A Simple Solution to Victimization Individuals and organizations Below The Line languish in self-pity until they get trapped in “I Am a Victim” mind-set and find it hard to break free from vicious cycle. Accountability offers a very simple choice to make, albeit a difficult one to act upon: “You can either get stuck or get results.” So stark in its simplicity that most people fail to realize that ball has always been in their court.

The Power of Individual

Accountability: Moving Yourself Above The Line

The first step to accountability is recognizing problem. It takes great courage to admit that you are stuck in a difficult situation. Most people, however, fail to view reality way it is because they choose to ignore it or they accept situation as status quo and go along with it.

To commence march up Steps to Accountability, you must first muster courage to:

a) recognize when you fall Below The Line;

b) realize that remaining Below The Line not only ignores real problem but leads to increasingly poor results; and

c) acknowledge and accept reality as first step toward taking accountability.

Mustering courage to See It will lead to next step, Owning It. Here, you must have heart to own circumstances you’ve recognized in See It step as well as results that will come from course of action you plan to take.

“What else can I do to rise above my circumstances and achieve results I want?” That is question to continually ask yourself when you find yourself stuck in a stubborn situation. Apart from creating solutions, Solving It also involves foresight in determining worst possible scenario that can happen, and being prepared to battle it head on.

Having solutions is not enough if you neglect practical application. You can’t Do It unless you make yourself accountable not only for immediate circumstances but also for future accomplishment. With this, you are empowering not only yourself but also your organization.

It’s so easy to be pulled back Below The Line, especially if you don’t accept full accountability for situation and future. A lot people are afraid to become accountable because they fear risks associated with it. However, know that without taking big leap, you will never get anywhere.

By: Regine P. Azurin

Regine Azurin is President of BusinessSummaries.com, a company that provides business book summaries of latest bestsellers for busy executives and entrepreneurs.

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Four Dimensions of Emotional Intelligence

The creation of resonance is a hallmark of primal leadership that can only be fostered by emotionally intelligent leaders. For a leader to promote prime resonance in a group, it is important to understand four EI competencies. Interestingly, these competencies are not innately inherent but are learned abilities. According to research, an effective leader typically demonstrates at least one competence among four dimensions.

1. Self-Awareness 2. Self-Management 3. Social Awareness 4. Relationship Management

Approaches to Leadership in a Nutshell

1. Visionary 2. Coaching 3. Affiliative 4. Democratic 5. Pacesetting 6. Commanding

The Five Discoveries of Self-Directed Learning

1. First Discovery: My ideal self – Who do I want to be?

2. Second Discovery: My real self – Who am I? What are my strengths and gaps?

3. Third Discovery: My learning agenda – How can I build on my strengths while reducing my gaps?

4. Fourth Discovery: Experimenting with and practicing new behaviors, thoughts, and feelings to point of mastery.

5. Fifth Discovery: Developing supportive and trusting relationships that make change possible.

Final Notes

Primal leadership is anchored on emotions. These emotions have underlying neurological explanations to them such as open loop system. Thus, a leader must work hard to obtain emotional intelligence competencies that will make him a resonant leader because resonance is key to primal leadership.

A resonant leader builds a culture of resonance by demonstrating emotionally intelligent abilities that permeate throughout organization. A resonant leader aims to live a resonant life for him and his people in order to make resonant work. It is this kind of work that builds an emotionally intelligent organization – a kind of organization that can survive changing business climate because it has built-in processes that can sustain change.

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