Why does personal growth advice often sound the same March 10, 2014Posted by The Author in Concept of personal development.
Tags: achieving goals, inspiration, personal development, personal growth, personal growth potential, philosophy, self-improvement, spirituality
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In our search for ways to realize our personal development potential, we may find, after reading a lot of books, articles, blogs, and specialty websites, that the basic principles or fundamentals seem to be similar from source to source.
There are a number of reasons for this, but the main one is that the basic or primary principles of personal growth are, in fact, well established and recognized.
From religious texts thousands of years old to the new materials of today, the fundamentals of ideal human behaviour have not changed significantly.
And, if we are honest with ourselves, we often already know (even intuitively) what the main foundation blocks are for reaching our personal growth potential.
So, knowledge of the basics is the easy part.
The tough work is the implementation.
We know what we should be doing (the basics), but we have trouble figuring out how to do it.
We know our personal-change challenges – what we are looking for is solutions or ways to succeed with meeting our challenges.
That’s why there can be real value in reading a varity of writers on personal development.
When we continue reading information from a variety of experts we can find new ideas, tips, plans, or templates for implementing the basic principles.
For example, even though I already know I need to change some of my attitudes (such as not being judgemental) it’s important for me to find some practical suggestions and advice as to how to accomplish my goal.
And I may need to read a lot of material from different experts to be successful.
Tags: business, leadership, personal development, personal development potential, personal growth, personal improvement, relationsips, self-improvement, Thomas L. Friedman, Traditional leadership
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If developing the attribute or character trait of leadership capability or potential is part of your personal growth program, you may be pursuing that goal from an overly traditional viewpoint.
Particularly in a business setting, the requirement for demonstrating leadership capability may often be limited to a number of perhaps stereotyped and oversimplified traditional criteria.
Criteria that may be out of sync with the qualities of leadership required in today’s fast-evolving (even revolutionary) world of interpersonal relations.
In an article by Thomas L. Friedman in the New York Times International Weekly edition, titled: “How to Get a Job at Google”, the author discusses Google’s hiring criteria. One of the criteria is leadership.
Friedman interviewed Laszlo Bock, the senior vice president of people operations for Google. Bock emphasized that Google is particularly interested in emergent leadership as opposed to “traditional” leadership:
“Traditional leadership is, were you president of the chess club? Were you vice president of sales? How quickly did you get there? We don’t care. What we care about is, when faced with a problem and you’re a member of a team, do you, at the appropriate time, step in and lead. And just as critically, do you step back and stop leading, do you let someone else? Because what’s critical to be an effective leader in this environment is you have to be willing to relinquish power,” Bock says.
Something to think about.