This document discusses how consciousness and human perspectives are constantly shifting and evolving. It introduces the concept of levels of consciousness, with people operating from different levels or worldviews that influence how they think and make decisions. Spiral Dynamics is presented as a model that maps these evolving levels of consciousness as an individual's values and beliefs progress through different stages of complexity. The document suggests that training emotional intelligence can allow more people to achieve higher levels of consciousness associated with uncommon thinkers and visionary leaders who approach problems creatively. It promotes understanding different levels of consciousness to navigate today's complex world and invites the reader to learn more about Spiral Dynamics through an upcoming seminar.
Spiral Dynamics (& the purpose of life), by adrian cahillAdrian Nqld Cahill
Spiral Dynamics (& the purpose of life), by Adrian Cahill.
Ever wondered why there is so much difference in the world. Spiral Dynamics follows the evolution or development of Psychology from birth to Buddha. (And we are probably somewhere in between).
Spiral Dynamics Integral gives insight in the various value systems (or values, motives, and/or colors) of people. Value systems reflect the preferences in different worldviews, assumptions and intrinsic motives in people and in organizations. Value system show how people think and why we do as we do.
Cultural Change with Spiral Dynamics to transform from "doing agile" to "bein...Dajo Breddels
My Agile2012 presentation about cultural change with the use of Spiral Dynamics. It consists of:
- a short introduction into Spiral Dyanics
- different ways of agile implementations
- what to do, to go from doing agile to being agile
Spiral Dynamics (& the purpose of life), by adrian cahillAdrian Nqld Cahill
Spiral Dynamics (& the purpose of life), by Adrian Cahill.
Ever wondered why there is so much difference in the world. Spiral Dynamics follows the evolution or development of Psychology from birth to Buddha. (And we are probably somewhere in between).
Spiral Dynamics Integral gives insight in the various value systems (or values, motives, and/or colors) of people. Value systems reflect the preferences in different worldviews, assumptions and intrinsic motives in people and in organizations. Value system show how people think and why we do as we do.
Cultural Change with Spiral Dynamics to transform from "doing agile" to "bein...Dajo Breddels
My Agile2012 presentation about cultural change with the use of Spiral Dynamics. It consists of:
- a short introduction into Spiral Dyanics
- different ways of agile implementations
- what to do, to go from doing agile to being agile
This presentation covers material from John Maxwell's book, "The 360 Degree Leader." Specifically, the first of six sections is presented, including "The 7 Myths of Leading from the Middle of an Organization" and "5 Levels of Leadership Development."
Search Inside Yourself is the mindfulness-based emotional intelligence program that started at Google and is now taught world wide to develop clarity, resilience, and compassionate leadership in organizations.
If you are curious to learn more, please email shalini@MFactor.org
Contemporary research in neuroscience provides new insights into the deeply social nature of the human brain and its importance for how we get things done at work. The emerging practice of NeuroLeadership (a term coined by Dr. David Rock) incorporates the most recent findings from neuroscience research with the latest in leadership theory.
This workshop will explore the brain science of social interactions, why they matter so much and why change is often so difficult. The SCARF brain-based model for collaborating with and influencing others will be introduced. We’ll look at how our brains respond when we interact with other people and how this knowledge can be applied to boost performance.
Key outcomes will be to improve everyday coaching conversations and to learn to strategically apply science to human performance.
http://concentricleadership.com
hinking, Fast and Slow is a best-selling[1] book published during 2011 by Nobel Memorial Prize in Economic Sciences laureate Daniel Kahneman. It was the 2012 winner of the National Academies Communication Award for best creative work that helps the public understanding of topics of behavioral science, engineering and medicine.[2]
The book summarizes research that Kahneman performed during decades, often in collaboration with Amos Tversky.[3][4] It covers all three phases of his career: his early work concerning cognitive biases, his work on prospect theory, and his later work on happiness.
The slide discusses about the different topics of the book.
Resilience: how to build resilience in your people and your organizationDelta Partners
"It is not the strongest of the species that survives, nor the most intelligent that survives. It is the one that is the most adaptable to change."
- Charles Darwin
Those people who are familiar with our work know that we write quite a lot about the pace of change in our global business environment. It is continual, it is unrelenting, and it appears to be accelerating.
We cannot slow the pace of change, so do we give up? Throw our hands up and succumb to the tidal wave of knowledge that we are adrift and rudderless? And if not, what can we do to make our people and our organizations more resilient in the face of this ongoing pressure?
"Resilience: an ability to recover from or adjust easily to misfortune or change."
- Merriam-Webster Dictionary
It turns out that there are definitely steps that a manager can take to influence the resilience of both the organization and the individual.
The goal of this presentation is to provide a starting point for leaders and managers as they seek ways to battle back against the apathy and exhaustion that builds in everyone. It is not the final word in these matters – rather it is best considered a jumping off point for those who are looking for a different way.
So enjoy it, share it, and use it. Just let everyone know where you found it!
This is a summary of 7 habits of highly effective people, with pictures charts and tools used in the book that can be very handy in imbibing the essence of the book as a whole. Though it is my personal recommendation that one must take out time to read the entire book. As this whatever available in this presentation will cover not more than a small chunk of the complete essence of the book.
An attempt at investigating how complexity theory can be applied to further improve thinking in Lean software development.
http://www.noop.nl
http://www.jurgenappelo.com
1. DiSC Personality Profiles.
2. Agenda.
3. Introduction. The four styles you need to know to realize your full personal profile and also others.
4. The key to your unique personality style priorities begins with a single dot.
5. Now let’s go deeper into the 4 DiSC personality styles!
6. Dominance. Priorities of the D style: Results, Action, and Challenge. Characteristics: Direct, Drive, Determined, Decisive, Firm, Result-focused, Strong-willed, Self-confident, and Risk-taker.
7. Things you might hear someone with a D style say: “I can give you two-minutes then please close the door on the way out”, “Spare me the details and get straight to the point”.
8. D-Type in a team Dynamic.
9. How to Effectively Communicate with D style?
10. Influence. Priorities of the i style: Enthusiasm, Action, and Collaboration. Characteristics: Inspiring, Interacting, Interesting, Persuasive, Talkative, Optimistic, Outgoing, Collaborative, Energetic, and Lively.
11. Things you might hear someone with a i style say: “We have one heck of a team –you guys rock!”, “I have this great idea …”.
12. i-Type in a team Dynamic.
13. How to Effectively Communicate with i style?
14. Steadiness. Priorities of the S style: Support, Stability, and Collaboration.
15. Things you might hear someone with a S style say: “I’m happy to help in any way I can”, “let’s not rock the boat“.
16. S-Type in a team Dynamic.
17. How to Effectively Communicate with S style?
18. Conscientiousness. Priorities of the C style: Accuracy, Stability, and Challenge. Characteristics: Cautious, Complaint, Correct, Careful, Accurate, Analytical, Systematic, Precise, Diplomatic, and Fact finder.
19. Things you might hear someone with a C style say: “ Do we have all the data?”, “Make sure to double-check your work“.
20. C-Type in a team Dynamic.
21. How to Effectively Communicate with C style?
22. So, which personality type are you?
23. Conclusion. All DiSC styles are equally valuable. Everyone is a blend of all 4 styles with varying degrees. Learning about people’s styles help you relate better. People can adapt their styles to fit particular situations or environments. Understanding yourself better is the first step to become more effective; personally and professionally.
Note: Slides taken from more than one slide shared here.
Presentation about Leadership and Emotional Intelligence made in Phoenix, AZ in October 2014 at PMI (Project Management Institute) North America LIM (Leadership Institute Meeting).
Changing Cultural DNA with Spiral Dynamics to become thoroughly agileDajo Breddels
Presentation held at the Agile2013 conference in Nashville and the Scrum Gathering Paris 2013. This presentation is about how to use Spiral Dynamics in combination with implementation of Agile within organisations. The workshop uses cards to discover what is the dominant color in your organisation, what should be your dominant color and methods for this transition.
This presentation covers material from John Maxwell's book, "The 360 Degree Leader." Specifically, the first of six sections is presented, including "The 7 Myths of Leading from the Middle of an Organization" and "5 Levels of Leadership Development."
Search Inside Yourself is the mindfulness-based emotional intelligence program that started at Google and is now taught world wide to develop clarity, resilience, and compassionate leadership in organizations.
If you are curious to learn more, please email shalini@MFactor.org
Contemporary research in neuroscience provides new insights into the deeply social nature of the human brain and its importance for how we get things done at work. The emerging practice of NeuroLeadership (a term coined by Dr. David Rock) incorporates the most recent findings from neuroscience research with the latest in leadership theory.
This workshop will explore the brain science of social interactions, why they matter so much and why change is often so difficult. The SCARF brain-based model for collaborating with and influencing others will be introduced. We’ll look at how our brains respond when we interact with other people and how this knowledge can be applied to boost performance.
Key outcomes will be to improve everyday coaching conversations and to learn to strategically apply science to human performance.
http://concentricleadership.com
hinking, Fast and Slow is a best-selling[1] book published during 2011 by Nobel Memorial Prize in Economic Sciences laureate Daniel Kahneman. It was the 2012 winner of the National Academies Communication Award for best creative work that helps the public understanding of topics of behavioral science, engineering and medicine.[2]
The book summarizes research that Kahneman performed during decades, often in collaboration with Amos Tversky.[3][4] It covers all three phases of his career: his early work concerning cognitive biases, his work on prospect theory, and his later work on happiness.
The slide discusses about the different topics of the book.
Resilience: how to build resilience in your people and your organizationDelta Partners
"It is not the strongest of the species that survives, nor the most intelligent that survives. It is the one that is the most adaptable to change."
- Charles Darwin
Those people who are familiar with our work know that we write quite a lot about the pace of change in our global business environment. It is continual, it is unrelenting, and it appears to be accelerating.
We cannot slow the pace of change, so do we give up? Throw our hands up and succumb to the tidal wave of knowledge that we are adrift and rudderless? And if not, what can we do to make our people and our organizations more resilient in the face of this ongoing pressure?
"Resilience: an ability to recover from or adjust easily to misfortune or change."
- Merriam-Webster Dictionary
It turns out that there are definitely steps that a manager can take to influence the resilience of both the organization and the individual.
The goal of this presentation is to provide a starting point for leaders and managers as they seek ways to battle back against the apathy and exhaustion that builds in everyone. It is not the final word in these matters – rather it is best considered a jumping off point for those who are looking for a different way.
So enjoy it, share it, and use it. Just let everyone know where you found it!
This is a summary of 7 habits of highly effective people, with pictures charts and tools used in the book that can be very handy in imbibing the essence of the book as a whole. Though it is my personal recommendation that one must take out time to read the entire book. As this whatever available in this presentation will cover not more than a small chunk of the complete essence of the book.
An attempt at investigating how complexity theory can be applied to further improve thinking in Lean software development.
http://www.noop.nl
http://www.jurgenappelo.com
1. DiSC Personality Profiles.
2. Agenda.
3. Introduction. The four styles you need to know to realize your full personal profile and also others.
4. The key to your unique personality style priorities begins with a single dot.
5. Now let’s go deeper into the 4 DiSC personality styles!
6. Dominance. Priorities of the D style: Results, Action, and Challenge. Characteristics: Direct, Drive, Determined, Decisive, Firm, Result-focused, Strong-willed, Self-confident, and Risk-taker.
7. Things you might hear someone with a D style say: “I can give you two-minutes then please close the door on the way out”, “Spare me the details and get straight to the point”.
8. D-Type in a team Dynamic.
9. How to Effectively Communicate with D style?
10. Influence. Priorities of the i style: Enthusiasm, Action, and Collaboration. Characteristics: Inspiring, Interacting, Interesting, Persuasive, Talkative, Optimistic, Outgoing, Collaborative, Energetic, and Lively.
11. Things you might hear someone with a i style say: “We have one heck of a team –you guys rock!”, “I have this great idea …”.
12. i-Type in a team Dynamic.
13. How to Effectively Communicate with i style?
14. Steadiness. Priorities of the S style: Support, Stability, and Collaboration.
15. Things you might hear someone with a S style say: “I’m happy to help in any way I can”, “let’s not rock the boat“.
16. S-Type in a team Dynamic.
17. How to Effectively Communicate with S style?
18. Conscientiousness. Priorities of the C style: Accuracy, Stability, and Challenge. Characteristics: Cautious, Complaint, Correct, Careful, Accurate, Analytical, Systematic, Precise, Diplomatic, and Fact finder.
19. Things you might hear someone with a C style say: “ Do we have all the data?”, “Make sure to double-check your work“.
20. C-Type in a team Dynamic.
21. How to Effectively Communicate with C style?
22. So, which personality type are you?
23. Conclusion. All DiSC styles are equally valuable. Everyone is a blend of all 4 styles with varying degrees. Learning about people’s styles help you relate better. People can adapt their styles to fit particular situations or environments. Understanding yourself better is the first step to become more effective; personally and professionally.
Note: Slides taken from more than one slide shared here.
Presentation about Leadership and Emotional Intelligence made in Phoenix, AZ in October 2014 at PMI (Project Management Institute) North America LIM (Leadership Institute Meeting).
Changing Cultural DNA with Spiral Dynamics to become thoroughly agileDajo Breddels
Presentation held at the Agile2013 conference in Nashville and the Scrum Gathering Paris 2013. This presentation is about how to use Spiral Dynamics in combination with implementation of Agile within organisations. The workshop uses cards to discover what is the dominant color in your organisation, what should be your dominant color and methods for this transition.
Become a better leader and manager by clarifying your thinking - understand not what you think but also how you think and why you think that way you do .... Learn the Power of Spiral Dynamics and improve the quality of your working life
THE BOOK TITLE :THE THEORY OF EVERYTHING THE ORIGIN AND FATE OF THE UNIVERSE AUTHER :STEPHEN WILLIAM HAWKING NAME OF THE PUBLICATION :PHEONIX BOOK YEAR OF THE PUBLICATION :2002 BOOK LENGTH :136 PAGES LANGUAGE :ENGLISH...
The theory of everything is a hypothetical physical that would explain all known physical phenomena.
How do you see the world? and How do the world see you?
What is real?We believe that Whatever we see, whatever we believe, whatever we realize, whatever others see, whatever others believe, whatever we showcase, etc are THE REAL TRUTH on the earth. Actually all are VALID. And the way things, objects, people occurs to you that becomes truth of your life.
And above REAL YOU is created based on Experiences, Beliefs, Values, Learning, Education, Idea Projections, Emotions, Behavior, Skills, Image, Appearance you and others have. So be watchful while creating perception about others and giving ingredients to others for creating perception about us. Because PERCEPTION turns into REALITY.
View the Presentation to check the impact of Perception in our life
In life we play many roles, which has overlapping conversations and actions. This may be with different people around or may be with the same person we are encountering in various roles.
Now the question comes,
Are we able to justify our each role?
Are people around happy with roles we play?
Are we able to communicate what all expectations we have with people around having vital roles in our life?
Are we expecting too much from people and does that result in Role Conflict...?
You might have different opinions on it... We can see in personal and professional zones we have in our life, we play more than 8-10 roles in a day. And trying to justify them with different level of commitment.
Actually people know us by the level of Roles We Play in Their Life.
Designed for parents with children who have special needs, but is a good primer for all parents looking for ways to increase regulation and decrease stress.
This is a paper presentation given at a conference titled, "Pathways to Resilience III" held in Halifax, Nova Scotia, June 19, 2015. I expect to submit the paper for peer review within the next few months. Please contact me if you'd like to know more about my work.
Reducing stress in your family might be easier than you think. Learn about the basic physiological processes behind stress and use them as a guide to keep stress down. Simple, easy to use tools to get started today.
Vitamin G Conference--Stemming the Flow of Cognitive Lava: The Arts and the '...Morgan Appel
In many respects, the ‘gifted brain’ resembles an active volcano on the verge of eruption: swirling, chaotic and yearning for release. Stemming the Flow … explores the neuroscience that fuels everything educators admire about the gifted and talented yet tends to wreak emotional havoc. In an effort to facilitate focus, confidence and competence, this presentation explores the arts as a whole and disaggregated by artistic discipline and defines their specific roles—individually and in concert—in stemming the flow of cognitive lava. Resources and recommendations are disaggregated by grade level and unique attention is paid to special populations within the gifted community, including twice exceptional pupils and those who are diverse linguistically and socioeconomically.
An alternative perspective on educational reform that suggests Higher Order SENSORY Skills as well as Higher Order Thinking skills as a curriculum modality that tackles the question, "What does it mean to be human and alive."
Part 1 (Spirituality) Lecture on Spirituality & Development to students at Cambridge University -- explains why misconceptions about knowledge in west make it difficult to understand spirituality
The best leaders lead for far more than notoriety or a paycheck - they lead for a purpose that transcends themselves. Drawing heavily on the life and work of Dr. Viktor Frankl, this presentation discusses how to lead with purpose.
Rachel Lilley: Mindfulness and Behavioural Economics - capacities to support ...Bethan Roper
Rachel Lilley: Getting under the bonnet - Mindfulness and behavioural economics, capacities to support co-production. 'Co-production needs deep listening skills, an openness to diversity and an ability to take different perspectives. The mind sciences tell us our brains are biased. They see and hear what they expect, not what is there. We generally go with our emotions, post rationalising our actions. We create reality using context, relationship and past experiences. It is difficult for us to see what is in front of us so how can we really be present and open to new and different things? Using insights from behavioural economics and practices of mindfulness we can build knowledge, practical techniques, reflective practices and personal capacities to help us be truly present and open in a co-production context.'
Your life and Toastmasters Presentation at Hellenic American UnionFrances Kazan
Toastmasters is built on FOUR PILLARS and benefits your life in every way - from learning to clarify and present your ideas, to leading and guiding others, to thinking on your feet and to giving evaluation that count.
Genius is in the detail ..... and professionalism is in the correct use of everyday words...... just a gentle reminder of what these seemingly unimportant words do when used incorrectly to communication ...................
One life enhancing lesson from nelson mandelaFrances Kazan
Every great dream begins with a dreamer..... Nelson Mandela was the great dreamer..... Lets hope his dream continues to transform every South African's life and does not turn into a nightmare ...........................
8. Consciousness???
•HOW people think about things as opposed to
WHAT they think
•Why people make decisions in different ways
•Why people respond to different motivators
•Why and how values arise and spread
•The nature of change and the forces of
disruption – everything counts – how to shift
context
9. • Do your current beliefs empower you to be
your best, or do they doom you to live as a
mere shadow of what you could be?
• Can you honestly say that you are doing your
best or very close to it?
• Are you living congruently with your most
deeply held beliefs?
• Whatever your religious or spiritual beliefs,
how well do you practice them?
.
10. • Do you walk your talk?
• If you really believe something, you will act in
accordance with that belief — always.
• If you believe in gravity, you will never attempt
to defy it.
• If you claim to hold a belief but act
incongruently, then you don’t actually believe
it.
• You’re only kidding yourself
11. What makest otherwise “common” people
become uncommon thinkers and visionary
leaders?
not much
cleverer
than the
rest of us
Dim by teachers ?
yet they proved to
be some of the
wisest world leaders
of all time.
One of the greatest thinkers the
world has ever known
12. Albert Einstein’s school teachers considered
him to be a little dim – yet he became one of
the greatest thinkers the world has ever
known.
On paper, Gandhi and Nelson Mandela are not
much cleverer than the rest of us — yet they
proved to be two of the wisest world leaders
of all time
13. What allows otherwise “common” people to
become uncommon thinkers and visionary
leaders?
The ability to approach life and its problems
with creativity and heightened emotional
intelligence, is what we have experienced.
14. High EQ = Better Fit in 21st C
Individuals with enhanced emotional
intelligence are able to deal effectively with
stress, activate their creative thinking and find
new, inspired ways to solve problems. This
translates into improved productivity, greater
optimism, renewed passion and fulfilling
relationships — in both the professional and
personal environments.
15. The ability to develop enhanced emotional
intelligence is available to everyone — all it
takes is a little training and regular practice.
16. LEVELS OF CONSCIOUSNESS
Intellectual thought processing
Spiritual recognition - Life purpose, satisfaction, and selfactualization
Psychological understanding
Physical - Medically altered states
22. Holistic Balanced Thinking
Whole View
Systems Integration Thinking Flex
Flow
Communitarian Humanistic Thinking
Human Bond
Entrepreneurial Scientific Thinking
Strive Drive
Authoritarian Religious Thinking
Truth Forces
Exploitative Feudal Thinking
Power Gods
Tribal animistic Thinking
Kin spirits
Caveman archaic Thinkingsurvival sense
23. SD = 2 Tier Values Evolutionary Framework
Tier 1
Tier 2
1. Caveman
7. Systems Man
2. Tribal Man
8. Holistic Man
3. Feudal Man
4. Religious Man
5. Scientific Man
6. Community Man
24.
25. Spiral Dynamics is a tool used to reveal the hidden codes in
our bio-psycho- social-spiritual conceptual system :
Shows how value systems emerge in societies
Maps out a program for raising human capacities to deal
with 21st century complexities.
Introduces the notion of memes , the scientific study of
"dna-like" codes and patterns that lie at the core of
companies, cultures and countries.
Describes the role of vital signs monitors in profiling human
groupings, and presents a series of design formulas in
crafting natural systems that align focus, function, form, fit,
flow and future.
Demonstrates how to synchronize the spiral of
technological complexity, business systems sophistication,
and levels of human development.
26. Why
Spiral
Dynamics?
“To find out what is truly individual in
ourselves, profound reflection is
needed; and suddenly we realize how
uncommonly difficult the discovery of
individuality is.” – JG Jung
27. • To learn more about this new evolutionary
framework of thinking as described by the
Spiral Dynamics model
• contact Frances Kazan for next Seminar
• frances@hitw.co.za or 0833950292
There are forces that shape our lives EVOLUTIONARY FORCESChanging Values
Theory of gravity - Isaac Newton – magnetic fields
.
The bedrock of Mandela’s rainbow nation
Here's the key idea. Centers of gravity Societies at different levels of psycho-cultural emergence, of evolutionary levels of complexity. Russian dollsPreviously awakened levels stay active impacting the nature and form of the more complex systems – Different societies, cultures and subcultures, as well as entire nations are at different levels of psycho-cultural emergence, as displayed within these evolutionary levels of complexity. They have different centers of gravity. The previously awakened levels do not disappear. Rather, they stay active within the worldview stacks, thus impacting the nature and form of the more complex systems. Like the Russian dolls, there are systems within systems within systems. So, many of the same issues we confront on the West Bank (Red to Blue) can be found in South Central Los Angeles. One can experience the animistic (Purple) worldview on Bourbon Street as well as in Zaire. Matters brought before city council in Minneapolis (Orange to Green to Yellow) are not unlike the debates in front of governing bodies in the Netherlands. Countries and cultures are mosaics of multiple vMEME codes. The model fits just as well on individuals, organisations, societies, politics and geopolitics All colours can appear in one person, organisation or culture but usually one or two are more apparent – representing a centre of gravity It is not types of people but rather ways of thinking In todays global world we have a clash of colours that have never been seen before – all exist at once If we can learn to understand SD we can avoid a lot of unnecessary conflicts in all areas of our lives Been field tested in SA and was the tool used for negotiations between the NATS and ANC Suggests ways to move more quickly in the direction of deep dialogue and comprehensive integral solutions
Values influence how people behave and how goals will be achieved Spiral Dynamics represents deepest values Suggests ways to move quickly in the direction of deep dialogue and comprehensive integral solutionsDemographics vsConsciousnessDemographics? External FactorsRace EthnicityGender Age Income Unique ThoughtsEmotionsBehaviours Ambitions