. We learn to respond in ways that serves us, rather than react in ways that are detrimental to our health and happiness. Ultimately, we are working towards freedom from deeply ingrained and often catastrophic habits.
MBRP is designed as an aftercare program integrating mindfulness practices and principles with cognitive-behavioral relapse prevention. It is best suited to individuals who have undergone initial treatment and wish to maintain their treatment gains and develop a lifestyle that supports their well-being and recovery.
This document provides an overview of sensation and perception. It discusses the main senses - visual, auditory, touch, taste, smell, kinesthetic and vestibular. For each sense, it describes the relevant sensory receptors and neural pathways, as well as processes like sensation, perception, thresholds, attention, and constancy. Theories of color vision, hearing, depth perception, motion perception are also summarized.
Physiology of Behavior 12th Edition Carlson Test BankTarikHoward
Glial cells
Skill: Factual
LO 2.3 Describe the functions of glial cells.
Answer: b. glial or neuroglial
2-30. Which of the following is NOT a type of glial cell?
a. Astrocyte
b. Microglia
c. Oligodendrocyte
d. Schwann cell
e. Ependymal cell
Difficulty: 2
Page Ref: 29
Topic: Glial Cells
Skill: Factual
LO 2.3 Describe the functions of glial cells.
Answer: d. Schwann cell
2-31. Glial cells that wrap around axons in the central nervous system are called
Critical thinking is reflective reasoning about beliefs and actions used to determine if claims are true. It traces to Socratic questioning in Ancient Greece and involves examining propositions to assess if they correspond to reality. Critical thinking requires skills like observation, interpretation, evaluation, and inference as well as intellectual traits like open-mindedness, integrity, and courage. The purpose is to use reason to improve the quality of thinking on any subject.
Presentation created for organizational behavior lecture; topics are theories of creativity, creativity in the individual, and creativity in the workplace.
This document discusses creative thinking and innovation. It defines creativity as connecting different experiences to create new ideas, and defines creative thinking as applying imagination to generate novel ideas and evaluate ones own ideas and those of others. The document then discusses key components of creativity like the 4C model of creativity, which includes everyday creativity and expert creativity. It also discusses how creativity is important for events by engaging different senses and perspectives to create novel experiences, and lists some creative tools like mind mapping, checklists, and changing perspectives to foster new ideas. Finally, it discusses how to develop creative ideas through brainstorming and mood boards to align with project goals and push collaboration.
This document discusses neurological levels and how to create sustainable behavior change. It presents a model showing that behavior is just the visible part of an iceberg, with deeper levels being purpose, identity, beliefs, values, capabilities, and environment. These deeper levels must be addressed to create lasting change. The document advises establishing desire, providing training to build skills, and aligning actions to impact the neurological levels and drive new behaviors. Understanding this model allows one to motivate teams through creating gaps and realize small personal shifts can create large behavior changes.
The document discusses the power of the subconscious mind. It explains that the subconscious mind contains our memories, experiences, and principles that guide us outside of our conscious awareness. While the subconscious mind can hold negative thoughts, it also contains untapped potential that can be harnessed. To channel the power of the subconscious mind positively, one should visualize their goals, believe they are worthy of achieving them, and take time each day to reinforce positive thoughts and beliefs in their subconscious.
The document discusses different types of thinking including creative, analytical, and critical thinking. Creative thinking involves generating new ideas, analytical thinking refers to breaking down information into parts to study and solve problems, and critical thinking is the process of evaluating assumptions and judging ideas. The document provides examples of activities and characteristics that develop each type of thinking.
This document provides an overview of mindfulness, including its origins in Buddhist meditation practices, definitions, and relationship to mental health. It discusses key aspects of mindfulness such as presence, non-judgement, and the four foundations of mindfulness meditation. The document also outlines benefits of mindfulness for mental health, mechanisms of action in the brain, and applications in clinical settings including Mindfulness-Based Stress Reduction and therapies for various disorders. It concludes by discussing implementations of mindfulness at the Royal Ottawa Mental Health Centre.
Transformative learning theory focuses on recognizing and reassessing assumptions through critical reflection. It involves enhanced awareness of beliefs/feelings, critiquing assumptions, considering alternatives, and taking informed action. Adults learn through action learning, experiential learning, project-based learning, and self-directed learning. Transformative learning occurs through life experiences combined with education and critical thinking. Mezirow identified 10 phases of transformative learning including a disorienting dilemma, self-examination, critical assessment of assumptions, recognition of issues, exploration of options, planning a course of action, and reintegration into life with a new perspective.
This document provides an overview of meditation techniques presented by Dr. Dawn-Elise Snipes. It describes the benefits of meditation as demonstrated by research studies. These benefits include reductions in anxiety, depression, stress, and pain. It also describes how meditation can increase gray matter in areas of the brain related to learning, memory, and emotion regulation. The document then outlines the goals of meditation practice and provides instructions for getting started with meditation. Finally, it explores 15 types of meditation techniques in detail, including focused attention, mindfulness, loving-kindness, mantra, and guided meditation.
Introduction to Cognitive Neuroscience first lecture for the Autumn Semester for Cognitive Neuroscience at International Institute of Information Technology Hyderabad India
This document provides an overview of the organization and development of the nervous system. It discusses:
1) How the nervous system develops from the ectoderm germ layer and formation of the neural tube and neural crest.
2) The basic structure and function of neurons, including their specialized cell parts like axons and dendrites.
3) How neurons communicate through synapses and neurotransmitters.
4) The main divisions of the nervous system - the central nervous system (brain and spinal cord) and peripheral nervous system, and their functions in coordinating behavior and maintaining homeostasis.
The document discusses various topics related to sensation and perception including:
- How different senses like vision, hearing, taste, smell, and touch work through sensory receptors and neural pathways
- Factors that influence perception like constancies, gestalt principles, depth cues, and illusions
- Specifics on visual perception including parts of the eye, color vision, blind spots; and specifics on auditory perception including parts of the ear and theories of pitch
- Types of sensory impairments and ways to help people with impairments like cochlear implants
Critical thinking is a intellectually disciplined process of actively and skilfully conceptualising, applying, synthesising and evaluating information gathered by observation, experience, reasoning or communication as a guide to belief and action.
This document outlines the key elements of a social enterprise plan, including identifying a problem or challenge, developing a vision and mission, creating a theory of change, proposing an innovative solution, measuring social impact, assembling a competent team, and establishing a sustainable financial model. The social enterprise plan framework includes 7 conceptual elements: challenge/opportunity, vision, mission, theory of change, solution/idea, social impact, team, and financial summary. The purpose is to provide a structured approach to developing and communicating a social enterprise concept that bridges social problems with viable business solutions.
This document outlines a training on critical thinking skills. The objectives are to explain what critical thinking is and how to improve these abilities for effective decision making. After the training, participants will understand techniques for making judgments and decisions through critical analysis. The training covers defining critical thinking, the components of critical thinking like interpretation and evaluation, developing the right attitude, and three techniques to improve skills: questioning claims and evidence, considering counter examples, and imagining how one's beliefs could be wrong.
Lateral thinking involves generating creative ideas by looking at problems in unexpected ways and breaking out of established mental patterns. The document discusses lateral thinking techniques like using random words to stimulate new ideas and proposing alternatives or provocations to challenge assumptions. It also addresses myths about creativity, noting that while some people may have a natural talent, creativity can be developed as a skill through techniques like lateral thinking that encourage pattern breaking.
Socratic questioning is a teaching method that uses a series of open-ended questions to stimulate critical thinking. It can be used to explore ideas, uncover assumptions, analyze concepts, distinguish known and unknown information, and follow logical implications. The goal is to guide students to generate their own questions and foster critical thinking skills rather than provide direct answers. By using thought-provoking questions, it engages students and encourages a participatory learning experience rather than a passive one.
(MBRP) is a treatment approach developed at the Addictive Behaviors Research Center at the University of Washington, for individuals in recovery for addictive behaviors.
MBRP is designed to bring practices of mindful awareness to individuals suffering from the addictive trappings of the mind. These practices are intended to foster increased awareness of triggers, destructive habitual patterns, and “automatic” reactions that seem to control many of our lives. The mindfulness practices in MBRP are designed to help us pause, observe present experience, and bring awareness to the range of choices before each of us in every moment. We learn to respond in ways that serves us, rather than react in ways that are detrimental to our health and happiness. Ultimately, we are working towards freedom from deeply ingrained and often catastrophic habits.
MBRP is designed as an aftercare program integrating mindfulness practices and principles with cognitive-behavioral relapse prevention. It is best suited to individuals who have undergone initial treatment and wish to maintain their treatment gains and develop a lifestyle that supports their well-being and recovery.
This document provides an overview of sensation and perception. It discusses the main senses - visual, auditory, touch, taste, smell, kinesthetic and vestibular. For each sense, it describes the relevant sensory receptors and neural pathways, as well as processes like sensation, perception, thresholds, attention, and constancy. Theories of color vision, hearing, depth perception, motion perception are also summarized.
Physiology of Behavior 12th Edition Carlson Test BankTarikHoward
Glial cells
Skill: Factual
LO 2.3 Describe the functions of glial cells.
Answer: b. glial or neuroglial
2-30. Which of the following is NOT a type of glial cell?
a. Astrocyte
b. Microglia
c. Oligodendrocyte
d. Schwann cell
e. Ependymal cell
Difficulty: 2
Page Ref: 29
Topic: Glial Cells
Skill: Factual
LO 2.3 Describe the functions of glial cells.
Answer: d. Schwann cell
2-31. Glial cells that wrap around axons in the central nervous system are called
Critical thinking is reflective reasoning about beliefs and actions used to determine if claims are true. It traces to Socratic questioning in Ancient Greece and involves examining propositions to assess if they correspond to reality. Critical thinking requires skills like observation, interpretation, evaluation, and inference as well as intellectual traits like open-mindedness, integrity, and courage. The purpose is to use reason to improve the quality of thinking on any subject.
Presentation created for organizational behavior lecture; topics are theories of creativity, creativity in the individual, and creativity in the workplace.
This document discusses creative thinking and innovation. It defines creativity as connecting different experiences to create new ideas, and defines creative thinking as applying imagination to generate novel ideas and evaluate ones own ideas and those of others. The document then discusses key components of creativity like the 4C model of creativity, which includes everyday creativity and expert creativity. It also discusses how creativity is important for events by engaging different senses and perspectives to create novel experiences, and lists some creative tools like mind mapping, checklists, and changing perspectives to foster new ideas. Finally, it discusses how to develop creative ideas through brainstorming and mood boards to align with project goals and push collaboration.
This document discusses neurological levels and how to create sustainable behavior change. It presents a model showing that behavior is just the visible part of an iceberg, with deeper levels being purpose, identity, beliefs, values, capabilities, and environment. These deeper levels must be addressed to create lasting change. The document advises establishing desire, providing training to build skills, and aligning actions to impact the neurological levels and drive new behaviors. Understanding this model allows one to motivate teams through creating gaps and realize small personal shifts can create large behavior changes.
1. 1-1 meetings provide benefits for individuals, line managers, and organizations by allowing employees to better understand their roles and performance, managers to coach employees and set objectives, and organizations to identify training needs and succession planning.
2. The 1-1 communication model addresses job responsibilities, performance feedback, individual needs, work unit objectives and results, and organizational vision, mission, and values to empower and engage employees.
3. Recommended frequencies for 1-1 meetings range from monthly for senior managers and middle managers, to quarterly for team leaders and associates, with more informal weekly check-ins for senior management.
Key Performance Indicators measure the organisational performances that are most critical for the current and future success of an organisation
The session will provide an outline of the types of KPI’s available and the pros and cons of each
KPIs are a key tool for a leader to help make decisions and guide their teams back on track
The document discusses the concept of paradigm shifts, which refers to transformations from one theoretical perspective to another. It notes that Thomas Kuhn defined paradigm shifts as periods of peaceful progress punctuated by revolutions in thinking. Paradigm shifts are driven by agents of change, such as the printing press, computers, and the internet, which have transformed societies from industrial to information-based. The media has also undergone paradigm shifts, moving from theories of its all-powerful influence to recognition of its limited effects and increasing role in socialization. Overall, the document argues that paradigm shifts represent changes in human thinking and awareness that are accelerated by new technologies and driven by agents of change.
Inflectional Paradigms - morphology- Dr. Shadia Yousef BanjarDr. Shadia Banjar
The document discusses verb paradigms and inflectional morphology. It defines a paradigm as a set of related word forms that share the same stem but have different affixes. Specifically, it examines the verb paradigm which consists of 5 forms: the stem, third person singular present, present participle, past tense, and past participle. Each form has a specific grammatical function, such as the stem is used in simple present tense except for third person singular and in imperatives. The past participle is used to form perfect aspect constructions and the passive voice.
This is based on Edward de Bonos Lateral Thinking Step by Step and designed than for two day workshop with more than 150 slides with exercises. Part of this is uploaded
A paradigm is a person's mental model or framework for understanding something. It shapes how they perceive and interpret the world. While paradigms help people understand reality, different people may have different paradigms and see things differently. A paradigm shift occurs when a person changes their mental model or framework to a new way of thinking about something. Major paradigm shifts happen when entire fields or societies transition to entirely new ways of understanding an issue or domain.
The document discusses critical thinking versus logic, providing examples to illustrate the differences. It argues that critical thinking encourages skepticism and subjective reasoning, while logic assumes the existence of objective truth. It provides guidance for teaching children logic, including understanding the difference between valid and true arguments, and avoiding fallacies. Examples of fallacies like ad hominem attacks are given. The goal is to train children to evaluate arguments for both truth and logical soundness.
Techniques for Forecasting Human ResourcesBHOMA RAM
This document outlines 14 techniques that can be used for forecasting human resource needs, including managerial judgment, trend analysis, ratio analysis, scatter plots, computerized forecasting, work study techniques, the Delphi technique, regression analysis, econometric models, nominal group technique, HR budget and planning analysis, scenario forecasting, workforce analysis, and job analysis. Each technique is briefly described in 1-2 sentences.
The classical theory of management evolved in the 19th century during the Industrial Revolution to establish management's role in organizations. It focused on efficiency and viewed employees as motivated solely by economic factors. The theory comprised three constituent theories: scientific management, which aimed to optimize work; bureaucratic management, which advocated a hierarchical structure; and administrative management, which saw management as a process of coordinating people. Classical theory emphasized specialization, structure, and economic incentives but ignored social and informal aspects of organizations. While it brought rationality and predictability, it also risked rigidity and goal displacement.
The 7 Habits of Highly Effective People outlines principles and processes for developing effective habits through proactivity, beginning with the end in mind by defining a personal mission statement, and putting first things first by prioritizing important goals. The document discusses developing character through habits, maturing from dependence to independence to interdependence, and changing paradigms to transform one's life.
This document provides an overview of ethics and several ethical frameworks that can be used for moral decision making. It defines key terms like ethics, morality and society. It then describes seven ethical theories: 1) Subjective Relativism 2) Cultural Relativism 3) Divine Command Theory 4) Kantianism 5) Act Utilitarianism 6) Rule Utilitarianism and 7) Social Contract Theory. For each theory, it provides examples and discusses the cases for and against them being a workable ethical framework. The document aims to help readers understand ethics and the approaches that can be taken to ethical decision making.
The document discusses key concepts from Stephen Covey's book "The 7 Habits of Highly Effective People". It summarizes the first three habits: 1) Be Proactive - take initiative in life and don't react passively to conditions. 2) Begin with the End in Mind - have a clear vision and purpose. 3) Put First Things First - spend your time on important priorities. It emphasizes developing good character before seeking to build relationships. The habits help achieve personal leadership and management through principles, vision, and effective scheduling of priorities.
The document discusses key concepts from Stephen Covey's book "The 7 Habits of Highly Effective People". It summarizes the first three habits: 1) Be Proactive - take initiative in life and don't react passively to conditions. 2) Begin with the End in Mind - have a clear vision and purpose. 3) Put First Things First - spend your time on important priorities. It emphasizes developing good character before seeking to build relationships. The first three habits help with self-mastery, while habits 4-6 focus on building interdependent relationships through mutual understanding and cooperation.
The document discusses key concepts from Stephen Covey's book "The 7 Habits of Highly Effective People". It summarizes the first three habits: 1) Be Proactive - take initiative in life and don't react passively to conditions. 2) Begin with the End in Mind - have a clear vision and purpose. 3) Put First Things First - spend your time on important priorities. It emphasizes developing good character before seeking to build relationships. Habits 4-6 then focus on building interdependence and cooperation through mutual understanding and creative problem solving.
This document discusses attitudes, how they are formed and changed. It begins with an overview of key topics such as the definition of attitudes, their structure and functions. Attitudes are formed through both cognition (thinking) and affect (emotion). The cognitive response model and theory of reasoned action are presented as ways attitudes are formed through thinking. Emotional appeals and fear appeals can also shape attitudes. To change attitudes, one must target the underlying beliefs, evaluations, norms or emotions. Changing conditions and consequences of behaviors as well as using positive persuasion can help modify attitudes. Maintaining an optimistic, open-minded outlook and thinking independently also supports developing constructive attitudes.
The document discusses principles for successful living and effective time management. It introduces the concept of being proactive rather than reactive, and beginning with the end in mind by defining a clear personal mission and priorities. The key is to focus on important goals that contribute to your mission, rather than just urgent tasks. This is known as Quadrant II time management - spending time on important but not urgent activities that have great long-term value. Prioritizing based on importance allows one to put first things first and maintain balance between short-term urgencies and long-term priorities.
The document discusses key principles for successful living and effective personal leadership. It introduces the concept of paradigms and how they shape our mental maps and perceptions. It emphasizes developing good character over just skills and behaviors. The document outlines habits like being proactive, beginning with the end in mind by creating a personal mission statement, and putting first things first through effective time management. It discusses developing independence and interdependence with others through principles like thinking win-win and maintaining high trust in relationships. The overall message is that focusing on our deep character and priorities allows us to become principle-centered leaders who can handle both short-term problems and long-term effectiveness.
This document discusses the key habits of highly effective people and principles of personal leadership. It introduces the seven habits paradigm, which includes habits like being proactive, beginning with the end in mind, and putting first things first. These habits help people develop character, gain personal security, and manage their time effectively. The document also discusses principles for building strong interpersonal relationships, like understanding others, keeping commitments, and apologizing sincerely. Mastering the first three habits of character development lays the groundwork for highly productive relationships focused on interdependence.
This document provides an introduction to ethics. It defines ethics as the branch of philosophy dealing with morality and values relating to human conduct. It discusses key concepts in ethics like morality, codes of conduct, moral judgments, and ethical theories. It outlines learning objectives for understanding virtue ethics, religious ethics, situational ethics, and ethical decision making. It also summarizes various ethical theories like consequentialism, deontology, and relativism which provide frameworks for analyzing ethical issues.
This document discusses ethics, values, attitudes, and their relationship to human behavior. It defines ethics as what we think we should do and values as what we actually embrace. Values are basic convictions about what is preferable and help prioritize individual values like freedom and honesty. Attitudes are evaluative statements that reflect our feelings and intentions towards things and influence behavior. The document explores how values and attitudes are shaped by factors like culture, generation, and psychological constructs like moral development stages and learning. It provides frameworks for ethical decision making and suggests attitudes, values, and other factors interconnect to impact individual behavior.
The document summarizes Stephen Covey's book "The 7 Habits of Highly Effective People" which outlines seven habits that can make people more effective. The seven habits are: 1) Be Proactive, 2) Begin with the End in Mind, 3) Put First Things First, 4) Think Win-Win, 5) Seek First to Understand, Then to Be Understood, 6) Synergize, and 7) Sharpen the Saw. The habits are based on paradigms and principles like continuous learning, service, and balance. Developing effective habits involves gaining knowledge, skills, and desire. The document also discusses moving along a maturity continuum from dependence to independence to interdependence.
The document discusses key concepts from Stephen Covey's book "The 7 Habits of Highly Effective People". It outlines several habits including being proactive, beginning with the end in mind, and putting first things first. It emphasizes the importance of having principles and values as the core of who you are in order to be effective. It also discusses the difference between a reactive and proactive mindset and focusing your efforts on things within your circle of influence.
This document discusses several key concepts in nursing ethics including:
1. Nursing ethics examines how moral principles are applied in nursing care. Nurses are responsible for the care they provide.
2. Values define personal character while ethics examine how morals are applied socially. Virtues are moral excellences that align with God's nature, while values are principles individuals consider important.
3. Ethical theories discussed include utilitarianism, which aims to maximize well-being, deontology, which focuses on intentions over outcomes, and situation ethics, which emphasizes responding lovingly in each context. Approaches have strengths but also weaknesses in application.
Leland Sandler's Presentation on Creating and Capturing valueLeland Sandler
Leland Sandler & the Sandler Group present “Creating and Capturing Value”, using behavior tools to create more effective, successful, and confident leaders.
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WEBSITE: http://lelandsandler.com/
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TWITTER: https://twitter.com/lelandsandler
FACEBOOK: http://facebook.com/thesandlergroup
Social cognition refers to how people process and respond to social information. It involves interpreting social cues, analyzing social situations, and remembering social information using mental structures called schemas. Schemas help organize our knowledge about social roles, people, and events. When making judgments with limited time and information, people rely on mental shortcuts called heuristics. However, social cognition is not always rational and can involve errors like unrealistic optimism and counterfactual thinking.
This document discusses ethics in society and business. It begins by defining ethics and discussing personal ethics and values. It then covers the importance of ethics in society and business. It discusses different sources of ethics from Eastern and Western philosophies. It also discusses different approaches to ethics like deontological ethics, teleological ethics, and utilitarian ethics. Finally, it discusses the importance of integrating ethics into business decision making and corporate vision.
This document provides an overview of basic ethics concepts. It defines ethics as concerning what is good and right versus bad and wrong conduct. It discusses ethical theories for judging acts, and why being ethical is important. Normative ethics evaluates what should be, while descriptive ethics describes what is. Overall, ethics involves determining moral standards to judge actions as right or wrong.
SIC (Short Interval Control) is a structured process to regularly review performance data and identify opportunities to improve production effectiveness and efficiency. It involves:
1. Checking performance at short intervals (e.g. daily or every half hour) and making necessary corrections, to prevent small problems from becoming big ones.
2. Controlling process inputs to control outputs and meet goals like increased output, reduced costs and defects.
3. Having team members regularly look back at past performance, plan next actions, and implement plans to continuously improve performance.
The benefits of SIC include increased output, effectiveness, improvement speed, and employee engagement through localized focus and data-driven decision making.
Line Crew Optimisation is a process that reviews and optimises the established flow patterns, links process steps in order to minimise cycle times and travel distance, and eliminates crossover points in order to achieve a continuous flow process
This document discusses using the RACI methodology to define clear roles and responsibilities. RACI assigns the roles of accountable, responsible, consulted, and informed to activities and decisions. It clarifies who is accountable for ensuring tasks are completed, who is responsible for doing the tasks, who must be consulted, and who must be informed. Developing a RACI chart is a 5-step process that identifies key activities, roles, and assigns responsibilities. Benefits include clarifying accountability, pushing responsibilities to lower levels, eliminating overlaps, and increasing productivity through well-defined roles.
Part of OFX Academy Course: Improving Line Performance
http://academy.optimumfx.com/course/improving-line-performance/
Improving Packaging Line Performance –Using the correct Data and Drill Down Analysis
Part of OFX Academy Course: Improving Line Performance
http://academy.optimumfx.com/course/improving-line-performance/
Improving Packaging Line Performance –Using the correct Data and Drill Down Analysis
Part of OFX Academy Course: Improving Line Performance
http://academy.optimumfx.com/course/improving-line-performance/
Improving Packaging Line Performance –Using the correct Data and Drill Down Analysis
The document discusses living in the present moment and provides tips to increase presence. It defines the present as "now" rather than the past or future. Most people spend too much time thinking about the past and future rather than being fully engaged in the current moment. To increase presence, one should focus attention on what is happening now without distraction, tune out inner dialogue, and be mindful of thoughts, emotions, and the present sensory experience. Practices like meditation, conscious breathing, and full engagement in current tasks can help anchor one in the present. Being present reportedly increases fulfillment, flow, and stress reduction while enhancing relationships and performance.
Situational leadership proposes that there is no single best leadership style, and that the most effective leaders adapt their style to fit the development level of the individual or group they are leading. It identifies four leadership styles - directing, coaching, supporting, and delegating - that should be applied based on followers' competence and commitment levels. The directing style provides close supervision, coaching involves more explanation and support, supporting emphasizes praise and facilitation, and delegating turns over responsibility. Matching leadership style to followers' stage of development maximizes their performance.
A ‘Continuous Improvement culture’ is one where both leaders and front line workers constantly drive for improvement, which will be evident from the ‘work habits’
What gets measured, gets managed! What gets managed can be maintained and improved upon. Auditing ensures that the meetings operate at a consistent high standard.
What gets measured, gets managed! What gets managed can be maintained and improved upon. Auditing ensures that the meetings operate at a consistent high standard.
It’s important to get the right people doing the right jobs. Sometimes great people get poor results because they’re doing the wrong job. Get the maximum results with the resources that you have right now.
This document provides the steps and estimated times for a 2L PET cold caustic CIP (clean-in-place) changeover. It involves 15 steps including draining and flushing the filler, filling and draining the carbo-cooler tank twice, switching to a CO2 supply, flushing the filler with product, and conducting a test run to start production. The total estimated time is 1 hour and 40 minutes with the CIP itself taking approximately 45 minutes.
One Point Lessons (OPLs) are short, visual presentations on a single task that can be explained in about 10 minutes. They are detailed on one or two pages using diagrams, photographs or drawings. OPLs are used to provide vital instructions for tasks at the workplace and are generated and used at the point of need. An example is provided of an OPL created to address frequent stoppages on a production line caused by operators not understanding how to change an empty cleaning fluid drum. The OPL clearly outlines the steps to acknowledge the error message and replace the empty drum. OPLs help improve performance, efficiency and quality by ensuring key work instructions are available when needed.
Designing and Sustaining Large-Scale Value-Centered Agile Ecosystems (powered...Alexey Krivitsky
Is Agile dead? It depends on what you mean by 'Agile'. If you mean that the organizations are not getting the promised benefits because they were focusing too much on the team-level agile "ways of working" instead of systemic global improvements -- then we are in agreement. It is a misunderstanding of Agility that led us down a dead-end. At Org Topologies, we see bright sparks -- the signs of the 'second wave of Agile' as we call it. The emphasis is shifting towards both in-team and inter-team collaboration. Away from false dichotomies. Both: team autonomy and shared broad product ownership are required to sustain true result-oriented organizational agility. Org Topologies is a package offering a visual language plus thinking tools required to communicate org development direction and can be used to help design and then sustain org change aiming at higher organizational archetypes.
A team is a group of individuals, all working together for a common purpose. This Ppt derives a detail information on team building process and ats type with effective example by Tuckmans Model. it also describes about team issues and effective team work. Unclear Roles and Responsibilities of teams as well as individuals.
Enriching engagement with ethical review processesstrikingabalance
New ethics review processes at the University of Bath. Presented at the 8th World Conference on Research Integrity by Filipa Vance, Head of Research Governance and Compliance at the University of Bath. June 2024, Athens
Comparing Stability and Sustainability in Agile SystemsRob Healy
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
Impact of Effective Performance Appraisal Systems on Employee Motivation and ...Dr. Nazrul Islam
Healthy economic development requires properly managing the banking industry of any
country. Along with state-owned banks, private banks play a critical role in the country's economy.
Managers in all types of banks now confront the same challenge: how to get the utmost output from
their employees. Therefore, Performance appraisal appears to be inevitable since it set the
standard for comparing actual performance to established objectives and recommending practical
solutions that help the organization achieve sustainable growth. Therefore, the purpose of this
research is to determine the effect of performance appraisal on employee motivation and retention.
Sethurathnam Ravi: A Legacy in Finance and LeadershipAnjana Josie
Sethurathnam Ravi, also known as S Ravi, is a distinguished Chartered Accountant and former Chairman of the Bombay Stock Exchange (BSE). As the Founder and Managing Partner of Ravi Rajan & Co. LLP, he has made significant contributions to the fields of finance, banking, and corporate governance. His extensive career includes directorships in over 45 major organizations, including LIC, BHEL, and ONGC. With a passion for financial consulting and social issues, S Ravi continues to influence the industry and inspire future leaders.
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
A presentation on mastering key management concepts across projects, products, programs, and portfolios. Whether you're an aspiring manager or looking to enhance your skills, this session will provide you with the knowledge and tools to succeed in various management roles. Learn about the distinct lifecycles, methodologies, and essential skillsets needed to thrive in today's dynamic business environment.
Ganpati Kumar Choudhary Indian Ethos PPT.pptx, The Dilemma of Green Energy Corporation
Green Energy Corporation, a leading renewable energy company, faces a dilemma: balancing profitability and sustainability. Pressure to scale rapidly has led to ethical concerns, as the company's commitment to sustainable practices is tested by the need to satisfy shareholders and maintain a competitive edge.
12 steps to transform your organization into the agile org you deservePierre E. NEIS
During an organizational transformation, the shift is from the previous state to an improved one. In the realm of agility, I emphasize the significance of identifying polarities. This approach helps establish a clear understanding of your objectives. I have outlined 12 incremental actions to delineate your organizational strategy.
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...dsnow9802
Colby Hobson stands out as a dynamic leader in the residential construction industry. With a solid reputation built on his exceptional communication and presentation skills, Colby has proven himself to be an excellent team player, fostering a collaborative and efficient work environment.
Originally presented at XP2024 Bolzano
While agile has entered the post-mainstream age, possibly losing its mojo along the way, the rise of remote working is dealing a more severe blow than its industrialization.
In this talk we'll have a look to the cumulative effect of the constraints of a remote working environment and of the common countermeasures.
2. Intent & Why
• Get you thinking differently
• Discuss in context of shift towards principle-centred
leadership
• By challenging your existing way of thinking you can reveal
opportunities to approach situations in a different way
• Increasing choice
3. What is a Paradigm?
• A view of the World – a way of thinking - a norm
• We all see the world around us in accordance with a certain
paradigm - what we believe to be reliable and true
• Confirmation bias – favour information that confirms
preconceptions or hypotheses, whether true or not
– Gather evidence and recall selective memories to support bias
– Particularly strong for emotionally significant issues and beliefs
– Interpret ambiguous evidence as supporting existing position
– Semmelweis Reflex - reflex-like rejection of new knowledge because it
contradicts entrenched norms, beliefs or paradigms
4. What is a Paradigm?
• Evidence of a limiting paradigm:
– Confusion
– Buried by dilemmas
– Best efforts result in dead ends
• A paradigm is a map - a representation of reality
(territory)
– Change behaviour? Change attitude?
“the significant problems we face today
cannot be solved at the same level of thinking
we were at when we created them”
6. What is a Paradigm Shift?
• Dramatic change in thinking, often with wide-reaching effects
• A fundamental change in basic assumptions
– Making a break with the past
• For slow, incremental improvement -> change your attitude or
behaviour
• For dramatic, revolutionary change -> change your frame of
reference
– change how you see the world, how you think about people, how you view
management and leadership
– change your way of understanding and explaining aspects of reality
break old ways of thinking -> quantum change in performance
7. Paradigm Shift in Leadership
Principle-centred Leadership
• Governed by Natural Laws or ‘Principles’ - objective,
internal
– different to Social Values: subjective, external
• The Law of the School v the Law of the Farm
• Can’t fake being able to run a marathon – no quick fix
• Governs our body, our mind, our relationships
– Building blocks of all management and organisational life
8. Governing Principles
• Natural laws (eg laws of the farm) operate regardless
• Fairness, equity, justice, integrity, honesty and trust
• Principles (objective, external) versus Values (subjective, internal)
• When territory is constantly changing (shifting markets)
any map is soon obsolete.
• Inviolate/“True North” principles are your compass
9. Leadership Style Paradigm Shifts
1. Scientific Management
Metaphor: Stomach
Principle: Fairness
Think of as:
Approach: Authoritarian
Management by Carrot & Stick
“Pay me well”
2. Human Relations
Metaphor: Heart
Principle: Kindness
Think of as: Social beings
Benevolent authoritarian
“Treat me well”
3. Human Resources
Metaphor: Mind
Principle: Efficiency
Think of as: Psychological beings
Delegation, latent talent
“Use me well”
4. Principle-centred Leadership
Metaphor: Whole person/spirit
Principle: Effectiveness
Think of as: Spiritual beings
Delegation, latent talent
Management by Proven Principles
“...I want to make a meaningful
contribution”
10. 4 levels of Principle-centred Leadership
Principle-
centred
Leadership
Personal: Trustworthiness
Character and Competence
Interpersonal: Trust
Emotional bank account
Managerial: Empowerment
Become source of help
Organisational: Alignment
Common vision
Each level is
necessary but insufficient
We have to work at all four
levels on the basis of certain
principles
11. Changing Paradigms
• Fastest way to change someone’s paradigm is to change
their name or their role
Q: What changed for you when you were last promoted?
Q: Did you see the same situation in a new way?
Editor's Notes
A way of thinking
A mental model
A map – a representation on reality. If you are trying to get somewhere and the map is inaccurate and you change your behaviour,: double your speed, you get lost twice as fast
If you change your attitude - +ve thinking – you wouldn't care that you were lost, but you’d still be lost.
Examine your paradigms – does it reflect the territory accurately?
Significant break-throughs are breaks-with
Einstein – “the significant problems we face today cannot be solved at the same level of thinking we were at when we created them”
How to spot a bad paradigm – confusion, buried by dilemmas – change way of thinking, because this way is getting you to a dead-end
Creative routes around paradigms – analogy,
Covey – Law of the school v Law of the Farm... Governed by natural laws.
Kodak – paradigm shift…
Kodak – paradigm shift…
How well would it work if you forgot to sew the seeds and then tried to cram it in at harvest time?
How about you didn’t milk the cows for a couple of months, because you had some other things to do - and then committed a could week to doing it all in one go.
Values are the maps.
Principles are the compass (also mentions they are the territory??)
More closely values are aligned with the correct principles (the territory) the more useful they will be – however, when territory is constanly changing (shifting markets) any map is soon obsolete.
Compass will always point you in the right direction
Values reflect cultural background - and can be compartmentalised – parent, child, departmental manager, community leader, sports team member, drinking buddy; reactive people can find themselves trying to meet conflicting expectations and living by different values according to their current role or environment.
1 – 1890s Scientific Authoritarianism - physical/economic need – economic man – I am the best, the elite, I will direct you.
“How is your pay?”
2 – People are stomachs, but also hearts – social beings – fairness, but also kindness, courtesy, civility, decency – meeting economic and social needs – treated well, liked, respected, to belong – focused on harmony, team spirit, social situations. Kindly father who knows what is best for his children and takes care of them as long as they comply with his wishes – otherwise disloyalty, ingratitude. Democratic society – arguably still the dominant approach now
“How are you?”
3 – people also have minds, are cognitive, thinking beings – care about contribution - fairness, kindness and efficiency – talent, creativity, resourcefulness – delegate – psychological beings. Mgs focus on bundles of latent talent. All about how people are developed and used – new world, world economics – quality, consistency, reliability
“What’s your opinion?”
4 – Focus on effectiveness – doing something that matters – want meaning – spiritual beings – manage through proven principles. Nothing can be voluntarily committed to – you buy hands and backs, not hearts and minds. (worthwhile work – purpose). What gives people meaning. Not just assets/resources, have worth independent of the organisation and power to make their own choices.
Think about digging a hole and then filling it in for 8hrs a day, 5 days week, until your 65 – and I’ll pay you £1million a year, adjusted for cost-of-living.
“All of the above & What’s really important to you?”
Surveys shown that people want meaning and purpose in their lives - - Want to be treated as a whole person but... I want you up there to ask my opinion, but I want you down there to go along with my opinion that a good soldier.
PCL embraces the principles of fairness and kindness and makes better use of the talents of people for greater efficiency but also leads to quantum leaps in personal and organisational effectiveness.
(ant story???)
Each layer built on the previous key principle – INSIDE-OUT, work on yourself before you can work on interpersonal relationships
- trustworthiness, something you control about yourself, is the core.
If you are not trustworthy, how can you build interpersonal relationships built on trust? Not enough funds in the emotional bank account.
By same token, focus only at Personal level – self-esteem, time management, set & achv goals – system within business don’t fit
Focus at Interpersonal – train teams on team building, communication skills, but you have employees with hidden agendas – no fundamental change
Focus only at Managerial Level – training others to be empowered, delegating... Culture is fragile – full of loose cannons.
Focus only at Organisational Level – new structure, new rules, new compensation packages – what effect on the interdepartmental rivalries?
Founded on trust and built upon with each additional key principle you can have a large span of influence and ‘control’ ‘supervision’
If trust doesnt exist – then needs to be control
These principles form the culture – like an immune system – protects from disease – able to deal with what comes along – but if you have cells within the system that are weakening the immune system itself, then can’t deal with situations as they arise.
Leadership Paradigm must be based on Trust – which comes from Trustworthy people. At the central of the wheel is a set of principles that everyone buys into.
Your Compass - - Always know which way you need to be heading.
When norms are sufficient – laws aren’t necessary
When norms are insufficient – laws are unenforceable
Trust and Trustworthiness provide the foundation for empowerment at Managerial Level and Alignment at the Organisational Level
If you are a customer somewhere – perhaps the hotel, the airline on way over – and you ask for something out of the ordinary and they quote rules and policies then you know the culture is very fragile – you know the boss has been quoting rules and policies to them.
Challenge your environment – think about Organisational Level as starting point – Alignment – you talk about expanding skills, maximising talents, but is training seen as an Expense or an Investment?
Do you know businesses who claim to value co-operation – but reward competition
Or value innovation, but reward conformity
Talk about Long-term strategy, but focus only on short-term wins