Emotional intelligence, hope, mindfulness, and compassion help a person reverse the damage of chronic stress and build great leadership relationships. The Positive and Negative Emotional Attractors inspire sustained, desired change and learning at many levels.
Watch: Team Change and Developing Social Identity
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Del curso dictado por Case Western Reserve University
Inspiring Leadership through Emotional Intelligence
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Week 7: The Multilevel Nature of Sustained, Desired Change
Following on from last week's modules, this week we turn to change at the team and organizational level. We outline how resonant leadership and the establishment of and membership in social identity groups can facilitate change in dyads, teams, organizations, communities, countries and even global change. We will review recent research documenting the effectiveness of developing shared vision.
Conoce a los instructores
Richard BoyatzisDistinguished University Professor, and a Professor in the Departments of Organizational Behavior, Psychology, and Cognitive Science
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[MUSIC]
♪. Welcome back.
Let's look at the role of shared vision in teams.
The Beatles and the Rolling Stones. They both launched onto the major
International scene at about the same time, in the early to mid-sixties.
I remember the Beatles launched onto the scene, aside from their Hamburg
experience. But with their national tour in the US in
1964. They were the pretty boys.
They though we thought at the time they had long hair.
But now we realize it was fairly short and well-kept.
They were more attractive. They sang about, does she love you, I
want to hold your hand and all these great aspirational moments.
And yet the Beatles lasted 6 more years, they were not a sustainable team.
They had a great impact on music and on many of our lives.
But they're not, we're not very sustainable.
Meanwhile The Rolling Stones who hit the International scene around the same time
were straggly, and nobody thought they would make it more than a few years or
even live that long. They're playing now 50 years later, and
still going strong. What makes one of these bands more
sustainable than the other? If you go back in their histories, The
Beatles started, it is said from their autobiographies and biographies written
about them and a lot of interviews at the time, that John and Paul, the two
dominant leaders of The Beatles, started by saying, "Let's create new music." That
was their shared vision. The Rolling Stones started with the
desire to play music together. As a matter of fact, the first five, four
or five of their albums were covers. They were playing somebody else's music.
The first time the Rolling Stones decided to write their own music happened
actually after John Lennon and Paul McCartney were in the studio during one
of the Rolling Stones' taping sessions, sat in a corner, wrote them a song, gave
it to them, and the Rolling Stones looked at each other and said, holy
blank-dity-blank-blank. This is easy.
We should write our own music. These two visions has dramatic impact on
them. In The Beatles system, multiple levels,
Brian Epstein who was their business manager, their general manager, and their
emotional glue, was a profound effect at keeping them together.
But he died in 1967, and the group started to show strains.
Paul wanted his then father in law to take over the finances.
the others wanted Aaron Klein to take a role in managing the finances.
And then some other things started to happen.
Two years after they launched onto the International scene, by 1966, the Beatles
decided not to do anymore tours. They would do only work in the studio.
And the studio became sacred space. The only people allowed in it were
musicians, and at the time they were all men.
Well, as their lives evolved, John Lennon broke both of those tenets.
By bringing Yoko Ono into the studio. And at that time John Lennon and Yoko Ono
were very interested in having their music serve a social activism purpose.
Meanwhile, Paul McCartney was interested in creating and writing a symphony.
And George Harrison was looking at some other new kinds of music.
And you can start to see things break up. By the time they produced the 1968 White
Album, I think none of the songs on that album were recorded by all of them being
in the studio at the same time. They recorded pieces and mixed them
later. And during that time, it is rumored from
their interviews, that Yoko Ono used to sit in the studio sessions and not only
be there, but speak up and give them kind of comments and critiques.
By 1970 the Beatles were no longer together.
And then of course now, unfortunately, they can no longer ever be together.
Meanwhile the Rolling Stones had some rough spots too.
but the biggest threat was when Mick Jagger went and did a couple solo albums.
The rest of the, of the musicians felt betrayed, because remember, their vision
was to play music together. But they had a certain stability, and in
the early 70s Ronnie Wood joins the band, and he became an emotional glue on stage.
But Andrew Oldham stayed as their manager for many, many years.
Ahmet Ertegun stayed their producer for many years.
Their sponsors, their families were relatively more stable.
And like I said, 50 years later the Rolling Stones are still playing.
And they, they again have said in interviews, they might fight like cats
and dogs off stage, but when they get on stage, it's the music.
That is an example of these multiple levels working either together or pulling
apart a team. In this case a band.
The same thing happens in our families, in our work organizations, in our
communities. Same thing happens in our countries.
I would like to now segway a bit back to one of the other elements that I had
mentioned on the chart. Which is not only do these resonant
relationships make a difference across the levels, but so do social identity
groups. What is a social identity group?
Quite technically, it is a group from which you draw part of your identity.
So you say I'd like to belong to this group.
We have a lot of them. In the late 1960s a group was formed,
that were the fan clubs of the Star Trek show.
The original Star Trek show lasted what we would now two, or half seasons, went
off the air, and the producers and studio officials were not going to do anything
else. The Trekkers, as they call themselves,
other people might refer to them as Trekkies, started meeting and started
forming these fan clubs. And then they started to come together in
a convention. They would dress up and they would
reenact scenes. And within a few years they approached
the producers and the creator, Gene Roddenberry, and said, please bring it
back. They changed the studio and the creator's
and the producer's opinions. And of course now we have thirteen full
length feature movies. Five syndicated prime time shows.
Two or three syndicated cartoon series. And billions and billions of dollars in
merchandise later. And all of that started because a group
of people had a shared interest. And when you look at interviews of the
Star Trek fan clubs and the conventions. Whether in the US or in Italy, or
Germany, or Brazil, or Australia or France.
People talk about coming together to be themselves.
To reenact moments in a world when there was no wars, except for Romulans and
nobody really knows who Romulans are. And because Star Trek created an image of
a better world, a place where no one had gone before, a place where people of
different nationalities and dispositions and religious preferences were all on the
bridge at the same time. And even by the time The Next Generation
came along, Star Trek The Next Generation they had a different species, a Klingon
military officer. It represented something that people
aspire to and find comfort with. That's what social identity groups do to
us. Now, another comparison of a more
organizational nature would be Apple versus Sony.
Apple is been a phenomenal innovator. And people who have iPhones say hey, I
have an iPhone. I have an iPad.
I mean how many people hold up their Samsung phone and say oh, I'm a Samsung
user or I have an HP tablet? They don't.
Sony, which started a lot of these, I remember listening to the first Walkman
in 1980. Kind of lost that entire market.
And even with televisions, I enjoy the Sony television, but many people have
more than one television in their homes, don't often have the same brands.
So the degree of brand loyalty is very different and yet, very few people who
buy an iPod, an iPhone, an iPad, a Mac, don't take advantage of buying more of
the products of Apple. Why?
Because Apple very, very astutely made it fun to be an Apple user.
And now with all of the other ancillary, Apple TV, Apple iGrill and all these
other Apps and applications, we find ourselves creating a community.
That's the power of social identity groups.
For the action learning assignment from this module, I'd like you to go back to
the multiple levels and spend some more time filling that out and thinking about
it. Thinking about the quality of the
relationships and the different levels in your life system.
And I would like you to reflect on the social identity groups in your life.
Could be a church, temple or mosque group.
It could be a professional association. It could be a study group.
It could be a group of people that share the same hobby or interest.
Sometimes it's sports fans of a particular team.
Members of a particular neighborhood. There are a lot of different social
identity groups. So for the action learning assignment, I
would like you to identify the social identify groups in your life.
And to then write in the extent to which these social identity groups are positive
emotional attractors. That's what they invoke in you or
negative. Do they, does that social identity group
invoke fear? Because there are social identity groups
that are negative.Or does it invoke hope? Does it make you have positive feelings
or negative defensive feelings? And as you reflect on it, you start to
get a bigger picture of the life system surrounding you.
Because for us to approach sustained desired change, even as an individual, we
have to work at multiple levels in our system.
For you, as a director of an organization, to affect change in the
organization, you have to work at the individual level, the dyads, the teams,
the organization, and even the community. And that's very hard because it calls for
not just complex thinking and planning, it's a lot of extra work.
In the next module, we'll be looking at the rest of the stages of intentional
change theory and explore how do people effectively move through some of the
other stages that we haven't talked about?
Thank you.
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