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LEADERSHIP MIND AND EMOTION
Keli Morgan Leanette Tanner Consuelo White
DEVELOPING LEADERS’ MINDSDISCIPLINES EXAMPLES
• INDEPENDENT THINKING • CHALLENGING TRADITION(S)• MINDFULLNESS • AVOIDING ‘MAJORITY RULES’• OPEN-MINDEDNESS • ‘PYKE’ SYNDROME• SYSTEMS THINKING • SYNERGY/CIRCLES OF CAUSALITY• PERSONAL MASTERY
LEADING WITH HEAD AND HEARTHEAD: BUSINESS ASPECTS HEART: HUMAN
ASPECTS• PLANNING
• DEVELOPING OTHERS• STRATEGY •
SUPPORT• FINANCIALS •
UNDERSTANDING• OPERATIONS •
COMPASSION• STRUCTURE •
RESPECT
EMOTIONAL INTELLIGENCEDETERMINING EFFECTIVESS
EMOTIONS• COGNITIVE (IQ)• POSITIVE• EMOTIONAL (EQ)
• NEGATIVE• STUDY OF TOP LEADERS
• CONTAGIOUS• US AIRFORCE RECRUITERS
• RADAR
MENTAL MODELS:ARRANGING KEY COMPONENTS OF A SYSTEM FOR
EXPECTED OUTCOMESASSUMPTIONS
CHANGING/EXPANDING• DANGERS OF ASSUMPTION • BENEFITS/ABILITY
TO CHANGE OR EXPAND
MENTAL MODELS
• FAILURES OF RON JOHNSON • HARVARD STUDY OF TOP 100 LEADERS OF
THE 20TH CENTURY
EMOTIONAL INTELLIGENCE COMPONENTSSELF-AWARENESS EMOTIONAL ACCURATE SOCIETAL
SOCIAL AWARENESSEMPATHYORGANIZATIONALSERVICE ORIENTATION
SELF-MANAGEMENTEMOTIONAL SELF-CONTROLTRUSTWORTHINESSCONSCIENSCIOUSNESS ADAPTABILITY OPTIMISM ACKNOWLEDGEMENT & CONFRONTATIONALINTUITIVE
RELATIONSHIP MANAGEMENTTEAM DEVELOPMENT INSPIRATIONALINFLUENCECOMMUNICATIONCHANGE CATALYSTCONFLICT MANAGEMENTBONDINGTEAMWORK & COLLABORATION
SELF
OTH
ERS
LEADING WITH LOVE VERSES FEAR
FEAR LOVE• ORGANIZATION •
BRINGING TO WORK• CONSEQUENCES • WHY
FOLLOWERS
RESPOND BETTER