Without self-awareness,
6 dimensions a person
of leadership from has afor
the study 83% chance
week 5 of failing to demonstrate self -management
Self Management
• Managing internal states, impulses, resources
The ability
Emotional to control disruptive impulses or moods
Intelligence
• The
Thepropensity to suspend
reptilian brain seeks tojudgment - to think
eat, reproduce before acting
unlimited, survive
• Like an inner conversation - frees us from being prisoners of our emotions
Emotionless
○ Marshmellow experiment
•
TheAwareness
Social Emotional or mammalian brain is an adaptation that is consistent with a solution to the very
different
• Reading problem
people of life. accurately
and groups
Lower offspring but all energy to their survival
• The ability to understand
Limbic system helpstheusemotional make
understand up of other
emotional people
systems of ourselves and others
Baby crying, etc
• Skill in treating people
Empathy according to the emotional reactions
Open Loop
Relationship Management
• Inducing desirable responses in others
• Proficiency in managing relationhips and building networks
Primates 20 million years ago from squirrel like animals on the lower canopy
• An ability
Primates
to find by design ground
common are to have 1 offspring
and build rapportat a time
Competencies
• A behavior
• A measureable charcteristic of a person that differentiates level of performance in a given job, role,
organization, or culture.
Mastering Competencies
• Comptetencies consist of behaviors that range from high to low
• For each competency, there is a level of behavior that when met or exceeded positively impacts
performance
• You do not need to master every competency to be successful
EI and Superior Performance
• Mastery of a critial mass of competencies is necessary for superior performance
• Each competence can be viewed along a continuum of master; at a certain point along each continuum
thre is a major leap in performance impact, this is called the tipping point
• Stars are above the tipping point on at least six ei competencies and demonstrate strengths in at least
one competency from each of the four domains.
•
See leadership style slide for its affect on EI, climate, objective, etc
Learning EI
• Emotional intelligence has a genetic component, but it is also learned
• However it is not learned cognitively; it must be learned through motivation, extended practice, and
feedback
• An individualized approach is best to help people break old behavioral habits and learn new ones
Motivation Wrap up
Motivated Behavior
Directed toward a goal
Spawns resourceful and creative behavior
Punishment will deter motivated behavior
Group Behavior
Personality aka individual
Per sonare = latin = "to speak through"
Effective leaders relate well to individuals, teams, and to the organization and culture
Question on the exam will cover the comprehensive model of motivation
Group
Structure
Roles
Norms
Status
Group think
Illusion of unanimity (everyone for it)
Self censorship
Stereotyping
Illusion of morality
Gate keeping
Prevents "wrong" information from group
Ash experiement
A B C
Traditional Org:
Position power
The most powerful is the one who has the highest
Modern Org:
Personal Power
Reciprocal relationships
Networks
Builds social capital
Tosca
Worst fucking metaphor ever
TLDR; personal power > positional power due to networking and all that common sense
bullshit
Agreement x Trust
Allies
Highly reciprocal
Help diagnose political landscape
Help manage agenda
Opponents
Support personally
Trust and can be honest
Strategy
State your position
Seek their support
State their position
Acknowledge the disagreement
Put into a position of not strongly opposing
Bedfellow
Agree but no investment in my success
Strategy
Communicate objectives
Re-affirm mutual goals
Fence sitters
Strategy
State position
Then listen
Get them to talk
Learn why they are on the fence
Have uncertainties
Once you have identified uncertainties
Apply gentle pressure
Express frustration at indecision without badgering
Ask them to continue to think about it
What would it take to get support
Adversaries
Strategy
Don’t expand limited resources
Minimize losses
Personal relationship is not going to work due to lack of trust
The initial study of entrepreneurs was the misfit unable to follow corporate and organizational
norms.
Seen as a last resort of a person
Rise of the two income family was a major factor
Technology increases which enabled productivity gains
Manufacturing economy to a service economy
Job Creation
1980, us created 34 million jobs, fortune 500 lost 5 million
Gazelle (20% growth per 4 years) accounts for 3% of all firms but created 5 million new jobs
between
1994 and 98
19080 microsoft had 38 employees, 2001: 31,000
Takes 4 years to replace 35% of a fortune 500 company, In the 60's it took 20
years
Few entre's start with original idea or plan
Entre's are pretty good at disgarding bad ideas or low potential ones, focus on high
ones
Requires judgement, not data
Most startups are designed to solve problems identified by the starter
Coin flips, keep fliping until heads, don’t try to solve why it went tails
Part 1
3 questions
1 based on entrepreneurial leadership
2 based on tonight's dicussion
Part 2
3 questions, answer 2 out of 3
1 is about the comprehensive model of motivation
Demonstrate effective leadership by being able to apply the comprehensive model of
motivation
□ Arousal (need theories)
Team Leadership
Goals of the group
Task and relationship behaviors
Style develops a team
Fishtank
Shrimp
Timid, spends most time hiding in rocks, waits for fish to swim by and tries to put claws out
Goes out when lights go out, looks for food
One day, lights are on, shrimp is out on the sand, exposed vulnerable
reached in touched shrimp, was just the exoskeleton, was actually hiding in rocks
Now hiding while its shell is soft
Shell protects the shrimp but only allows growth as big as the shell
Shrimp is an analogy for corporate change
If a company stays within its shell or current area….the company will stagnant and eventually
die
Organization are not shrimp, they have "brains" which will work to resolve tension via
leadership
Shell is a culture of organization, the function of culture is to protect the organization.
If culture becomes too stale or strong, it stagments the organization
799 = 1
Examines the last 50,000 years of human endeavor
800 lifetimes in 50,000 years
Same amount of change in the last lifetime as there has been in all 799 lifetimes
before it
Rate of change has increased exponentially
Examples
The speed of communication
Running to phone to radio to internet
90% of all scientists who ever lived are alive
World of future shock
Used to have time to adapt to changes, however future arrives faster and faster
Entrepreneurialism is a response to the fast based nature of today's world
Disruptive events create new markets and ideas
Like a tree falling in the rainforest
Canopy taking up all the sunlight
Tree falls and sunlight floods in
What is it that creates active inertia and guides it along the path that becomes hard to get off
of?
Organizational culture
Culture is a good thing and needed, gives us a comfort zone within which we can effectively
operate
just like a personality or a set of group dynamic where we control what is going on
Control Culture
Rests on the assumptions and values that everyone should be aligned and prepared to do what they need
to
do. (military)
Performance based culture
Emphasis on results and effectiveness
Typical mba has a 2.9
GE has a performance culture
Relationship culture
Nurturing and a sense of teamwork and fairness
School systems, summer camps, NFP's
1) Unfreeze it
a) Get it ready for change
i) They aren't adaptive like an individual personality
ii) Force examination of the culture
2) Change
a) Vision
i) Assumptions
ii) Values
iii) Alignment
One. Have to put this vision in front of people and then wait for them to align behind it.
3) Refreeze