Entrepreneurship content refers to information, resources, and material that stand specifically tailored to support and educate aspiring or existing entrepreneurs in starting, managing, and growing their businesses. This content designs to provide valuable insights, guidance, and inspiration for individuals. Who are interested in venturing into the world of entrepreneurship. It covers a wide range of topics and may present through various mediums, including articles, blog posts, videos, podcasts, online courses, workshops, and more.
Key components of entrepreneurship content include:
Startup Guidance: Content focused on helping entrepreneurs navigate the early stages of starting a business. This may include advice on idea validation, market research, business planning, and legal considerations.
Business Development: Content that assists entrepreneurs in developing their business models. Defining their value proposition, identifying target markets, and creating marketing and sales strategies.
Funding and Finance: Information on different sources of funding, including bootstrapping, venture capital, angel investors, and crowdfunding. Content may also cover financial management, budgeting, and forecasting.
Innovation and Creativity: Content that encourages entrepreneurs to think outside the box, foster innovation, and find unique solutions to problems.
Leadership and Management: Entrepreneurship content often includes guidance on leadership skills, team building, and effective management practices.
Marketing and Branding: Information on branding, advertising, social media marketing, and customer acquisition strategies.
Risk Management: Content focused on identifying and mitigating risks associated with entrepreneurship, including financial risks, market risks, and operational risks.
Networking and Community: Encouraging entrepreneurs to engage with like-minded individuals, attend networking events, and join entrepreneurship communities for support and collaboration.
Success Stories and Case Studies: Sharing real-life success stories of entrepreneurs who have overcome challenges and achieved significant milestones to inspire and motivate others.
Personal Development: Content that emphasizes the importance of self-awareness, resilience, and continuous learning in the entrepreneurial journey.
Entrepreneurship content is widely available on the internet and in books. Through entrepreneurship-focused organizations, and from business experts and thought leaders. It aims to empower individuals with the knowledge, skills, and resources needed to navigate. The complexities of entrepreneurship increase their chances of building successful and sustainable businesses.
For aspiring entrepreneurs, consuming relevant and reputable entrepreneurship content can be a valuable step in gaining insights. Avoiding common pitfalls, and honing the entrepreneurial mindset required for success in the ever-evolving world of business.
What is the Importance of Leadership in an Organization?
First, Read it What is a Leadership? After that, read it Importance of Leadership; Good leadership is essential to business, to government and to the numerous groups and organizations that shape the way we live, work and play. Leadership is an important factor for making an organization successful. Here we are concerned with the manager as a leader. Leadership transforms potential into reality.
Leaders are a key human resource in any organization. We generally think of companies competing by means of their products, but they probably compete more by means of their leaders than their products. Better leaders develop better employees and the two together develop better products.
The importance of leadership in management cannot overemphasize. To get things done by people, management must supply leadership in the organization. Team-work is essential for realizing organizational goals. Managers must influence the team for work accomplishment through leadership. Secondly, leadership aids authority.
There are limits to the use of authority in obtaining high performance amongst subordinates. Authority alone cannot generate a favorable attitude for improve performance. Because of its main reliance on influence, leadership is essential for obtaining successful work accomplishment.
Thirdly, if management fails to provide able leadership, informal leadership will develop which will eventually regulate the behavior of the employees and may come into conflict with managerial leadership. Nature and Characteristics of Management.
If management cannot provide leadership, people will force to rely on informal leadership. Lastly, management is transformed into a social process through leadership action. It is the social skill of leadership which accomplishes organizational goals by utilizing the potential of the people. The leader must be a ‘hero’.
Formal and informal Leaders
From the view point of official recognition from top management, leaders may classifies as formal and informal leaders. A formal leader is one who is formally appoint or elects to direct and control the activities of the subordinates. He is a person created by the formal structure, enjoys organizational authority and is accountable to those who have elects him in a formal way. The formal leader has a two-fold responsibility. On the one hand, he has to fulfill the demands of the organization, while on the other he is also suppose to help, guide and direct his subordinates in satisfying their needs and aspirations.
Informal leaders are not formally recognize. They derive authority from the people who are under their influence. In any organization we can always find some persons who command respect and who are approach to help, guide and protect the informal leaders have only one task to perform, i.e., to help their followers in achieving their individual and group goals. Informal leaders are create to satisfy those needs which are not satisfy by the formal leaders. An organization can make effective use of informal leaders to strengthen the formal leadership. What are Nature and Characteristics of Leadership?
What is a Leadership? As a leader, you’re forced to play multiple roles within your teams and your organization as a whole. No matter the size of a business, the services it provides, or the growth it’s experiencing, the drive behind it comes from leadership. And because of the nature of how businesses are most effectively run, a leader is judged on their ability to maximize the potential and performance of his people in order to create value. Really good companies create value across the board–for the customer, for stakeholders and investors, for employees and for the bottom line. So if leaders need to influence employees and team members, the same kind of mentality and approach isn’t going to work in every situation. There’s too much going on to have just one go-to style. So, what we discussing now; The Role of Great Leader in an Organization.
What is the role of a great leader in the organization?
I think of one of our larger clients, one of the world’s top memory chip makers, because the company embodies the incredible amount of change that is part of the business environment. A Senior Leader there told me that their technology must be completely revamped every nine months simply to stay on pace with the competition and the demands of the industry. Think about what that means for their CEO or their leaders. How would you motivate your employees and teams to produce, shift, pivot and rethink processes so rapidly? How do you create focus in the midst of such massive changes?
Leaders wear many hats in their work, but there are four critical roles that every leader must be aware of and know how to play. Why four? Well, our research has pointed out that people think in four different ways. Each of these thinking attributes delves into how people look at their work and the world. How they process information. Where they get energy from. How they develop ideas and execute tasks.
Let me be clear…these are not standalone attributes. Each and every one of uses all four thinking attributes; however, we all have preferences for one or more. We have our go-to ways of thinking. What that means for leaders though, is that the people they’re needing to influence and inspire are going to look at their work and motivate in distinctive ways. If you as a leader can master these four ways of thinking into the roles you play, you’ll assure of at least speaking the same language of your employees.
Let’s take a look at this in action–here are four roles that every leader must understand and utilize in order to connect on a cognitive level and motivate their workforce.
The Analyzer:
Leaders must know data and be confident enough to logically, rationally bring ideas to the table. In the role of the Analyzer, leaders must be able to play the skeptic and have a critical, strategic eye toward the future. Decisions need to be built from data and supported by bottom-line metrics. You need all of this rigor as a leader because when you’re communicating massive changes or a new direction to your team, you better have the facts to back it up. The analytical brains in your company will ask the critical questions–as the Analyzer, you can match their inquiry with logic and provide the Why.
The Structuralizer:
Leaders need to be straightforward and concise in order to put a plan in place that is clear and makes sense. In the role of Structuralizer, your job as a leader is to provide the framework. The process to take the company where it needs to go. The biggest complaint against leaders is lack of clear direction. Employees need to know that the leader has thought about what it is going to take to bring something through to fruition. You don’t need to literally create every step along the way. But in the Structuralized role, you provide the guidelines to help your employees feel prepared. The Structuralizer provides the How.
The Socializer:
Leaders have to ultimately connect and engage with their teams. Even the quietest, introspective leaders have an ability to relate deeply with their people. When you play the role of the Socializer, you’re creating an atmosphere of mutual accountability and collaboration. In this role, the most important thing a leader can do is to be empathic. That starts with curiosity–ask your employees how they’re feeling. Find out where changes need to happen. Your employees need to feel engaged with leadership and their colleagues, and as a Socializer, you set that tone. The Socializer understands Who is needed for success.
The Conceptualizer:
This is the most traditional view of leadership, but in many ways the most difficult–it’s about seeing. Where you need to go, setting the vision, and rallying the company around the future. Employees expect this kind of thinking from leaders, but it doesn’t come naturally to many of us. The Conceptualizer’s role is to ensure that people can step out of the day-to-day.
Understand that their work is critical and important to achieving the overall goal. It is playing the Steve Jobs role…where an iPhone isn’t simply a telephone or a new product line. But, an experiential tool that will alter the way the world gets information and communicates. In the role of Conceptualizer, leaders need to create a place of openness so that employees feel connected to the vision and ability to bring their own ideas. The Conceptualizer shows where you need to go.
These roles are not mutually exclusive. As a leader, you may need to play different roles with different audiences. And knowing how your behavior comes across and how you express, assert and provide direction is another matter entirely. But, if you can understand which roles you tend to play more. Realize that at some point you’ll need all four, you will be much more effective in your work. Importance of Leadership.
Following are the main roles of a leader in an Organization.
Required at all levels: Leadership is a function which is important at all levels of management. In the top level, it is important for getting co-operation in the formulation of plans and policies. In the middle and lower level, it is required for interpretation. Execution of plans and programs farm by the top management. Leadership can exercise through guidance and counseling of the subordinates at the time of execution of plans.
The representative of the organization: A leader, i.e., a manager is said to the representative of the enterprise. He has to represent the concern at seminars, conferences, general meetings, etc. His role is to communicate the rationale of the enterprise to outside public. He is also representative of the own department which he leads.
Integrates and reconciles the personal goals with organizational goals: A leader through leadership traits helps in reconciling/ integrating the personal goals of the employees with the organizational goals. He is trying to coordinate the efforts of people towards a common purpose and thereby achieves objectives. This can be done only if he can influence and get willing co-operation and urge to accomplish the objectives.
He solicits support: A leader is a manager and besides that, he is a person. Who entertains and invites support and co-operation of subordinates. This he can do by his personality, intelligence, maturity, and experience which can provide him a positive result. In this regard, a leader has to invite suggestions and if possible implement them into plans and programmes of the enterprise. This way, he can solicit the full support of employees. Which results in the willingness to work and thereby effectiveness in running of a concern.
As a friend, philosopher, and guide: A leader must possess the three-dimensional traits in him. He can a friend by sharing the feelings, opinions, and desires with the employees. A philosopher by utilizing his intelligence and experience and thereby guiding the employees as and when time requires. A guide by supervising and communicating the employees the plans. Policies of top management and secure their co-operation to achieve the goals of a concern. At times he can also play the role of a counselor by counseling and a problem-solving approach. He can listen to the problems of the employees and try to solve them. Best Characteristics and Qualities of a Good Leader.
What are Best Characteristics and Qualities of a Good Leader?
Good leadership (What is a Leadership?) is essential to business, to government and to the numerous groups and organizations that shape the way we live, work and play. Having a great idea, and assembling a team to bring that concept to life is the first step in creating a successful business venture. While finding a new and unique idea is rare enough; the ability to successfully execute this idea is what separates the dreamers from the entrepreneurs. And this is where leadership transforms potential into reality.
Leaders are a key human resource in any organization. We generally think of companies competing by means of their products, but they probably compete more by means of their leaders than their products.Better leaders develop better employees and the two together develop better products. The importance of leadership in management cannot be overemphasized. To get things done by people, management must supply leadership in the organization.
Team-work is essential for realizing organizational goals. Managers must influence the team for work accomplishment through leadership. Secondly, leadership aids authority. To gain a further insight into the importance of leadership in business success I recently had the privilege of speaking to Mark Bilton, founder of Thought Patrol and one of Australia’s leading authorities on the subject matter. Mark has journeyed from Sales Assistant to multi-national CEO and led transformational change across many industries.
His last turnaround was as Group Managing Director of Gloria Jean’s Coffees, leading forty countries. He is now on a mission to hack leadership and humanize the workplace. Mark’s impressive track record of taking broken businesses in diverse industries and turning them around seems to make his case. Whilst he speaks to seemingly ‘soft’ principals they drive hard commercial results. Importance of Leadership!
Below he shares his thoughts on what he believes to be the Best Eight most common characteristics of great leaders.
Collaborative: Transparency build’s trust; if you are connected to your team and genuinely interested in their participation and welfare, they will join you in your quest. People own what they help to create.
Visionary: Hoffer said that “The leader has to be practical and a realist yet must talk the language of the visionary and the idealist.” Therein lies the balance. Leaders must live in the future state and carry the vision yet engage in the purposeful motivation and practical realities of the present.
Influential: The key to successful leadership today is influence, and not in ‘command and control authority. We live in a new day, a digital age with a new set of rules. Influence comes from listening not talking, from taking time to earn respect and in being gracious and yet persuasive.
Empathetic: We are all flawed human beings; we all have our bad days. Leaders, who recognize that he or she is leading complete people and not just managing for an outcome, will engender a huge amount of loyalty, engagement and productivity. Treating others, as we would like to treat, is a universal principal that’s worked well for over 2000 years!
Innovative: ‘Innovate or die’ is a truism that is probably more relevant now then in anytime since the industrial revolution. As Dr. Gary Hamel so rightly says; Management innovation is going to be the most enduring source of competitive advantage. There will be lots of rewards for firms in the vanguard.
Grounded: Leaders need to be centered and balanced if they are to effective and resilient. We need to be mindful to look after ourselves so that we can effectively serve others. We are Body, Soul and Spirit and each leader will need to tend to their own foundational well being, in order to be sustainable in the cauldron of the modern workplace.
Ethical: Dispassionately choosing your moral framework sounds like an odd business success driver. Very few choose to go off the path to corruption or excess, it is usually an incremental slide. Making a stand early may save you, and others, a world of hurt and is a more sustainable life and business choice. Often it’s as simple as doing what you say you will do.
Passionate: The stony face leader that shows no emotion is a relic of the Industrial Age. Genuine passion for your people and purpose is a great motivator that builds momentum. An engaged and empowered team led with clear vision and purpose by a passionate leader is a force to reckon with.
Whilst these seem like soft words they resonate with me at a human level. Listening to Mark talk reminded me of the culture I like to work in; of the leaders I know who are worth working for. Maybe he is onto something, his impressive track record of saving businesses in ‘mission impossible ‘ scenarios would indicate he is. I think he has a message that leaders need to hear and one very relevant for our fast moving business world.
Best Qualities of a Good Leader
A successful leader secures desired behavior from his followers. It depends upon the quality of leadership he is able to provide. A leader to be effective must possess certain basic qualities. A number of authors have mentioned different qualities which a person should possess to be a good leader. Why To Be a Best Leader become First Be a Great Follower?
Some of the qualities of a good leader are as follows:
Initiates action: Leader is a person who starts the work by communicating the policies and plans to the subordinates from where the work actually starts.
Motivation: A leader proves to be playing an incentive role in the concern’s working. He motivates the employees with economic and non-economic rewards and thereby gets the work from the subordinates.
Providing guidance: A leader has to not only supervise but also play a guiding role for the subordinates. Guidance here means instructing the subordinates the way they have to perform their work effectively and efficiently.
Creating confidence: Confidence is an important factor which can be achieved through expressing the work efforts to the subordinates, explaining them clearly their role and giving them guidelines to achieve the goals effectively. It is also important to hear the employees with regards to their complaints and problems.
Building morale: Morale denotes willing co-operation of the employees towards their work and getting them into confidence and winning their trust. A leader can be a morale booster by achieving full co-operation so that they perform with best of their abilities as they work to achieve goals.
Builds work environment: Management is getting things done from people. An efficient work environment helps in sound and stable growth. Therefore, human relations should kept in mind by a leader. He should have personal contacts with employees and should listen to their problems and solve them. He should treat employees on humanitarian terms.
Co-ordination: Co-ordination can be achieved through reconciling personal interests with organizational goals. This synchronization can achieve through proper and effective co-ordination which should primary motive of a leader.
Importance of Leadership in Management
The importance of leadership in any group activity is too obvious to over-emphasize. Wherever, there is an organize group of people working towards a common goal, some type leadership becomes essential. Lawrence A. Appley remark that the time had come to substitute the word leadership for management.
Although the concern for leadership is as old as record history. It has become more acute during, the last few decades due to the complexities of production methods, high degree of specialization and social changes in the modern organizations. A good dynamic leader is compare to a ‘dynamo generating energy’ that charges and activates the entire group in such a way that near miracles may achieve. The success of an enterprise depends to a great extent, upon effective leadership.
The importance of leadership can be highlighting from the following:
It Improves Motivation and Morale
Through dynamic leadership managers can improve motivation and morale of their subordinates. A good leader influences the behavior of an individual in such a manner that he voluntarily works towards the achievement of enterprise goals.
It Acts as a Motive Power to Group Efforts
Leadership serves as a motive power to group efforts. It leads the group to a higher level of performance through its persistent efforts and impact on human relations.
It Acts as an Aid to Authority
The use of authority alone cannot always bring the desired results. Leadership acts as an aid to authority by influencing, inspiring and initiating action.
It is Need at All Levels of Management
Leaders play an important role at all levels of management. Because, any management of the business can not achieve the desired result in the absence of effective leadership.
It Rectifies the Imperfectness of the Formal Organizational Relationships
No organizational structure can provide all types of relationships and people with common interest may work beyond the confines of formal relationships. Such informal relationships are more effective in controlling and regulating the behavior of the subordinates. Effective leadership uses there informal relationships to accomplish the enterprise goals.
It Provides the Basis for Co-operation
Effective leadership increases the understanding between the subordinates and the management and promotes co-operation among them.
What is a Leadership? Leadership is a process by which an executive can direct, guide and influence the behavior and work of others towards accomplishment of specific goals in a given situation. The ability of a manager to induce the subordinates to work with confidence and zeal. Leader is the potential to influence behavior of others. It is also define as the capacity to influence a group towards the realization of a goal. Leaders are require to develop future visions, and to motivate the organizational members to want to achieve the visions. Meaning and Essence of Leadership in the Business.
Good Characteristics of Leadership
It is a inter-personal process in which a manager is into influencing and guiding workers towards attainment of goals.
Denotes a few qualities to be present in a person which includes intelligence, maturity and personality.
A group process. It involves two or more people interacting with each other.
A leader is involve in shaping and molding the behavior of the group towards accomplishment of organizational goals.
Leadership is situation bound. There is no best style of leadership.
It all depends upon tackling with the situations.
Nature and Characteristics of Leadership
An analysis of the definitions cited above reveals the following important characteristics of leadership:
1. Leadership is a personal quality.
2. It exists only with followers. If there are no followers, there is no leadership?
3. It is the willingness of people to follow that makes person a leader.
4. Leadership is a process of influence. A leader must be able to influence the behaviour, attitude and beliefs of his subordinates.
5. It exists only for the realization of common goals.
6. It involves readiness to accept complete responsibility in all situations.
7. Leadership is the function of stimulating the followers to strive willingly to attain organizational objectives.
8. Leadership styles do change under different circumstances.
9. Leadership is neither bossism nor synonymous with; management.
Intelligence Skill Learn; Since every organization emphasizes the importance of creating a work environment that is conducive. Comprises of competing people who have high intelligence skills. Such organizations encounter problems when implementing the paradoxical thinking framework. The basics of paradoxical thinking imply considering irrational aspects. As well so that innovation is encouraged throughout the organization. It has found that the paradoxical thinking is one of the eight skills that are related to the intelligence framework. The eight skills that are linked to the intelligence are judgment, perception, reason, intuition, imagination, logic, memory and paradox.
How to Use Intelligence Skill Learn Your Paradoxical Thinking?
Among all the skills mention, the least commonly use one is the paradoxical thinking. Because people are reluctant to get involved in illogical thinking. The traditional specialists still show resistance to apply the concept of paradoxical thinking within the business environment. Because they feel that it is not appropriate for a business to get involved in such irrational activities. However, the trend is now shifting to the paradox paradigm. When the company’s management has realized that the customers are looking for both functional and creative solutions.
The reason that paradoxical thinking is link to intelligence is that it allows. The people to apply their thinking skills to modify the idea into something feasible that will be appealing for the end-consumers. IBM has ensured that it allows its employees to give any kinds of practical suggestions to the company that can help it in increasing its proficiency. Eliminate the drawbacks that are prevalent within the firm. USA Today was the first one to introduce the concept of Online newspaper. So, customers can read the paper on the Internet.
When the owner wanted to launch this idea, majority of the people felt that it will have to encounter problems. People prefer to enhance their knowledge about the latest happenings through paper newspapers. However, the paper is considered to the top-selling newspaper in the region that has successfully met the needs of the customers especially. Who is looking for previous issues to get access to a particular article or piece of information?
The Power of the Implications of Paradoxical Thinking By James P. Krehbiel.
A different way of viewing problems called paradoxical thinking. The power of paradox involves doing the opposite of what may be considered a natural reaction to events. This is called the law of reversed effort. Many people do not understand paradoxical thinking and consequently, end up behaving in ways that appear reasonable but are actually self-defeating.
How we think about issues determines the kinds of assumptions that we make, and affects our behavior for better or for worse. Paradoxical thinking turns our normal manner of viewing problems upside-down. Common sense may seem to be discounted as we reflect on choices and behaviors that impact our life.
How does paradoxical thinking affect our everyday manner of behaving? William Glasser, noted psychiatrist, tells his audiences of teachers that they need to radically alter their thinking if what they are doing with children is not working. “Don’t stay stuck in worn out patterns of behaving, try a totally different approach to what you are doing,” he asserts. This is the very nature of paradoxical thinking.
Consider the mother who was overindulged as a child. Does she continue to over-function as a parent to her own child or is she aware of the need to let go, thus permitting her child to learn to develop a sense of independence? Often, doing the opposite of the way in which you were parented is beneficial to the child. I call this redeeming the intergenerational cycle of dysfunction.
How does paradoxical thinking affect those who suffer from anxiety? Highly anxious people tend to fight with their symptoms. They become “anxious over their anxiety.” They browbeat themselves for what they perceive as defective thinking and behavior. Their pattern of self-blame only exacerbates the symptoms and a cycle of self-defeating behavior ensues.
The goal of paradoxical thinking is to teach the anxious individual how to accept and embrace their symptoms. This involves teaching them that most people suffer from anxiety and that having anxiety is not abnormal. Trying to get rid of one’s symptoms only causes them to rear their ugly head. Paradoxically, making friends with one’s symptoms will minimize their impact.
Another idea associate with paradoxical thinking involves the concept of surrender. Mean’s learning to let go rather than fighting or giving up on oneself. This notion is applicable to those seeking addictions treatment as well as individuals with anger management problems. In AA groups, the idea of surrendering to a Higher Power is a foundation for healing. Letting go, rather than fighting with the problem allows a community of supporters to assist the recovering addict and creates the conditions for the addict to share his addiction history and emotional concerns with those in recovery. Surrendering promotes a sense of need for humility.
Those who are affect by anger management issues embrace several basic assumptions about life that run counter to paradoxical thinking. Those who rage believe, “I must be in control of all situations, circumstances and events governing my life; if I’m not allow control of every situation it would be awful and somebody is going to pay!”
Second, those who inflict rage believe, “People must always the way I want them to or else I will make their life miserable.” Paradoxically, people who fight to stay in control invariably feel out of control. Those who manifest rage and anger are unable to maintain control at all times.
Due to the unpredictable nature of life, the perpetrator of violence is doom because he is unable to control all aspects of his environment. Such vulnerability is translate into abusive behavior. Paradoxically, the healthiest individuals tend to those who are able to experience the confidence of control and yet can accept their vulnerability as an asset rather than a liability.
Paradoxically, those who try to fix their partner in a relationship end up pushing their love one away. Pursuers continue to over-function in a relationship, because it keeps them from having to focus on their own issues. In the process of trying to control their partner, they end up driving them away.
An example is the husband who needlessly checks on the whereabouts of his wife due to his insecurity. Jealousy, he may check cell phone bills or computer sites to make sure she is not connecting with another man. He may continuously over-play his affection through gifts and love notes. His over-anxious pursuing may interpret by his wife as a sign of weakness and may create resentment.
Anxiety intensifies the cycle of pursuing, creates more polarity and the problem intensifies. The pursuer tries to fix others but paradoxically is unable to understand the nature of his personal problems, Care-taking is done at the expense of his own emotional well-being, a sense of emptiness, fill with confusion, hopelessness and paranoia may the central theme for the pursuer.
Teaching the pursuer to distance in a relationship is a wise use of a therapist’s time. Paradoxically, the therapist must make a list of the ways that the wife uses to distance and teach the husband to change his style of relating. The distancing wife will invariably view this approach to treatment with a sigh of relief!
On occasion, a therapist may use what are consider to paradoxical techniques as a way of altering the behavior of a family system. Cloe’ Madanes, in her strategic family therapy work, gives an example of a model of paradoxical treatment. She offers the example of a child who displays a pattern of pyromania. All efforts, including fire education and prior Therapy, prove fruitless. Mandanes views the child’s behavior as a metaphor regarding the lack of bonding between the mother and child. She prescribes to the mother and child that they spend thirty minutes a day for a week doing controlled “experiments” which involve the use of striking matches with various materials. The other children in the family are not invite to a part of the ritual. This compliance-based directive diffuses the fire-setting and creates the needed bond between the mother and child.
Paradoxical thinking and behavior involves “going against the grain” of what would normally consider a common sense approach to solving problems. It might seem common sense to give your child a lecture on the value of getting a college education during a time when he lacks motivation. However, asking the child probing questions about the quality of his education, What he believes his future will look like empowers the child and gives him a sense of ownership regarding his future, this is the nature of paradoxical thinking.
Paradoxical thinking involves a paradigm shift in how we perceive ways of thinking and behaving. It calls for a more “open” and flexible way of creating a world-view. It leads to a more effortless and simplistic manner of solving life’s problems.
Do you want to learn Something? The proponents of paradoxical thinkingstate that the people have to think out of the box and do an in-depth analysis of any contradictory thought because it can give rise to something new that is not present in the market. There is no science involved in learning the paradoxical thinking as the learners just have to change their thinking patterns. Sometimes, a solution or invention may appear not to make any sense but it might appeal to the target audience.For instance, when sports cars were introduced, people were skeptically about it whether it will be accepted in the market or not; now it is the leading choice in the sports world.
“Paradoxical Thinking” Whether it can be Learn or Not? Learn Something New!
Similarly, when solar cars were launched by Saturn, it had to face huge amount of criticism but it was successful in meeting the demands of its customers and providing them an energy efficient car that is beneficial for the environment. The key requirements of developing paradoxical thinking are Open-mindedness, courage to take risks and experimenting with new ideas. It is important to remain alert about the absurd ideas that are present all the time in minds; they have to note down and then dwelt.
The employees of an organization need to encourage to play with even vague ideas because there are chances that a unique proposition gets click in the mind that can Beneficial for the company’s enhanced performance. For this form of thinking, openness is crucial because it allows the individuals to learn new subjects that might not have any linkages to the profession. Be The Change You Want to See in The World. It is vital to extend the learning boundaries so that unleashed features can address; therefore, increase exploration is the basic requirement of paradoxical thinking.
The basic foundation of the paradoxical thinking is being sceptically all the time; meaning looking at the things from varying perspectives. For instance, when looking at a product, a person can think about making changes in it that can make it look more attractive or changing the style or ingredients that can appeal to other markets. Hence, paradoxical thinking can be learned easily by changing the way of looking and observing things in the surroundings so that a new perspective is a highlight.
“Learn Something” Understanding The Power of Paradoxical Thinking By James P. Krehbiel.
Paradoxical thinking is a different way of contemplating and resolving problems. Often, doing the very opposite of what would consider the natural reaction to events is essential to personal growth and development. This, according to the Chinese sages, is call the law of reversed effort. Paradoxical thinking may play a role in shaping the way we respond to spiritual and psychological issues, personal values, and general behavior.
For the reader, the order of things may seem to turn upside down. Most religious traditions, however, are guided by metaphors and parables that clarify truths that are paradoxical in nature. This calls to mind the New Testament saying of Jesus who proclaims, “If you cling to your life, you will lose it; but if you give it up for me, you will find it.” The Types of Kotter’s Eight Steps Change Model.
Paradoxical thinking goes against the flow of the generally accepted ways of viewing life’s problems. Those who see life as a rigid, linear process, have a difficult time comprehending the backward-like implications of paradoxical thinking. Features of Controlling Functions, Common sense appears to have discarded.
Theologians and philosophers have paved the way to our thinking about the power of paradox. James Fowler, theologian, and author of Stages of Faith explores the parallels between psychological and spiritual growth and development. Fowler explores the personal evolution of human behavior as it relates to faith.
If one chooses to move down the path of faith development, the power of paradox becomes a more prominent aspect of one’s spiritual journey. Fowler claims that beliefs as oppose to faith are polar perspectives. Paradoxically, those who tightly cling to their beliefs or dogma rather than open themselves up to the possibilities of new truth may never experience the wonder of spiritual reality.
Another author and philosopher, Alan Watts, explores the nature of paradox in his classic, The Wisdom of Insecurity. According to Watts, holding onto security is like trying to grasp water in your hands — it is futile. Like it or not, life is a fluid experience, not a fixed entity. Life is continually changing, and it is only when we understand this truth, that we can navigate life in a more meaningful manner. Trying to understand life by clinging to the illusion that it is predictable is self-defeating. It is only when we are able to “wrap our arms” around the unpredictable nature of life that we eventually learn to experience the well-being associated with security.
Watts also alludes to the paradox of pain. He maintains that fighting with pain only makes the pain more painful. Trying to get rid of pain only causes it to rear its ugly head. Paradoxically, accepting our physical and psychological pain actually reduces its intensity and re-focuses our attention away from it.
Often, people have a tendency to wrestle with problems in order to rid themselves of symptoms. Fighting or striving, rather than employing passive volition — the power of letting things be – is a self-defeating endeavor. This pattern is like a cat trying to chase its own tail. “Trying” actually digs us deeper into a quagmire of our own making.
Picture a man hanging on a tree limb as a rushing current of river water flows beneath him. If or when the man lets go, he has two obvious options — he can fight the currents or he can let go and allow the river to wash him downstream. He fights the currents, he will surely sink in-spite of his efforts to stay afloat. He lets go, and allows the river to carry him, he has a better chance of surviving the ordeal.
The paradoxical process of letting go of life rather than holding on is what the Eastern sages refer to as mindfulness. All of us could benefit from cultivating the practice of mindfulness. Rather than regretting the past or anticipating the future. Those who are mindful choose to stay focused on present awareness. How simple and profound and yet how difficult it is to stay focused in the here-and-now.
It can say that life consists of a series of polarities — surrendering rather than maintaining control. Developing mature faith rather than clinging to archaic beliefs. Embracing our pain rather than fighting to manage it. Emptying one’s mind of clutter rather than flooding it with extraneous thoughts. Letting relationships evolve rather than straining to make them work.
Paradoxical thinking requires that we fight the urge to fix, control, pursue, manipulate and strive to make things right. When we are stress, our natural instinct involves the urge to try to control our environment. Ironically, those who fight to stay in control typically feel more out of control.
Letting go may be difficult. It may turn one’s world upside-down. It may involve mourning. Grieving everything that has kept us wound tightly and neatly intact. All of the negative energy must begin to empties. We are no longer like the marionette tie to a series of strings. In its place, one finds a sense of peace and serenity as we begin to release our personal baggage. In this manner we finally start to re-create our life in the process of giving up our archaic ways of thinking, feeling, and behaving. We must learn the wisdom of thinking in an unconventional fashion. When we do, we are on the road toward the process of becoming whole.
Can You Learn Something or Not by Paradoxical Thinking?
Paradoxical Thinking?A process in which you identify and define contrasting personal characteristics in order to bring about their positive aspects. By following their steps and guidelines you will be able to apply. The positive aspect of your personal characteristics to make more positive choices that lead to successful outcomes. “Paradox ….involves contradictory, mutually exclusive elements that are present and operate equally at the same time.” We all have contradictory characteristics, the key is to find ways. That our core characteristics complement one another and use them to improve our performance in challenging situations.
Explanation of Paradoxical Thinking; Meaning and Definition.
Personal paradoxes can use to explain successes by athletes, executive business leaders or company CEO’s, political leaders, educational administrators, etc. Fletcher and Olwyler share examples in the first chapter of their book proving that people. Who use their contradictory characteristics can bring about positive leadership and success. Failure is Not an Option!
“Sprinters actually run faster if they can remain relaxed while sprinting… sprinters need to develop an ability to simultaneously engage. The exact opposite quality of what their sport seems to demand: calmness and relaxation.”
The sprinter cannot have a balance between the two states of relaxation and muscle engagement. But must work as hard as they can at the same time as maintaining relaxation in their muscles and mind.
For decades, the management theorists have focus their attention on three types of thinking i.e. magical thinking, modern thinking and postmodern thinking. The latest inclusion is the paradoxical thinking. Positive Relationships with Individual and Organization Outside. The main reason that paradoxical thinking has gained importance in the business world is that there were some buzz phrases that were being used by the employees of the organizations such as controlled chaos, getting outside the box, breaking the frame of reference, creative destruction, fuzzy logic and etc.
All of these terminologies show that a business can develop something impossible by going beyond the imaginative framework. These old models have less importance in the contemporary world. The primary crux of the paradoxical thinking is that the openness can be anything but it is indecisive. Lacks principle convictions and is sometimes passionless as well. Paradoxical thinking implies that problems should look from different angles rather than one perspective so that it can resolve effectively.
The term ‘paradox’ is describe as a range or group of statements that are contradictory and challenge the conventional thinking parameters. Likewise, the paradoxical thinking is state as the way of looking at a situation or a problem form a various range of perspectives and carrying out in-depth analysis to understand the problem completely. One of the best examples of the application of paradoxical thinking is evident in the work perform by Far day in about 1830s.
Far day observed that when the electricity current is pass through a wire it can cause a magnetize needle to move. That is locate adjacent to the wire to move in a direction which is rotational; it form the basis of the electric motor invention. In order to extend his learning and thinking capabilities. He increase his efforts and found that even the moving magnets can ease the flow of electricity in the system. He challenge the ways in which the conventional theorists of physics were working so that he could make a valuable contribution to the field .
It has been found that the companies that encourage paradoxical thinking within their culture are able to make successful progression and their success is evident from the robust performance in the industry. The paradoxical thinking is found in abundance in leading corporations especially technology relate firms such as Microsoft, IBM, Apple, Dell, Google, Sony, Wal-Mart, Coca-Cola and many more.
Definition of Paradoxical:
Seemingly contradictory but nonetheless possibly true “it is paradoxical that standing is more tiring than walking”.
“You have to spend money to make money.” That’s a paradoxical statement used by people in the business. It seems to say two opposite things that contradict each other. But if you think about it, it’s actually kind of true.
Paradoxical is an adjective that describes a paradox, something with two meanings that don’t make sense together. Its Greek roots translate to “contrary opinion,” and when two different opinions collide in one statement or action, that’s paradoxical. In Shakespeare’s play “Hamlet,” Hamlet’s mother marries the man who kill Hamlet’s father, but she doesn’t know it. As Hamlet plots to kill the murderer to protect his mother. He says this paradoxical phrase: “I must be cruel to be kind.”
Really want? The Do and Don’t in Diversity Management
What is a Diversity Management? As we have discussed above, there are perceive advantages and disadvantages of embracing diversity in workplace. It seems that there are evidences and cases indicating that diversity are possible source of competitive advantage and superior performance for businesses. But, the implementation and the management of diversity is not an easy one. Apparently, the mismanagement of diversity or inability of the leader. Or, manager to outline and execute and effective diversity management program will cause troubles to the organization with diverse workforce. In fact, for inexperience mangers, diversity indeed looks more like a curse than a blessing.
If the presence of diversity is well-manage, it can create synergy and improve organizational performances. It is believe that diversity is a powerful strategy as managers can leverage on the strengths of some people in the team while making the weaknesses of some others irrelevant. The strengths in a person can compensate for the weaknesses of others. While his weaknesses are cover by others’ strengths, and this is essential for a high performing team. Consistent with such a view, this section will outline some do and don’t for practitioners to follow. It may serve as a general guideline for managers to refer to in applying the concept of diversity management to daily management tasks.
The first thing the manager should perform in managing diversity is that to ensure effectiveness of the diversity management program. The managers should communicate constantly to employees, managers, customers, shareholders, and other stakeholders at all stages of the program. It is vital to keep people inform as their support is necessary for the successful implementation of a diversity management program. The execution should involve everyone; as such a program is not an issue for only the personnel department or a responsibility of senior managers.
Besides, it is also critically important to apply a change management processes to implement the program. The leader driving the changes should aware that a long term perspective is require in implementation. A diversity management program (i.e., changes involves attitudes and don’t happen overnight. And leaders have to expect that the program will last for years rather than a few weeks or months). Last but not least, the leaders must also have the correct expectations that resources are require for the program. Leaders must prepare to invest money, time and resources to achieve successful diversity management program.
On the other hand, there are two general don’t rules to aware of by managers.Firstly, managers should not confuse equal opportunities with diversity management. The equal opportunity approach can be part of any diversity initiative. But a successful diversity management program should go far beyond traditional equal opportunity issues. Secondly, managers should not design the diversity goals and policies for “them” (i.e., referring to the minorities). But they should instead think of “us” (i.e., everyone involve in the organization).
Within the S&P 100, 96 companies now maintain some type of internal diversity initiative. And with diversity issues now grabbing national headlines, it’s never been more important for employers to take a stance.
If you’ve yet to develop diversity training, mentoring, recruiting, and other such programs, this post will help you learn from the lessons of companies before you.
Keep reading for the do’s and don’ts of workplace diversity initiatives.
Do emphasize inclusion
Though often used when discussing diversity, inclusion is not the same thing. The Society for Human Resources Management (SHRM) defines inclusion as, “The achievement of a work environment in which all individuals are treated fairly and respectfully, have equal access to opportunities and resources, and can contribute fully to the organization’s success.” Make sure your organization is one where employees feel they can contribute to the success of your company, regardless of race, gender, creed, sexual orientation, or physical ability.
Do survey employees for feedback on diversity and inclusion
An annual engagement survey is the perfect time to ask your employees about diversity and inclusion. Surveying your employees will help you establish a baseline and allow you to gauge employees’ views on existing initiatives. This data can also be used when forming additional diversity and inclusions efforts. As Boris Groysberg and Katherine Connolly said in a Harvard Business Review article about workplace diversity, “metrics are key because, as we know, what gets measured gets done.”
Do use benchmarks
Speaking of engagement surveys, make sure yours includes industry benchmarks. Industry benchmarks can help shape your diversity and inclusion efforts because they provide an opportunity to know where you stand relative to other organizations in your industry, size category, or region. It’s like a built-in competitor analysis.
Don’t treat diversity as an internal, “HR issue”
Diversity is an issue that affects the entire company, and attitudes toward it start at the top and funnel down. Make sure your organization incorporates diversity into every aspect of its purpose and function.
Don’t neglect any employee group
Diversifying your workplace takes more than hiring a few people who aren’t the same race as the majority of your employees. Too often, diversity and inclusion efforts center around employees of color and neglect other aspects that make organizations diverse, like gender and sexual orientation, religious beliefs, physical ability, economic status, and creed. For example, the Center for American Progress reports that anywhere from 25 to 43 percent of gay people have experienced some form of discrimination in the workplace, and 90 percent of trans-gender employees have experienced some form of harassment or mistreatment at work. Make sure your diversity and inclusion efforts encourage an attitude of openness toward all employees in your organization. Your employees should feel freedom to express their opinions and ideas with equal weight given to all.
Don’t overlook senior leadership and board representation as areas that need improvement
Even if your organization has some phenomenal diversity initiatives in play, they’re not going to matter if the board of directors is made up of a homogeneous group. The same goes for company leaders. A diverse board and leadership team helps manifest the benefits of diversity in the workplace.
In an article about diversity in the workplace, Paul Block, CEO of the U.S. sweetener manufacturer Merisant Company, had this to say about diversity: “People with different lifestyles and different backgrounds challenge each other more. Diversity creates dissent, and you need that. Without it, you’re not going to get any deep inquiry or breakthroughs.”
How are your organization’s diversity and inclusion initiatives working? Don’t put it off any longer. Survey your employees today to find out how your organization is fairing with workplace diversity and where it needs to improve.
What is Difference of Advantages and Disadvantages of Diversity Management?
What is a Diversity Management? In recent years, diversity is increasingly perceived as an important issue in the context of business management. This is due to the increasing differences in the population, globalization process, increasing of international business and cross borders business dealing activities. In the business community, companies have also tend to pay more focus on diversity and look for ways to reap the opportunities offered by diversity as they acknowledge that diversity has the potential of yielding greater productivity and competitive advantages. Apparently, managing and valuing diversity is a key component of effective people management, which not only can improve workplace productivity, but also contribute significantly to the strategic objectives of human resource management.
Advantages of Diversity Management in Workplace
Diversity can be a sort of strategy which enables organization to gain competitive advantage in the market competitive landscape. Managing cultural diversity is one of the key factors differentiating a particular company at factors such as (1) efficient work practices or procedures, (2) technological innovation or change, (3) product or services related innovation and lastly, (4) client or consumers related services.What is Need? The Do and Don’t in Diversity Management!
However, there are more contributions of managing diversity to the strategic objectives of a company.
Improved and enhanced competencies in terms of customer services. As a matter of fact, diverse workforce will often means diverse expertise, talent, experience and capabilities in the employees. If a manager understands the intricacies and complexity of how to manage diversity effective, he will be able to put the right person into the correct position, by minimizing his weaknesses while enhancing the particular employee’s strength. From this perspective, a diverse workforce enables a manager to choose the correct candidate for a particular position in the organization.
Able to compile and improve the strength of customer intelligence. As we employ diverse workforce, we can indirectly tap into the knowledge and experience of these workforce. In the era of information, we understand that marketing intelligence or customer intelligence has becoming more and more important. Diversity in workforce in this picture can help a company to compile and collect more relevant and effective data on the market place.
Ability to operate effectively as well as efficiently in a global context. As a well known fact, the entire world is a colorful depiction of diversity. Thus, to go global, a diverse workforce is some sort a basis requirement. We simply need the local experts to assist us in managing business units at foreign countries or simply to expand market share in the other countries. Thus, it is not hard for us to understand that a diverse workforce will enable a company to operate more effectively and efficiently.
Able to produce more satisfied workforce, and thus leading to more productive workforce. If a company can manage diversity in a proper way, then the individual employee will no longer need to clone or purposely changed himself to adaption of the corporate culture. This can often leads to a more satisfied workforce. A more satisfied workforce, will in turn, leads to more productive workforce.
Effective managing of diversity enables reduction in industrial disputes. Of course, proper management of diversity can also ensure less industrial dispute or court case arises from employees’ issues.
Diverse workforce can lead to increased creativity and innovation. Diversity can produce synergy and creativity and innovative as well. A group of different people is better than a results produced by a single person. The combined efforts are always much outstanding.
Having better chance to attract higher quality employees from a larger pool of employees. As a company prepare or has already adopted the mindset of having diversity is beneficial. Then the company automatically access to a diverse pool of human talents. Which means that the company can choose the employees from a larger pool of workforce. As now the choices are enlarged, then we can have access to better talents around the world. Or in other words, we can access to the world class talents around the globe.
Disadvantages of Diversity Management in Workplace
Poorly integrated heterogeneous groups can be as damaging to the organization as overly integrated homogeneous groups. Apparently, managing diversity is an art. While although the contribution to a company strategic management picture is bright, the execution is nothing easy. Besides, unfortunately, there are also evidences that diversity can bring disadvantages to companies as well.
For example, it is found that teams with diverse employees usually take longer to perform effectively. Besides, diversity also brings numerous communication problems as well as “faultiness” in informal group dynamics. At some serious cases, diversity can also be a source of conflict. That can cause issues such as reluctant to share information among workforce. Employee morale deterioration problems, and higher turnover due to degradation of job satisfaction.
For example, if handled insensitively, a diversity management program may invade employee privacy. Also, implementation of the diversity management program may be expensive in the short term. Apart from that, during the implementation process, deep seated prejudices within employees may be brought into the open, causing short-term tension. Particularly for a poorly handled program, conflicts and ill-feeling may be the end results for managers to handle.
