this is critical for success
who ever u r
this is critical for success
who ever u r
It’s deadly to fall in love with your own voice, but the higher you go, the more you need to talk effectively.
Brevity with clarity is gold in a frenetic world.
presence is going with even when challenging ideas
The top 10 rules for talking like a leader:
The only reason to open your mouth is to make something better. (If you only remember one rule, make it this one.)
Be brief. The longer you talk, the less effective you become. The Gettysburg address was 272 words.
Be brief and ask, “What else would you like to know?”
Stay present with others. Presence is “going with” even when challenging ideas. You aren’t present when pushing your own agenda at the expense of others.
Ask people what they need to know, before telling them what they need to know.
Stay on topic. Chasing rabbits is for dogs.
Explain yourself. Don’t give people the benefit of your conclusions without explaining how you found them.
Include purpose when giving direction. Busyness is a fog that obscures the big picture.
Tell stories. (Remember rule #2.)
Stay calm if you expect to connect. Strong emotion intimidates
Brazil revokes decree opening Amazon reserve to mining
Sluice boxes at a wildcat gold mine at a deforested area of Amazon rainforest in Para state (14/09/2017)Image copyrightREUTERS
Activists feared revoking protection to the Renca reserve could compromise it
The Brazilian government has revoked a controversial decree that would have opened up a vast reserve in the Amazon to commercial mining.
The area, covering 46,000 sq km (17,800 sq miles), straddles the northern states of Amapa and Para.
It is thought to be rich in gold, iron, manganese and other minerals.
From the moment President Michel Temer signed the decree in August opening the reserve to commercial mining, it was widely condemned.
Activists and celebrities voiced concern that the area could be badly compromised.
One opposition senator, Randolfe Rodrigues of the Sustainability Network party, said at the time that it was the “biggest attack on the Amazon in the last 50 years”.
Amazon culture clash over Brazil’s dams
Brazil’s indigenous leaders fight for survival
Following the criticism, the government revised the decree, prohibiting mining in conservation or indigenous areas.
But a court later suspended the measure altogether, saying any change to the reserve’s status had to be considered by the Brazilian congress.
Graphic shows size of Renca area compared to the size of Denmark
On Monday, the government decided to scrap the decree.
It said it would reconsider the issue in the future, in a wider debate.
“Brazil needs to grow and create jobs, attract mining investment, and even tap the economic potential of the region,” said the Mines and Energy Ministry in a statement.
The BBC’s South America correspondent Katy Watson says this is a victory for environmentalists and a climb-down for the government.
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Do you recruit women leaders?
Women are often appointed leaders of some of the most successful companies in their most critical moments.
Some well known examples are: the appointments of the prime minister of Sweden when the country suffered as a result of the global recession and the CEO of the oil company Sunoco, appointed when the share price dropped by 50%.
Yet in most companies women leaders are stil not the norm but why does this phenomenon (known as the glass cliff), occur?
A year-long study conducted by Caliper2, a Princeton, New Jersey-based management consulting firm, and Aurora, a London-based organization that advances women, identified a number of characteristics that distinguish women leaders from men when it comes to qualities of leadership:
Women leaders are more persuasive than their male counterparts.
When feeling the sting of rejection, women leaders learn from adversity and carry on with an “I’ll show you” attitude.
Women leaders demonstrate an inclusive, team-building leadership style of problem solving and decision making.
Women leaders are more likely to ignore rules and take risks.
Despite research showing that women have specific leadership qualities, Susanna Bruckmüller and Nyla Branscombe noted, in their research, that women often only became leaders in times of trouble because men lack the attributes to do so.
As part of their research, they carried out two tests on different sets of people. The first posed a group with a fictitious story of a company in trouble. Respondents would pick a female to take over if the previous bosses had been men but would pick either a man or a woman if they had been women. Why did it not work both ways?
In the second test, they provided the respondents with details of a fake supermarket chain and described to them two managerial candidates, one male and one female.
The respondents were asked who they would pick if the business was thriving or if it was in crisis.
They discovered that the man was often appointed leader in times of prosperity but the woman, thanks to her stereotypical attributes (e.g. more Emotional Intelligence etc), would be picked if the company was in trouble.
The EBW View
The work of Bruckmüller and Branscombe appears to have highlighted a real-life male leadership bias. They conclude that women only get their true opportunity to lead when it is believed that men can no longer do so, and not because of their merits.
The research highlights some interesting points. Do we perceive women’s leadership qualities only useful in a crisis?
Being percieved as being Emotionally Intelligent would seem to be not enough to ensure that women have the opportunity to excel at leadership.
There are obviously some great women leaders (Indra Nooyi, CEO of Pepsi), however, it would appear to still be the norm to only choose a female leader in times of crisis, regardless of how many leadership attributes they may have.
If you are not happy with the way your managers and leaders are performing or your struggling to retain your talent, maybe you need to start at the begining, to see who and how you are recruiting into the organisation.
Bruckmüller, S. & Branscombe, N. (2010). The glass cliff: When and why women are selected as leaders in crisis contexts. British Journal of Social Psychology, 49 (3), 433-451
Ohh no not leadership again….
Being a ‘’mindful’’ leader in today’s fast paced, ever changing “always full on tech savvy” corporate world is increasingly important and awareness is rising to this very fact. Mindfulness adds value and the prospect of healthy survival to our leaders. Also that both genders bring that little something else to the table
In this the year of INNOVATION in UAE it is timely and wise to think and be mindful and consider the reality of the millenials and the intergenerational workforce.
TO an exceptional leader and innovative we need only look to Sheik Mohammed Bin Rashid Al Maktoum where he clearly states in his book ‘’FLASHES of THOUGHT’’;
‘’We want to change the concept of leadership so that it includes anyone who has the ambitions and the will to change themselves, and also to benefit society.’’
He also states and I quote ‘’I have said it loud and clear. Beware, men, lest women deprive you of all the leadership positions in the country.’’
‘’Women In Leadership – Improve corporate performance. With women making up almost half of the workforce, it is clear that they can help impact their organisations’ performance. Whether men and women are equal is a political and moral question, but whether they are intellectually identical is a scientific one. Advances in neuroscience can help both genders to better understand and deal with these challenges and assumptions.
And this couldn’t be more true in UAE and the GCC where women are the high achiever’s making up to at least 60% of University graduates with high GPA’s
‘’Why WOMEN Mean Business – Understanding the emergence of our next economic revolution’’ Avivah Wittenberg-Cox & Alison Maitland – in the Chapter – Culture counts, what countries can do; there is a direct positive correlation to fertility and high female employment and no-where better represented than in Norway.
Major organisation’s like GE which I mention specifically due there attention and awareness of millenial’s in the region and are increasingly leveraging powerful mindfulness training programs to help their leaders survive and thrive in today’s challenging business environments.
With the increased information overload and distractibility, research shows that leaders are propelled into loss of focus and mental clarity. Without focus and clarity, results will diminish. Mindfulness is about achieving results. And being insightful is an invaluable trait that can be enhanced with practice.
‘’PRISM NeuroLeadership – Leadership is an inevitable reflection of people’s needs and challenges in modern life. Leadership is therefore a profound concept, with increasingly complex implications, driven by an increasingly complex and fast-changing world.’’
The world of business will never achieve its full potential until it can genuinely value the contributions made by both genders. It is wise and indeed necessary to change and adapt attitudes. To achieve this end, it is essential that we use all the tools available to us in the 21st century. Understanding the links between our brain, behaviour and work performance, culture, intergenerational teams as well as stress, decision-making and wellness issues.’’
What do we want from our leaders today not much but critical are some of the following;
Integrity, respect, transparency, insight/self-awareness and to be honest.
We want our leaders to know that they like us need to have people around them who have the same ethics, beliefs and standards and know when to come forward and take a step back
To build their teams on strengths and preferred behaviours so that all can give of their best
We don’t need our leaders to be perfect but we need them to be intuitive and fresh.
We don’t want a lot really