An openness to the ideas of others in the organization (collaborative or team dimension)
An openness to new trends and needs evident in customers and markets (external sensing dimension)
- Are you able to admit you’re wrong? Take note of your own tendencies to make excuses, extensively explain and argue. Dissect recent disagreements to examine whether you were appropriately defending your position or shutting out others’ opinions and important observations.
- Can you describe instances where you, as a leader, changed your mind on a fundamental organizational issue? How did you come to see things differently?
- Are there key people in your organization whom you turn to because they will give you the “unvarnished truth?”
- Can you describe a time when your team took your initial point of view or decision, reworked it, and came out with a better decision? How did you respond?
- Finally, reflect on how your organizational culture either fosters or devalues open-mindedness. As a leader, do you promote or hinder open-mindedness as part of the culture? As the CEO you can elevate the importance of open-mindedness as both a value and a behavior.
- Curso Taller ¿Cómo incorporar y aplicar Modelos de PENSAMIENTO ESTRATÉGICO en la Organización? 2017:
- Curso Taller de PLANEAMIENTO ESTRATÉGICO - Recetas Eficientes para Escenarios Turbulentos 2017:
- Curso Taller ¿Cómo Gerenciar Eficientemente a partir del MANAGEMENT ESTRATÉGICO? 2017:
- Curso Taller ¿Cómo GERENCIAR PROCESOS DE CAMBIO y no sufrir en el intento? 2017:
- Curso Taller de LIDERAZGO TRANSFORMACIONAL para la Toma de Decisiones 2017:
The George Washington University (Washington DC)