A new model was presented that looked at how to accelerate wisdom in leaders. Recognising traditional methods of developing leaders through rotations etc is too slow and often misses what we need from leaders in today’s business as opposed to yesterday’s. The aim was to see what neuroscience can tell us about developing leaders faster.
The model really represents the different processes leaders must employ and the areas of the brain responsible for each.
The model covers areas such as:
Goal attainment; the importance of pragmatism,
Emotional balance; social and personal regulation
Tolerance; the importance of social connection
Self-understanding; through direct experience
Dealing with ambiguity; fostering insight
There was a rather good discussion on the panel about how these can be practically fostered in work including examples like Standard Chartered Bank taking managers to China to really get a sense of the country before creating their strategy for the region.
Most people felt the model wasn’t really about wisdom, and there was lots of debate about what that meant anyway, but more about accelerating quality leadership.
The panel also mentioned that in order to accelerate the development of leaders the neuroscience can point to some interesting methods including mindfulness which has been shown to have a beneficial impact across most of the areas in the model.
However, the panel also observed it is a challenge to get leaders to practice mindfulness so whilst you are building up to persuading your leaders to be more mindful.
I believe learning about how the brain works can provide some similar benefits as people begin to be more aware of their own responses. Certainly my work with leaders would bear this out.
Ingen kommentarer:
Legg inn en kommentar