Organisational Learning: Otcion's Evaluation and Personal Mastery - Case Study Example

Personal Mastery By Yours Department 23th December Personal Mastery Introduction: Personal mastery has been practiced by many renaissance leaders. Self-awareness has been considered as pre-requisite for leadership. Capacity for innovation is built through the hard-work that inspires others to make this world a better place by combined efforts. The organizations personal mastery directly impacts on the behaviors of the employees through the process of learning and innovation. The concept of personal mastery can help in the improvement of an individual regarding the personal developments as well as the professional. As the invention is required in almost every field of life and products, in the same way innovation in the personal thinking, understanding the things in new way and improves personal growth is equally important in this fast age of technology (Garcia-Morales et al., 2007). Personal Mastery cannot be achieved by quick fixes or any shortcuts. In real life, personal mastery may take lifetime to be attained. I would agree on Senge (2010) saying that personal mastery disconnects the individuals from their selfishness or self-interest that results into helping the other people by giving them care and services. It also helps to develop the proactive behavior. In business life, personal mastery guides in becoming the aware with the attitudes, beliefs and behavioral impacts. Arguments of Siegel (2010) about the development of self-understanding and inner reflection are vital, because brain develops and builds up the neural connections, which produce empathy and awareness for others’ feelings and thoughts. In addition to above saying, I also believe that self-awareness grows into the integration of personality that strongly signifies the mental health. In order to understand the mind, use of system theory has become more common. Mind can be finding in both conscious and unconscious forms. I present the less visible forces like mental processes, emotions, psychology of a leader, which broaden and enhance the efficiencies of a leadership development. I think it a leadership’s internal landscape that aids development of a leadership. This inner awareness has been called as the “mind-sight” as an ability for observing that how mental processes unfold. It is the capacity that perceives other as well as yourself. This mind-sight differs from self-reflection, which is practiced in the contexts of leadership development. It looks on the experience of past to make improvement in my behavior. Ability of tuning of our own minds and other minds becomes base for the social and emotional intelligence that is key for transformation, personal growth and learning (Ruderman et al., 2014). I have seen that many areas of the everyday life, individuals’ judgment is based on my past experience and personal efficiency. One’s capabilities are appraised for future actions from the past failures and successes. Features of various circumstances are sometimes so novel that individuals have challenges of personal judgment efficiency under varying conditions of considerable personality. Assessing the past experience also links with some other cognitive activities. Future-oriented cognition is one of them that are central for the self-efficiency judgment under uncertainties conditions. In my thinking, people simulate pathways for goal achievements and ease with which they reach their goals impacts self-efficacy appraisals. Goleman (2010) went a little forward and indicated that disciplined actions as an appraisal was contained by the strategic administrators. It is an unyielding discipline that is used for preventing those tasks, which distracted the overall vision of the organization. It also implies the capability for tracing the agency task overlapping that eliminates redundancy. Again self-regulation and self-awareness are important for disciplined actions to redirect the disruptive behaviors. Most effective leaders have at least one crucial way called as the emotional intelligence. Technical skills are also important but mainly “threshold capabilities” are required at the entry level for top management or executive positions. However, in some extent a leadership can work without such capabilities and get training as incisively, with the analytical minds. A leadership has a number of ideas, but I cannot become a great leader without the emotional intelligence. From past experience at work, a relationship between effective performance and emotional intelligence has been seen. However, judgment about the level of emotional intelligence has been rather a difficult task, but its main components empathy, motivation, self-regulation, self-awareness and social skills are taken into account to determine the level. According to my knowledge and thinking, emotional intelligence plays a vital role when you are at top position in a company. In other way, a top performer in a company has a higher performer of emotional capabilities. Emotional intelligence makes a huge difference between an average and a high emotional intelligence top-leadership. My mental experience has various subjective qualities of inner ways of understanding and consciousness that enrich my sense of purpose, connection, meaning, love and wholeness. However, in depth learning on minds regulatory aspects empowers me and mind develops and changes evolves over time due to relationships. I see in future, certain patterns of flow will result into adaptive outcomes and flexibility. Mind, brain and relationships flow can be directed towards the health. This relationship can be taken as information flow that is shared, shaped and regulated. With presence of mindful-awareness, health is promoted across the triangle. Following the triangle, and well-being promoted through it, I will utilize the interpersonal communication that will give unique and differentiated qualities. It will also promote the relationship through empathic communication and compassionate (Siegel, 2012). Before this, I lacked the decision acceptance imposed by the employees, but powerful way of a leadership improves the quality of my decisions. Our intuition is always here and everybody is connected to their intuition. But, mostly people don’t pay attention to their intuition. To make better decisions, we always need a balance of intuition, which serves to bridge gap between rational thinking and instinct and reasoning. To tap into our intuition mediation and mindfulness are the best practices. Intuition boosts our self knowledge. For being more intuitive, i keep a journal and notice when some odd things happen around me. Conclusions: In this reflection essay on personal mastery, main concepts surrounding the PM have been evaluated. Reflection on personal mastery has been presented with the already works. Personal mastery has been narrated in the context of leadership development. Mind-sight as an ability of a leader is used for observing others. Future-oriented cognition has been a leaders’ personal judgment efficiency in the uncertain conditions. A triangle on Mind, brain and relationships has been presented for shaping, sharing and controlling. References Garcia-Morales, V., Lloréns-Montes, F. and Verdú-Jover, A. (2007). Influence of personal mastery on organizational performance through organizational learning and innovation in large firms and SMEs. Technovation, 27(9), PP.547-568. Goleman D. (2004). What makes a leader? Available from https://hbr.org/2004/01/what-makes-a-leader Accessed on 23/12/2014. Ruderman M., Clerkin C., and Connolly C. (2014). Leadership Development Beyond Competencies, Moving to a Holistic approach, Center for Creative Leadership. Senge P. (2010). The Fifth Discipline: The art & practice of the learning organization, Crown Business. Siegel, D. (2010). Mindsight: transform your brain with the new science of kindness. London, Oneworld Publications. Siegel, D. (2012). The Developing Mind: How Relationships and the Brain Interact to Shape who we are, New York, Guilford Press. Read More