•August 2, 2017 • Leave a Comment

 

 

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Feminine Values essential for today’s leaders!

•November 28, 2014 • Leave a Comment
As economies restructure from capital-based to knowledge-based people point to widespread dissatisfaction with typically ‘masculine’ ways of doing business and a growing appreciation for the traits and competencies that are perceived atheathenadoctrine-1s more feminine.
The results published in a new book called the Athena Doctrine reveal that among the millennial generation (19-30 year olds) 80%are dissatisfied with highly masculine approaches to leadership.
The researchers John Gerzema and Michael D’Antonio asked 32,000 people around the world to classify 125 different human characteristics as either masculine, feminine or neither, while the other half rated the same words (without gendering) on their importance to leadership, success, morality and happiness.  What they found was a high correlation between what people felt was “feminine” and what they also deemed essential to leading in a new economy – an increasingly social, interdependent and transparent world.
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Are influence and persuasion the same thing?

•October 15, 2013 • Leave a Comment

Persuasion is different from influence in that it is based on logic or emotional appeal.  You’re persuaded because something makes sense or because you felt emotional and your response to it is usually short-term and compliant.   Influence on the other hand is trust-based and it is much larger and more multi-faceted than  logic of persuasion.  When you think of someone who has influenced your life, your way of being, your thoughts and values, you realize their influence on you was by virtue of their whole being and your response to it was whole-hearted buy-in! 

 

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Gita Badiyan

http://KivaCorporateSolutions.com

Leaders’ Talk/Listen Ratio

•September 6, 2013 • Leave a Comment

It is no longer enough to learn to listen because it is a nice thing for a leader to do!

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In an environment where INNOVATION is everything, leaders need to listen – taking the skill from a nice-to-have to a have-to-have if they want to stay in the game! They listen for great ideas or ideas that after some deliberation can turn out to be great. 

Beyond listening for innovation, leaders also need to listen in order to get full COMMITMENT. When we listen we take time to understand the ‘resistance’ that often occupies the back of people’s brains. We then work with them to overcome the resistance. If leaders don’t listen to understand the ‘behind the brain” stuff, they will have to put up with employee ‘compliance’ rather than ‘commitment’ to ideas/strategies.

Quiet Bosses

•March 30, 2013 • Leave a Comment

The Hidden Advantages of Quiet Bosses

Many have pointed out that my strength as a leader lies in allowing others to take centre stage.  As a consultant I am often in a position of having to earn trust and gain the respect of a client.  Much of that is accomplished through deep-level listening, asking the right questions and communicating with brevity.  As with most introverts, my energy is recharged at the end of the day by spending time alone, reflecting and processing.    Both of these characteristics (being other-centred as well as reflective) when tempered with clarity of vision, appropriate directivity and assertion, make for awesome leadership!

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Gita Badiyan

Kiva Corporate Solutions

http://KivaCorporateSolutions.com

PRESENTING STYLES

•March 30, 2013 • Leave a Comment

Q: What are different catagories of PRESENTING STYLES?

      What are the benefits/downfalls of each?

      Which one are you?

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A: I think a presentation style has to have adaptability built into it in order to be effective.  It needs to correspond with the learner’s current level of understanding about the particular area and their desire to learn something new.  Generally, one of three approaches can be used: I call them ‘Teaching’, ‘Co-Owning’ or ‘Facilitating’.  When ‘Teaching’, the trainer essentially takes over the design and supervision of the learning process.  This can be a good thing if the learner is acquiring a completely new body of knowledge.  In ‘Co-Owning’ the trainer negotiates and collaborates with the learner and is more flexible with topics as well as methods. This is best when the learner can contribute a moderate level of expertise.  When experience and knowledge are more extensive and a desire for learning is high (or can easily be raised), using ‘Facilitating’ as an approach is best.  In this case the trainer provides a framework and a safe environment for learning to happen.  This happens to be my personal ‘default style’ as an educator since I work with adult professionals with extensive experience and usually a higher level of motivation.  All three approaches are effective if used at the right time with the right people.

Gita Badiyan

Kiva Corporate Solutions

http://KivaCorporateSolutions.com

Most common faux pas

•March 30, 2013 • Leave a Comment

Q: In your experience, what is one of the biggest or most common faux pas committed by trainers/teachers/consultants?

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A: I find that many facilitators take on the ‘banking approach’ to learning and do not put sufficient trust in the learner as an adult professional coming in with a great deal of experience and knowledge.  The best way to convey ideas, increase retention and educate is to WEAVE what the ‘learner’ brings in with new ideas, suggestions or concepts from the facilitator.  It is the facilitator’s job to create a type of environment where this dynamic can happen.  Many times we forget to weave a tapestry with them and we simply resort to presenting a factory-made version of it.

Gita Badiyan

Kiva Corporate Solutions