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Overview of Takeaways
direction
done effectively.
and practice.
Coming back from my first class last night, I could not fell in sleep as
normal, I heard a voice inside of me: “it so won’t be an easy course for
you”. Then another voice said: “try to find the right track fast, keep up
with the pace and do not fall behind, read more, think more, and learn
more, you will gain something”. Of course I know behind this, there was a
concern bugs me. I worry about that my language problem will affect my
how much I can understand and take away from the course. It won’t like
those first year courses most of which have hard numbers that I could
As I read the 17-page course outline before I enrolled in this class, the
first year full time courses, it teaches something that hard to find in one
book.
Anyway, this will be a challenge for me. But beside the contents, I like
the size of the class. I think this will be a high quality course I’ve ever
taken so far. I decided to take it, although it won’t be easy. But I do feel
I agree that leaders should be effective no matter when and where. But
Drucker pointed, doing the right thing, my question follows would be what
are the right things? For certain situation, people may have different
and states, I don’t quite understand what is the mechanism, how it works,
or how AQAL integral theory can be applied in the real world situation,
another questions is how leaders see through things from four quadrants.
perspectives. This is only the first class, hope I can figure it out with the
course going.
frame. I hope the rest of course can solve all the problems I have in this
article.
The conducting example at the beginning of the article did make it easier
The word “I-Thou” is new to me. But from the context, I sense it means
from first person to second interaction, while I-it is from first person to
other as having same things to share, while in I-it relationship, people are
aware of each other as isolated qualities. For a close example that comes
two persons who see each other as part of themselves, and they shared
answer is quite simple: leaders should realize both I-thou and I-it
relationships’ existing in the real world, and take both I-thou and I-it
would say. The transforming from “I” to “We” is usually harder for
world, the company culture, or shared values are the results of the
and to develop.
situation. Because situations are not always the same in real life, how
I think the further study of integral theory can provide me more insights
The most useful gain from this article for me is that I get deeper
but also make me better understand the four perspectives, “I”, “We”,
It sounds like a complex work to inform leaders about their lines and
levels, their team’s lines and levels, and their employees’. How these lines
and levels affect the organization, and how these lines and levels will
not quite clear for me. I make need some time to figure out the answer.
for teams and organizations; that also is an aspect that can affect
levels. How to decide what are the lines and levels of the team or the
don’t think so? OK, here my confusion is: how to decide a team’s or an
“I”, “We”, and “It”,I could better grasp the insights on how teamwork
works.
of the culture influence, most of the project teams are single leader
teams structures. Under the culture, this type of team work more
efficiently and more effectively than other types. In most cases, team
are given instructions and finish the task accordingly. On the contrary,
direction, and also may not trust other members’ decision because they
think they are in the same level in the team. It’s hard to convince each
other. From this point of view, I agree that using which type of teams
The article is quite informative for me. It puts several researches in one
guess the reason I was stuck here is because I was trying to find the
me lost a little.
Oct. 4, 2006 Class Reflection
Today, we had the first team meeting. It was short, but we came out with
We learned subject and subject in the class. It’s always good to have
time to think, to reflect these concepts from our own experience. The
example of subject and object. The first one is when I worked in Dubai
and Shahjah, UAE for two years about ten years ago. The second is 4
It’s a process like this: at the beginning, I recognize the differences, and
In today’s class, everybody reflected what we learned till now and what
affirmed. It’s a good opportunity for each of us to slow down and think; it
allowed each one of us to look back and recall what major concepts
everybody seemed have more to say. From this reflection, I can tell that
everyone gained from the class. But I found what was talked most was
the AQAL model. Very few talked lines and levels, or states, etc. For
well to finish all the assignments. Eventually, we decided not to think too
I’m glad that the article provides me an answer to a question that I had
before in the previous learning journals, “how apply lines and levels in an
“… the longer the time perspective the individual is responsible for, the
higher the leadership level, and the more the individual should be
leaders?
October 15, 2006
structure, I can easily grab the ideas about the references of levels in
each line. Examples are always good tool that I use to understand deeper
for theories. From the first example of cognitive line, I caught the
picture of a lower level case, that with a low level of cognitive capacity,
Peter failed to sort the information from those concrete data which he
the department level yet. Therefore, although he's committed and loyal,
peter found hard time to handle the level of capacity higher than he felt
An old Chinese saying says the same token of levels in lines, I couldn't
remember the exact words, it roughly says that one should not do things
that over his capability. People use this saying all the time. So it seems a
common sense. However, people sometimes may not follow this common
partially because they are in the situation that they cannot control.
My question on the levels is that if it is a good or bad thing to handle the
first promotion from the first job, marketing research assistant, dealing
with data most of time. The next position was team leader of a group of
line.
intent.
useful tool to mirror and compare what I see and think. I also see
understanding.
I am sensitive to the big picture and climate. I am able to aware of
climate in general.
Emotional:
I can clearly aware my specific feelings when they come. I can accurately
Interpersonal:
Moral:
I see myself at the medium to high level (4-5).
will feel guilty if I know someone did it. After years of improvement, I
Spiritual:
In most of my life I have strong direction and purpose. And I was trying
to align these purpose with my life. Spirituality is joy of life when you get
Physical:
pressure. I recognize that the high stress became a factor that affected
Question:
From the reading I understood that it's important to know level of line of
measure each member's level, say get a score, and get everyone's then
find the average? If in that way, does it reflect the real capability of the
team?
Case study: Peter's single-, double-, and triple-loop inquiry across Four
territories of experience
Situation is that Peter, a chief Accountant wants to improve his
As the described in the case, Peter set up a vision, and makes strategies,
and then took some actions. However, he could not achieve his vision
should figure out clearly what the problem is, communication problem, or
The strategy should be based on the actual problem. For instance, the
strategy might work somehow. As well, his action plan might help.
However, if the problem is that his boss is unsatisfied about his work, or
questions his skills; his action should be to talk to his boss about this and
to know what exactly his boss expects from him on his responsibilities. If
the problem is that the boss does not like him because she doesn't like
Reflection
Exercise in improving the quality of action
Incident:
Briefly describe the circumstances surrounding what you are thinking of.
company has been bringing in skilled workers from Europe, Middle East
and low skilled workers from Mexico. Facing to the increasing demand,
clients' need
labor services field before, I have colleagues and friends still work on
Pay a visit to the companies who are willing to recruiting us, and decide
which ones we are going to eventually work with, and discuss and clarify
what we really want, what the requirements would be to make sure things
In the class, Nicole raise a question that I had the same when I
one’s one line is in a certain level, the others would be in the same level?
necessarily related.
To this question, Dr. Sloane gave his idea that helps to grab some clues;
there are positive correlations between any two levels of lines among the
whole set. However, they are not necessarily positively related. One
example between cognitive and physical lines may explain in some degree;
generally speaking, if one had higher education, he/she would have more
fitness, other personal training, for instance. These would help in building
On the way to home, I found that another question is still on; say,
following the above question, if cognitive level is high, and physical level is
process. Rich provided a situation that is perfect for class to start with
using HHIS system. He recently had trouble with his new boss, that he
got confused with the boss's attitude toward his work performance,
which he believed there was nothing wrong with his side. He's going to
I would quickly assess the story and think whether I had the same
For example, is she new to the company or old person just got promoted.
If she's promoted from the company, Rich should know her personalities
linkage?
The next step of the HHSI system is to think about what if you are in
the same situation. This role-play step is very helpful for the action
provides the opportunity to the ??? group member to think in the shoes
of the action learner. And the process of generating the suggestion is the
The describe of the situation and asking and clarifying process should be
would be very upset. And first I would doubt my own ability and my
the boss looks down on you. Under this circumstance, I would give myself
some time to figure out why she would do this to me. Certainly, better
communication would help. I would find some chance to talk to her and
find out it's the problem in her side or in between of us. Anyway, I would
not take any action before I figure out what the problem is. I'll leave
As part of framework, lines and levels help leaders to determine the level
of the organization itself, and the level of industry and marketplace, and
organization body
Do I know what makes me cry and what makes angry? Yes. It’s not
my emotional states.
What I should frame my action on emotion states is that after each time
me feel good about myself over those that are self-destructive. I think
emotional experiences that really make me feel good inside, I can better
Nov. 4, 2006
leaders, not only in business but also in politics, religion and media, with a
history of ability and adeptness could fall into folly so quickly and deeply
once at the top? I agree with the author that the culture encourages the
notion that good leaders must break the rules. Increasingly, leaders
believe that the limits of ordinary mortals don’t apply to them. He sees
the pattern of the dynamic derives from the ways in which leaders be
chosen.
higher a leader raises, the greater pressure and fewer winners. These
that brings leaders a “Winner wants all” mind set. Suggestions to leaders
to remain their feet on the ground while they are at the top are:
Nov. 5, 2006
assumptions regarding what exists and what does not, what objects or
People see world with many different views because they developed
self and their world, there will be various opinions. Nowadays, there is
From my observation, people are more interested in the system that they
had their very own real experience on. They are more likely to assume
that there may be some legitimacy to what seems to be next. Then they
explore how to get there. And then they make change, adapt and final get
affirming where are we. There are different ways to affirm people in
next level, Orange, Ambor thinkers should strike a shift and change, and
align with their development model. Orange thinkers, for example, has
developed an achiever’s mindset, can usually reflect on their own life and
the way they’ve moved up. From this, they can develop more capacities
masculine, they are not gender specific. Although certain qualities and
attributes have been associated over millennia with men and others with
both. These have to do with our social behavior and social issues of order,
born and grow up, and Canada, where I have just moved to people live in a
culture that has given overwhelming prevalence to the masculine value and
to mind and has neglected many aspects of feminine value, which is the
active or too passive. I think the most difficult task awaiting us, both
personality. We are all born into the world with some personalities, of our
We do things that we think good, and not do thing we think not. But
able to use the power of our shadow, we control shadow rather than
Major takeaways:
development.
Skillful Means
Further considerations:
If all four quadrants are relevant to all situations and life experiences,
we need to attend not just to the personal side of development (UL &
UR), but also culture and systems (LL & LR). I think what we also should
quadrants has the stage of development, the relationship also should have
have no clear clue on this. But I may have chance to figure it out through
At the beginning I thought it’s too early for me to take this course, I was
not ready for this level, but then I found I may think the other way: the
earlier I take this course, the earlier I could pay attention to the way I
think, take act, and transform. It definitely will help on my learning
The perspectives, insights I learned from the course are very helpful to
differences.
Even though my skills are still very limited, the ability to look at my own
actions and see how I was part of the problem and my occasional ability
about myself.