...McCrimmon (2005) Summaries Thought Leadership: A Radical Departure from Traditional, Positional Leadership by: Mitch McCrimmon. In this article, McCrimmon (2005) presents two forms of leadership, thought and positional leadership. He describes thought leadership as a brainstorming mechanism that births new ideas and innovations. In comparison to positional leadership that can be described as a managerial system that helps an organization achieve a targeted goal or initiative. What is thought leadership? Thought leadership originates from simple thinking skills. They are unwarranted and unsolicited ideas that McCrimmon (2005) says are “uncontaminated by the managerial element.’’ (p. 2). A thought leader has no desire to climb the totem pole. However, they desires to present new ideas and concepts that could possibly help implement new systems- big or small. Mccrimmon (2005) says its” simply, the championing of new ideas” (p. 2). In the article, the author presented case studies of employees, who implemented new strategies in their work environment. For example, the junior HR specialist who convinced his team to adopted a new system. The new innovation improved the performance of the team and promoted growth in the organization. Thought leadership vs. positional (shared and distributed) leadership Thought leadership focuses on an innate capability to birth eccentric ideas. Once the ideas are accepted, positional leadership takes responsibility for organizing...
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...Emotionally Intelligent Leadership Surpasses Thought Leadership by Carol Kay Hammond Table of Contents Introduction 2 A Summary of David Goleman’s Article: “The Emotional Intelligence of Leaders” 3 A Summary of Mitch McCrimmon’s Article: Thought Leadership: A Radical Departure from Traditional, Positional Leadership 7 Emotionally Intelligent Leadership Should be at the Helm of All Organizations and Thought Leadership Should Play Second Fiddle 10 Conclusion 11 References 13 Introduction Great leadership is instrumental to the success of any organization. Authors David Goleman in his article “The Emotional Intelligence of Leaders” and Mitch McCrimmon in his article “Thought Leadership: A Radical Departure from Traditional, Positional Leadership” both write their opinions about what type of leadership is best. Goleman asserted in his article that emotional intelligence should be cultivated in all leaders because those who are emotionally intelligent make the best leaders. McCrimmon asserted in his article that thought leadership should be cultivated in all organizations because thought leadership is the best type of leadership. Both authors offer compelling arguments. However Goleman’s article, “The Emotional Intelligence of Leaders” makes the most compelling argument. The following sections explore the arguments of Goleman and McCrimmon and end with a discussion of why the cultivation of emotional intelligent leaders should take precedence...
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...Thought Leadership vs. Emotional Intelligence In today’s ever- changing business world there are many styles of leadership that can be found within an organization. Finding a leader that creates innovation and success is a challenge for any business. A leader can be defined as someone who takes charge, leads, commands others, holds a position of power, or guides people within an organization to reach a desired outcome (McCrimmon, 2005). In their articles McCrimmon (2005) and Goleman (1998) provide an in depth look into how leaders emerge, and what characteristics are essential to successful leadership. McCrimmon details the emergence of thought leaders within a group in contrast to traditional hierarchical leadership roles of the past. In his article, Goleman reviews the five dimensions of emotional intelligence and how possessing these traits can positively impact business culture. Thought Leadership In McCrimmon’s (2005) article Thought leadership: a radical departure from traditional, positional leadership, he states that leaders emerge rather than being selected by the organization. For example when an idea is presented to an organization and the idea becomes widely accepted or adopted, thought leadership has taken place. Thought leadership differs from traditional and informal leadership models. He explains that informal leadership refers to a situation where one member of the group takes on the role of leader for a special project or group, but in fact has...
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...McCrimmon’s “Thought Leadership: A Radical Departure from Traditional, Positional Leadership” is an informed viewpoint article. McCrimmon discusses what thought leadership is, and compares it to shared leadership and leaderful organizations. Thought leadership is essentially what it sounds like—leadership that emerges from someone’s thoughts and ideas. Its basis can be described as thoughts and ideas that help to change and improve the way we currently think or operate (1065). Thought leadership is not to be mistaken with shared leadership or leaderful organizations. In shared leadership, all team members are engaged in the teams’ leadership (1065). In leaderful organizations, team members don’t require a leader because they learned to conduct their own affairs. In leaderful organizations, each team member experiences and provides leadership. McCrimmon argues that in shared leadership and leaderful organizations, management is never really differentiated from leadership. Both represent their team members as holding some responsibilities that are typically held by a more formal leader (1065). Unlike shared leadership and leaderful organizations, thought leadership does not hold managerial or empowered authority to make decisions. Thought leaders “challenge the status quo” for the purpose of change (1065). Thought leaders are not necessarily staff in managerial positions. They do not require a specific personality type and do not require teamwork. The article describes how...
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...Individual Reflection Portfolio Introduction As an advertising and design background student, who has a strong interest in business and business management, I had a lot of expectations for this Business Project subject. In the first class I have already addressed my high expectation of seeing the ‘truth’ behind the industry (how an industry operates, how different departments of a company cooperate with each other); Turning knowledge into practice (identify and solve a real-world business problem), and utilising my skills and ability to contribute to the project (design skill, creative thinking, my determination). This is an individual learning portfolio aimed to critically reflect the learning process of the group project I’ve worked as a part of for the past three and half months. This reflective writing focusses on critically reviewing four aspects: the consulting, the academic, the group dynamic and personal growth. Consulting The client my group consulted for was a start-up company, who provide a smartphone app based service that allows users to pre-order and pre-pay for food and coffee. The major problem they wanted to solve was to increase the existing user value per transaction. One of the things I have learned about consulting is the importance of communication. As our client is a start-up company, a lot of their information and data were outdated or had not been documented. Moreover, most of the people who work in the company are motivated, but only...
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...Competitor analysis: Website & Thought leadership Report by Rashmi Singh (PGDM No: 10098) Work carried out at Tata Consultancy Services, Bangalore, Karnataka Submitted in partial fulfilment of the requirement of Summer Internship Programme Under the Supervision of Mr. Ashish Shetty, Marketing Lead, Insurance ISU, TCS, Bangalore SDM Institute for Management Development Mysore, Karnataka, India (June 2011) SDM IMD INSTITUTE CERTIFICATE This is to certify that Ms. Rashmi Singh, undergoing PGDM program 2010-12 at this institute has successfully completed the Summer Internship Programme on the project titled ―Competitor Analysis: Website and Thought Leadership‖ at TCS, Bangalore, from April 01, 2011 to May 31, 2011 as a partial requirement for completion of his PGDM curriculum. Prof. Govinda Sharma Internal Faculty Guide SDM IMD, Mysore. Date: 24/06/2011 Place: Mysore Summer Internship Project Page 2 SDM IMD Acknowledgement I take this opportunity to extend my sincere gratitude to our guides at Tata Consultancy Services, Mr. Ashish Shetty and Ms. Varsha Nair who spent a lot of time mentoring and guiding us. The insurance ISU was a completely new arena for us. We stumbled a few times, yet they have been very patient and supportive with us, always encouraging us to give our best. I also thank the Academic relationship manager, TCS, Mr. Chandra Koduru, for helping us with the joining formalities and induction program. I would also like to thank Prof. N. R. Govinda Sharma...
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...The body of this paper with give a clear idea of how leadership and management work in a holly congregation. Leadership and management are similar but different. A leader is the basic thought of who a person is. They also think differently, which make them a great leader. A manager is a mirror or a copy of a leader. The present public speaker that comes to mind who is a leader but also a manager is Apostle Darryl Glen McCoy Sr. who is the founder and general overseer of Trumpet In Zion Fellowship, Inc. Apostle McCoy display many ways of leadership. Leadership must first start with the leader having a different thought process from other people, which Apostle does. The reason he is so different is he takes orders from the Lord our Father. This allows the Apostle not to make rational decisions. This molds him to truthfully express his faults to the congregation and other people, which allows growth to manifest. Once he has fallen this teaches him to humble himself to be lead and taught by the best our Lord and Savior Jesus Christ. Now he receives his experiences from researching the Father that came before him, by doing this he is gains strength and power to be under control but in control of others. This is when the role of the Apostle changes from leadership to management, which means that he only copies what is written. He now has the ability focuses on how the structure of the body of Christ is suppose to be handle and guided. The Apostle must maintain the the light in...
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...rationalize, especially when it comes to organizational change. Just imagine that an organization or institution has been operated in a certain way for a long time and now all of a sudden there is a feeling that change is needed. There could be fight back coming from both leadership and employees. Sometimes people get into a comfort zone and they feel there is no need for change. This is especially evident if it is a common thought that the organization is doing well. So why would you need change if you feel you are doing well? The main reason is that pressure from increasing competition, globalization, technological developments, and other forces has created an environment that rewards organizations that are capable of identifying trends and issues and responding quickly to them (Werner & DeSimone, 2012). With this thought, it is imperative that organizations are able to make the changes necessary to remain competitive and strive in challenging times. The important aspect of change is how the organization plans for the change. The organization needs to use planned interventions in order to ensure that the change is having the original positive impact. An intervention, or intervention strategy, can be thought of as the plan in which the organization intends to improve the organization and how it intends to implement the needed changes. These interventions need to be studied hard to ensure that they will have the impact that is intended. In Process consultation, which...
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...the Oxford Dictionaries (2015) a thought can be referred to as an opinion or idea produced through thinking, or happening abruptly in the mind. The process of thinking is distinctive to humans since they are believed to be intellectual creatures. Undeniably, the thinking procedure is helpful to mortals. Humans exist in a culture that requires them to conform to certain established values. In an attempt to live and follow those values, humans are supposed to think through their deeds. Through ideas, people can live together and deal with challenges that might come up. The process of growing ideas might come about at an individual level, or it might take a communal approach. Thoughts appear in two ways; constructive and harmful. Constructive thoughts result in good actions, whereas harmful thoughts produce bad acts. To start with, too much thinking is detrimental to ones’ well being. Thinking is part of life. On the other hand, studies show that too much thinking damages the brain (Alcock, 2010). Specialists recommend that people ought to know how to avoid thinking. Thinking a lot often happens when somebody is under extreme pressure. Over-thinking may perhaps come owing to people residing in demanding environs or the minute they face tough situations. It is recommended that people need to seek out expert help while in such situations. Support from friends and family is just as vital. These concerns emphasize the importance of sharing ones’ thoughts. Unnecessary thinking and subduing...
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...situations and those of others. The negativity and positivity degree in these perceptions, in other words, our thought patterns have a direct relationship with our level of competence and the success of our communication. Manz and Neck define the process of constructing thought patterns as self-leadership of thought. It is stated that with the application of specific cognitive strategies, individuals have control over their thoughts, and these thoughts have direct impact on their communicative performance. There are two ways of self-leadership of thoughts; challenging destructive thinking and building up constructive thoughts patterns. They define ten different kinds of destructive thinking with the suggestions of altering them into constructive thoughts. Labeling, having been discussed in our class as well, is one of the destructive thoughts hindering personal communication effectiveness. To clarify, assuming that a manager is lacking knowledge and awareness of individual different communication styles and has expressive-reflective communication style. She would inevitably evaluate one of the employees, who has an instrumental communication style with his being inadequate in his report or his indifferent nature of communication with her. She would label him with the words such as `unmotivated, inadequate, anti-social, etc.`. In all likelihood, these judgmental thought patterns have impact on her behaviors negatively and thus begin the cycle of negativity with poor conversational...
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...Employee A: Employee A scored the highest in overall satisfaction and reported confident in his or her leadership, but gave evidence to being unsure of his or her place in the community and did not seem confident to instruct others. A gave a very positive attitude toward engagement and moderate views on being empathetic to others. The data displayed A to be careful decision maker with a high emotional intelligence to put thoughts first before decisions. Based on the data Employee A would continue to display loyalty and with continued exposure to the company’s goals and values contribute to enhancing our current goals and values. In the future it is recommended that Employee A receive assessments on decision making and leadership roles to potentially give him or her the opportunity to advance in a mid-level leadership role as a Team Lead or Shift Supervisor. Employee B: Employee B scored relatively high in the job satisfaction area but gave data to support the assessment that they were uncertain of what motivates them. Employee B appears to be a introvert who works well given tasks but with little to no interruptions. Data also supported by his or her feeling assessment gives evidence of little emotional involvement and little to no introspection to others emotions. Employee B did give data to support being a quick responder to decisions, although without much thought prior to them. It is best recommended to give...
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...exploration of this interesting subject by identifying the fundamental ideology behind the notion that “readers are leaders”. This would give headway in our attempt to answer the bugging question as regards what writers are. So then, why are readers said to be leaders? Who is a leader? According to John Maxwell, a renowned author on the subject of leadership, “a leader is one who knows the way, goes the way, and shows the way”.1 Note that the first key definer of a leader in his definition is one who “knows” and an avenue to acquire this knowledge is by reading. With the relevant know-how, an individual’s frame of reference is expanded, he becomes confident, and according to the popular saying that “knowledge is power” - he becomes empowered to show others the way to go. The gist of this ideology is that one who reads gains knowledge, and one who is knowledgeable is empowered, and one who is empowered is fit to be a leader. According to Harry S. Truman, the thirty-third President of the United States of America, “Not all readers are leaders, but all leaders are readers” 2 this further buttresses the indispensable relevance of reading to leadership. Armed with John Maxwell’s definition of a leader in the above paragraph, we can also observe that for a leader to choose to go a certain way amidst several competing alternative routes he would need to be a critical thinker. For a leader to also show his followers the way to go, he must have the ability to communicate persuasively. The art...
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...When considering other people we work with as objects, we lose sight of our goals because we are only considering ourselves. This is the message the authors at The Arbinger Institute are trying to convey in their book, Leadership and Self-Deception. The book is not written as a manual on leadership, rather a story of one leader learning the meaning of self-deception. As we, the readers, learn through the training program Tom Callum is currently undergoing, we all are victims of self-deception. The book explains that self-deception is merely passing through moments when we observe the needs of other and let them pass without acting on them. This self-deception breed ill feelings toward the other person in order to justify our own actions. This area of self-deception is what the author refers to as “the box”. The book is an easy read because the author or authors use a story-telling approach to the topic of self-deception. Instead of saying we deceive ourselves, the authors used clear examples to illustrate their meanings. I found this to be appealing because the topic of their book is a bit vague when only hearing the main points of self-deception. By providing a story and stories with in the story, the authors clearly convey their point which makes understanding it much easier. The authors believe that productivity in an organizational and interpersonal relationship setting can be directly impeded by our unwillingness to view other people as people. The author points...
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...Mental Models and Mindsets OI/361 Mental Models and Mindsets For every successful business the mental models of leadership stimulates growth. The way people react to creativity, design and innovation are all a part of the mental model map. Only after learning the mental makeup of others, understanding the basic approaches to the mental model can one effectively make sensible recommendations to alter thought patterns. Only after understanding the makeup of the model can we understand and change not only others mental models but also our own as well. Four Steps Crook and Gunther (2005), stated there are four ways to affect the many ways individuals think. Firstly, individuals must understand his or her mental models. Secondly, after recognizing his or her thought patterns, the individual must test new approaches to the same situation. Thirdly, the person trying to make a change must overcome a variety of inhibitors to change, such as the expectations of others, lack of information, lack of trust, and the desire to hold on to the old patterns. Lastly, the individual must implement the change in thinking patterns.” These four steps can help Apple continue to be creative and innovative in producing products that satisfy consumers’ needs and wants. It will also improve the culture of the organization if employees use these steps daily. Employees will start to understand their own mental model and be able to adapt to any situation in a positive way...
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...In my experience, when this team work is successfully we will build a good relationship and be a friend, for example, when I work with a multi-culture team in language school, my classmates also become my friends. Team leadership Work in a multi-culture team, the important technique is people need to respect each other, and try to understand everyone’s culture diversity (Trompenaars and Hampden-Turner, 1998, p.60-61). Also have different organizational structure to adapt different culture, so leader is important, because this person might influence this team work is successful or not (Trompenaars and Hampden-Turner, 1998, p.64-66). As a good team leader, have a correct organization can make team operation more effective, and it also depend on different culture background and team constitution, for instance, which countries are team members from (Robert, Mansour, Paul and Peter, 2002). Conclusion In recent years more people face of multi-culture work, owing to increase globalization business, so it is essential to understand different culture and how to operate and work with different background’s people. However it cannot avoid conflict and people have different opinion, but in the process respect and good communication and help members solve problems (Richard and Tim, 2009). Reference Lee, K. and Carter, S. (2012), Global Marketing Management. (Third Edition), Oxford: Oxford University. Guirdham, M. (2005), communicating across cultures at work. (Second Edition)...
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