...Federation, featured in New York Times and The Washington Post, and valued as one of the world’s leading researchers in the field of motivation (Courtesy, n.d.; MINDSET, n.d.). Those are just a few of the affiliations and accomplishments of Carol Dweck. Her careers include being a Lewis and Virginia Eaton Professor of Psychology at Stanford University, holding professorships at Columbia and Harvard, and also lecturing all over the world. Her key contributions to education are her implicit theories of intelligence and beliefs about how ability and intelligence vary (Mind, n.d.). She talks about how it is important to have a growth mindset rather than a fixed mindset in order to move forward in one’s ability to learn. These contributions are expressed in her book “Mindset”....
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...you a path into the future.” (Dweck). This hypothesis of “Not Yet” was emphasized in her 2014 TED Talk presentation. In contrast, many might argue that individual’s abilities cannot be altered and that effort is deemed unsatisfactory. It can be considered a flaw if someone happens to display interest in learning something new by posing questions and this automatically sends the message to others that the particular individual is not confident or not superior at what they do. In fact that is inaccurate and that the person should be praised for their effort in bettering themselves and this is the key element in Dweck’s hypothesis. Self-confidence is one of the most desirable traits to embody and the words “Not Yet” provides exactly that. Having said that, we all want to improve and strive for our best in one form or another, but rarely that many of us can persuade ourselves into thinking that we can actually improve. This is a real struggle as believing that you can change is the first major step in the process of developing the “Yet” sensibility. Moreover, another significant role takes part in the process of developing the “Yet” sensibility is the repetition of believing in making improvements until it can be engrained into our unconvinced...
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...Executive Summary As the society advances and expands, businesses are faced with challenges of maintaining social responisibility through the enviroment while at the same time generate profits for their shareholders. Can a business achieve both goals without jeopordizing their economic value? In order to answer this we analyze three factors that directly affect green business strategies. Ethical consideration – Ethical consideration happens on four different levels: personal, economical, societal/enviromental, and technological. Throughly analyzing each level of consideration creates a much better understanding of different morals and values in our society. Ethical Theories – Can ethical theories be applied to help assist leaders to make more informed decisions towards developing eco-friendly principles? Based on the dentology theory and the four fundamental questions using Kantian ethics, we determined that establishing a eco-friendly principle could become a moral law. Ethical Decision-making process – Businesses that integreate a decision-making process revolving around eco-friendly core, will establish a interal company culture that will guide them to make the nessisary decisions to consistantly be enviromentally aware. Based on the findings in the report, we can conclude that it is possible for businesses to maintain a desirable level of profits and at the same time become a green business. Introduction Henry Ford once said, “Thank God men cannot fly, and...
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...diff erence then between these two very different types of leaders — the conscious change leader and the autopilot change leader? Conscious change leaders are just that because they choose to be, and they make a significant personal commitment to how they operate as human beings and leaders. Conscious change leaders turn inward, introspect, and put their attention on their inner awareness and mindset, and their intention on proactively developing their innermost being. In our language, they “ put their being first. ” Ā ey seek greater self - awareness and understanding because they know that their level of awareness and mindset influence everything about their lives and leadership. Ā ey seek to develop their own level of consciousness so they can operate at the highest levels possible, and therefore, contribute fully. Ā ey understand that “ to be first, they must put their being first.” Conscious change leaders choose this path because they have enough self - awareness to see the difference in themselves when they are operating consciously versus on autopilot. Ā ey see their mindset in action, the impact of their conditioned perceptions and behaviors on their outcomes. Ā ey are familiar with the fluctuations...
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...In the book, The Talent Code, written by Daniel Coyle, it says that geniuses come from practice, dedication, and hard work, rather than being born with it and doing nothing to improve on their talent. Dweck states that there are two mindsets. One is a fixed mindset, where a person tends to avoid challenges, give up easily, ignore useful negative feedbacks, and easily feels threatened by others. The other one is growth mindset, where a person tends to embrace new challenges, persist in the face of setbacks, learn from criticism, and find inspiration from other successful people. Dweck says that “Although you might have one of these mindsets, you can still change them” (Fixed vs. Growth Mindset). Having a fixed mindset does some of its advantages,...
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...a global mindset The Author Dr. Stephen L. Cohen is Founder and Principal for the Strategic Learning Collaborative and was formerly Senior Vice President of Global Solutions for Right Management's Lead and Develop Center of Excellence. He is located in Minneapolis, Minnesota, USA and can be reached at steve@strategicleadershipcollaborative.com. Abstract Purpose – The purpose of the paper is to conduct a global literature review and develop a viewpoint on the most critical success factors required to develop a global leadership mindset. Design/methodology/approach – The paper takes the form of a global literature review and the author's viewpoint. Findings – Global leadership development must be driven by an organization's global business strategy. Having “global” experiences at work does not guarantee effective global leadership. The acquisition of a true global mindset enables leadership effectiveness in a global capacity. As cultural and business complexity increase so does the demand for a global mindset, almost exponentially given the intersect of this complex environment. Practical implications – Methods for global leadership development include examination, education, experience and exposure. Originality/value – The paper provides a fresh perspective. Journal: Industrial and Commercial Training Volume: 42; Number: 1; Year: 2010; pp 310Copyright © Emerald Group Publishing Limited ISSN: 0019-7858. Effective global leadership requires a global mindset by Dr. Stephen...
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...styles will be compared and contrasted with each other. An attempt will be made to look at how these styles influences decisions making generally and finally I will attempt to identify my creative intelligence style after completing the profile tool and analyze how the mental models or mindset affects my decision making processes. Intuition The intuitive thinker is conscious of past experiences when they have to make a decision. This type of thinker also is results oriented and relies heavy on the experience they are able to draw on in order to make a decision (Rowe 2004). The intuitive thinker uses the successes from past experience as a basis for doing things the same way for an extended period. The mistakes of the past are avoided by ensuring activities that led to unsatisfactory results are not repeated. While the intuitive thinker will benefit from not making same mistake repeated and by drawing on the successes from past experiences they may limit their ability to try new ways of doing things. If a process or particular way of accomplishing a task works continuously and there is no attempt made to find other ways of achieving the same results inefficiencies may be masked. If there is a mindset of not wanting to try new things opportunities that may be beneficial to the individual or company may not be achieved. Lack of imagination will lead to competitors gaining an advantage. Imagination Individuals with the imaginative creative intelligence style are usually...
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...In, “Cheer up, it's just the end of the world”, Ira Chermus compares the apocalyptic views of the world and how the meaning has changed over the last half-century. From the religious apocalypse to the nuclear apocalypse, the story defines society as constantly dooming life as they know it everywhere that they look. However, the real threat to fear, the global warming apocalypse seems to be brushed under the rug and forgotten. After discussing all the gloom and doom, the story takes a twist and tries to encourage people to focus on the things that matter and live for a brighter tomorrow. I believe that the implied message is that people need to wake up before it really is the end of the world, because it discusses how people spend their life...
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...com/locate/ijproman Rethinking IT project management: Evidence of a new mindset and its implications Chris Sauer a,*, Blaize Horner Reich b b a Fellow in Information Management, Saıd Business School, University of Oxford, Egrove Park, Oxford OX1 5NY, UK ¨ Professor, Segal Graduate School of Business, Simon Fraser University, 500 Granville Street, Vancouver, BC, Canada V6C 1W6 Received 12 August 2008; accepted 19 August 2008 Abstract This paper contributes to the rethinking project management agenda in relation to the information technology (IT) sector. Our analysis of the evolution of thinking and practice among leading IT project managers across four countries elicits nine principles and four personal qualities that constitute the core of a mindset that facilitates rethinking the practice of IT project management. We compare this with the Rethinking Project Management research agenda [Winter M, Smith C, Morris P, Cicmil S. Directions for future research in Project management: the main findings of a UK government-funded research network. Int J Project Manage 2006;24(8):638-649.]. Our contribution is to (1) validate the directions defined in that agenda; (2) identify elements not incorporated in it and (3) provide examples that crystallise the agenda for the domain of IT project management. Ó 2008 Elsevier Ltd and IPMA. All rights reserved. Keywords: Project management; Information technology; Research; Frameworks; Mindset 1. Introduction1 A recent study, called Rethinking Project...
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...ORGANISATION CHANGE AND LEADERSHIP 1 Fullstream Transformation Model UPSTREAM CHANGE (Setting the Foundations for Success) DOWNSTREAM MIDSTREAM CHANGE CHANGE (Implementation) (Design) 2 The Change Leader’s Roadmap Hear the Wake-up Call TM I. Prepare to Lead the Change IX. Learn and Course Correct II. Create Organizational Vision, Commitment, and Capability VIII. Celebrate and Integrate the New State III. Assess the Situation to Determine Design Requirements VII. Implement the Change IV. Design the Desired State VI. Plan and Organize for Implementation V. Analyze the Impacts 3 The Change Leader’s Roadmap as a Fullstream Process TM 4 The Change Leader’s Roadmap Hear the Wake-up Call I. Prepare to Lead the Change TM IX. Learn and Course Correct II. Create Organizational Vision, Commitment, and Capability VIII. Celebrate and Integrate the New State III. Assess the Situation to Determine Design Requirements VII. Implement the Change IV. Design the Desired State VI. Plan and Organize for Implementation V. Analyze the Impacts 5 UPSTREAM CHANGE Phase I: Prepare to Lead the Change Phase II: Create Organizational Vision, Commitment, and Capability Phase III: Assess the Situation to Determine Design Requirements 6 PHASE I: PREPARE TO LEAD THE CHANGE CHAPTER 1 START UP, STAFF, AND CREATE YOUR CASE FOR CHANGE 7 Organisation Change • It happens when a group of people recognizes...
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...radically dissimilar from yours; and why achieving personal self-mastery is now a fundamental prerequisite for leading others. Marshall Goldsmith is one of the world's foremost authorities in helping leaders achieve positive, measurable change. Ranked a Wall Street Journal "Top 10" executive development consultant and profiled by The New Yorker, he is one of an elite few that has worked with over 50 CEOs. He also co-edited The Leader of the Future, The Organization of the Future and Global Leadership. The Next Generation is a summary of two years of knowledge acquisition, research, and interviews sponsored by Accenture and concluded in partnership with Marshall Goldsmith and his colleagues in the Alliant International University. This book also builds upon valuable contributions by Warren Bennis and John O'Neil. Who Can Benefit. This book is unique. Instead of interviewing current CEOs and executives (who will not be running the organizations of the future), they interviewed future CEOs and executives who will be running the organizations of the future. What lies within these pages is written from the point of view of the next generation of global leaders. Accenture sponsored thought leader panels and dialogue groups with high-potential leaders from...
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...Reflection of Passion ……………………………………………………………………………..4 Research Question……………………………………………………………………………….5 Practices to Assist in Treating Intercity Youths………………………………………………….5. Technology Impact……………………………………………………………………………….5 Relationship between Behavior of Intercity Youths and Role Models………………………….6 Application of Findings…………………………………………………………………………7 Integration of future Vision and Scholarships…………………………………………………..7 Conclusion……………………………………………………………………………………….7 References……………………………………………………………………………………….8 Abstract This paper explains the visions and goals of a psychology practitioner who specifies in the Community Psychology. It explores the passions that associated this particular field of psychology. It will define and describe what “Community Psychology” is and the needed skills, abilities, and requirements that associated with the field. While exploring the field of Community Psychology, intertwining the visions and goals of the practitioner with specifics that will assist with the passion to achieve those goals and visions is explored. The practitioner’s compassion for intercity youth’s mindset, their behavioral relationship with positive role models, and practices that can assist with the findings will also be investigated. Finally, the evaluation of the research found and the fit it has on the integration of scholarships in the field of Community Psychology is that in a community with needs there is always room for other practitioner scholar. Through observations...
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...Mindset Chapter 5 – Business: Mindset and Leadership Key Content I. Big Idea: Root out the fixed mindset (elitism & self-respect) and create an organization that promotes culture of growth mindset (teamwork & self-examination). II. 2 Key Concepts: a. Characteristics of fixed mindset leaders in business * Believe that some people are superior than others * Prove their self-greatness and be part of royalty * Intimidate people * Cannot take criticism and blame others * All about impressing shareholders b. Characteristics of fixed mindset leaders in business * Believe in human potential and development * Emphasis on teamwork * Nurture people * Take on feedbacks and ask questions * All about serving customers III. 3 Strategies That We Will Implement: c. Careful how we praise colleagues * If we praise the smartest idea, then it leads to fixed mindset. If we praise effort and right behavior, we are promoting growth mindset. d. Reward teamwork, not individual talents * Organization is about growth, not self-importance, so fill people with passion and a desire to get things done together. e. Provide corporate training * The growth mindset can be taught to managers. Provide workshop and training that deal with effective communication and mentoring. IV. 2 Concepts That We Want To Share With Our...
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...an entire nation to follow his twisted version of a future. Many concentration camps are known worldwide for their past cruelty. In all of these cases, people use power to exert control over others. If power is used to control, then in the wrong hands the old axiom is true: absolute power does corrupt absolutely. As an example of the corruption of power, guards exert unjust control over prisoners in the Stanford prison experiment. In fact, one guard says after the experiment, “Once you slip into that costume, you become that person.” The experiment is just a farce, but it becomes so real they have to call it off eight days before the allotted time for the experiment is up. The guards and prisoners are both ordinary students, but they change drastically during the six days of the experiment. The guards have power thrust upon them...
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...Write about the adult or adults who strongly influence your present life and will influence your future career decision. Be sure to comment on how you feel about their influence. Everyone has an influence and people make everyday decisions based on these influences whether they know it or not. The adult who strongly influences my present life and will influence my future career decision is a very good friend of mine named Billy, who is nineteen. This influence of mine gives me motivation to do and be better, critical feedback, and tips and advice. Homer Hickam is motivated by his teacher, Miss Riley, to follow through with his dream and accomplish the most he can. Similar to my life, my influence motivates me to do better and accomplish as much as I can. Billy never gives up on me no matter how many mistakes I make, he believes I’ll be better, for example in school. Billy wasn’t a straight A student and prioritized school while he was in school but, he makes sure I do all my homework no matter how small it was. He expects big things from me in the future just like Miss Riley’s high expectation from Homer in the future. Today, Homer is a former NASA engineer so hopefully I’ll be just as successful with the guidance from my influence. Billy is a very smart person and is particularly good at visualizing and noticing small key things. Billy does not directly tell me whether I did a good job but the thought of me doing something perfectly right satisfies me because...
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