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Relational Concerns in Corporate Environments II

Posted on | February 8, 2012 | No Comments

Relational Concerns in Corporate Environments II Psychologists have a critical role in diagnosing and treating issues after generations of families and communities created suffering and discomfort. Organizational development, or a lack of effective and humanistic systems, in its infancy, informed their work. Psychologists and Organizational Consultants have or are considering improvements in working conditions and progress, or the successful inclusion of fulfilled individuals within successful working groups. Shawn M. Nichols
Category: Relationships
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Relational Concerns in Corporate EnvironmentsI

Posted on | February 5, 2012 | No Comments

Psychologists’ work has affected and enriched organizational development. I think we must consider also that organizations, developed or otherwise, have affected and supported some of the theories in psychology. If we begin to include family, community, and working environments within definitions of organizations we can draw many direct lines to theories and concepts presented by psychologists. Why turn to psychology when we are only looking for successful teamwork and effective professional contributions? Because we are human working within human systems. Shawn M. Nichols
Category: Relationships
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Leadership – Part Six

Posted on | July 31, 2011 | No Comments

The Fluid Nature of the Leadership Role A leader must acknowledge that members of a group become part of the collective leadership, playing in and out of a leading role as individuals with suggestions, complaints, and directing pivotal change within the group dialogue. This may change the role of the named leader into a follower or participant. Leaders are often determined by their family, financial power or acumen, with attendance at select schools that teach the mechanics of leadership. These people become the stewards of process often at the expense of reflection, intervention and paradigm change. Opposing forces are the individuals affected by the laws and cultural manipulations that become the change agents through and because of their lack of initiation into a proscribed atmosphere of “running the shop”. Historically, students and initiates are the force for shaking status quo management’s strong beliefs. While there exists an incipient level of arrogance in that student group also, the dialogue is usually well informed and fresh. Their arguments and proposals can force reflection into a management. It is because of the mutating role of a leader within a process group that one must rethink the traditional positivistic methods of leadership. One must start to think of leadership as an umbrella concept containing elements of any good societal or cultural process and system. Shawn Nichols, MA, CC doctoral student shawnnichols.com
Category: Child and Family, Relationships
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Leadership – Part Five

Posted on | July 24, 2011 | No Comments

The role of the facilitator, leader, leadership and leading Leadership involves a philosophical perspective that has our own purpose and meaning as fundamental structures. We use our ideas of leadership in combination with our own specific beliefs and ideals to become a leader. This personal involvement has an impact on those around us. When a change-perspective occurs on a collective scale, a huge step for community, company and nation is taken. As these are unique characteristics among humans the definitions of leadership are difficult to study and set to paper, as clarity and bias effect the entire enterprise. Some believe that charisma is important as one of the leader qualities. This charisma, of thought, word, and appearance may induce others to follow as the group begins to form and mobilize. The individuals have combined to become one group, on its own a sub group of a company or community. While positive charismatic features are an individual perception, some common beliefs about a good leader are; they have or are able to explain a vision based on a social construction, can maintain a fluid and flexible thought process, are open to change within the process regarding goals, and that they are moral and able to enforce a series of rules, even unspoken, that keep all the members safe. Leaders may have to understand other’s expectations of them as important elements of their roles. We are drawn to rules and hierarchies as they allow change to take place in an orderly and safe process; but we do so more readily when thoughtful and guiding individuals attend to our needs and us. Shawn Nichols, MA, CC shawnnichols.com
Category: Relationships, Religious and Spiritual
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