Arthur F. Carmazzi
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Transformational Leadership Pt I
Part One: << | 1 | 2 | 3 | 4 | >>
Part Two: 1 | 2 | 3

.: Free Articles
.::: Corporate Re-Culturing
.::: Failure Proofing
.::: Corporate Revolution
.::: Directive Persuasion
.::: Transformational Leadership
Parts 1 & 2

.: Forum

.: Power Previews

Only through revolutionizing our organizations can we create an environment that directs our vulnerability to emotions in a positive and personally fulfilling way. Because no matter what changes around us, the one thing that remains constant is that we still live in the human condition and act and react to the stimulus around us. So as leaders we can direct it or we can leave it to chance, which would you prefer?

The science of Directive Communication™ (DC) is the newest breakthrough in the psychology of organizational peak performance designed to deliver the emotional, mental and physical tools that will make the difference in the alignment of individual and organization. It is a foundation for relationship enrichment and how it relates to the brand promise of an organization, its productivity, leadership, sales/marketing, and customer service. It is the combination of weapons that we need to revolutionize the way we thing and feel about ourselves and others in a work and personal environment. The approach uses combinations of persuasive psychology, the genetics of brain processing and its relationship to competency and emotion, verbal and nonverbal and internal communication, and strategies from US Special Forces PSYOPS to create a chain reaction change within an organization.

Currently many Asian companies assume that more seniority means more experience and therefore more competence. They try to attain more productivity and profitability by training skills without the psychological foundations for their employees to excel in those sills. Teaching skills without psychology is like growing a tree with no water. Imagine skills as seeds and soil. These remain motionless until they are watered and transform with the help of the sun (its environment).

DC is the water that primes the psychology, and helps the tree (competence and passion) grow into the sunlight (a fulfilling and productive corporate culture). According to a Stanford University study, skills only represent 14% to 22% of what makes a top achiever in an organization, the rest is attitude and the individual’s psychology. A leader versed in DC is armed with the tools to direct this psychology.

To create change in attitudes in your organization, you have to begin by shifting the personal beliefs of the core group in the organization. To literally align an individual’s personal identity and self serving ideals with what the organization is promising to its customers or stakeholders. This starts with awareness. By becoming aware of what triggers our nonproductive emotional patterns like frustration, anger, dissent, or helplessness, and by reflecting upon what our strengths and weaknesses are at the core of our genetic and psychological makeup, we have a good foundation to maximize our human potential in our professional and personal lives.

Part One: << | 1 | 2 | 3 | 4 | >>
Part Two: 1 | 2 | 3