"Leadership is the ability to be creative and
self-organized in unexpected, (future-)open
Leadership refers to ability of one individual to influence others.
situations” John
Erpenbeck
Leadership refers to ability of one individual to influence others.
The influence is exercised, to change the behavior of
others.
Change of behavior is caused with an objective of achieving
a shared goal.
The person influencing others (leader) processes a set of
qualities or characteristics with
which he or she to influence others.
Leadership is a group phenomenon. It involves interaction between two or more people.
Leadership is a group phenomenon. It involves interaction between two or more people.
Classical
leadership training convey still combining universal principles of leadership.
But from
side of the science of competency as well as on the part of teaching right
didactics this will no longer meet the needs of executives.
Almost all
leadership programs are based on the same formulaic model.
They tried
to gather all different management approaches, to filter out questionable ideas
and merge the rest to a universal formula.
For the
theoretical world of management, this approach may be appropriate, but in the
real world, it is very rarely to find an excellent technique that sense applied
to executives of all kinds can be.
Part of
this problem is the authenticity.
A management technique that fits is a Manager, can seem contrived
at a different, incorrect or trained to.
The most leadership development is about to whip up the
Manager only adds to this a formula.
Therefore, authentic learning arrangements are displayed to
the mediation skills in the leadership.
It is essential that before any development intervention is
recognized that management is a very individual matter.
Learning arrangements should comply with the Requirements
and in the field of work of the learner.
Standardized formula models could learn any leader. But
aware, that as soon as this formula models have been internalized by the
respective Executive they lead to a sequence of actions, which are then
involved in exactly this people, which applies the concept.
But that a technique at one leader fits, does not
necessarily mean that they are work with others who perform differently.
With "do not work" is here meant, the Executive is
not effect authentic, but artificial.
A characteristic of people is that just our natural action
makes us predictable for others.
We apply this assessment on ourselves and our fellow human
beings.
In other words: we people align ourselves to a kind of
internal compass, and we do so even if we break on new shores.
Here is the crucial point, that what and how we do it, is
generally consistent with what and how we have made it earlier.
In this way we
try to assess where other people are and where we are even with them.
Thus, the
most important raw material at all is AUTHENTICITY, what expresses that a
management technique for the individual strengths should fit a person for
executives.
Each learning, especially that very competence oriented
eLearning, has the transfer of knowledge in the strict sense in view, which
means the acquisition of skills, qualifications and
competences. Competence development is the basis oft the ability to
act.
It allows self organized, creative action in an open
future, they has her emphasis on the ability to carry out action,
the performative aspect.
No modern learning is possible without mediation of
competence and their development.
AUTHENTICITY IS THUS WHAT convey NDBC with NEXT LEADERSHIP.
King regards
Doreen Ullrich
