Suggests the role of "Leader" is evolving into a less directive role and into more of a "design" role and considers how emotional intelligence supports this shift in focus.
The importantance of emotional intelligenceGreg Kontusz
70% of the success of an executive depends on his/her emotional intelligence. But the good news is unlike Cognitive Capability it is something that acquired. This presentation gives you the history and definitions application of EQ.
The importantance of emotional intelligenceGreg Kontusz
70% of the success of an executive depends on his/her emotional intelligence. But the good news is unlike Cognitive Capability it is something that acquired. This presentation gives you the history and definitions application of EQ.
Convincing the bear - Influence without authority
After hiking towards a glacier in Denali National Park Alaska, we were making camp near a small lake. Suddenly I heard my friend saying “Michael there’s a bear here, it is on this side of the lake”. And there he was, a ‘young’ 200 Pound Grizzly no more than 10 feet away… Influencing a bear in the Alaskan outback is quite similar to handling the bears or rather stakeholders of the modern organization – both have their own agenda, and will have you for lunch if they think it serves their interests and appetites.
In this presentation we learn best practices for leading and influencing without authority, including the three essentials model: stakeholder leadership, team orientation and individual adjustment. Do you have the proper toolset to influence the bears when you lack the authority?
After Michael’s presentation you will be able to:
• Use your personal power to lead and influence without authority
• Align your leadership with the team situation
• Make individual adjustments to influence through difficult project and business situations
Influencer by Al Switzler & Co describes how to engender a behavioral change in people and organisations. This entails actions in 6 fields. This document provides an overview
This presentation provides an overview of one of the most popular self-report emotional intelligence assessments available today and its reports provide robust information related to performance, well-being, and emotional and social functioning which can assist in designing and delivering personal development programs by a qualified practitioner.
Utilizing recent neuroscience research, this presentation builds awareness of 5 key factors which enable leaders to more effectively communicate in ways that build connection through the establishment of safety and respect.
When we are young, we learn things like manners, social cues and social values and incorporate them into our daily actions to the point that we don’t even think about them. How useful would it be to have a collaboration and influencing framework, a tool to improve your social awareness to the point that advanced leadership skills become second nature to you? Today we’re going to explore one such model, the SCARF® model.
The SCARF Model was developed by David Rock in 2008 and is described as a brain based model, as it leverages detailed neuroscience research.
The 3 Themes of the SCARF Model
SCARF centres around three core themes or ideas. Our rough translation of those themes is:
1 - ‘Social threats’ are perceived by the brain with the same intensity as actual physical threats.
2 - When are under threat, our ability to solve problems or make decisions or interact with others is diminished. When we are in a ‘reward environment’ our abilities are enhanced.
3 - The threat response, or the desire to avoid pain, is more common and always outweighs the desire to seek pleasure. Thus the more pain we can avoid in social situations, the more effective we can be.
Workplace Accountability: How Effective Managers Create a Culture of OwnershipThe Business LockerRoom
Every company would love for its employees to demonstrate accountability; to take ownership of their work. However, despite their best efforts, few companies understand what it takes to create and sustain a culture of accountability. This presentation will presents the basic components of a methodology for creating workplace accountability.
The MTL Professional Development Programme is a collection of 202 PowerPoint presentations that will provide you with step-by-step summaries of a key management or personal development skill. This presentation is on "Managing Personalities" and will show you how a knowledge of Enneagram types can help you in becoming a more effective manager and leader.
In this presentation at the 2014 Canadian Society for Training & Development, Behavioral Change Expert Heather Hilliard explains why training and development programs need to take into account how the brain learns and provide opportunities for individuals with different brain styles to get the experiences they need. Organizations waste billions of dollars yearly on poorly designed and executed programs that fail to improve overall leadership and employee performance.
Convincing the bear - Influence without authority
After hiking towards a glacier in Denali National Park Alaska, we were making camp near a small lake. Suddenly I heard my friend saying “Michael there’s a bear here, it is on this side of the lake”. And there he was, a ‘young’ 200 Pound Grizzly no more than 10 feet away… Influencing a bear in the Alaskan outback is quite similar to handling the bears or rather stakeholders of the modern organization – both have their own agenda, and will have you for lunch if they think it serves their interests and appetites.
In this presentation we learn best practices for leading and influencing without authority, including the three essentials model: stakeholder leadership, team orientation and individual adjustment. Do you have the proper toolset to influence the bears when you lack the authority?
After Michael’s presentation you will be able to:
• Use your personal power to lead and influence without authority
• Align your leadership with the team situation
• Make individual adjustments to influence through difficult project and business situations
Influencer by Al Switzler & Co describes how to engender a behavioral change in people and organisations. This entails actions in 6 fields. This document provides an overview
This presentation provides an overview of one of the most popular self-report emotional intelligence assessments available today and its reports provide robust information related to performance, well-being, and emotional and social functioning which can assist in designing and delivering personal development programs by a qualified practitioner.
Utilizing recent neuroscience research, this presentation builds awareness of 5 key factors which enable leaders to more effectively communicate in ways that build connection through the establishment of safety and respect.
When we are young, we learn things like manners, social cues and social values and incorporate them into our daily actions to the point that we don’t even think about them. How useful would it be to have a collaboration and influencing framework, a tool to improve your social awareness to the point that advanced leadership skills become second nature to you? Today we’re going to explore one such model, the SCARF® model.
The SCARF Model was developed by David Rock in 2008 and is described as a brain based model, as it leverages detailed neuroscience research.
The 3 Themes of the SCARF Model
SCARF centres around three core themes or ideas. Our rough translation of those themes is:
1 - ‘Social threats’ are perceived by the brain with the same intensity as actual physical threats.
2 - When are under threat, our ability to solve problems or make decisions or interact with others is diminished. When we are in a ‘reward environment’ our abilities are enhanced.
3 - The threat response, or the desire to avoid pain, is more common and always outweighs the desire to seek pleasure. Thus the more pain we can avoid in social situations, the more effective we can be.
Workplace Accountability: How Effective Managers Create a Culture of OwnershipThe Business LockerRoom
Every company would love for its employees to demonstrate accountability; to take ownership of their work. However, despite their best efforts, few companies understand what it takes to create and sustain a culture of accountability. This presentation will presents the basic components of a methodology for creating workplace accountability.
The MTL Professional Development Programme is a collection of 202 PowerPoint presentations that will provide you with step-by-step summaries of a key management or personal development skill. This presentation is on "Managing Personalities" and will show you how a knowledge of Enneagram types can help you in becoming a more effective manager and leader.
In this presentation at the 2014 Canadian Society for Training & Development, Behavioral Change Expert Heather Hilliard explains why training and development programs need to take into account how the brain learns and provide opportunities for individuals with different brain styles to get the experiences they need. Organizations waste billions of dollars yearly on poorly designed and executed programs that fail to improve overall leadership and employee performance.
The fire with which we start a work slowly dies like a flowerpot. One of the key reasons is answers to two key questions. This presentation takes you through these questions and the answers.
Emotional intelligence taps into a fundamental element of human behaviour that is distinct from your intellect.The communication between your emotional and rational ?brains? is the physical source of emotional intelligence.
The pathway for emotional intelligence starts in the brain, at the spinal cord. Your primary senses enter here and must travel to the front of your brain before you can think rationally about your experience.The awareness that emotional intelligence has become an important job skill, even surpassing technical ability, has been growing over the last number of years.As teamwork becomes increasingly important in the workplace, people who are able to understand, get along with and work well with others will become increasingly sought after. Highly emotionally intelligent people have well developed people skills allowing them to develop relationships with a diverse range of personalities and people from various cultures and backgrounds. People who are able to work well with others have sought after attributes in an increasing globalization and evolving diverse workplace.
Personality Profiling to Improve the Odds of Startup Success | Nelson Zagalsk...UCICove
About UCI Applied Innovation:
UCI Applied Innovation is a dynamic, innovative central platform for the UCI campus, entrepreneurs, inventors, the business community and investors to collaborate and move UCI research from lab to market.
About the Cove @ UCI:
To accelerate collaboration by better connecting innovation partners in Orange County, UCI Applied Innovation created the Cove, a physical, state-of-the-art hub for entrepreneurs to gather and navigate the resources available both on and off campus. The Cove is headquarters for UCI Applied Innovation, as well as houses several ecosystem partners including incubators, accelerators, angel investors, venture capitalists, mentors and legal experts.
Follow us on social media:
Facebook: @UCICove
Twitter: @UCICove
Instagram: @UCICove
LinkedIn: @UCIAppliedInnovation
For more information:
cove@uci.edu
http://innovation.uci.edu/
Public Speaking Tips to Help You Be A Strong Leader.pdfPinta Partners
In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
Public speaking transcends mere eloquence; it serves as the medium through which leaders articulate their vision, inspire action, and foster engagement. For leaders, refining public speaking skills is essential, elevating their ability to influence, persuade, and lead with resolute conviction. Here are some key tips to consider: https://joellandau.com/the-public-speaking-tips-to-help-you-be-a-stronger-leader/
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.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
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
Employment PracticesRegulation and Multinational CorporationsRoopaTemkar
Employment PracticesRegulation and Multinational Corporations
Strategic decision making within MNCs constrained or determined by the implementation of laws and codes of practice and by pressure from political actors. Managers in MNCs have to make choices that are shaped by gvmt. intervention and the local economy.
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.
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Integrity in leadership builds trust by ensuring consistency between words an...Ram V Chary
Integrity in leadership builds trust by ensuring consistency between words and actions, making leaders reliable and credible. It also ensures ethical decision-making, which fosters a positive organizational culture and promotes long-term success. #RamVChary
Re framing Leadership - The Leader as Performance Architect
1. Reframing Leadership:The Leader as
Performance Architect and
The Role of Emotional Intelligence in
Connecting to Performers and
Creating an Effective Performance
Environment
Gary F. Best, Ph.D.
Executive & Leadership Coach /
Performance Strategist
Created by PerformanceBest, LLC
2. Two Caveats:
My position on leaders and leadership…..
A role or title is not what makes a leader…
My position on this thing we call “organizations”…..
They’re mislabeled.We should be talking
about organizings….not organizations.
Created by PerformanceBest, LLC
4. Elements of Performance Environments
Performers
Tools andTechnologies
Governance & Rules
Communication Flows
Informal Networks
Cultures & Climates
Created by PerformanceBest, LLC
5. Dynamics inTodays Performance Environments
Speed is everything – “Done is better than perfect!”
Change is relentless!
Informal networks rule!
Four generations in the same place
Workplace disruption: New designs,
technologies….work from anywhere
Work is becoming project based / driven
Freelancers and independent workers are growing
dramatically
Workers are becoming mission / purpose focused
Work is becoming team centered
Created by PerformanceBest, LLC
So what’s a leader to do??
7. Focus of a Performance Architect…
Designs the performance
environment
…with the clear goal of
enabling performers to
achieve maximum success in
their performance
Created by PerformanceBest, LLC
8. To be Effective, a Performance Architect
Must Understand ….
the performance environment
the attributes of the
performers in the environment
the tools and technologies
required by the performer for
success, and
that they are also performers
and share the same macro level
attributes
Created by PerformanceBest, LLC
9. And Secondly, a Performance Architect Must ….
Execute (co-implement, co-
manage and co-adjust) their
design to maximize the
opportunity for performer
success in the performance
environment
Created by PerformanceBest, LLC
10. Macro Attributes of Performers
Mindsets
Fixed
Growth
Capability and Capacity
Technical
Interpersonal
Created by PerformanceBest, LLC
11. Capability and Capacity of Performers
Technical skill level
Underdeveloped
Developing
Highly Developed
Capacity
Low—missing key elements for successful performance
Medium—has a majority of the elements, but needs
focused development
High—has all the elements necessary for performance
success
Approach / Engagement
Unfocused / Compliant / Disengaged
Focused / Interested / Moderate Engagement
Highly focused / Committed / Fully Engaged
Demographic (Generational) Preferences
Created by PerformanceBest, LLC
12. Created by PerformanceBest, LLC
Performance Architects Use Emotional
Intelligence to Connect with and Understand
Performers
14. An Emotion is….
…A physiological response to
some stimulus from an
environment
Created by PerformanceBest, LLC
The stimulus can come from the
physical, external environment or
from an interior environment—your
own mind and thoughts
Emotions most often happen in
multiples….that is, you have
multiple emotions at the same time
Because an emotion is a
physiological response…like your
heart pumping blood, it can not be
controlled
However, an emotion can be
managed
Emotions are contagious
15. A Feeling is….
The label that we give to
a specific emotion
Being able to label an emotion as a feeling
is what allows you to manage the emotion
The more accurately you can label an
emotion, the faster and more directly you
can manage the emotion
Created by PerformanceBest, LLC
16. The Anatomy of an Emotion
Thalamus
Pre-frontal cortex
Amygdala
Data is gathered through
the senses or imagery
Limbic System & Stomach
Fight / Flight / Appease Response
Visual cortex
Created by PerformanceBest, LLC
17. Candidates for Primary Emotions
Anger
Sadness
Fear
Enjoyment
Love
Surprise
Disgust
Shame
Created by PerformanceBest, LLC
18. Emotions and Emotional Intelligence
Emotions are neutral…..they’re neither positive or negative, good or
bad
Emotions are absolutely essential for effective decision making
Emotions can be motivational…..when managed, they enable us to
persist in the face of setbacks and channel our impulses to pursue our
goals
Emotions can be harmful when not managed…..demotivating and
paralyzing for us
Emotions are necessary for effective learning
Emotions have a significant influence on physical and mental health
Created by PerformanceBest, LLC
19. Dimensions and Competencies of Emotional Intelligence
Self-Awareness
Emotional Self-awareness
Self Management
Achievement Orientation
Adaptability
Emotional Self Control
Positive Outlook
Social Awareness
Empathy
Organizational Awareness
Relationship
Management
Conflict Management
Coach and Mentor
Influence
Inspirational leadership
Teamwork
Recognition Regulation
Personal Competence
SocialCompetence
Created by PerformanceBest, LLC
20. The Anatomy of an Emotional Hijacking….
The Rider and the Elephant
Created by PerformanceBest, LLC
The Rider represents your pre-frontal cortex—
the brains “executive” function.You do your
heavy lift thinking in the pre-frontal cortex
The Elephant represents your amygdala…an
ancient part of the brain that initiates your
fight, flight or appease response
When a stimulus from the environment
(external or internal) happens, your amygdala
is activated…and when not managed, the
amygdala takes control and the pre-frontal
cortex essentially shuts down…..
The upshot is that when you need clear, rational
thinking the most…you don’t have it! And
that’s a HUGE problem.Remember the Elephant and the Rider
21. The FINALTake-Away…
To be a highly effective architect of a performance environment and to
connect with the performers under your care you need to:
understand the technical aspects of performance
design and plan the performance space to enable the performance
understand and “know” yourself and your performers …these are the
main drivers for how you design and plan the performance space and enable
performance!!
Created by PerformanceBest, LLC
Emotional Intelligence is the single most powerful tool you
have to make that connection!
23. Candidates for Primary Emotions
Fury, outrage, resentment,
wrath, exasperation,
indignation, vexation,
acrimony, animosity,
irritability, hostility, and at
the extreme, pathological
hatred and violence.
Grief, sorrow,
cheerlessness, gloom,
melancholy, self-pity,
loneliness, dejection,
despair, and when
pathological, severe
depression.
Anger Sadness Fear
Anxiety, apprehension,
nervousness, concern,
consternation, misgiving,
wariness, qualm, edginess,
dread, fright, terror: as a
psychopathology, phobias
and panic.
Created by PerformanceBest, LLC
24. Happiness, joy, relief,
contentment, bliss, delight,
amusement, pride, sensual
pleasure, thrill, rapture,
gratification, satisfaction,
euphoria,
whimsy,
ecstasy,
mania.
Acceptance, friendliness,
trust, kindness, affinity
devotion, adoration,
infatuation, agape
Enjoyment Love
Candidates for Primary Emotions
Created by PerformanceBest, LLC