Course 5120 - Leadership Presentation

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Primal Leadership

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  • Anka opens.
  • Anka introduces Yaw – Team 1
  • Yaw
  • Yaw introduces Ayeesha – Primal Leadership
  • Their leadership - Works through the emotions Ignites our passion, spreads compassion Inspires the best in us through hope and vision. Creates resonance.
  • Effective primal leaders create resonance – they drive their own and others’ emotions in a positive direction.
  • Moods that start at the top tend to move the fastest because everyone watches the boss. They take their emotional cues from him. Even when the isn’t highly visible for example – CEO who works behind closed doors on an upper floor – his attitude affects the mood of his direct reports, and a domino effect ripples throughout the company. Smiles are contagious. Laughter creates spontaneous chain reaction. Good laugh sends re-assurance messages – We are on the same page. We get along.
  • Ayesha introduces Jerry – Resonant Leadership
  • Jerry introduces Linda -Neuroanatomy of Leadership
  • Linda introduces Len – The Leadership Repertoire
  • Effective leaders need to have these six distinct styles and learn how to apply them to different situations.
  • Effective leaders need to have these six distinct styles and learn how to apply them to different situations. Len introduces Lisa – The Dissonant Styles
  • Lisa: Ask Laurie the pop quiz question, and then introduce Team 2.
  • The section was divided between each of the members of the team. Each member summarized their assigned sections.
  • Beyond the Honeymoon Effect; People are enthusiastic after training but their good intentions atrophy over time. Although studies have shown that real change can result from training, most of the time the change doesn’t seem to be sustained, which is why it is often called the honeymoon effect. People learn what they want to learn. If learning is forced on us, even if we master it temporarily it is soon forgotten. Even though many leadership programs lose their impact over time, if leadership building follows the right basic principles, improvements can last.
  • Most training programs for enhancing emotional intelligence abilities, such as leadership, target the neocortex rather than the limbic brain. The Neocortex is the top layer of the cerebral hemispheres, 2-4 mm thick, and made up of six layers I to VI (with VI being the innermost and I being the outermost). Emotion involves the entire nervous system.  But there are two parts of the nervous system that are especially significant:  The limbic system and the autonomic nervous system.
  • Researchers at the University of Wisconsin taught “mindfulness”
  • Discontinuities (a glaring gap between your ideal self and reality) can lead to powerful change.   According to Richard Boyatzis’s, who constructed the theory of self-directed learning model we see here, this is the process we go through to create that behavioral change.   Self-directed learning is self-directed change in which you are aware of the change and understand the process of change as you go through each step.   Goldman provides an explanation of this process by describing the steps collectively as the five discoveries.
  • The Five Discoveries The First Discovery: Who do I want to be?   The first discovery and a potential starting point for the process of self-directed learning is the discovery of who you are and who you want to be. This may occur as a decision among the choices as to your Real Self and how you see yourself   The Second Discovery: My REAL Self The second discovery and also a potential start of self-directed change and learning is to determine--- Who am I? Who are you now? How do people see you? What are your values? And what are my gaps?   The Third Discovery: My Learning Agenda-Building on strengths, reducing gaps The third discovery and potential start is the decision to develop an agenda to make the change you seek, happen. This can involve a plan that allows you to try something new each day to improving our skills.     The Fourth Discovery: Experimenting with new behavior, thoughts and feeling. Basically practicing what you learn to continuously improve.   The Fifth Discovery: Developing trusting relationships that make change possible. Leadership development can only occur in the possibilities of our relationships with others. Others help us see what we are doing correctly and what we may need to improve upon still. Without the involvement of others, lasting change cannot occur.      
  • The person presenting the last chapter of section 2 should ask Laurie the pop quiz question, and then introduce Team 3. Hand off to Geneva Todd of Team 3.
  • Geneva Todd
  • Geneva Todd
  • Geneva Todd
  • Geneva Todd
  • Geneva Todd
  • Geneva Todd
  • Geneva Todd
  • Geneva Todd
  • Geneva Todd
  • Geneva Todd
  • Geneva Todd
  • Geneva Todd
  • Geneva Todd
  • Geneva Todd
  • Geneva Todd Hand-off to Michael Glover
  • Michael Glover
  • Michael Glover
  • Michael Glover
  • Michael Glover
  • Michael Glover Hand off to Bob Reynolds
  • Bob Reynolds Hand off to Tara
  • Tara Roberts
  • Tara Roberts; hand off to Zeeshan after “Living the Mission” Zeeshan Shaykh; hand off to Gregg Sunday
  • Gregg Sunday
  • Gregg Sunday
  • Gregg Sunday Hand off to Mark Albright
  • Mark Albright
  • Mark Albright
  • Mark Albright The person presenting the last chapter of section 3 should ask Laurie the pop quiz question, and then ask Laurie if she has any questions for us.
  • Mark Albright
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