What does leadership
have to do with innovation,
And why is it so important?
If you're a business leader,
and by business leader I
mean an entrepreneur,
a solopreneur,
a person just aspiring to be a business leader,
you might be the head of a department,
a manager,
a vice president, it doesn't matter,
Right? But if you are
somebody that's in a leadership position
or wanting to be in leadership position...
Innovation is
so important.
And the reason is because we live in a world
where everything is changing so fast
all the time and you know that already
I don't need to tell you that.
And if you can't figure out how
to manage innovation
or how to be the spark to
innovation,
then you are going to be
left behind as
a leader.
So, that's why the connection between
self-awareness, leadership,
and innovation is so important.
In this video I'm going to be
talking about that connection between self
awareness,
leadership, and innovation.
This is a part of a series
of videos that I'm doing on
all of these topics.
If you haven't watched the other ones go ahead
and do that and come back to this video.
I'm Nicole Wipp
and this is Healthy Success 101.
Where smart success is all about
avoiding burnout and overwhelm.
So, now I want to just really quickly
talk about how self-awareness connects
to innovation
and leadership, and this is just more
of a take away that I want all of you to really
think about this going forward.
So,
you know we are very
interested in diversity
in this room, right?
Anybody not interested in diversity?
Because if that's the case please leave.
We are all interested
in diversity. Diversity is
important to us,
fundamentally.
But there's many different types of diversity,
right?
Diversity comes in many different forms,
and one of the different forms
that it comes in is conative diversity.
What we see a lot of times,
especially in mature organizations,
I go and work
in health care organizations
or auto companies or things like that,
I see that a lot
of times what happens is people hire
people that are Conatively
similar to themselves, because
going back to that slide where I said the 25,
50, 25 percent... So,
if I am the kind of person
that loves ideas
and I really get excited about ideas,
and you're coming in and you're like,
"Yeah, but you can't do that because
dah dah dah,"
I feel that that's a conflict, and I also,
I don't feel like you get me
and I don't know if I like you that much.
So,
I might not be inclined to hire you.
Right?
And then I get somebody that's all on fire,
and I want to hire you.
Right? Or vice versa.
Right? So, you might be somebody that's
like, "OK, this is the way we
do things here," And then you have somebody
that comes in and says I have all these great
ideas about how things can change.
And you're like,
"Whoa!" You know?
So, what happens is we tend to hire people
that are conatively,
their instincts are similar to ours.
But when that happens,
and now we're trying to engage
in innovation, we're trying to engage
in ideas, and change things up...
We're getting ideas, methods, approaches,
and problem solving patterns that are
similar to the ones that we would be coming
up with.
How helpful is that?
We want to have conative
and affective synergy,
we want to have synergy of these things
so that we can have these
different ideas, methods, and problem solving
patterns, and approaches.
And this is where when everybody
has self-awareness around that,
everybody understands where their own conative energy lies,
and where those of the people that they work with lies, and where their role
is in this innovation process,
or how, what they bring to the table.
Now, when we work
with innovation teams we see a lot
less of this blocking
pattern that tends to occur in
innovation processes.
And so if you are the type of person
that wants to be seen as an innovative
leader,
or you are engaged in
creation of innovation,
just remember this,
that you have to have people around
you that are very, very different.
In fact,
every single time I do
a presentation I have a team member that is
conatively exactly the opposite
of me.
I make her go through it
and she tells me all the things that are
wrong with what I have to say,
and every single time I get mad at her,
but it's a fun
mad,
but I do it because
she's going to tell me what people in
the audience that are like her are going to hear,
and how they're going to hear it, not in the way that I was intending.
That's hugely important to me as somebody that wants to
deliver value to you.



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