How can I learn statistics intuitively
Leadership - you can learn to lead intuitively
There are managers who simply have a good touch with their employees. Viewed from the outside, they lead “from the gut” and are therefore successful. They are seen by their employees as understanding, empathetic, motivating. Sometimes such people are said to have a good intuition. But what is intuition in connection with leadership? Isn't that too arbitrary, vague, soft, unrealistic, mysterious or vague? Can this only be done by women, who are known to have a god-given, legendary intuition? Can you learn that? I have learned a lot about intuition in years of accompanying employers and employees in crisis situations under labor law and in many seminars on personal development and perception training ....
Clarity, mindfulness, extremely good perception and appreciation are part of this for metheValues in dealing with one another and with oneself.
I have come to the conclusion that “leading intuitively” has nothing to do with mysticism, softness, arbitrariness or chance. People who are said to have good intuition observe their surroundings very closely. You perceive your counterpart with all your senses and notice the smallest changes. Based on this often non-verbal feedback (change in posture, voice melody, skin color, heartbeat, etc.), they adjust their reaction. They are so trained in it and so immersed in it that they are probably not even consciously aware of what they are doing. Since their perception is so well calibrated, but the observing environment is usually not, what they do seems puzzling to outside viewers.
People who are ready to get involved with their counterparts in such a way that they notice the smallest changes usually have values such as mindfulness, appreciation and respect in their luggage. With the combination of internalized / lived values and trained perception, they succeed in leading higher quality than others.
With that I mean Not Peace, joy and pancakes. Through a trained perception, the manager can recognize what is “under” a verbal statement (principle: iceberg) and thus create clarity. The manager knows what is really going on in the person with whom he is dealing. The greatest possible clarity therefore opens up a multitude of alternative courses of action compared to a mere reaction to a, for example verbal, statement. There is then, for example, the option of setting clear boundaries. It is important to most people to know what they are up to. Most people want to be seen and can then accept negative feedback more easily. At least that is shown by my years of experience as a specialist lawyer supporting employers and employees in situations of separation or change.
Leading intuitively is therefore something very clear, tangible and, above all, something that can be learned.
by: Dr. Sandra Flämig | Category: Blog Employee Management
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