Monday, December 16, 2024

Women’s mentorship program launching winter cohort

 


Applications are now open for the next cohort of the Deborah Rosati Women in Leadership Mentorship Program, part of Brock University’s Women in Leadership Initiative.

Any self-identifying woman with a Niagara or Brock affiliation who wants to build their professional network and improve leadership skills is invited to apply to be a mentor or mentee on the program website by Sunday, Dec. 15.

Caroline Hummell, PhD candidate in Brock’s Faculty of Applied Health Sciences and mentorship program co-ordinator, says 60 mentors and mentees have completed the program since it launched in 2023 after a generous donation from Deborah Rosati (BAdmin ’84) in 2022.

“It has been great to have such a good response because it shows that women within our community want this type of program,” says Hummell.

While the basic structure remains, with group events, guest speakers and one-on-one meetings scheduled at the convenience of mentor/mentee pairs, Hummell says feedback from previous cohorts has led to some new innovations this time around.

“This year’s improvements include the development of an alumni network to connect past and present participants, as well as the adoption of a more user-friendly platform to help participants build even more connections outside of their immediate matches,” she says. “We want this program to truly turn into a community through the mentorship within it.”

Khatija Qureshi, a mentee in the most recent cohort of the program, says the program “perfectly blended” the sort of networking and learning opportunity she was seeking, both personally and professionally, after moving to Niagara from the Toronto area and changing career paths.

“I would encourage any and everyone to be a part of it — either as a mentor, sharing their experiences, or as a mentee, who wants to learn,” says Qureshi. “The program was very manageable, and I loved the methodical structure of setting boundaries and expectations, yet giving flexibility and control to the mentor and mentee so that it works for both of them.”

Dean of Social Sciences Ingrid Makus has been thrilled to watch the program blossom.

“Community and mutual support was one of the founding values of the Women In Leadership Initiative, so it is enormously gratifying to see the ongoing successes of this mentorship program, and the continuing role of our initiative in supporting it,” she says.

Hummell is excited to see what the next cohort brings, and says none of it would be possible without Rosati’s ongoing commitment to women leaders in Niagara.

“This program would not be possible without the invaluable support and mentorship of Deborah,” she says. “Not only does she come to program sessions to interact with participants and share her inspiring leadership journey, she also stays connected with them outside of the program.”

Rosati says her intention across her work, including her Women Get on Board program, is to “inspire, elevate, support, encourage and motivate women in leadership.”

“My mission is to pay it forward and pave the way for other women to grow into their full potential as leaders in the communities they serve,” she says. “My support is not only to enable and motivate the next generation of women leaders at Brock but also to encourage other existing women leaders to invest in the future of the next generation.”

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Saturday, December 14, 2024

New Frontiers of Citizen Participation: Strengthening Public Accountability through Synergy

 



Citizen participation is an indispensable element of effective democratic governance. It ensures that voices of those affected are heard and that they are involved in decision-making and the implementation of decisions. After decades of efforts to promote and advance citizen participation, there is a need to recalibrate it to more effectively address the continuing challenges of ineffective and undemocratic governance.

What is the missing link?

I argue that it is the strengthening of public accountability that is the weakest among the efforts to advance citizen participation. The new frontier of citizen participation is the strengthening of public accountability through synergy.

Accountability is a necessity in a democracy because ‘public office is a public trust.’ Democracies have been failing because governments have been failing in enabling accountability.

The ability of citizens to exact accountability is a leverage to ensure that their inputs to policy-making are carried out effectively. Accountability checks discretionary power to prevent abuse and it enables continuous improvement of governance. Citizen participation throughout the policy and public financial management cycle is crucial and it cannot be as effective without engagement in accountability.

How do we enable public accountability?

State-society synergy is the fusion of the strengths within government and in civil society to advance and protect reforms. In the Accountability Research Center (ARC), we have been studying strategies that synergize government and citizen action for reforms and integrates citizen action at multiple levels. These powershifting strategies help connect the dots to make the accountability ecosystem work to deliver sustainable reforms in governance.

In Filipino, the closest word to synergy is pagsasanib o pagtatagpo. It connotes empowerment and strengthening. We need to build and harness synergy to strengthen public accountability.

At Government-Watch (G-Watch) we call this process “constructive accountability.” The common goal is to improve the effectiveness of democratic governance through strengthened public accountability. The operational term is co-constructing. Together, we co-construct how we will account for the exercise of power, how programs and services have performed, how we fared in achieving our shared responsibility and our collective accountability.

There are three applications of synergy that fill the most crucial gaps and exploit the emerging opportunities in constructive accountability in today’s development and governance practices:

First, synergizing citizen actions at different levels.

To enable oversight that pin down where the systemic bottlenecks to public service deliveries are, to prevent governments’ deflection of accountability and to build citizen power by leveraging presence at different levels, citizens must be present at all levels of public decision-making — from community level to international — and must be able to connect those efforts.

Second, marry reform actors and actions within government with those of civil society.

State and society are spaces viewed as separate with different set of actors: government and civil society. We need to not only bridge this, we need to build solidarity around it — “pagtagpuin ito,” in Filipino — towards a common cause.

The divide is no longer between government and civil society. The new divide is between those who are pro-reform, pro-accountability, pro-social justice and pro-democracy, on the one hand, and those who are against it. And the process is a co-construction of accountability relationships among stakeholders and policy actors of public decision-making. Both the supply side (state accountability mechanisms) and the demand side of accountability (citizen action and voice) must be made to work coherently as part of an ecosystem.

For instance, G-Watch’s partnership with Pasig, a city government in The Philippines, through PRO-Health, G-Watch-ARC’s heath accountability initiative, synergizes efforts by the local government and G-Watch to form a progressive civil society in Pasig that can help ensure that the reforms being achieved today will be sustained beyond the term of their progressive and reform leader, Mayor Vico Sotto. Mayor Sotto sets the vision and provides the inspiration, while G-Watch with the Pasig City’s CSO Unit, operationalizes the capacity-building of civil society based on decades of experience of G-Watch.

The other arena are existing mechanisms in countries that synergize civil society and government, some in the form of multi-sectoral consultative bodies. These bodies need to be reformed and re-energized. Three aspects of these bodies need revisiting: power-sharing, inclusiveness and capacity. Is there truly an equitable sharing of power between government and civil society within these bodies? Are there other sectors and groups that need to be represented? How can civil society representation be more effective?

Third, synergize humanitarian and direct service delivery initiatives with accountability efforts.

Humanitarian efforts and support to direct service delivery cannot end up being an excuse of governments not to deliver on their mandate and to deflect accountability. Humanitarian efforts and support to direct service delivery must promote effective and responsive governance to keep it from being used in patronage-based politics. This can be done by closely integrating accountability efforts with humanitarian work or embedding the former in the latter. Providing aid only in areas where governments are justifiably constrained to deliver. Monitoring and assessment of public services with the participation of citizens should accompany all decisions on humanitarian priorities.

Private support and donations must be synergized with citizen action for accountability. The latter determines where the gaps and needs are and engages government to respond to those needs and gaps first. For needs and gaps that cannot be filled for acceptable and accountable reasons, private support and donation can come in, which hopefully includes supporting continuation of such social accountability efforts. Itong pagtatagpong ito, this synergy of humanitarian or private sector support for direct services and social accountability can be leveraged to make government more responsive and effective. It is a force that, if wielded, can be transformative.

The development partner community needs to learn and be transformed too.

Learning is an indispensable element of the new frontier of citizen participation. ARC and G-Watch are committed to learning from, with and for accountability frontliners and rights defenders in the Global South as we deem this voice to be underrepresented in development and democracy discourse. Just as government and civil society reformers must learn about citizen participation, so should the donor community.

For instance, enablers of citizen participation in government and the development community need to meet citizen action where it is at. This process needs to be dynamic and pro-active to opportunities and not passive and reactionary which is how development assistance is designed today.

After decades and decades of support to citizen participation, there have been wins, including the continuing vibrancy of citizen action in many countries, even in contexts of closing civic spaces. However, there are also bottlenecks that are specific at a given time and space of ongoing citizen action.

How can government and international development partners lessen the red tape in its support to citizen participation? What movement-based approaches can international development partners learn to adopt in their funding management?

Here is another example of how the development community can be proactive in its support to citizen participation. Back in the 1970s and 80s, support to social movements and NGOs was done differently, which some argue was better than today. In the past, donors and partners supported core funding, which was flexible and well-grounded on principles of solidarity and broader strategic direction. It was during this time that non-government organizations were effective in reaching out to communities, organizing, supporting and enabling social movements while producing groundbreaking knowledge work.

In recent times, development aid or international funding has turned into project-based, short-term funds, anchored on specific tool, brand or shoutout, with myopic and narrow goals sometimes tied to a broad agenda that seems to be a mere lip-service detached from a real strategy. There is now a growing recognition that this has weakened NGO work, particularly the part that involves organizing, advocacy and knowledge-building, as most of NGOs’ time are devoted to either doing a song-and-dance to get funding or working on administrative papers to account for every cent that has been spent. The focus on the administrative effort to search for, or maintain, funding is arguably robbing the NGOs of their depth, their grounding and their spirit. In many instances, NGOs have also closed down. This has also affected social movements as they get pulled into the struggles faced by NGOs that are supposed to provide them with much-needed support and solidarity.

Finally, we need to rethink how we learn about and measure “success.”


Giving primacy to change in policies and institutions tilts the balance of power between citizen and governments in favor of the government because the government has more, if not the sole, power in delivering on this indicator of success.

To enable synergy that enhances public accountability, efforts to strengthen movements and civil society must also be considered a success – even if it does not immediately yield policy change. When evaluating success, we should factor in solidarity, experience, adaptability and resilience against all the odds and given all the opportunities. Support to movement-based approaches is an investment in the deepening of democracy and the transformation of society to address today’s pressing challenges such as the climate crisis, inequality, impunity and digitally-enabled miseducation of the people. Transformation at the societal, organizational, even personal levels must be considered as part of what success means to deepen democracy.

To end, let me reiterate that synergy is oneness that builds on independent strengths. It is unity that is not stuck but progressive. It is unity that doesn’t favour nor perpetuate the status quo; instead, it progresses, builds and grows — grounded on the dynamism of those that forge the same synergistic energy. It is synergy in strengthening public accountability that is the call of our time.

In conclusion: Ito ay pagkakaisa na kung saan lahat tayo ay nagtatagpo at nagsasanib-pwersa batay sa sama-samang pagkakaunawaan, tunguhin at layunin: pagpapalakas ng pananagutan. Which means: this is the kind of unity wherein we all meet, synergize our efforts and forge alliances toward a common goal: strengthening public accountability.

2024 OECD Global Forum on Building Trust and Reinforcing Democracy


This blog is part of a collection of opinion pieces that showcases diverse perspectives on the new frontiers of citizen participation, from thought leaders and practitioners across national and local government, academia, business, trade unions, and civil society. It offers insights and inspiration for discussions at the 2024 Global Forum on Building Trust and Reinforcing Democracy, and future multidisciplinary work at the OECD.

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Friday, December 13, 2024

Hospital boss honoured for leadership and vision

 



The leader of Royal Berkshire Hospital has been recognised for his contributions towards healthcare and the Berkshire community after receiving an honorary degree from the University of Reading.

Steve McManus has been chief executive officer of Royal Berkshire NHS Foundation Trust since 2017 and his career in the NHS has spanned 37 years. He received the Honorary Degree of Doctor of Science in a ceremony on Wednesday 11 December.

Mr McManus began his career as a student nurse at The Nightingale School of Nursing in 1987. After qualifying as a Registered General Nurse in 1990 he worked in London and Oxford, completing his BA Hons in healthcare studies at Oxford Brookes University, followed by a postgraduate certificate in evidence-based healthcare from Oxford University.

In 2002 he moved into management and completed an MBA with Nottingham University Business School in 2006.

Following leadership roles at University Hospital Southampton, Imperial College Healthcare and Basildon & Thurrock University Teaching Hospital, Mr McManus took up the role of chief executive officer at the Royal Berkshire in 2017.
University partnership

Since joining, Mr McManus has been instrumental in establishing formal links between the University of Reading and the hospital to help improve patient care and clinical excellence.

The Health Innovation Partnership (formally the Joint Academic Board) has:seen the launch of a joint Physician Associate programme;
established 10 University Departments of Excellence within the hospital;
shared teaching and learning resources – including the recently opened Clinical Simulation and Training Suite;
begun a pipeline of research that will directly benefit patients.

In August 2020, Mr McManus was seconded to work with Baroness Dido Harding during the pandemic, taking on a key national role within the Government’s Test and Trace programme. He also served a secondment as CEO of the Integrated Care Board for Buckinghamshire, Oxfordshire and Berkshire West in 2022.

Professor Parveen Yaqoob, Deputy Vice-Chancellor of the University of Reading, presented Mr McManus with his honorary degree.

She said: “Steve is an exemplary and compassionate leader and an unwavering advocate for continuous improvement. He embodies the belief that there is always room for progress, always a way to serve patients better, and always an opportunity to elevate the team and the organisation as a whole.

“Steve has been a driving force in the partnership between the University and the hospital trust. His vision has helped create a learning environment that is truly greater than the sum of its parts. This commitment to education reflects his own lifelong love of learning. He thoroughly deserves this honorary degree.”

Mr McManus said: “I am hugely humbled and endlessly thankful for receiving this degree from the University of Reading. The honour is not for myself but for our amazing staff and volunteers at Royal Berkshire NHS Foundation Trust, and our partners at the University.

“Our two organisations have already been able to achieve so much together through the Health Innovation Partnership, and I know moving forwards there is so much more we can to do to support our staff, our patients and our community.”


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Thursday, December 12, 2024

34th ISOE Management Board meeting: Source term management, training and more





Members of the Management Board of the Information System on Occupational Exposure (ISOE) convened for their 34th meeting in Saint-Denis, France, on 3-5 December.

The Information System on Occupational Exposure (ISOE), a forum for experts to share information about improving radiological protection for workers at nuclear power plants, held its 34th Management Board meeting on 3-5 December 2024, with a key focus on source term management and education and training in radiological protection.

The Management Board of the ISOE, which is administered jointly by the NEA and the International Atomic Energy Agency (IAEA), meets annually to make rules for the group, approve policy and governance documents, and provide guidance for the proper management of its programme of work. The Management Board is composed of leading experts representing 77 nuclear licensees and 27 regulatory authorities from 31 countries. Staff of the four ISOE Technical Centres (Asia, Europe, North America, and other non-NEA member countries served by the IAEA) as well as the Joint NEA/IAEA Secretariat support those meetings. The 2024 meeting was held at the premises of operator EDF in Saint-Denis, France.

The meeting included two topical sessions on source term management and radiological protection (RP) education and training. Presentations at the topical sessions covered:

  • Actions to reduce source term in operating nuclear power plants in China, France, Japan and the United States;
  • The characterisation of source term at Fukushima Daiichi Nuclear Power Plant;
  • Medical isotope production in Canada and tritium analysis in Canada and the United States;
  • RP education and training for RP professionals and exposed workers in operating nuclear power plants from France, Japan, Pakistan and the United States;
  • An introduction to the NEA International Radiological Protection School (IRPS): Preparing Tomorrow’s RP Leaders.

Presentations on dose information and key events from 2023-2024 were given by national co-ordinators from Canada, China, France, Germany, Japan, Pakistan, Switzerland, the Netherlands and the United States.

The Management Board reviewed feedback received from the technical centres and the ISOE secretariat on the decisions, agreements, commitments, actions and recommendations of its previous meeting, in December 2023, and determined, among other things, to endorse:

  • ISOE Programme achievements and the Technical Centres’ performance in 2024 as presented in the relevant consolidated reports;
  • ISOE documents and publications drafted by the Joint NEA/IAEA Secretariat since the 33rd Management Board meeting;
  • The keynote activity report of the Vice-Chair for the ISOE Working Group on RP Aspects of Decommissioning Activities at Nuclear Power Plants (WGDECOM) on the performance under its Programme of Work (2024-2027); and
  • The ISOE Programme of Work in 2025.

Steps were identified to further extend the ISOE membership, for example by encouraging more utilities/licensees and regulatory authorities to participate. Initiatives were also considered to increase involvement of young health physicists in the ISOE activities and database.

The meeting of the Management Board was followed by a half-day ISOE Bureau and Technical Centres meeting, primarily focused on the feedback on the decisions of their previous meeting in May 2024. Actions to implement the agreed ISOE Programme of Work in 2025 and beyond were outlined.

The next meetings of the Management Board, Bureau and Technical Centres will be hosted by the IAEA in December 2025.

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Wednesday, December 11, 2024

What’s charisma got to do with it? Three faces of charismatic leadership and corporate social responsibility engagement





In response to both internal and external expectations and pressures, companies increasingly consider corporate social responsibility (CSR) as an essential factor in their strategic planning, but in a very diverse manner. To help synthesize the flourishing research in CSR variation across firms, we propose a three-orientation framework to map out a wide range of CSR strategies in current literature. Furthermore, we emphasize the importance of executive leadership and suggest that differences in leader’s values are the key drivers of CSR heterogeneity. This study offers a parsimonious model that maps out three primary pathways between leadership values and CSR strategic configurations. Drawing from charismatic leadership theory, we argue that three distinct types of leader power motives define three modes of leader’s strategic decision frames, which, in turn, influence corresponding CSR orientations. Specifically, socialized charismatic leaders favor prosocial decision frame that results in integrative CSR orientation; neutralized charismatic leaders embrace instrumental decision frame leading to strategic CSR mode; and personalized charismatic leaders tend to adopt self-serving CSR strategies driven by the self-serving decision frame. This holistic view advances the knowledge about the micro-foundations of CSR drivers and the essential role of leader values.

Introduction

Companies and their leaders increasingly acknowledge the critical role businesses play in addressing environmental and societal issues (Barney and Rangan, 2019) and allocate resources for CSR programs (Jamali and Karam, 2018). In 2019, chief executive officers (CEOs) of 181 major companies in the U.S. issued a statement reevaluating the purpose of a corporation to include a fundamental commitment to all stakeholders. These reimagined corporate objectives also highlight the inextricable tensions between firm’s pursuit of doing well and doing good by delivering values to diverse stakeholders. In seeking to balance among the complex and sometime competing expectations from various stakeholders, organizations often adopt very different CSR strategies (Godfrey et al., 2009; Bundy et al., 2018).

Such diversity in CSR engagement and its complex performance implications pose challenging questions for strategy scholars. We witness an increasing research effort in investigating the heterogeneity in company’s CSR engagement (Wang et al., 2016; Vishwanathan et al., 2020; Zhao et al., 2022). This line of inquiry tends to focus on two key questions: how firms are different in their CSR investments and, more recently, why firms adopt such diverse engagement strategies. For the questions of how firms differ, multiple CSR typologies (i.e., internal-external; Farooq et al., 2017; technical-institutional CSR; Mattingly and Berman, 2006) have emerged. These frameworks depict the differences in CSR postures in terms of various subgroups of stakeholders or CSR dimensions targeted by organizations’ social investment (Chang et al., 2014). In turn, these different CSR types have varying implications related to firm’s risk, social evaluation, and performance (Godfrey et al., 2009). For instance, Tang et al.’s (2015) study shows that a strategy focusing more on internal than external CSR leads to better performance than one engaging more external CSR. This is a useful lens and steps forward from using an aggregated CSR score for understanding how firms differ in their CSR activities. In the meantime, the typology approach also presents two limitations. One has to do with the potential typology proliferation in order to capture the full scope of combinations of stakeholder sub-groups or CSR dimensions that different firms choose to include in their CSR portfolios. In addition, CSR typology literature has yet to fully address the critical question of why organizations strategically prioritize some stakeholders over others and the conversations have predominantly focused on the macro and institutional drivers. As a result, such an effort to understand the heterogeneity in CSR engagement has mostly ignored the role of human decision-makers and thus almost remains “faceless.” With the voice of the key decision-makers muted, the understanding of why companies opt for dissimilar CSR strategies remains incomplete. Thus, an overarching configuration framework can be helpful to organize widely diverse CSR postures and shed light on underlying drivers.

To better understand CSR heterogeneity, strategy scholars argue that it is essential to examine the question of why, i.e., organization’s motivation underlying their CSR participation (Doh and Stumpf, 2005; Maak and Pless, 2006; Waldman, 2011; Aguinis and Glavas, 2012). A recent stream of research in strategy shifts the conversation to highlight the strategic role of CEOs and top management team (TMT) in CSR engagement. Drawing from upper echelons theory (UET; Hambrick and Mason, 1984; Hambrick, 2007), these studies portray strategic decision-makers being responsible for the diversity in CSR strategic choices (Waldman and Javidan, 2009; Wowak et al., 2016). Scholars stipulate that strategic leaders’ (CEOs and TMTs are referred as strategic leaders throughout the rest of the paper) individual attributes and psychological orientations have profound effect on organization’s strategic actions and performance. In many ways, an organization’s strategic choices are often a reflection of managerial personal values. In the case of CSR engagement, studies have shown that CEO’s personal characteristics such as political ideology (e.g., Chin et al., 2013), self-regulatory focus (Perez-Batres et al., 2012), and narcissistic personality (Petrenko et al., 2016) have a meaningful influence on CEO’s interpretation of environmental factors and choices of CSR strategies. Evidence has supported the links between certain styles of leadership and firm’s CSR engagement (e.g., authentic leadership-CSR, Kim et al., 2018; ethical leadership-CSR, Saha et al., 2020). This line of inquiry provides critical insight into the role of decision-maker’s personal values in firm’s CSR diversity. However, current leader-CSR research has a similar limitation as the CSR typology literature. These studies primarily focus on piecemealed CEO-CSR links (i.e., one attribute-one type of CSR, one leader style-one type of CSR). While acknowledging the research effort in exploring a wide range of leader style-CSR links, we also see a need for an overarching framework to address the more encompassing research question: What are the core leadership principles underlying various leadership styles that drive different CSR choices?

Taken together, we see rich but fragmented research streams in both the how-literature (CSR typology with stakeholder lens) and the why-literature (CSR drivers with UET lens). Time is ripe for developing a more holistic understanding of why and how companies manage CSR differently. Our study addresses the research gap discussed above by proposing an overarching framework to coherently synthesize the leadership-CSR literature. The central premise is that firm’s CSR activities are executive leader’s strategic choices influenced by leader’s personal values. Leaders have different value systems, particularly those associated with power and sense of responsibilities for others. As a result, we see different modes of CSR engagement.

There are two main objectives here. One is to develop an encompassing framework to synthesize the wide range of leader behaviors and CSR strategies in the literature. An impressive number of studies have provided enormous insights into the Leader-CSR phenomena (Zhao et al., 2022). A number of systematic review pieces have done the field a great service by summarizing the leadership-CSR literature with grand details and breadth (e.g., Pless et al., 2012; Miska and Mendenhall, 2018; Ashrafi et al., 2020; Saha et al., 2020; Zhao et al., 2022). This is also where our paper departs from these studies. Thus, our second objective is to build an overarching conceptual model to integrate the extant literature on leader-CSR. The unique contribution of this study is the parsimonious synthesizing theme: we address the question of how leadership impacts CSR strategies by identifying the CSR-related value principles underpinning various leader styles (opp. Specific leader style in relation to particular CSR tactic). Similarly, we identify three high-order families of CSR orientations to represent the principal characteristics of diverse CSR portfolios. Furthermore, we highlight the CSR decision frame as an underlying mechanism and develop the pathway model linking leadership to CSR. Specifically, leader’s power motives are translated into his or her CSR decision frame, which in turn defines leader’s interpretations of the environment and assessment of various stakeholders (Mitchell et al., 1997) and ultimately firm’s CSR preferences.

To achieve such encompassing yet parsimonious dual objective, we adopt a spectrum approach to conceptualize leadership values, CSR decision frames, and CSR orientations as three continuums, respectively, (as shown in Figures 1, 2). We then define three focal points along each spectrum to articulate the key distinctions among core principles. Along the leader-value spectrum, there are three types of power motives (three “faces”), altruism value, converging value, and self-serving value. Similarly, along the spectrum for leader decision frame and CSR orientation, there are three types of foci including societal focus, firm focus, and personal focus. These focal points provide a parsimonious structure along the encompassing spectrum. In essence, diverse leadership styles can be synthesized into three CSR-related value systems, while diverse CSR strategies are summarized into three primary orientations.

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Tuesday, December 10, 2024

Unravelling the Power of Social Influence and How it Impacts your World

 




In the intricate world of human behaviour, one name stands tall: Robert B. Cialdini. Renowned as the maestro of influence, this American psychologist reshaped the landscape of understanding with his groundbreaking social influence theory. Delving deep into the realms of ethical influence in business, Cialdini’s work remains the cornerstone of 20th-century social science. His insights are not just a theory; they are a blueprint for mastering the art of persuasion in our modern world.

He clearly shows the phenomenon of social influence and states the key principles of social influence and the levels at which social influence takes place. Okay, I’m going to give you a brief, I want you to get the clue, understand what it means and now relate it to the different encounters you come across as an individual.

Social influence according to Cialdini is “a situation where an individual’s behaviours, opinion or belief change as a result of their network ties, often becoming more similar to those they are connected with. Cialdini in his definition, clearly states the change that results because of one’s network ties, this change is not intentional, it’s conditioned, and the act shows dependency. Ivan Pavlov the Russian Physiologist discovered classical conditioning during his studies on the digestive system of dogs. Pavlov noted that animals salivate naturally upon the presentation of food just like social influences that naturally affect or manipulate our beliefs, opinions and behaviours, more often you are caught unaware you automatically find yourself conforming to doing what other people do.

Most importantly Cialdini states some of the key principles of social influence as follows; the reciprocity principle, this principle shows how individuals get obliged to give back to others what they give to them whether negative or positive, thus the popular saying “Do good to others in the same way they do to you.”

The second Cialdini’s principle is the principle of commitment mostly illustrated by people sticking to their words, they tend to show some level of accountability many times voluntarily not forced in any particular way.

The third principle is “Consistency” Written/spoken people tend to stick to particular actions voluntarily with no persuation. “Liking” is the fourth Cialdini’s principle, it states “People tend to like those who like them, or the people they perceive to be their friends.

The fifth Principle is the Authority principle, it explains how individuals are likely to listen to people who happen to be experts or the people in authority, the whole idea is to establish credibility and expertise shortcut to good decisions.

Robert. B. Cialdini’s sixth principle is the social proof or conformity principle, it clearly explains how people tend to rely on social cues from others on how to think, feel and act in many situations. The last Cialdini’s principle which is also the seventh principle is the principle of scarcity, it explains how people value what is scarce, for example when online shops like Kilimall and Jumia make offers with limited time consumers ensure that they grab whatever they might need within the specified time period.

Human beings are social creatures and one of the attributes that we possess as humans is communication, communication is a social action thus covering us under the umbrella of social influence, we network and interact with people from different angles thus the degree or levels at which our social influence may occur varies.

The major levels of social influence are; social institutions, interaction with other people and individual socialization. You might be wondering how these three work, of course, I’m talking about the social influence categories. Individual socialization majorly occurs through our personal interaction with other people, it’s simply what we get to imitate as we get along with other people, they might be our peers, the strangers we come along etc.

Social institutions can be classified as either educational or religious and help to shape our behaviour and thus can be a strong force for social influence. Interaction with other people mostly happens either willingly or unwillingly, say you bump into a stranger performing an action that got your attention, most of the time it’s difficult to avoid watching such a scenario. We interact with people at different degrees every day of our lives, thus the ease to get socially influenced can occur both in a conscious and unconscious manner.

Human beings are social creatures, and interaction/socialization is an encounter that occurs frequently in our lives, it is good to be consciously aware of everything that happens around us coz remember the behaviours you formulate as you interact form habit in you, and habit is an automated behaviour (Clear, 2018) social influence and credibly results into errors when thinking processing and interpreting information and this affects decisions and judgements.


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Monday, December 9, 2024

6 reasons why effective communication is important in business

 

Effective communication is crucial in business for several reasons, as it impacts every aspect of operations, from leadership to team dynamics and customer relations. Here are six key reasons why it is essential:

1. Enhanced Team Collaboration

2. Improved Productivity

  • When instructions and goals are communicated effectively, employees can focus on tasks without confusion.
  • Reduces the time spent on clarifications and corrections, leading to better time management.

3. Stronger Customer Relationships

  • Communicating effectively with clients builds trust and loyalty.
  • Clear and empathetic communication helps address customer needs and resolve issues promptly.

4. Better Decision-Making

  • Transparent communication channels allow for the sharing of vital information.
  • Encourages input from diverse perspectives, leading to more informed and strategic decisions.

5. Conflict Resolution

  • Open and honest communication helps identify and address conflicts before they escalate.
  • Facilitates understanding and compromise, maintaining a positive work environment.

6. Increased Employee Engagement and Morale

  • Employees feel valued and understood when their ideas and concerns are acknowledged.
  • Regular and meaningful communication fosters a sense of belonging and motivation.

Effective communication is the backbone of successful businesses, promoting efficiency, trust, and innovation.


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Saturday, December 7, 2024

7 Employee Empowerment Examples To Inspire Your Business



1. Decision-Making Autonomy

Empower employees by allowing them to make decisions within their roles without seeking constant approval. For example, frontline retail staff could handle customer complaints independently, improving response times and customer satisfaction.

2. Skill Development Opportunities

Provide access to training programs, workshops, and mentorships. For instance, Google’s “20% time” initiative encourages employees to spend part of their workweek on projects they are passionate about.

3. Open Communication Channels

Implement systems where employees can share ideas and feedback openly. Platforms like Slack or regular town hall meetings can ensure voices are heard and valued.

4. Flexible Work Policies

Allow employees to choose where, when, and how they work. Companies like Spotify offer "work from anywhere" policies, enabling employees to balance personal and professional life effectively.

5. Recognition and Rewards

Celebrate employee achievements publicly, whether through awards, bonuses, or shout-outs in team meetings. A company like Zappos has a culture of recognizing employees’ contributions regularly.

6. Ownership in Projects

Let employees take full ownership of specific tasks or projects. For example, delegating end-to-end responsibility for a product launch encourages accountability and innovation.

7. Empowerment Through Technology

Provide tools and platforms that streamline work and foster independence. Companies like Microsoft equip teams with collaborative platforms like Teams and Power BI for seamless decision-making and productivity.

These strategies not only motivate employees but also enhance innovation and improve overall business performance.

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Friday, December 6, 2024



  1. Inspirational Vision

    • Characteristic: Charismatic leaders often have a compelling vision that inspires and motivates others.
    • Benefit: Their vision fosters a sense of purpose and direction, rallying teams around shared goals and driving long-term success.
  2. Exceptional Communication Skills

    • Characteristic: These leaders communicate effectively, using persuasive language, storytelling, and emotional appeals.
    • Benefit: Clear and inspiring communication builds trust, enhances team alignment, and motivates action.
  3. High Emotional Intelligence

    • Characteristic: Charismatic leaders exhibit empathy, self-awareness, and strong interpersonal skills.
    • Benefit: This creates strong bonds with followers, promoting loyalty and reducing conflict within the team.
  4. Confidence and Optimism

    • Characteristic: They exude confidence and maintain a positive outlook, even in challenging situations.
    • Benefit: Their optimism is contagious, helping teams remain resilient and focused under pressure.
  5. Strong Personal Magnetism

    • Characteristic: Charismatic leaders possess a magnetic personality that naturally attracts and influences people.
    • Benefit: Their personal appeal facilitates collaboration, inspires loyalty, and fosters a strong sense of belonging within the team.
  6. Courage and Risk-Taking

    • Characteristic: They are bold decision-makers who take calculated risks to achieve their vision.
    • Benefit: This proactive approach encourages innovation and helps organizations navigate uncertainty effectively.
  7. Ability to Drive Change

    • Characteristic: Charismatic leaders are adept at leading transformations and overcoming resistance to change.
    • Benefit: They energize teams to embrace new strategies, adapt to shifting circumstances, and achieve growth.

Conclusion

Charismatic leadership blends vision, emotional intelligence, and exceptional communication to create a highly engaging and motivating leadership style. This approach not only drives team performance but also inspires lasting loyalty and organizational success.


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Thursday, December 5, 2024

How to Use the Power of Influence

 




Using the power of influence effectively involves a combination of personal qualities, strategic actions, and communication techniques. Here are key steps to harnessing the power of influence:

1. Build Trust and Credibility

  • Consistency: Be reliable and consistent in your actions and decisions. People are more likely to be influenced by someone they trust.
  • Expertise: Share knowledge and demonstrate expertise in your field. When others see you as an expert, they are more likely to listen to your suggestions or ideas.
  • Integrity: Be honest and transparent in your communication. Upholding strong ethical standards builds trust.

2. Develop Empathy and Emotional Intelligence

  • Listen Actively: Pay attention to what others are saying, and show genuine interest. This creates a deeper connection and understanding.
  • Understand Needs: Recognize the needs, desires, and motivations of those around you. Tailor your approach to align with their interests.
  • Manage Emotions: Control your emotions and understand how to react appropriately in different situations. Emotionally intelligent people can influence others more effectively.

3. Enhance Communication Skills

Clarity and Precision: Be clear and concise in your communication. People are more likely to be influenced when your message is straightforward.

Storytelling: Use stories to illustrate your points. Stories engage people emotionally and make your message more relatable and memorable.

Persuasive Language: Use positive, inclusive, and motivating language to inspire action. Encourage people to see the benefits of your ideas.

4. Build Relationships and Networks

Networking: Cultivate a strong network of relationships across various areas. People are more likely to be influenced by someone they know personally.

Reciprocity: Help others without expecting something in return. The principle of reciprocity can significantly increase your influence when others feel indebted to you.

5. Create a Shared Vision

  • Collaborative Approach: Involve others in the decision-making process. People are more likely to support and follow ideas when they have a sense of ownership.
  • Align Interests: Find common ground and align your goals with the interests of others. Present your ideas in a way that demonstrates mutual benefit.

6. Be Confident and Assertive

Confidence: Show confidence in your ideas and decisions. People tend to follow those who demonstrate self-assurance.

Assertiveness: Be respectful yet assertive when communicating your needs or desires. Influence is stronger when you stand firm but remain considerate of others' perspectives.

7. Lead by Example

Model the Behavior: Be a role model by exemplifying the qualities you wish to influence in others. Leading by example is one of the most powerful ways to gain influence.

Inspire Action: Encourage others by demonstrating how your actions and decisions have led to positive outcomes.

8. Leverage Social Proof and Authority

Social Proof: People are often influenced by the actions and opinions of others. Highlight examples of others who have adopted your ideas or follow your lead.

Leverage Authority: If you hold a position of authority or expertise, use that status to inspire trust and confidence in your ideas.

9. Use Reciprocity and Commitment

Reciprocity: As mentioned earlier, helping others increases the likelihood they will help you in return.

Commitment: When people commit to something publicly, they are more likely to follow through. Encourage small commitments that lead to bigger ones.

10. Focus on Positive Outcomes

Frame the Benefits: Focus on the positive outcomes of following your suggestions. Highlight how people will gain by supporting your ideas or initiatives.

Encourage Success:
Celebrate small wins and acknowledge others' contributions. This creates a positive reinforcement loop that strengthens your influence.

By combining these elements—trust, communication, empathy, and clear vision—you can effectively harness the power of influence to inspire, guide, and lead others.

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Tuesday, December 3, 2024

Innovation Leadership: Navigating Change for Business Success

 -


The big picture: What is innovation leadership


Innovation leadership is a leadership approach that focuses on driving innovation within an organization. It creates an environment for implementing new ideas, processes, products, and solutions. Innovation leaders are crucial in inspiring and guiding their teams to think creatively, take risks, and challenge the status quo. Here are some critical aspects of innovation leadership:


Why innovation leadership matters:

Innovation leadership is about generating groundbreaking ideas and cultivating an environment where innovation can thrive. It encompasses a range of skills, including vision and risk-taking. An innovation leader sets the course for the organization and inspires and empowers their team to embrace change.

Change is just around the corner:

Businesses deal with many changes, like new technology, how people shop, and global issues like the COVID-19 pandemic. Leaders who make innovation a top priority are more prepared to handle these challenges.

Case Study: Apple Inc.


One of the most iconic examples of innovation leadership is Apple Inc. Under the guidance of its co-founder and former CEO, Steve Jobs, Apple transformed from a struggling computer company to a global technology giant known for its groundbreaking products and services.


Visionary Leadership: Steve Jobs was renowned for his visionary thinking. He didn't just create products; he envisioned experiences. The iPhone, introduced in 2007, was not just a phone; it revolutionized how we communicate, work, and entertain ourselves. His unwavering commitment to an integrated device that combined a phone, an iPod, and an internet communication device laid the foundation for a new era in mobile technology.


User-Centric Innovation: Apple's success lies in its relentless focus on the user experience. Innovation leadership means not just creating what consumers need but anticipating their desires. Apple products are known for their intuitive design and seamless integration, ensuring a loyal customer base.

Risk-Taking:

Innovation often involves risk. Apple's decision to eliminate the floppy drive and CD drive from its computers and the introduction of the iPad were seen as bold moves at the time. As of this writing, Apple will announce a new way to connect your iPhone to your computer, significantly increasing data transfer speed. However, these risks paid off, positioning Apple as a pioneer in the industry.

Iterative Innovation:

Innovation leadership
doesn't stop at creating one groundbreaking product. Apple continued to iterate and improve its products, releasing new versions regularly, which kept its customer base engaged and eager for the next innovation.

Inspiring a Creative Culture:

Steve Jobs instilled a culture of creativity and perfectionism at Apple. He demanded excellence from his team and inspired them to think differently. This culture of innovation continues to drive Apple's success even after his passing.

Key Takeaways for Innovation Leaders

1. Vision is Crucial: A clear and compelling vision can drive innovation. Leaders must define the destination and inspire their teams to work towards it.

2. User-Centric Focus: Understand your customers' needs and desires and innovate with their experience in mind.

3. Embrace Risk: Innovation often involves uncertainty and risk. Courageous leaders are willing to take calculated risks to achieve breakthroughs.

4. Iterate and Evolve: Innovation is an ongoing process. Continuously improve and refine your products and services.

5. Cultivate a Creative Culture: Foster a workplace culture that encourages creativity, experimentation, and learning from failure.

The final word

Innovation leadership
is an ongoing journey. As demonstrated by the Apple case study, innovation leaders have the potential to shape industries, disrupt markets, and leave a lasting legacy. In today's business environment, the ability to innovate is not just an advantage; it's a necessity for survival and growth. Leaders who understand this and embrace the principles of innovation leadership are poised to thrive in a world of change.

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Monday, December 2, 2024

Leadership Communication Skills




It’s certainly much easier to reel of a list of those with excellent leadership communication skills. Think Richard Branson, Steve Jobs, Churchill, Elizabeth I or Sheryl Sandberg to name just a few. For some leaders, communicating comes naturally. Their sociability trait is sufficiently strong that it’s easy to connect with an audience (looking at you here Richard). Yet for others (Sheryl) with a less extrovert personality, it’s a skill to be acquired and worked on.

But key to effective communication is also having the ability to put use those learnt skills into practice. You must be able to read the needs of an audience and seamlessly adapt if the atmosphere changes.

Be real – To capture your audience, you must have their trust. Reputation and integrity can only be earned. Remember this in every interaction with your team.Be personal – Nobody likes to be talked at. Make your communications engaging and personal. Every individual in the room needs to feel that you are communicating with them. Be specific – The one thing we rarely have enough of is time. Don’t irritate your audience by wasting theirs. Communicate with clarity at all times. Understand the value of brevity. Deliver with impact.

Be informed – Have a good technical grasp of the subject matter. Style over substance rarely results in success.

Be insightful – Sometimes you need to be silent to communicate effectively. Listen to what your team is saying, remembering that you might need to read between the lines. Acknowledge their input and learn from it.

Our business communication skills workshops will give you the tools and confidence to strengthen your leadership communication skills. It will leave you able to:Get to the core of your message.
Structure your message.
Communicate your message with impact.


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