University of New Haven Basketball
Friday’s “Starting Five”
A number of researches have shown that self-awareness is an essential trait of successful leaders. Check out this American Management Association article about a study undertaken by Green Peak Partners and Cornell University examining 72 executives at public and private companies. The study overwhelmingly found that self-awareness was the strongest predictor of overall success.
“New Study Shows Nice Guys Finish First, American Management Association
“A key takeaway is that soft values drive hard results—and that companies and their investors need to put more effort into evaluating the interpersonal strengths of potential leaders. Evaluating technical competence alone isn't enough…what’s really needed is a change in focus: boards, private equity general partners, and management teams need to focus not only on what executive candidates do, but also on how they do it.”
Ben Simonton writes about the differences between good leadership and bad leadership. Both are powerful in how they affect an organization and its people. Ben Simonton, “Good vs Bad Leadership,” BenSimonton.com
“Most bad leadership is the result of a top-down, command and control style of management, where the employee is rarely if ever listened to. This style is prevalent in the workplace and ignores every employee’s basic need to be heard and to be respected. It also results in a knowledge barrier and top management becoming ignorant of what is really going on in the workplace and the marketplace, which in turn makes their directives misguided at best and irrelevant at worst”.
David Gergen is a professor of public service and co-director of the Center for Public Leadership at the Harvard Kennedy School. Gergen uses Bill George’s classic book True North as required reading for his Becoming a Leader course. Bill George, True North: Discover Your Authentic Leadership, Jossey Bass, 2007.
“Only when leaders stop focusing on their personal ego needs are they able to develop other leaders. They feel less competitive with talented peers and subordinates and are more open to other points of view, enabling them to make better decisions. As they overcome their need to control everything, they learn that people are more interested in working with them. A lightbulb goes on as they recognize the unlimited potential of empowered leaders working together toward a shared purpose.”
We have referenced organizational psychologist Adam Grant in previous emails. Check out his TEDTalk in which he discusses the three basic kinds of people in the workplace: givers, takers and matchers. Grant “breaks down these personalities and offers simple strategies to promote a culture of generosity and keep self-serving employees from taking more than their share.” Adam Grant: Are you a giver or a taker? | TED Talk
Quote of the Week
"People in general, and knowledge workers in particular, grow according to the demands they make on themselves. They grow according to what they consider to be achievement and attainment. If they demand little of themselves, they will remain stunted. If they demand a good deal of themselves, they will grow to giant stature—without any more effort than is expended by the nonachievers.” - Peter Drucker
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Head Men's Basketball Coach
University of New Haven