Listen, Grasshopper | Daily Passages | In Our Elements

This one comes after listening to Fip. Today they featured movie soundtracks and a song with movie narration overlay got aired. It was a short passage from an US tv series that ran in the 70’s – Kung Fu.

I have three treasures which I hold and keep. The first is mercy, for from mercy comes courage. The second is frugality, from which comes generosity to others. The third is humility, for from it comes leadership. The boy responds, Strange treasures. How shall I hold them and keep them? Memory? The blind man answers, No, Grasshopper, not in memory, but in your deeds

via Listen, Grasshopper | Daily Passages | In Our Elements.

p.s. apparently, this was written by Cheng Lin, 1949

p.p.s. the song is called A Children’s Game by Divine Strength


How and Why to Find a Mentor | Psychology Today

A very good day start with this article from Alex Lickerman. Finding a mentor is a work in progress on my list and this article gave it a push forward.

First, in a true mentor-disciple relationship, the mentor, contrary to what many believe, is not intrinsically superior to the disciple. Human beings have a tendency to conceive of all relationships in terms of power and authority: all of us tend to think of other people as either superior, equal, or inferior to us. A mentor-disciple relationship, on the other hand, functions optimally only when both mentor and disciple consider themselves fundamentally equal. If they don’t, the greatest hope they share—that the disciple will surpass the mentor in accomplishment—will almost certainly never come to pass. For a disciple to learn most effectively from a mentor, he must resist the impulse to place the mentor on a pedestal and himself at the mentor’s feet, because if he refuses to believe that he can become as great as the mentor, he never will.

via How and Why to Find a Mentor | Psychology Today.

Short advice for online trainers

As I’m currently involved in organizing online training sessions, I see some trainers overwhelmed by having important company figures as session participants. Sessions end sooner because the participant wants, some join the session or leave whenever they feel like doing so and hardly one or two completes the feedback form at the end of the training. Two minutes is simply too much to give back to the person that spent 3-5 hours to enhance your skills.

Here’s a piece of advice: It’s worth remembering it is the trainer that owns the session and its outcomes. Even though the virtual classroom might benefit from the attendance of some high-profile participants, it is the trainer that should provide leadership during the session. From the beginning, when everyone shares agreement on common rules, to the closing of the session.

What other good advice came out of your experience?

Leadership in sport, to be applied in business

Here’s a great article published in 2009 by Jeff Pearlman. You can read the full text on Psychology Today. There are so many leadership examples in the text that I can hardly make a shortlist of them. Instead, I took an excerpt of what I believe to be one of the best advice a company can give its leadership. And a question: do you have leaders with these traits in your organization?

Along with talent, there are several attributes that all winning teams (and winning players) possess, according to Kimball and other sports psychologists.

Work Ethic: “If you have a player who is constantly working to improve, it’s the number one sign of a winner who’ll make winning contagious,” Kimball says. “The focus isn’t 100 percent on outcome, but on getting better and making the people around you better. If players see their star working his tail off, they’ll feel compelled to do the same.” Continue reading

Leadership skills: The Hersey-Blanchard Situational Leadership® Theory

Among the many leadership theories out there, the Hersey-Blanchard Situational Leadership® Theory is on top of my favourites. Briefly, it states that successful leaders match their leadership style with the maturity and experience levels of the people they’re leading. When successfully using this theory, leaders are placing more or less emphasis on the task or the relationship with the person, depending on what are the needs to successfully accomplish an objective. Continue reading

Circle and spiral learning

Circle and spiral learners

Over the years I have encountered two very distinct types of people to work with. Taking the roles of leaders or team members, circle and spiral learning individuals are easy to spot after their flexibility in empowering teammates. They are the ones following the “produce or perish” credo, or focusing more on developing and understanding individual behavior. Continue reading