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引领有价值的改变
书籍

引领有价值的改变

俘获下属、同事和服务对象的心灵、思想和灵魂

Figure 1 Publishing, 2020 more...

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7

关键特征

  • 解析性
  • 实用性
  • 结构清晰

导读荐语

当前,企业面对的不确定因素频发,因此,改变管理理论的呼声日益高涨。贝弗莉·帕特维尔(Beverly Patwell)鼓励大家踏上“改变之旅”,去分析工作中的力量变化,做个负责任的团队成员,在安排、整合、实施和更新改变过程的时候,要时常寻求反馈。帕特维尔通过大量研究来阐释她的“自我利用”理念,即把个体置于有价值改变最关键的地方。相信她独到的方法能给适应新职场挑战的领导者带来启示。

浓缩书

自我利用理念就是把个体置于有价值改变的最关键的地方。

自我利用模型已经存在数十年了,研究表明,“自我”是有价值改变的关键推力。要做出改变,首先要清楚自己是谁,有什么潜意识因素在影响你的决定,然后把这个“自我”和外部世界联系起来,这样你就能用“自我”的力量去发动、启发追随者。在改变的时候,领导者可以通过“自我利用”理念来培训或指导他人。在管理改变的过程中,你能完全掌握的唯一要素就是你自己。

引领有价值的改变框架底下有个“三重影响培训”(TIC)模型,即画个圆圈,把“自我”放在中心,再往外画几个同心圆,代表你和同事、团队以及公司的关系,看看改变机制(即“选择、重构、力量和反馈”)如何帮你从“无意识”过渡到“有意识”。当你关注“自我利用”并更有自我意识时,你也会成为一个更真实、更专注的培训师。

随着时代的变迁,培训成为领导者和管理者的关键技能。他们必须要通过“自我利用”模型去服务越来越多样的职场,应对千禧一代员工对技术交流的依赖,比如说社交媒体、邮件等,还要处理好全球竞争所带来的挑战。

重新定义你的侧重点,从过程导向转变到业绩导向,从分阶级管理过渡到团队合作。LMC框架在真实世界中处处可见,它不仅改变了领导方式,还改变了管理方式。“自我利用”契合当前世界的重要改革潮流,也有神经科学、专注力和情商研究作为支撑。

关于作者

贝弗莉·帕特维尔(Beverly Patwell)是圣母大学(University of Notre Dame)、皇后大学(Queen’s University)和康考迪亚大学(Concordia University)的教授。她与伊迪丝·维特菲尔德·西肖尔(Edith Whitfield Seashore)合著了《三重影响培训-培训过程中的自我利用》(Triple Impact Coaching: Use-of-Self in the Coaching Process)。


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