Categories
2015 January

15 Traits of a Terrible Leader

“I just received the following note from one of our Inner Circle members.  Below the note is my response.”

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See #4 in light of our experience posts.

John

http://www.success.com/article/15-traits-of-a-terrible-leader?utm_source=Listrak&utm_medium=Email&utm_term=http%3a%2f%2fwww.success.com%2farticle%2f15-traits-of-a-terrible-leader&utm_campaign=15+Traits+of+a+Terrible+Leader

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Ok, couple flies in the ointment

First, trait-based theories of leadership have been debunked, no one is born a leader, and thus no one born a terrible leader, so get rid of trait language;)

Second, a lot of those traits are VERY handy at times…

It’s a BS approach, which people seem to love, pop psychology that ain’t true but sounds good, people love their BS…

 

mike

Categories
2015 January

Building theory about evolution of organizational change patterns – Emergence: Complexity & Organization

https://journal.emergentpublications.com/article/15327000160402

Rogers et al. (2005: 20) supported Ross Ashby’s (1956) notion of a law of requisite variety which “posits that system variation needs to match the corresponding features of environmental demands if organization and collective action are to be effective” (Rogers et al., 2005: 20).

Elliott mention this law of requisite variety anywhere?

mike

Categories
2015 January

Artifacts @F-L-O-W…

Europe’s Empty Churches Go On Sale

 

Categories
2015 January

The Death Of Knowledge Work And The Rise Of ‘Learning Workers’

During the past few decades, we have spent a lot of time talking about knowledge workers and knowledge work. However today knowledge is nothing more than a commodity and to be the smartest guy in the room all you need access to be a smartphone. Thi…

Forbes – Saturday, January 03, 2015

http://a.msn.com/r/2/BBhuh6B?a=1&m=EN-PH

 

Categories
2015 January

Interesting…Dark Side of EI

“I just received the following note from one of our Inner Circle members.  Below the note is my response.”

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Counterpoint example to the BS view that EI is always good, better, best.

Alicia Parr

 

However, in jobs that involved fewer emotional demands, the results reversed. The more emotionally intelligent employees were, the lower their job performance. For mechanics, scientists, and accountants, emotional intelligence was a liability rather than an asset. Although more research is needed to unpack these results, one promising explanation is that these employees were paying attention to emotions when they should have been focusing on their tasks.

Instead of assuming that emotional intelligence is always useful, we need to think more carefully about where and when it matters. In a recent study at a healthcare company, I asked employees to complete a test about managing and regulating emotions, and then asked managers to evaluate how much time employees spent helping their colleagues and customers. There was no relationship whatsoever between emotional intelligence and helping: Helping is driven by our motivations and values, not by our abilities to understand and manage emotions. However, emotional intelligence was consequential when examining a different behavior: challenging the status quo by speaking up with ideas and suggestions for improvement.

 

http://www.theatlantic.com/health/archive/2014/01/the-dark-side-of-emotional-intelligence/282720/

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“Mike’s response…”

Yes back in 1999 when I was certifiably emotionally intelligent, I realized that it was a double-edged sword…

I also realized that they had to HIDE part of the model in order to swallow it…

A little seen caveat is that managers in general seem to need around 110 IQ to begin to use the principles of EI

Further noting that skills without Self-Awareness were like putting gasoline in an air conditioner…

mike