In terms of motivation, there is a world of difference between someone who tackles and solves problems in order to move forward and someone who is working toward a specific goal. In psychology, we refer to the former as avoidance goals, which already carry a negative emotional burden. The latter are interim goals that—having been scientifically validated—work MUCH better. Leadership makes use of intermediate goals.
Leadership essentially depends on two aspects: 1. the vision that is being pursued together (= the interim goal) 2. the empathetic leader.
Developing a vision is a fundamental entrepreneurial trait. Have you ever thought about what you would change if you weren’t a salaried manager but the owner of a company called “My Department”? Instead of jumping from one problem to the next, you could act more effectively with a vision and a leadership mindset, bring more of your personality to the table, experience greater flow and self-efficacy, and inspire others to do the same.
With a little knowledge of professional vision-setting, goal-achievement processes, and psychological insight into human nature, you’re already on the path to leadership.
Goal-oriented research has a lot to offer that is of interest to leaders—Prof. Julius Kuhl of the university has developed the PSI theory, which makes it easy to formulate visions and effective action plans. Ever since I studied under him many, many years ago, I have been using PSI theory to work with executives to develop their leadership concepts.
For those who want to develop their leadership skills:
New leadership program here on my website:
