The document discusses a research study that identified two types of leaders: diminishers, who decrease the intelligence of those around them, and multipliers, who amplify the intelligence of others. The study found five disciplines that distinguish multipliers from diminishers: instilling accountability, encouraging debate, attracting and optimizing talent, extending challenges, and creating space for best thinking. Multipliers create a genius effect by leveraging the capabilities of their employees and achieving greater productivity and results.
Developing your staff the Multipliers way.Mark S. Steed
A presentation to Heads of Department on distributive leadership, including some practical tips on how to achieve this. Ideas based on the books "Multipliers" and "the Multiplier Effect" by Liz Wiseman et al
Multipliers is a national bestseller that explores the differences between good and bad team leaders, identified as Multipliers (the good) and Diminishers (the bad).
Successful leaders invest in the growth of their employees and elevate them to reach their full potential. With this endgame, everybody wins.
Mindset for Achievement: How to Boost Achievement and Fulfillment Through Min...BayCHI
Carol Dweck at BayCHI, May 11, 2010: Mindset is a simple idea discovered by world-renowned Stanford University psychologist Carol Dweck in decades of research on achievement and success—a simple idea that makes all the difference. In a fixed mindset, people believe their basic qualities, like their intelligence or talent, are simply fixed traits. They spend their time documenting their intelligence or talent instead of developing them. Dweck's research also shows that praising intelligence can harm motivation by creating a fixed mindset. People also tend to believe that talent alone creates success—without effort. They're wrong. In a growth mindset, people believe that their most basic abilities can be developed through dedication and hard work—brains and talent are just the starting point. This view creates a love of learning and a resilience that is essential for great accomplishment. Virtually all great people have had these qualities. Teaching a growth mindset creates motivation and productivity in the worlds of business, education, and sports.
Developing your staff the Multipliers way.Mark S. Steed
A presentation to Heads of Department on distributive leadership, including some practical tips on how to achieve this. Ideas based on the books "Multipliers" and "the Multiplier Effect" by Liz Wiseman et al
Multipliers is a national bestseller that explores the differences between good and bad team leaders, identified as Multipliers (the good) and Diminishers (the bad).
Successful leaders invest in the growth of their employees and elevate them to reach their full potential. With this endgame, everybody wins.
Mindset for Achievement: How to Boost Achievement and Fulfillment Through Min...BayCHI
Carol Dweck at BayCHI, May 11, 2010: Mindset is a simple idea discovered by world-renowned Stanford University psychologist Carol Dweck in decades of research on achievement and success—a simple idea that makes all the difference. In a fixed mindset, people believe their basic qualities, like their intelligence or talent, are simply fixed traits. They spend their time documenting their intelligence or talent instead of developing them. Dweck's research also shows that praising intelligence can harm motivation by creating a fixed mindset. People also tend to believe that talent alone creates success—without effort. They're wrong. In a growth mindset, people believe that their most basic abilities can be developed through dedication and hard work—brains and talent are just the starting point. This view creates a love of learning and a resilience that is essential for great accomplishment. Virtually all great people have had these qualities. Teaching a growth mindset creates motivation and productivity in the worlds of business, education, and sports.
Mastering the Complex Sale: How to Get Paid for the Value you CreatePragmatic Marketing
The commoditization of high-value and complex solutions is causing more products and services to miss market forecasts. It not only frustrates executives, who aren't getting the profitable results they expect, but everyone across the organization feels the pressure.
When you join our February 20 webinar at 1 p.m. EST, you will learn how to turn this frustrating situation into a substantial competitive advantage.
Jeff Thull, CEO and president of Prime Resource Group, will discuss why customers have become immune to value propositions and how the value life cycle is the key to market dominance.
Cultivating the Growth Mindset in the OrganisationMarian Willeke
This deck is about how to tacitly promoting growth mindset from an designer and manager's perspective in order to increase a learning organisation's capabilities.
2017 Convene Canada AHP conference presentation on leadership. Some say that leaders make or break organizations and I say, having an organizational leader with a growth mindset is absolutely key to thriving in today's competitive environment.
Developing the Coaching Skills of Your Managers and LeadersBizLibrary
What are the obligations of managers? It varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma. In this webinar we'll discuss:
• Why coaching skills are important
• Traditional coaching models and how we can improve them
• Emerging principles and competencies for managers and leaders
• The difference between coaching and mentoring
www.bizlibrary.com
We often optimize our software for performance, but what also optimizing our development teams for happiness? Take a look at how the tools you choose for your development team can impact developer happiness, and learn how to keep your teams happier and more productive.
*The graph on slide 3 is fabricated data, because studies also show that people are more likely to believe statements accompanied by scientific data.*
31 Quotes To Celebrate Teamwork and CollaborationHubSpot
When true team work happens, everything changes. You're working faster, finding mistakes easier, and innovating better. To inspire your team to band together and celebrate collaboration, we've gathered some of our favorite quotes on the power of teamwork.
Most people believe personality traits are fixed characteristics that are present at birth and persist throughout an individual’s lifetime. Recent research, however, indicates these “fixed” traits are simply the symptoms of a person’s belief system. These beliefs can be so strong, in fact, that they positively or negatively influence every aspect of an individual’s life: sports, business, relationships, parenting, teaching, and coaching.
According to Carol S. Dweck, one of the world’s leading researchers in the field of motivation, there are two main belief systems, or mindsets, that people can possess. These mindsets strongly influence the way individuals respond to success and failure, and in Mindset, Dweck uses research, examples of well-known business and sports leaders, and specific scenarios to demonstrate how changing one’s mindset can profoundly affect the outcome of almost every situation. Dweck also explains how understanding the basics of mindsets can help in accepting and understanding relationships and the people who comprise them
https://www.wrike.com/blog/how-to-build-the-perfect-team-nancy-butler/ - Having the right people in place is essential to accomplishing your goals and building your business. Follow these tips from Nancy Butler, business coach and award-winning author of Above All Else, to assemble the perfect high-performing team.
Inspired by Patrick Lencioni's most recent book, The Ideal Team Player, in which he boils down all sorts of characteristics into three main virtues. These virtues are Humble, Hungry, and Smart. This SlideShare offers notes on what each of those mean and the dangers to a team when team members have an imbalance of those virtues. Of course, these are just notes – for the real deal, grab the book.
Your Thinking Is The Driving Force Behind Your Success
A Success Mindset consists of several qualities.
You have the ability to grow and develop these qualities,
just as you would any muscle or skill.
Mastering the Complex Sale: How to Get Paid for the Value you CreatePragmatic Marketing
The commoditization of high-value and complex solutions is causing more products and services to miss market forecasts. It not only frustrates executives, who aren't getting the profitable results they expect, but everyone across the organization feels the pressure.
When you join our February 20 webinar at 1 p.m. EST, you will learn how to turn this frustrating situation into a substantial competitive advantage.
Jeff Thull, CEO and president of Prime Resource Group, will discuss why customers have become immune to value propositions and how the value life cycle is the key to market dominance.
Cultivating the Growth Mindset in the OrganisationMarian Willeke
This deck is about how to tacitly promoting growth mindset from an designer and manager's perspective in order to increase a learning organisation's capabilities.
2017 Convene Canada AHP conference presentation on leadership. Some say that leaders make or break organizations and I say, having an organizational leader with a growth mindset is absolutely key to thriving in today's competitive environment.
Developing the Coaching Skills of Your Managers and LeadersBizLibrary
What are the obligations of managers? It varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma. In this webinar we'll discuss:
• Why coaching skills are important
• Traditional coaching models and how we can improve them
• Emerging principles and competencies for managers and leaders
• The difference between coaching and mentoring
www.bizlibrary.com
We often optimize our software for performance, but what also optimizing our development teams for happiness? Take a look at how the tools you choose for your development team can impact developer happiness, and learn how to keep your teams happier and more productive.
*The graph on slide 3 is fabricated data, because studies also show that people are more likely to believe statements accompanied by scientific data.*
31 Quotes To Celebrate Teamwork and CollaborationHubSpot
When true team work happens, everything changes. You're working faster, finding mistakes easier, and innovating better. To inspire your team to band together and celebrate collaboration, we've gathered some of our favorite quotes on the power of teamwork.
Most people believe personality traits are fixed characteristics that are present at birth and persist throughout an individual’s lifetime. Recent research, however, indicates these “fixed” traits are simply the symptoms of a person’s belief system. These beliefs can be so strong, in fact, that they positively or negatively influence every aspect of an individual’s life: sports, business, relationships, parenting, teaching, and coaching.
According to Carol S. Dweck, one of the world’s leading researchers in the field of motivation, there are two main belief systems, or mindsets, that people can possess. These mindsets strongly influence the way individuals respond to success and failure, and in Mindset, Dweck uses research, examples of well-known business and sports leaders, and specific scenarios to demonstrate how changing one’s mindset can profoundly affect the outcome of almost every situation. Dweck also explains how understanding the basics of mindsets can help in accepting and understanding relationships and the people who comprise them
https://www.wrike.com/blog/how-to-build-the-perfect-team-nancy-butler/ - Having the right people in place is essential to accomplishing your goals and building your business. Follow these tips from Nancy Butler, business coach and award-winning author of Above All Else, to assemble the perfect high-performing team.
Inspired by Patrick Lencioni's most recent book, The Ideal Team Player, in which he boils down all sorts of characteristics into three main virtues. These virtues are Humble, Hungry, and Smart. This SlideShare offers notes on what each of those mean and the dangers to a team when team members have an imbalance of those virtues. Of course, these are just notes – for the real deal, grab the book.
Your Thinking Is The Driving Force Behind Your Success
A Success Mindset consists of several qualities.
You have the ability to grow and develop these qualities,
just as you would any muscle or skill.
DESIGN AND SIMULATION OF DIFFERENT 8-BIT MULTIPLIERS USING VERILOG CODE BY SA...Saikiran Panjala
In this project, we compare the working of the four 8- bit multipliers like Wallace tree multiplier, Array multiplier, Baugh-Wooley multiplier and Vedic multiplier by simulating each of them separately. This is a very important criterion because in the fabrication of chips and the high-performance system requires components which are as small as possible.
If you any doubts regarding project.......then to a mail(saikiranpanjala@gmail.com)
Human connectedness and meaningful conversations - how coaching boosts the su...Greatness Coaching
8 traits of a coach/leader enabling inclusion, diversity, agility and collaboration:
1. Authentic and humble
2. Holistic listener
3. Learner of the leader’s Greatness
4. Non-judgmental thinking-partner
5. Comfortable with not knowing, with failure, trusting process
6. Empathetic, yet detached from outcome
7. Courageous feedback-provider
8. Supportive challenger
Why and how coaching is helping change the game and enhancing the success of ...Greatness Coaching
8 traits of a coach/leader enabling inclusion, diversity, agility and collaboration:
1. Authentic and humble
2. Holistic listener
3. Learner of the leader’s Greatness
4. Non-judgmental thinking-partner
5. Comfortable with not knowing, with failure, trusting process
6. Empathetic, yet detached from outcome
7. Courageous feedback-provider
8. Supportive challenger
Within the last 30 years, leadership has radically evolved from traditional thinking.
Even though research produces evidence that this contemporary approach is effective, several professionals who attest to applying contemporary approaches, such as servant leadership or situational leadership, continue to act from traditional assumptions that can cause more harm than good.
Here’s the question:
Do you think from a traditional or 21st Century perspective of leadership?
How do you become a leader in the tech industry_.pdfAnil
Becoming a leader in the tech industry requires a combination of technical expertise, leadership skills, and a strategic mindset. Here are some steps you can take to position yourself as a leader in the tech industry
Why and how Coaching boosts the success of tech companies in the Silicon ValleyGreatness Coaching
Eight traits of a coach / leader enabling inclusion, diversity, agility and collaboration:
1. Authentic and humble
2. Holistic listener
3. Learner of the leader’s Greatness
4. Non-judgmental thinking-partner
5. Comfortable with not knowing, with failure, trusting process
6. Empathetic, yet detached from outcome
7. Courageous feedback-provider
8. Supportive challenger
Why and how coaching boosts the success of tech companies in the Silicon ValleyGreatness Coaching
Eight traits of a coach/leader enabling inclusion, diversity, agility and collaboration:
1. Authentic and humble
2. Holistic listener
3. Learner of the leader's Greatness
4. Non-judgmental thinking-partner
5. Comfortable with no knowing, with failure and trusting in the process
6. Empathetic, yet detached from outcome
7. Courageous feedback-provider
8. Supportive challenger
A MUST RAED!
Good to Great: Why Some Companies Make the Leap... and Others Don't is a management book by Jim C. Collins that describes how companies transition from being good companies to great companies, and how most companies fail to make the transition. The book was published on October 16, 2001.
How is Leadership Changing? What do Young Professionals need to succeed in this New Normal?
This closing keynote at the first AICPA EDGE Conference in New Orleans included a facilitated conversation with this group of over 100 young professionals.
Tom Hood led the process with alumni form AICPA's leadership academy who have been taught the i2a: Insights to Action - Strategic Thinking System. They led table discussions and used sticky notes to make their ideas portable and their thinking visible to others. The results are on slides 17-26.
We are quickly moving from command & control to connect & collaborate and these young leaders understand these changing dynamics of leadership.
Rootstock's own Radicle Report, articulating our agency's thought leadership position. Through one-day intensives and three-day retreats, we help clients articulate their own thought leadership positions in order to support their brand growth strategy. We distill that position and the strategy for articulating it in a Radicle Report like this one.
Master Class Consultancy Fundamentals. Attendants: Young Professionals. Topics: Block, Schein, Drucker, Bazerman, Kubr, French & Raven, Novak, Quinn, Scheepers a.o.
Topic at hand: succession as well as personal branding.
The DNA of Leadership at the world’s most admired companies (Mumbai)Greatness Coaching
Eight traits of a coach / leader enabling inclusion, diversity, agility and collaboration:
• Authentic and humble
• Holistic listener
• Learner of the leader’s Greatness
• Non-judgmental thinking-partner
• Comfortable with not knowing, with failure, trusting process
• Empathetic, yet detached from outcome
• Courageous feedback-provider
• Supportive challenger
17. The 5 Multiplier Disciplines The Investor The Debate Maker The Talent Magnet The Challenger The Liberator 5 4 3 2 1 Instill Accountability Debate Decisions Attract and Optimize Talent Extend Challenges Create Space for Best Thinking
18. The Liberator Creates a climate of safety and freedom that both invites and demands people’s best thinking and work The Tyrant Creates a climate of fear and judgment that has a chilling effect on people’s thinking and work 1 Multiplier Diminisher
19. The Challenger Defines an opportunity that cause people to stretch The Know-It-All Gives directives that show how much they know 2 The Liberator Creates a climate of safety and freedom that both invites and demands people’s best thinking and work The Tyrant Creates a climate of fear and judgment that has a chilling effect on people’s thinking and work 1 Multiplier Diminisher
20. The Talent Magnet Attracts and deploys talent at its highest point of contribution The Empire Builder Hordes resources and underutilizes talent 3 The Challenger Defines an opportunity that cause people to stretch The Know-It-All Gives directives that show how much they know 2 The Liberator Creates a climate of safety and freedom that both invites and demands people’s best thinking and work The Tyrant Creates a climate of fear and judgment that has a chilling effect on people’s thinking and work 1 Multiplier Diminisher
21. The Debate Maker Drives sound decisions through rigorous debate The Decision Maker Makes centralized, abrupt decisions that confuse the organization 4 The Talent Magnet Attracts and deploys talent at its highest point of contribution The Empire Builder Hordes resources and underutilizes talent 3 The Challenger Defines an opportunity that cause people to stretch The Know-It-All Gives directives that show how much they know 2 The Liberator Creates a climate of safety and freedom that both invites and demands people’s best thinking and work The Tyrant Creates a climate of fear and judgment that has a chilling effect on people’s thinking and work 1 Multiplier Diminisher
22. The Investor Delivers extraordinary results again and again without direct management The Micromanager Drives results through direct management and accountability 5 The Debate Maker Drives sound decisions through rigorous debate The Decision Maker Makes centralized, abrupt decisions that confuse the organization 4 The Talent Magnet Attracts and deploys talent at its highest point of contribution The Empire Builder Hordes resources and underutilizes talent 3 The Challenger Defines an opportunity that cause people to stretch The Know-It-All Gives directives that show how much they know 2 The Liberator Creates a climate of safety and freedom that both invites and demands people’s best thinking and work The Tyrant Creates a climate of fear and judgment that has a chilling effect on people’s thinking and work 1 Multiplier Diminisher
28. “ It has been said that after meeting with the great British Prime Minister William Ewart Gladstone, you left feeling he was the smartest person in the world, but after meeting with his rival Benjamin Disraeli, you left thinking you were the smartest person.” Bono on George Clooney, Time Magazine, The Time 100: The World's Most Influential People, May 11, 2009
29. Do you want to be a Genius? Or a Genius Maker?
Appreciate being invited Share the results of 2 years of research and the central idea behind a book that we’re working on Share a core message about a type of leader that we call a MULTIPLIER and why these leaders go beyond just being geniuses themselves – they create genius all around them. They are a type of leader that everything and everyone gets better and smarter in their presence. Introduce myself & my partner Greg.
Start with the genesis for the book and the idea – a simple observation about 2 types of leaders. Define what we call the multiplier effect. Who are multipliers and what impact do they have on organizations Lay out the 5 practices of the Multiplier – what distinguishes them as leaders Outline some of the business and organizational implications of multiplier leadership.
17 years at Oracle 15.5 in a management role 10 years in VP or executive role Opportunity to work with Oracle’s senior executive team very closely. Some of what they have in common: highly intelligent and driven. ALL really smart, but I began to notice that they used their smarts in different ways. THE OBSERVATION I saw how this effected other people. I watched some people excel under some leaders, but those same people would often cowar and shrink around others. I also noticed how this impacted me. I often wondered: Why was I so capable and smart around Ray Lane but like a stammering idiot around some of the others.
The observation stuck with me after I left Oracle 4 years ago to start a company that teaches leadership to executives and senior leadership teams. Exploring this idea really became my post-Oracle therapy. We all know everyone needs a little therapy coming out of Oracle. This question and this book became mine! First phase of the therapy was trying to explain this idea to my clients that I was coaching I tried to explain a type of leader who created viral intelligence. They used their intelligence to infect an orgaizaiton –the org becomes smarter. One client remarked: Oh, I get it, these people are like intelligence amplifiers. I later morphed this into intelligence Multipliers. In trying to provide resources to my clients, I searched for anything I could read on this subject. Nothing. Decided to write something myself. Figured I better research it until I find the key to Intelligence Multiplication.
Ask: What is Intelligence? How would you define it? Research Question: Same question, every day for about 2 years.
Interviewed over 100 executives Across 4 continents Done both quantitative and qualitative assessment
What would you predict?
We found that intelligence Multipliers see, do and get very different things. Start with what they get. TURN IT TO GREG
Ad Vinci and Agilent Assumption: IQ is genetically incoded, it is fixed Eric Turkheimer of the University of Virginia “Bad environments suppress children’s I.Q.’s.” Poor children adopted into upper-middle-class households, their I.Q.’s rise by 12 to 18 points (Source: New York Times, How to Raise Our I.Q ., Nicholas D. Kristof, APRIL 15, 2009)
Liz: Matt McCauley, Gymboree Took Reigns of Gymboree as CEO at 33 years old $790 million retailer of children’s clothing & education centers Matt was a pole vaulter. Could hit 18 feet and set the bar there. Always set a higher bar at 20 feet. Started in inventory management. Developed models for optimizing profit through inventory control. Took over at President, the product was rejuvinated, but the business operations were sloppy Earnings at 56 cents a share. Went to the Board – I think we can hit $1. Board laughed Went to management team. Explained his logic. Told them he had a “Mission Impossible” goal of $1. Asked each member of the team – what is your mission impossible. Asked each one to consider their ops and decide. Mgt team caught the enthusiasm of the high bar approach Mission impossible for every department/function inside the company. 1 year later, went to Wall Street, the board, and the company to announce they had achieved $1.19 Short celebration. Went to board. I think we can do $2. – rolled with laughter. Same process 1 year later -- $2.15 / share. One more time to board -- $3/share. 1 year later -- $2.67 2 years later -- $3.21 Over 1 billion and have doubled sales and grew earnings by 5X in the 4 years he led the company. What Matt did: He seeded an opportunity. He could see it and he helped everyone else to see it. Laid down the challenge. He gave them a specific goal. Asked everyone else to fill in the blank by coming up with their mission impossible. Generated belief. It was their goal. The collective will that ensued gave the organization the energy to believe it was possible and to not only achieve it, but to clear the bar with inches to spare.
Attracts: Recruiting isn’t hard for Multipliers because talent finds them. Because everyone wants to work for a Multiplier. Everyone wants to be fully utilized, stretched and made better. Deploys: AT highest level of contribution. They find out what people can be great at and deploy them there. They use people at their highest level of intelligence. Liz: Strungmann Brothers, Founders of Hexel, sold to Novartis for $6 billion. HQ in a small village close to Munich. The hired people from the village. They get extraordinary results from very ordinary people. There was no hierarchy in their organization. No org charts. Jobs were created to fit the people and their strengths and interests. Ameba model -- Idea culture. People could assemble projects around ideas…as long as their was energy. Ursula was the assistant to a customer service manager. She had an idea for using the intranet to automate a workflow. She pitched the idea, assemble a team, secured some budget and presented the plan to the 2 owners. Key idea: Free flow of talent in the organization. It allowed people to work at their highest level of contribution. Interview: GM in nederlands. Skipole airport to interview 9 candidates. They spent about 3 minutes with most of the candidates and 3 hours with the final candidate. “We ask a couple of questions and if it isn’t a fit, we just don’t continue.”
GREG: Lutz Ziab, Microsoft
GREG: Larry Gelwix, Highland Rugby
What does it mean to multiply intelligence? You get people’s very best thinking. Nothing is held back. You get people’s full effort (their full discretionary effort). Nothing is held back. People grow around you. They use more of their intellectual muscle. They actually get smarter. They grow their capability. smarter. People want to be utilized
I had an interesting conversation with Tim Cook last year. COO and Acting CEO of Apple. Tim wants to grow sales. But he doesn’t want to add headcount. His sales executive has a linear model for growing headcount. You want X more sales, you need to add Y more heads. Simple. The two were talking a different language. The sales leader was speaking the language of addition. Tim was talking the language of multiplication. Its not about getting more with less. It is about getting more by using more.
Some people develop multiplier capabilities as they mature and begin to see beyond themselves. But, this learning can be expedited. It can be taught and it can be learned.
Extract more value out of the assets in your organization. Having a few key multipliers is powerful. Having a culture of multiplication is strategic advantage. Also, there may be undervalued assets in your company.
In conclusion: Ask you what type of leader are you? What type of leader do you aspire to be? Read an interesting quote in Time Magazine’s 100 most influencial people. Bono describing George Clooney. He said: This is the essence of the Multiplier. Diminishers need to be the smartest person in the room. Mutlipliers turn you into the smartest person.
Final question: The path of leadership is quite different and, in the end, yields very different results.