Pearl Zhu's Blog, page 1454
February 19, 2015
The System Thinking of the Business World
'Balance and harmony' are not fixed, they are flowing.
We are at the inflection point of digitalization, the business and the world as a whole has become hyper-connected, interdependent and over-complex, because the world itself is a system, which means that any view of the world that is not based on the world being a system - must be inaccurate. But what’s the system view of the world?
The systems thinker looks at their business as being part of a larger system, the socio-economic system; which is part of a larger system - the natural environment. The systems thinker understands that the purpose of their business is to serve the purpose of its containing system. Yes, a business needs to make profit, just as a human needs to respirate, but that is not their purpose. Their very purpose is to create customers and achieve multi-dimensional business values which include both customers’ value, shareholders’ value and social value as well.
Sensitivity to 'emergence': A systems thinker solves each unforeseen problem as it arises. Solutions are made from a much broader and encompassing view that is not possible in linear thinking. It is both detail and big picture. Because the ability of the collection-as-a-cooperative-whole to have modes of operation using conventional or linear thinking, is sometimes difficult to find viable solutions for some vexing problems. Such problems can often appear to be unsolvable or only very imperfectly. One can never be certain of their predictions or what may come tomorrow. A systems view of the world encompasses impacts and consequences of one's thinking and actions. Interconnections and interdependencies are distinguished, wise choices and decisions are made, and actions are taken, with the resulting transformations in the world.
'Balance and harmony' are not fixed, they are flowing. There are systemic consequences and impacts of thinking and actions in terms of interconnections and interdependencies. As the system’s intrinsically continuous and contiguous developmental flow keeps being mediated through these granular media, the feedback loops that run both information (system-knowing) and transformation (system-changing) keep proliferating while also accelerating the rate of self-transformation. Thus, all of the damage arising through the distributed human subfunction of the system is produced by the misinterpretation of the system’s intrinsic fluid and organic development through these psycho-social granular media. To overcome the corruptive influence of this interfacing, the system needs to be able to comprehend oneself whole, visually, as through an integral working model of the system and its perpetual and proliferating feedback loops.
Systems thinking offers the possibility of generating a variety of options of dealing with such vexing problem situations. The mechanism, consist primarily of looking at problem form as many perspectives as possible. cognition of the hierarchical nature of sub-systems and super-system. Systems thought means, at a minimum: * focusing on relationships between things rather than characteristics of things * Reusing conventional or linear thinking; it is sometimes difficult to find viable solutions for some vexing problems. Such problems can often appear to be unsolvable or only be tackled very imperfectly.
The system thinking and views of business world are more balances and it is sensitive of the emergent factors; it keeps flow, from valley deep to mountain top; from small river into the sea; it generates the variety of options to deal with complexity, ambiguity and uncertainty of the digital world.
Follow us at: @Pearl_Zhu
We are at the inflection point of digitalization, the business and the world as a whole has become hyper-connected, interdependent and over-complex, because the world itself is a system, which means that any view of the world that is not based on the world being a system - must be inaccurate. But what’s the system view of the world?
The systems thinker looks at their business as being part of a larger system, the socio-economic system; which is part of a larger system - the natural environment. The systems thinker understands that the purpose of their business is to serve the purpose of its containing system. Yes, a business needs to make profit, just as a human needs to respirate, but that is not their purpose. Their very purpose is to create customers and achieve multi-dimensional business values which include both customers’ value, shareholders’ value and social value as well.
Sensitivity to 'emergence': A systems thinker solves each unforeseen problem as it arises. Solutions are made from a much broader and encompassing view that is not possible in linear thinking. It is both detail and big picture. Because the ability of the collection-as-a-cooperative-whole to have modes of operation using conventional or linear thinking, is sometimes difficult to find viable solutions for some vexing problems. Such problems can often appear to be unsolvable or only very imperfectly. One can never be certain of their predictions or what may come tomorrow. A systems view of the world encompasses impacts and consequences of one's thinking and actions. Interconnections and interdependencies are distinguished, wise choices and decisions are made, and actions are taken, with the resulting transformations in the world.
'Balance and harmony' are not fixed, they are flowing. There are systemic consequences and impacts of thinking and actions in terms of interconnections and interdependencies. As the system’s intrinsically continuous and contiguous developmental flow keeps being mediated through these granular media, the feedback loops that run both information (system-knowing) and transformation (system-changing) keep proliferating while also accelerating the rate of self-transformation. Thus, all of the damage arising through the distributed human subfunction of the system is produced by the misinterpretation of the system’s intrinsic fluid and organic development through these psycho-social granular media. To overcome the corruptive influence of this interfacing, the system needs to be able to comprehend oneself whole, visually, as through an integral working model of the system and its perpetual and proliferating feedback loops.
Systems thinking offers the possibility of generating a variety of options of dealing with such vexing problem situations. The mechanism, consist primarily of looking at problem form as many perspectives as possible. cognition of the hierarchical nature of sub-systems and super-system. Systems thought means, at a minimum: * focusing on relationships between things rather than characteristics of things * Reusing conventional or linear thinking; it is sometimes difficult to find viable solutions for some vexing problems. Such problems can often appear to be unsolvable or only be tackled very imperfectly.
The system thinking and views of business world are more balances and it is sensitive of the emergent factors; it keeps flow, from valley deep to mountain top; from small river into the sea; it generates the variety of options to deal with complexity, ambiguity and uncertainty of the digital world.
Follow us at: @Pearl_Zhu
Digital Master Tuning XXXXIII: The Digital Shift on How to Measure Employee Performance
Measure thinker performance and doer performance differently but objectively.
The common symptom of performance failure is to rate employees as a convenience, not a way of improving performance. Rating forms are convenient but have little potential for improving performance. The biggest stumbling block for a large organization to come unstuck is getting performance data that is useful. Human performance is directly linked to human behavior. A highly skilled person perhaps does not put his/her best work forward because he/she isn't motivated. So what’re the digital shift to evaluate employees’ performance and manage talent with agility, in order to discover your digital masters?
The Purpose Of reviews is improvement about the future. The past is over. Move the purpose of performance reviews away from "evaluating" the past, and to improving success in the future. The only reason to do the performance management process is to work with employees to improve their performance regardless of current level, so they can better contribute to organizational goals. Other reasons involve making sure managers get the information they need to manage effectively. The benefits of doing it well are so huge, that managers should want to do it. When you leverage all the necessary information for managing performance, in the overall interests of teams and the company at large into the foreground, it takes its rightful place at center stage and becomes "the normal way of doing business around here." That means when a performance problem exists individually or collectively, it needs addressing in real time - failure to address it is then perceived as "poor performance." Performance reviews succeed in spite of these demoralizing tools, managers and HR departments need to move past them, or even eliminate them. The essence is in the ongoing year long communication.
Measure thinker performance and doer performance differently but objectively. Both thinkers and doers make important contribution to their organizations. However, traditional performance assessment only focus on quantified result from doers to measure efficiency; lack of tools or methods to properly measure thinkers who have potential to improve business effectiveness or agility. Most people have hard wired preferences. If they have a high agility meaning they can move between thinker and doer mode all well and good. It is likely they will have a preference for one or the other. The aim is to ensure that across any team there is a balance. The problem with most teams is that they have no idea what the make-up of that team is beyond subjectivity gut feel and intuition.Value the thinker who can translate his/her thinking to deeds. The thinkers that do and inspire others to do is a true leader..A true leader can adopt another's purpose and inspire others to join that purpose. These are the rare individuals who can lead in any environment or organization (either in support of or in opposition to the purpose of that organization). That said, reward your thinkers, the thinker needs to be able to put through his/her idea into action creating value for the company in process/ product/ technology /market innovation to achieve sustainable profit.
Individualizing expectations even for employees "doing the same job": The "old notion" is that if you have ten staff in the same position, that they should be expected to do the same things, and be evaluated in the same way. The modern digital workplace doesn't work like that. Each person, even in the same job, ends up doing somewhat different things, because they bring their unique strengths to the job. So, people in the same position often do quite different things, and should be rewarded and recognized for their unique contributions. Hence, treat them same by treating them differently; and measure them differently by measuring objectively. However, more often, managers might choose to review one team member favorably or unfavorably to maintain a bell curve. No evaluations or employee reviews are completely objective. Subjectivity abounds so you need to stop pretending that your ways of evaluating employee performance are objective. What is important is setting agreed upon goals and objectives, establishing key indicators, and then working with the employee so there is common understanding of goals, and agreement on how to measure them. Again, this means a negotiated approach.
Performance management needs to be embedded in the daily culture of any organization. If performance management becomes an event about 2-3 times a year, then that is how employees will view it. Also, if you move away from trying to use performance management to make employees less than right and use it as a means to develop engage and create new way to delight customers, you would be well on the way to creating an impactful productive environment. This in turn requires a change in mindset, where people really need to understanding how their job interacts with other people's job, making sure that at the interface any issues are identified and resolved quickly in a "let's solve our problem" attitude.
It is a complex world out there with so many variables that determine performance - including inter-dependencies within teams/ organizations. Organizations need to move the "elephant" firmly to the space of group evaluations of itself and each other. Such transparency and storming is the only way to build shared understanding of common goals as well as understand own role in the larger picture. It also then becomes a space of confronting the invariable power/ political issues that either impact performance directly or form perceptions that hinder future performance. Talent is the most invaluable asset in the organization, and the digital shift of performance management can accelerate businesses’s journey for high business maturity significantly.
Digitalization is like a flywheel, and Digital Masters are the one riding above it. Surf more Information about Digital Master:
Digital Master Wikipedia Introduction
Digital Master Kindle Version Book Order URL
Digital Master Book URL
Digital Master Author URL
Digital Master Video Clip on YouTube
Digital Master Fun QuizFollow us at: @Pearl_Zhu
The common symptom of performance failure is to rate employees as a convenience, not a way of improving performance. Rating forms are convenient but have little potential for improving performance. The biggest stumbling block for a large organization to come unstuck is getting performance data that is useful. Human performance is directly linked to human behavior. A highly skilled person perhaps does not put his/her best work forward because he/she isn't motivated. So what’re the digital shift to evaluate employees’ performance and manage talent with agility, in order to discover your digital masters?
The Purpose Of reviews is improvement about the future. The past is over. Move the purpose of performance reviews away from "evaluating" the past, and to improving success in the future. The only reason to do the performance management process is to work with employees to improve their performance regardless of current level, so they can better contribute to organizational goals. Other reasons involve making sure managers get the information they need to manage effectively. The benefits of doing it well are so huge, that managers should want to do it. When you leverage all the necessary information for managing performance, in the overall interests of teams and the company at large into the foreground, it takes its rightful place at center stage and becomes "the normal way of doing business around here." That means when a performance problem exists individually or collectively, it needs addressing in real time - failure to address it is then perceived as "poor performance." Performance reviews succeed in spite of these demoralizing tools, managers and HR departments need to move past them, or even eliminate them. The essence is in the ongoing year long communication.
Measure thinker performance and doer performance differently but objectively. Both thinkers and doers make important contribution to their organizations. However, traditional performance assessment only focus on quantified result from doers to measure efficiency; lack of tools or methods to properly measure thinkers who have potential to improve business effectiveness or agility. Most people have hard wired preferences. If they have a high agility meaning they can move between thinker and doer mode all well and good. It is likely they will have a preference for one or the other. The aim is to ensure that across any team there is a balance. The problem with most teams is that they have no idea what the make-up of that team is beyond subjectivity gut feel and intuition.Value the thinker who can translate his/her thinking to deeds. The thinkers that do and inspire others to do is a true leader..A true leader can adopt another's purpose and inspire others to join that purpose. These are the rare individuals who can lead in any environment or organization (either in support of or in opposition to the purpose of that organization). That said, reward your thinkers, the thinker needs to be able to put through his/her idea into action creating value for the company in process/ product/ technology /market innovation to achieve sustainable profit.
Individualizing expectations even for employees "doing the same job": The "old notion" is that if you have ten staff in the same position, that they should be expected to do the same things, and be evaluated in the same way. The modern digital workplace doesn't work like that. Each person, even in the same job, ends up doing somewhat different things, because they bring their unique strengths to the job. So, people in the same position often do quite different things, and should be rewarded and recognized for their unique contributions. Hence, treat them same by treating them differently; and measure them differently by measuring objectively. However, more often, managers might choose to review one team member favorably or unfavorably to maintain a bell curve. No evaluations or employee reviews are completely objective. Subjectivity abounds so you need to stop pretending that your ways of evaluating employee performance are objective. What is important is setting agreed upon goals and objectives, establishing key indicators, and then working with the employee so there is common understanding of goals, and agreement on how to measure them. Again, this means a negotiated approach.
Performance management needs to be embedded in the daily culture of any organization. If performance management becomes an event about 2-3 times a year, then that is how employees will view it. Also, if you move away from trying to use performance management to make employees less than right and use it as a means to develop engage and create new way to delight customers, you would be well on the way to creating an impactful productive environment. This in turn requires a change in mindset, where people really need to understanding how their job interacts with other people's job, making sure that at the interface any issues are identified and resolved quickly in a "let's solve our problem" attitude.
It is a complex world out there with so many variables that determine performance - including inter-dependencies within teams/ organizations. Organizations need to move the "elephant" firmly to the space of group evaluations of itself and each other. Such transparency and storming is the only way to build shared understanding of common goals as well as understand own role in the larger picture. It also then becomes a space of confronting the invariable power/ political issues that either impact performance directly or form perceptions that hinder future performance. Talent is the most invaluable asset in the organization, and the digital shift of performance management can accelerate businesses’s journey for high business maturity significantly.
Digitalization is like a flywheel, and Digital Masters are the one riding above it. Surf more Information about Digital Master:
Digital Master Wikipedia Introduction
Digital Master Kindle Version Book Order URL
Digital Master Book URL
Digital Master Author URL
Digital Master Video Clip on YouTube
Digital Master Fun QuizFollow us at: @Pearl_Zhu
February 18, 2015
The Four States of Mind
Unconscious, subconscious, conscious and superconscious are the four states of mind.
Humans realize, given cultivation and other forms of natural and geographical control we try to implement, we have to understand more deeply about our own mind, what’re the thinking processes, what’s the evolution behind it, unconscious, subconscious, conscious and superconscious are the four states of mind, so we develop rules to govern ourselves and morals as the driving force behind this.
Unscious vs. sub-conscious vs. conscious vs. super-conscious mind: Unconsciousness is a state which occurs when the ability to maintain an awareness of self and environment is list. Consciousness is basically a state of the ego, the worldly self. The seeking man is primarily his ego, an entity obtained by relating his being/self with the tangible world. Every entity has to relate itself to something external to himself to establish its reality. When human, urged by his/her inner, rational compulsion to seek higher truth about the being, he/she often abandon the ego entity ( relation with world) and attempt to relate him/her with the timeless/space-less essence of being. The brain functions on the principle of cognitive economics and therefore always tries to find the easiest way...Those then with super consciousness, will be able to let themselves to think not only of what exists (sub-conscious), how they exist in this world, being in the world (conscious), but also how could one possibly apply yourself in this world to change it, will to act on how you see things as they could be (super conscious). This then is what makes them different, they go against the inherent laziness in striving for a higher goal, hence they are always idealistic in nature.
Most people either operate on the unconscious or subconscious level with only a few functioning consciously. It is then the exception to the rule that people work on the super-conscious level, The Mind and Cognitive Science which comes to take the place of a more classic philosophical epistemological approach to the understanding of human forms of knowledge, relative to the questions of how do we know and how do we know what we know is correlated with "truth." Now, the problems arise when we acknowledge that philosophers have distinguished between "sensible" knowledge --experience-- and "intellectual" knowledge -not depending upon experience but in abstract and more "sophisticated" workings of the "intellect," "soul," "mind," which eventually leads to distinctions of different sorts of "truths" distinctions that are more or less uncomfortable from different reasons. It was some particular course in our history, that the category of 'world' had molded our mind into the current fashion, dis-stabilizing man from such original oneness with whatever is true about life and existence. All our knowledge are concept based, means, have its meaning on the strength of our sharing them in our collective living, and the language that emerged represent every such concept in a tangible form.
Psychologiests and their theories: Freuds unconscious id, ego and super-ego are system boundaries of the unconscious; Jung's conscious, subconscious and collective unconscious and personality insights, introversion extroversion= action, reflection or control; his thinking feeling is influence and his intuition sensing =appreciation. “Karma” is the consequence of the information about the entity. If the majority of people think positively about the person it has a positive “karma.” Modern men, consider the seeker or knower as a static observers. But upon closer contemplation, it gets revealed that the knower (or simply the thinking, seeking self) is a fresh aggregate every moment. Every new experience, or pieces of knowledge alters him/her, and make him/her a new self. Then whatever reality he/she encounters also alters correspondingly. Even the findings at the bottom end of physical reality, at the sub-atomic particle world, supports this fact; every sub-atomic event is a unique event, its result determined exclusively on the basic of what two particles were in contact.
In short, we live a synthetic life these days, Psychology is just as systematic as anything else in nature. Human beings are certainly purposeful and if system/environment boundaries consist of our degrees of power (degree of control, influence and appreciation) over those things that affect our purpose. Human beings all experience the primary forms of unconsciousness, subconsciousness and consciousness. Is it possible that at some points we all experience super-consciousness,The newly attained such 'transcended' entity does usually have the so called 'super-consciousness'. Often such moments of super-consciousness are very momentary.
Follow us at: @Pearl_Zhu
Humans realize, given cultivation and other forms of natural and geographical control we try to implement, we have to understand more deeply about our own mind, what’re the thinking processes, what’s the evolution behind it, unconscious, subconscious, conscious and superconscious are the four states of mind, so we develop rules to govern ourselves and morals as the driving force behind this.Unscious vs. sub-conscious vs. conscious vs. super-conscious mind: Unconsciousness is a state which occurs when the ability to maintain an awareness of self and environment is list. Consciousness is basically a state of the ego, the worldly self. The seeking man is primarily his ego, an entity obtained by relating his being/self with the tangible world. Every entity has to relate itself to something external to himself to establish its reality. When human, urged by his/her inner, rational compulsion to seek higher truth about the being, he/she often abandon the ego entity ( relation with world) and attempt to relate him/her with the timeless/space-less essence of being. The brain functions on the principle of cognitive economics and therefore always tries to find the easiest way...Those then with super consciousness, will be able to let themselves to think not only of what exists (sub-conscious), how they exist in this world, being in the world (conscious), but also how could one possibly apply yourself in this world to change it, will to act on how you see things as they could be (super conscious). This then is what makes them different, they go against the inherent laziness in striving for a higher goal, hence they are always idealistic in nature.
Most people either operate on the unconscious or subconscious level with only a few functioning consciously. It is then the exception to the rule that people work on the super-conscious level, The Mind and Cognitive Science which comes to take the place of a more classic philosophical epistemological approach to the understanding of human forms of knowledge, relative to the questions of how do we know and how do we know what we know is correlated with "truth." Now, the problems arise when we acknowledge that philosophers have distinguished between "sensible" knowledge --experience-- and "intellectual" knowledge -not depending upon experience but in abstract and more "sophisticated" workings of the "intellect," "soul," "mind," which eventually leads to distinctions of different sorts of "truths" distinctions that are more or less uncomfortable from different reasons. It was some particular course in our history, that the category of 'world' had molded our mind into the current fashion, dis-stabilizing man from such original oneness with whatever is true about life and existence. All our knowledge are concept based, means, have its meaning on the strength of our sharing them in our collective living, and the language that emerged represent every such concept in a tangible form.
Psychologiests and their theories: Freuds unconscious id, ego and super-ego are system boundaries of the unconscious; Jung's conscious, subconscious and collective unconscious and personality insights, introversion extroversion= action, reflection or control; his thinking feeling is influence and his intuition sensing =appreciation. “Karma” is the consequence of the information about the entity. If the majority of people think positively about the person it has a positive “karma.” Modern men, consider the seeker or knower as a static observers. But upon closer contemplation, it gets revealed that the knower (or simply the thinking, seeking self) is a fresh aggregate every moment. Every new experience, or pieces of knowledge alters him/her, and make him/her a new self. Then whatever reality he/she encounters also alters correspondingly. Even the findings at the bottom end of physical reality, at the sub-atomic particle world, supports this fact; every sub-atomic event is a unique event, its result determined exclusively on the basic of what two particles were in contact. In short, we live a synthetic life these days, Psychology is just as systematic as anything else in nature. Human beings are certainly purposeful and if system/environment boundaries consist of our degrees of power (degree of control, influence and appreciation) over those things that affect our purpose. Human beings all experience the primary forms of unconsciousness, subconsciousness and consciousness. Is it possible that at some points we all experience super-consciousness,The newly attained such 'transcended' entity does usually have the so called 'super-consciousness'. Often such moments of super-consciousness are very momentary.
Follow us at: @Pearl_Zhu
Happy Lunar New Year of the Sheep!
Three sheeps bring three Ps: Progress, Peace, and Prosperity. - Oriental Proverb
Here comes the Year of Sheep! The Sheep is ranked eighth in the cycle of Zodiac Animals, because the number "eight" is an auspicious one, symbolizing peace and prosperity. There is a popular oriental proverb: "Three sheeps bring three Ps: Progress, Peace, and Prosperity." More specifically, what can we learn from this Spring Festival:
Cultural Progress: Spring festival is a culture phenomenon. Culture is in a way of living life and reflect the progressive nature of human society. Because culture is a collective mindset and habit. Culture is a societal system where human beings are bound by a common heritage plus history of a region and therefore follow common values, thought plus behavior patterns, beliefs, languages, mode of celebrations such as living styles, festivals, rituals, fables etc. The study of culture in the narrow sense is the province of humanities, whose aim is to interpret and transmit to future generations the system of values in terms of which participants in a form of life find meaning and purpose. Culture progression means to continually refine the quintessential of culture, and eliminate its outdated or negative elements. Every Spring Festival reminds you of the fresh perspective of human progress, the color of the life and the theme and symbol of lunar new year.
Inner Peace: New year brings the new vision of hope, that hope in return is your inner peace, along with millions of others who will in their own way will find inner peace. When this belief to be happy with yourself first, that will bring happiness to others. Although the world sometimes looks bleak, but sometimes things need to get worse before they get better, from inner peace to world peace, hopefully the passing year was in the time of things getting worse which means we're all that much closer to things getting better.
Prosperity: Each culture of the world has its beauty. The occasions like Spring Festival brings seasonal blessing for the family, the community and the world. Living with your culture is not an option, your cultural heritage informs who you are as a person, your cultural root deepens you as an authentic leader; broaden your vision; foster your empathy; and harness your independent thinking, the enrichment of culture can truly make the world a prosperous place to live in.
May the Year of Sheep bring you the Progress, Peace and Prosperity.
Follow us at: @Pearl_Zhu
Here comes the Year of Sheep! The Sheep is ranked eighth in the cycle of Zodiac Animals, because the number "eight" is an auspicious one, symbolizing peace and prosperity. There is a popular oriental proverb: "Three sheeps bring three Ps: Progress, Peace, and Prosperity." More specifically, what can we learn from this Spring Festival:
Cultural Progress: Spring festival is a culture phenomenon. Culture is in a way of living life and reflect the progressive nature of human society. Because culture is a collective mindset and habit. Culture is a societal system where human beings are bound by a common heritage plus history of a region and therefore follow common values, thought plus behavior patterns, beliefs, languages, mode of celebrations such as living styles, festivals, rituals, fables etc. The study of culture in the narrow sense is the province of humanities, whose aim is to interpret and transmit to future generations the system of values in terms of which participants in a form of life find meaning and purpose. Culture progression means to continually refine the quintessential of culture, and eliminate its outdated or negative elements. Every Spring Festival reminds you of the fresh perspective of human progress, the color of the life and the theme and symbol of lunar new year.
Inner Peace: New year brings the new vision of hope, that hope in return is your inner peace, along with millions of others who will in their own way will find inner peace. When this belief to be happy with yourself first, that will bring happiness to others. Although the world sometimes looks bleak, but sometimes things need to get worse before they get better, from inner peace to world peace, hopefully the passing year was in the time of things getting worse which means we're all that much closer to things getting better.
Prosperity: Each culture of the world has its beauty. The occasions like Spring Festival brings seasonal blessing for the family, the community and the world. Living with your culture is not an option, your cultural heritage informs who you are as a person, your cultural root deepens you as an authentic leader; broaden your vision; foster your empathy; and harness your independent thinking, the enrichment of culture can truly make the world a prosperous place to live in.
May the Year of Sheep bring you the Progress, Peace and Prosperity.
Follow us at: @Pearl_Zhu
Creativity and Incubation
"By believing passionately in something that still does not exist, we create it. The nonexistent is whatever we have not sufficiently desired." — Franz Kafka
Creativity is still a serendipity, for both scientists and artists. In the case that it is a means to creativity, how do you reconcile intellectual isolation with ideological statements like "never stop learning"?! What’s the specific way to stimulate your creativity?
How to provoke productive creativity is situation driven: There are examples of individuals in situations isolating them from other people, and their field of study, contributing highly original works. Is there something specific about incubation from social situations and 'mainstream' interpretations of a given subject that provokes productive creativity? Is this just how people who would otherwise still be creative behave? Is it a combination of both. Detachment is not necessarily beneficial to the creativity process. It strictly depends on the person and their desire to allow creative ideas to flow and in turn make the ideas a reality.
Incubation is more accurate than isolation: Isolation is probably the wrong word because it implies detachment and a state of withdrawing from life and the world around oneself. Actors call it 'down-time.' Artists call it incubating. But these aren't isolation, more as incubation. Introverts get their charge from isolation, extroverts might get provoked through outside stimuli. There is a balance. It's not a one size fits all.
Environment provokes or hinders creativity fruits. Creativity is a talent & learning helps shape up creative ideas; creative process fusion. One may need problems to solve, and rules - and another may be inspired by the loneliness to explore mentally and visually. The reflection is a long process and one’s brain works as a matrix computer with the data of which would be updated in real time; with memories reference tables would return to one’s spirit according to the activity of such key.
Creative thinking involves peace of mind and a strong desire to see something happen. Life is up and down and live with it. The peace of mind inspires creativity. Creativity is a way of operating and indeed, incubation stimulates it. The incubation supports the creative function of the right side of the brain over the analytically dominant left. Total immersion can be an opportunity.
What would Kafka (novelist) have said to Wittgenstein (philosopher) about below. If you are in a room and the only door opens to the inside?If a tree falls in a forest? and nobody hears it?If you are in a crowd and you cannot hear yourself?If you are a fly in a fly bottle? do you get out?Are your limits, the limits of the universe?Knowing yourself is wisdom? Can you ever start knowing the world?
Follow us at: @Pearl_Zhu
Creativity is still a serendipity, for both scientists and artists. In the case that it is a means to creativity, how do you reconcile intellectual isolation with ideological statements like "never stop learning"?! What’s the specific way to stimulate your creativity?
How to provoke productive creativity is situation driven: There are examples of individuals in situations isolating them from other people, and their field of study, contributing highly original works. Is there something specific about incubation from social situations and 'mainstream' interpretations of a given subject that provokes productive creativity? Is this just how people who would otherwise still be creative behave? Is it a combination of both. Detachment is not necessarily beneficial to the creativity process. It strictly depends on the person and their desire to allow creative ideas to flow and in turn make the ideas a reality.
Incubation is more accurate than isolation: Isolation is probably the wrong word because it implies detachment and a state of withdrawing from life and the world around oneself. Actors call it 'down-time.' Artists call it incubating. But these aren't isolation, more as incubation. Introverts get their charge from isolation, extroverts might get provoked through outside stimuli. There is a balance. It's not a one size fits all.
Environment provokes or hinders creativity fruits. Creativity is a talent & learning helps shape up creative ideas; creative process fusion. One may need problems to solve, and rules - and another may be inspired by the loneliness to explore mentally and visually. The reflection is a long process and one’s brain works as a matrix computer with the data of which would be updated in real time; with memories reference tables would return to one’s spirit according to the activity of such key.
Creative thinking involves peace of mind and a strong desire to see something happen. Life is up and down and live with it. The peace of mind inspires creativity. Creativity is a way of operating and indeed, incubation stimulates it. The incubation supports the creative function of the right side of the brain over the analytically dominant left. Total immersion can be an opportunity.
What would Kafka (novelist) have said to Wittgenstein (philosopher) about below. If you are in a room and the only door opens to the inside?If a tree falls in a forest? and nobody hears it?If you are in a crowd and you cannot hear yourself?If you are a fly in a fly bottle? do you get out?Are your limits, the limits of the universe?Knowing yourself is wisdom? Can you ever start knowing the world?
Follow us at: @Pearl_Zhu
How to Build a High-Performing Board
Corporate Board plays significant role in overseeing organizational strategy, practising governance and exemplifying leadership disciplines, however, most of boards still operate on a traditional approach of recruiting for expertise and executing its function; what’s the paradigm shift in building a high-performing Board, and how to create the synergy of BoDs?
To add complexity, the board make-up is a critical success factor. The transactional nature of Board decisions is not the default outcome of the lack of expertise - on the contrary. Boards target reputable experts within specified fields and it is often that very expertise skews decisions towards to technical aspects of a challenge and not toward the strategic or broad picture aspects of the same challenge. It iis that around decision-making both at the individual and at the group level. While relevant expertise is one factor that leads to good decisions, it can equally be a derailleur if it is not balanced out by other variables known to impact the quality of a decision. However, the majority of directors and boards do not understand or are reluctant to face the probability that is their boards (teams) culture (inclusive of all the above points), is the reason, their organization and their board perform poorly.
BoDs with cognitive difference can make better decisions. It is the difference in thinking and perspectives that diversified BoDs bring to group decisions; as well as how members of a somewhat homogenous group modify their decision-making processes in the presence of an "outsider," that causes organizations with boards of more diversified BoDs to outperform organizations with homogenous boards. The boards don't work, not because their directors are "stupid" - Majority of directors are intelligent people who made it thus far for a valid reason or another. You would be better served if you educate yourselves on the variables that affect the quality of decisions in general and work together to facilitate better decision-making at those levels. The directors need to be diverse by industry background, skill, experience level and perspective. This diversity along with deep knowledge of the business will allow them to be real "thought partners" with senior management as they consider the longer term goals beyond quarterly earnings. They can further be aligned when they have long term equity incentives that make them less concerned about how quarter to quarter decisions affect their incentives as well.
The board chair plays significant role in the board effectiveness. The chair has to be able to understand and manage the collective and individual intellectual capital that makes up the board, while also being aware of the individual and collective behavioral characteristics on the board. Understanding these elements is critical in determining the chair's leadership, action and reaction during discussions, meetings, etc. The key to ensuring appropriate board behavior, compliance with sound governance practices and ensuring strategic decision making is inclusive comes back to leadership from the Chairman of the board. If a Chairman who has the professional respect of his colleagues, has strong leadership skills and experience is appointed then most of the problems mentioned in these discussions will disappear. The Chairman's role is underestimated when you talk about board harmony and the success of the business.Sadly, the ignorance about the importance of the behavioral dynamics that operate within their board (team) is contributing to the generally poor performance of boards.
It is the recipe of characteristics derived from the constructs above that creates high levels of synergy, trust and confidence within and between the board and executive. It is the synergy, trust and confidence that allow the board to positively influence organizational performance through the executives. Ignorance of that recipe, is the forbearer of poor board and ultimately organizational performance.
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Big Data Governance and “Analytics on Analytics”
Today, for many organizations, there is a lot of unofficial data that is forming a large proportion of the analysis being used by the business. Data lineage tools will help identify some of this but often the data is being tapped out and manipulated offline. In order to manage data life cycle more effectively, the whole issue of governance is there to be put in place in the context of the business process that the data is supporting, or how to enforce data governance via technical processes, methods, or knowledge, or some call the “analytics on analytics”?Analytics goals setting: First confirm the goals, aims, and required Results with proper time schedule from the senior leadership team of the organization. Also confirm about the entire procedures logistics & budgets & economical provisions, if required for better achievements & results in the ongoing process of the Big Data project. Keep the end in mind, because Big Data is only the means to the end, the end is about how to achieve business value, improve customer satisfaction or employee engagement, etc. Data categorization: How many types of Data are you gathering / generating / creating / capturing as the inputs for your organization? Whether the present inputs are sufficient for the organizational goals / aims? Whether any duplications found in the present Inputs? Can it be erected & shorten the inputs? What & where should you add new points / information in previous inputs formats to get the proper results? All input Data / Information should be first categorized in small section / units / parts along with key fields / signals / signs as far as possible in the rows & columns basis. Planning, staffing, undertaking and moderating are where data governance being applied. Keep the exact time schedule to everyone including inputs, analytical procedures, outputs and the co-operation required from the owners of the organization. As for planning, staffing, undertaking and moderating an enterprise data initiative, this is where your data governance must be applied. Thus you can make sure you have architectures, standards, stewardship, compliance and all the other stuff covered plus providing a capable operating model for when there is a dispute/discrepancy/failure that must be brought back into line – over and above the compliance process built into the design of the business process supported by the data.
Analytics on analytics: One way you are looking to solve data integrity issues is the business data lake using big data technology. If you provide a single pool of all data and make it available to everyone and encourage local usage and provide an environment to do so - then you know the data source and can start to effectively do an analysis of your analysis. The business data lake concept then goes on to build more conformed layers - where you need them (customer service, sales..) and these too can be opened up to broader access. Now you have a "quality / integrity" measure on the source that people are using and therefore the reliability of the analysis. It is really calls for taking a different approach to manage and connect data lakes in a more standard and uniform way, and will be the basis for "Analytics on Analytics." Success in migration to Big Data via the lake approach is where the 'analytics on analytics' approach is aimed - not just as analytics 'per se' but as metrics designed to reveal insights into the use as they emerge with proliferation of use cases.The volume, velocity, variety of Big Data makes the data governance one of the challenging works in data management, however, in order to abstract Big Data value, the governance mechanism and analytics on analytics approach are all necessary for managing data life cycle and unleashing Big Data potential smoothly. Follow us at: @Pearl_Zhu
February 17, 2015
Digital Master Tuning XXXXII: How to Practice Creativity by Questioning
Creativity is the soaring factor in leadership and digital professionalism.
As say’s going: there is no such thing as a stupid question - ask ask and ask some more. A creative mind is more often inquisitive, ask many questions, the 'right' and well thought out question is halfway to attaining the right answer. Creativity is the soaring factor in growing into a Digital Master.
Creative people are both problem finders and problem solvers: being in the state of flow is what all creative people would like to achieve because it is the most productive state; and always challenge your own thinking by asking questions which often leads to discovering situations others do not see at first. The challenge is perhaps that, this can earn you a label of being 'negative' because you question everything.
Observing, questioning, connecting, networking are the key steps in creativity. …Creative people ask questions -usually questions no one else would think of. Frequently, by deep observing and relentlessly questioning, the resulting work of art becomes richer and more evocative for the creative inspiration the artist came up with. You mind is connecting the dots and your vision become clear - so be sensitive with your intuition and listen to it. There are times when just going with the flow is more important.
Open questions seem to be the "best" ones: There are no such things as bad questions, however, some questions are better than others, open questions are better than closed one; the big "WHY" question is always thought-provoking, following with "what & how" for reasoning, for example : Why do you doing what you are doing; how do you achieve to have good mental health in rough times, or what is your best way to get yourself out of a trouble you put yourself in the first place … Creative mind is questioning everything, and get good feedback loops running with your personal and professional contexts as well.
Creativity is the "soaring factor." Creativity is the wind. Creativity is the saving grace. We may ask the wrong questions, tell ourselves the wrong answers and creativity gives it all another chance to make it right. When faith and hope seem to be non-existent, creativity is the only thing that may hold some truth. the analogy of the wind which is invisible but manifest in the auditory and visual senses. Creativity is just like wind, invisible but made manifest.
Yes, some questions seem paradoxical, some questions are circular, some questions can not be answered, some questions seems not questions, still, there’re no such things as bad questions, practice your creativity by asking the meaningful questions.
Digitalization is like a flywheel, and Digital Masters are the one riding above it. Surf more Information about Digital Master:
Digital Master Wikipedia Introduction
Digital Master Kindle Version Book Order URL
Digital Master Book URL
Digital Master Author URL
Digital Master Video Clip on YouTube
Digital Master Fun Quiz
Follow us at: @Pearl_Zhu
As say’s going: there is no such thing as a stupid question - ask ask and ask some more. A creative mind is more often inquisitive, ask many questions, the 'right' and well thought out question is halfway to attaining the right answer. Creativity is the soaring factor in growing into a Digital Master. Creative people are both problem finders and problem solvers: being in the state of flow is what all creative people would like to achieve because it is the most productive state; and always challenge your own thinking by asking questions which often leads to discovering situations others do not see at first. The challenge is perhaps that, this can earn you a label of being 'negative' because you question everything.
Observing, questioning, connecting, networking are the key steps in creativity. …Creative people ask questions -usually questions no one else would think of. Frequently, by deep observing and relentlessly questioning, the resulting work of art becomes richer and more evocative for the creative inspiration the artist came up with. You mind is connecting the dots and your vision become clear - so be sensitive with your intuition and listen to it. There are times when just going with the flow is more important.
Open questions seem to be the "best" ones: There are no such things as bad questions, however, some questions are better than others, open questions are better than closed one; the big "WHY" question is always thought-provoking, following with "what & how" for reasoning, for example : Why do you doing what you are doing; how do you achieve to have good mental health in rough times, or what is your best way to get yourself out of a trouble you put yourself in the first place … Creative mind is questioning everything, and get good feedback loops running with your personal and professional contexts as well.
Creativity is the "soaring factor." Creativity is the wind. Creativity is the saving grace. We may ask the wrong questions, tell ourselves the wrong answers and creativity gives it all another chance to make it right. When faith and hope seem to be non-existent, creativity is the only thing that may hold some truth. the analogy of the wind which is invisible but manifest in the auditory and visual senses. Creativity is just like wind, invisible but made manifest.
Yes, some questions seem paradoxical, some questions are circular, some questions can not be answered, some questions seems not questions, still, there’re no such things as bad questions, practice your creativity by asking the meaningful questions.
Digitalization is like a flywheel, and Digital Masters are the one riding above it. Surf more Information about Digital Master:
Digital Master Wikipedia Introduction
Digital Master Kindle Version Book Order URL
Digital Master Book URL
Digital Master Author URL
Digital Master Video Clip on YouTube
Digital Master Fun Quiz
Follow us at: @Pearl_Zhu
How to Practice Creativity by Questioning
As say’s going: there is no such thing as a stupid question - ask ask and ask some more. A creative mind is also more often inquisitive, ask many questions, the 'right' and well thought out question is halfway to attaining the right answer.
Open questions seem to be the "best" ones: for example : how do you achieve to have good mental health in rough times, or what is your best way to get yourself out of a trouble you put yourself in the first place … Creative mind is questioning everything, and get good feedback loops running with your personal and professional contexts as well.
Creative people are both problem finders and problem solvers: being in the state of flow is what all creative people would like to achieve because it is the most productive state; and alway challenge your own thinking by asking questions which often leads to discovering situations others do not see at first. The challenge is perhaps that, this can earn you a label of being 'negative' because you question everything.
Observing, questioning, connecting, networking are the key steps in creativity. …Creative people ask questions -usually questions no one else would think of. Frequently, the resulting work of art becomes richer and more evocative for the creative inspiration the artist came up with. Be sensitive with your intuition and listen to it. There are times when just going with the flow is more important.
Creativity is the "soaring factor." Creativity is the wind. Creativity is the saving grace. We may ask the wrong questions, tell ourselves the wrong answers and creativity gives it all another chance to make it right. When faith and hope seem to be non-existent, creativity is the only thing that may hold some truth. the analogy of the wind which is invisible but manifest in the auditory and visual senses. Creativity is just like wind, invisible but made manifest.
Yes, some questions seem paradoxical, some questions are circular, some questions can not be answered, some questions seems not questions, still, there’re no such things as bad questions, practice your creativity by asking the meaningful questions.
Follow us at: @Pearl_Zhu
February 16, 2015
Digital Master Tuning XXXXI: The Future of Leadership
Leadership is all about the future.
From one generation to the next, the substance of leadership does not change, however, the trends and styles have to be continually adjusted in order to lead effectively. leadership is all about the future, and what’s the future of leadership?
Leadership is all about the future. Leadership is defined with respect to changing the future. That is why having a vision for the future is usually considered one of the key aspects of leadership. The leadership of the past has molded and structured (good or bad) the dynamics of the leadership of the present and future leaders. Leadership will be energy that is moved from expert to expert at the right time to give the team the best chance to achieve. As our world changes drastically around us we have to move into a proactive mindset. Successful companies need people with a growth mindset (compared to a fixed mindset) independent on tasks or level. This is true for experts, big picture people - for people who organize and coordinate to the people who inspire and motivate, turn that moment into a development possibility. This will be a leaders task in many situations.
The future of leadership is more systematic and tech-savvy: What is your “system” for making leadership happen in your life and the lives of others? How do you set up "systems" for path correction? How does technology affect Leadership? What were external, exogenous events which supported or inhibited your leadership in this short time frame? How do you need to adjust your system? One one side, the world becomes more hyperconnected and interdependent, on the other side, as technology evolves, people are more likely to be gadget and internet- addicted, dissociating themselves with others. Workplace is going to be no different. Evolution to paperless office, telepresence, virtual meetings is continuously emerging... A leader for tomorrow has to be tech savvy as well as people savvy. A leader has to learn to trust more and be empathetic as she/he may not meet the team in person at all! A great leader will be one who adapts latest technology quickly, for amplifying his/her leadership influence, as well as for the benefit of his/her team and the organization.
Leadership has become collective and collaborative. Leadership can be collectively driven and shared through a connection of situational expertise. This is where leaders who develop "recombinant capability" and collaborative intelligence will find effectiveness. Teams made up of experts, collaborating to serve on purpose or goal, benefits from a leader who has collaboration skill and can keep the big picture in focus. So the key is the role of a leader grows further into one of environment setting and situation building. The leader will become even more of the network that leads to purpose and goals. It has been said that true leaders create more leaders, not followers. The future of leadership will (and to some extent already has) exemplify this. Rather than a single leader in an organization, leadership will dissipate to a larger group who will collectively realize their responsibility for the common goals.
From Positional leaders to consensual leaders: Positional leaders derive their authority from the resources made available to their position in an organizational chart. They have a capital budget and people working under them. There are also consensual leaders who gain their authority through their influence of others. Consensual leaders obtain followers through an atmosphere of mutual respect and can be found anywhere within an organization. Ideally, positional leaders aspire to become consensual leaders. To do that, they have to turn their marchers into followers. This is accomplished by actually leading their marchers to an objectively better place. This is where technology comes in for amplifying leadership influence and improving leadership effectiveness. Leadership is more situational than thought, perhaps the saying leaders are made not born is based on seeing people become leaders because they had to take the lead on a problem that no one could.
Command-Control style of leadership is out of date: The future is here, command and conquer as a model doesn't work and neither will it bear abundant fruit in the digital marketplace. Power dynamics have changed, and tomorrow's leaders can not expect the same level of control that past leaders had. Ratio and control driven leadership (based on anxiety, spreadsheets and the need for power) has had its best time. There is a belief that leaders in the future will not have the same ability to force compliance as in the past. There also seems to be a consensus that there needs to be a leveling out of the leadership process. The future of leadership needs to have ability to lead towards the goal. Leaders need to be more values-driven rather than bottom-line-driven; more people rather than product-focused; more adaptable, flexible and accepting of diversity of ideas, and mindful, purposeful and loving. Good leadership needs great capacity of 1) keeping the mind focused on the goal, 2) observing how people are and how they interact with the goal, 3) knowing how to motivate multi-generational workforce through inspiration, positive energy, co-creation and love.
Technology is one of the tools that can help improve leadership effectiveness to create a better world. A further thought on technology and future leadership must provoke considerations about the capacity of future leadership to adopt and use technology for good. In order for leaders to lead, there needs to be communication from the leaders to their employees as well as unfettered communication back up to the leader. Technology will play a major role in this communication as well in the way workers communicate with each other. So leader need to be connected to their employees, the business environment and their community via multi-channel of communication. The leaders will need to know how to effortlessly operate in this type of environment and culture which the current developing generation inhabit and continue to shape and be shaped by. They will have to be tech savvy, open to frank discussions and challenges. They will also need to work out how to keep the attention of people that crave information but arguably have shorter attention spans and can also juggle many processes at the same time.
Leadership is an INCLUSION process. As we move forward and upward, we will understand that we are all leaders in the different arena. It's a knowing when you are the right person at the right time in the right place and then moving on it with the permission of the whole. Inclusion is the new start that awakens in all of us the common-unity we share. We want leaders who recognize the gifts that all people have and are willing to share the leadership role. Open communications with lots of trust will assist us in moving from a society of Force to one of Power. When we allow the passions of people to do good and to move the right person at the right time, into the right place we will be generating leadership in the spirit of everyone winning.
The substance of leadership keeps the same. Leadership in the future will be like it has always been over a millennial ago. But, a leader definitely needs the trait to be teachable to keep up with technological advances and processes. To always 'keep learning' is a must. A leader needs to know what resources are available and how best to utilize these resources. But this doesn't change leadership principles, they are timeless. What doesn't change are the follower's need for trust, empathy, stability and hope in their leaders, and leaders’ learning agility, influence and adaptability.
Digitalization is like a flywheel, and Digital Masters are the one riding above it. Surf more Information about Digital Master:
Digital Master Kindle Version Book Order URL
Digital Master Introduction URL
Digital Master Author URL
Digital Master Video Clip on YouTube
Digital Master Fun Quiz
Follow us at: @Pearl_Zhu
From one generation to the next, the substance of leadership does not change, however, the trends and styles have to be continually adjusted in order to lead effectively. leadership is all about the future, and what’s the future of leadership?
Leadership is all about the future. Leadership is defined with respect to changing the future. That is why having a vision for the future is usually considered one of the key aspects of leadership. The leadership of the past has molded and structured (good or bad) the dynamics of the leadership of the present and future leaders. Leadership will be energy that is moved from expert to expert at the right time to give the team the best chance to achieve. As our world changes drastically around us we have to move into a proactive mindset. Successful companies need people with a growth mindset (compared to a fixed mindset) independent on tasks or level. This is true for experts, big picture people - for people who organize and coordinate to the people who inspire and motivate, turn that moment into a development possibility. This will be a leaders task in many situations.
The future of leadership is more systematic and tech-savvy: What is your “system” for making leadership happen in your life and the lives of others? How do you set up "systems" for path correction? How does technology affect Leadership? What were external, exogenous events which supported or inhibited your leadership in this short time frame? How do you need to adjust your system? One one side, the world becomes more hyperconnected and interdependent, on the other side, as technology evolves, people are more likely to be gadget and internet- addicted, dissociating themselves with others. Workplace is going to be no different. Evolution to paperless office, telepresence, virtual meetings is continuously emerging... A leader for tomorrow has to be tech savvy as well as people savvy. A leader has to learn to trust more and be empathetic as she/he may not meet the team in person at all! A great leader will be one who adapts latest technology quickly, for amplifying his/her leadership influence, as well as for the benefit of his/her team and the organization.
Leadership has become collective and collaborative. Leadership can be collectively driven and shared through a connection of situational expertise. This is where leaders who develop "recombinant capability" and collaborative intelligence will find effectiveness. Teams made up of experts, collaborating to serve on purpose or goal, benefits from a leader who has collaboration skill and can keep the big picture in focus. So the key is the role of a leader grows further into one of environment setting and situation building. The leader will become even more of the network that leads to purpose and goals. It has been said that true leaders create more leaders, not followers. The future of leadership will (and to some extent already has) exemplify this. Rather than a single leader in an organization, leadership will dissipate to a larger group who will collectively realize their responsibility for the common goals.
From Positional leaders to consensual leaders: Positional leaders derive their authority from the resources made available to their position in an organizational chart. They have a capital budget and people working under them. There are also consensual leaders who gain their authority through their influence of others. Consensual leaders obtain followers through an atmosphere of mutual respect and can be found anywhere within an organization. Ideally, positional leaders aspire to become consensual leaders. To do that, they have to turn their marchers into followers. This is accomplished by actually leading their marchers to an objectively better place. This is where technology comes in for amplifying leadership influence and improving leadership effectiveness. Leadership is more situational than thought, perhaps the saying leaders are made not born is based on seeing people become leaders because they had to take the lead on a problem that no one could.
Command-Control style of leadership is out of date: The future is here, command and conquer as a model doesn't work and neither will it bear abundant fruit in the digital marketplace. Power dynamics have changed, and tomorrow's leaders can not expect the same level of control that past leaders had. Ratio and control driven leadership (based on anxiety, spreadsheets and the need for power) has had its best time. There is a belief that leaders in the future will not have the same ability to force compliance as in the past. There also seems to be a consensus that there needs to be a leveling out of the leadership process. The future of leadership needs to have ability to lead towards the goal. Leaders need to be more values-driven rather than bottom-line-driven; more people rather than product-focused; more adaptable, flexible and accepting of diversity of ideas, and mindful, purposeful and loving. Good leadership needs great capacity of 1) keeping the mind focused on the goal, 2) observing how people are and how they interact with the goal, 3) knowing how to motivate multi-generational workforce through inspiration, positive energy, co-creation and love.
Technology is one of the tools that can help improve leadership effectiveness to create a better world. A further thought on technology and future leadership must provoke considerations about the capacity of future leadership to adopt and use technology for good. In order for leaders to lead, there needs to be communication from the leaders to their employees as well as unfettered communication back up to the leader. Technology will play a major role in this communication as well in the way workers communicate with each other. So leader need to be connected to their employees, the business environment and their community via multi-channel of communication. The leaders will need to know how to effortlessly operate in this type of environment and culture which the current developing generation inhabit and continue to shape and be shaped by. They will have to be tech savvy, open to frank discussions and challenges. They will also need to work out how to keep the attention of people that crave information but arguably have shorter attention spans and can also juggle many processes at the same time.
Leadership is an INCLUSION process. As we move forward and upward, we will understand that we are all leaders in the different arena. It's a knowing when you are the right person at the right time in the right place and then moving on it with the permission of the whole. Inclusion is the new start that awakens in all of us the common-unity we share. We want leaders who recognize the gifts that all people have and are willing to share the leadership role. Open communications with lots of trust will assist us in moving from a society of Force to one of Power. When we allow the passions of people to do good and to move the right person at the right time, into the right place we will be generating leadership in the spirit of everyone winning.
The substance of leadership keeps the same. Leadership in the future will be like it has always been over a millennial ago. But, a leader definitely needs the trait to be teachable to keep up with technological advances and processes. To always 'keep learning' is a must. A leader needs to know what resources are available and how best to utilize these resources. But this doesn't change leadership principles, they are timeless. What doesn't change are the follower's need for trust, empathy, stability and hope in their leaders, and leaders’ learning agility, influence and adaptability.
Digitalization is like a flywheel, and Digital Masters are the one riding above it. Surf more Information about Digital Master:
Digital Master Kindle Version Book Order URL
Digital Master Introduction URL
Digital Master Author URL
Digital Master Video Clip on YouTube
Digital Master Fun Quiz
Follow us at: @Pearl_Zhu
