AI is changing the way businesses oversee projects. We explore how artificial intelligence will improve project management efficiency.
In this day and age, it is rare to find leaders who have a good combination of stellar leadership qualities and field expertise. The scale is usually tipped towards one side or the other, and this is a major reason why leaders have been the cause of many businesses' triumphs or failures. While there may be other factors that can affect the outcome, the management's decisions often play a critical part.
You can cultivate leadership skills even if you don’t have any employees under you. Here’s how to be a natural leader and motivate your co-workYou can cultivate leadership skills even if you don’t have any employees under you. Here’s how to be a natural leader and motivate your co-workers laterally.ers laterally.
Spinach was never my favorite vegetable growing up. That green soggy and slimy mess on my plate just wasn’t something I was interested in eating. “You know there are starving children all over the world. You are not leaving that table until you finish eating your spinach.” Our response was “Get me their address. I will mail it to them.” That was not an argument that would win over Mom.
I believe there are two kinds of people in this life. Those that ask for permission to do something (Let’s call them the “Captain May I?” group) and those that bluntly state their intentions (Let’s call them “I Intend To” group). The difference between these two groups of people is rather subtle but distinct.
Change jerks us out of this comfort zone by stimulating the prefrontal cortex, a section of the brain responsible for insight and impulse control. But the prefrontal cortex is also directly linked to the amygdala and that's the brain's fear circuitry, which in turn controls our freeze, fight or flight response. And when the prefrontal cortex is overwhelmed with complex and unfamiliar concepts, the amygdala connection gets knocked into high gear. The result is all those negative feelings of anxiety, fear, depression, sadness, fatigue or anger that change leaders observe in their teams (and often in themselves).
But if science helps explain our negative reaction to change, it also offers insights for helping people deal with change.