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 A
Training Approach rooted into the Greco-Latin Tradition of Human Potential
Research
Trevisani,
Daniele (2015). Semiotics for Leaders. The Exa-Leadership Model for
Leadership and Human Potential Development, Medialab Research Publishing,
Ferrara. ISBN: 978-1-329-59007-6.
Abstract
Leadership is a holistic spectrum that
can arise from: (1) higher levels of physical power, need to display power and
control others, force superiority, ability to generate fear, or group-member's
need for a powerful group protector (Primal Leadership), (2) superior mental
energies, superior motivational forces, perceivable in communication and
behaviors, lack of fear, courage, determination (Psychoenergetic Leadership),
(3) higher abilities in managing the overall picture (Macro-Leadership), (4)
higher abilities in specialized tasks (Micro-Leadership), (5) higher ability in
managing the execution of a task (Project Leadership), and (6) higher level of
values, wisdom, and spirituality (Spiritual Leadership), where any Leader
derives its Leadership from a unique mix of one or more of the former factors.
(Daniele Trevisani www.danieletrevisani.com)
By using the six-levels taxonomy, it
is possible to build specific Power Profiles of leaders, detect the
communication signs that are used in generating leadership messages and which
need to be improved.
It is also possible to define ways to
improve leadership in a holistic perspective, aimed at uncovering new ways to
express Human Potential and human energies at higher levels. The deep meaning of
leadership and its application for reaching positive and useful purposes are
explored by means of “semantic maps” that look for the connections among human
energies, performance and leadership.
Professional development in Leadership is often conducted
by organizations wrongly by means of PowerPoint slides, theoretical lectures,
academic workshops in Business Master Courses that are attended passively and
never really challenge the behavioral aspect of Leadership and make participants
feel the need to work hard on themselves to become good leaders. "Training is a
Holistic concept. The End-State of any training has to do with increasing the
degree of applied wisdom, dependability and quality in the Human Factor
component of an organization. Anything that leads towards that End-State, is
training. Anything that simply adds a record in a database of knowledge and
treats Humans as computers in which to upload data, hoping for any result, is
not leadership training".
Also, Qualitative research on Emotions
reveal the strong presence of cross-cultural difference in emotional reactions,
on example, the time required for becoming "angry" due to a delay to a meeting
is strongly dependent on time-perceptions, with strong cultural differences
among Latin and Anglo cultures. Same cultural differences exist for positive
emotions, in which some cultures connect them more to spiritual experiences, and
others to interpersonal relationships and availability of material goods. In
other words, different national cultures and even different organizational
cultures literally shape and organize the process of emotional experiencing,
generating "grids" through which emotions are expected to be interpreted.
The critical view on Personal Development and Leadership
There is no doubt that really deep and
wise Leaders have done lots of work on themselves and think of Personal
development as a priority. However lots of “products”
can be found targeting Personal Development and leadership, but the
approach to Personal Development is severely suffering from a US
marketing-derived method based on ‘fast and easy cures’ sold by people that
sometimes do not even have a University Degree, while Personal Development
requires an intervention on at least six specific factors, all of which need to
be considered as a whole (Exa-Leadership Model): (1) biological functioning and
increase in bodily energies, (2) motivation, awareness and mental energies, (3)
micro-skills in which any individual should make improvements, (4) macro-skills,
acquiring an encyclopedic approach to Personal Development, (5) ability to
organize projects connected to personal values, (6) wisdom and spiritual depth,
transcendence and intangible objectives as depth of spiritual life. The European
Renaissance was nothing less, and any modern Personal development intervention
that does not target this holistic spectrum cannot be considered real Personal
Development but mere ‘marketing patches’ that do not honor the real depth,
sacredness and complexity of Personal Development.
Further Key Concepts of the book by Trevisani,
Daniele (2015). Semiotics for Leaders. The Exa-Leadership Model for
Leadership and Human Potential Development, Medialab Research Publishing,
Ferrara. ISBN: 978-1-329-59007-6.
Amazon link to the book
• Home •
• Semiotics as The Science of Leaders •
• Leadership Power Profiles and Signs •
• Exa-Leadership Specific Profiles •
• Bioenergetic Primal Leaders •
• Psychoenergetic & Psychological Leaders •
• Micro Leaders •
• Macro Leaders •
• Project Leaders •
• Spiritual Leaders •
• Fully Empowered Leaders •
• 6 Levels Model of Personal Develoment •
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