To be free requires freedom to learn

mathias-sager-freedom to learn

Thankful for another night being free to learn.   Slides:

The curious paradox is that when I accept myself just as I am, then I can change. – Carl Rogers

10 takeaways from the 80% is Psychology session ‘Learning and motivation’. Tokyo, November 7, 2018.   Presentation and discussions:

Beyond the brain (Takeaways from 80% is Psychology)

Takeaways from our event on October 24th, 2018. Thanks for the discussions. Please see also https://www.facebook.com/colorfulgrowth/ 1.Know that the brain has different chemical processes for addictive pleasure experiences (neurotransmitter is dopamine) versus more long-term, empathic, and self-sufficient happiness-related behavior (neurotransmitter is serotonin). 2.Reduce distractions, especially to avoid over-dependence (addiction) to technology and social networks that interrupt your attention and learning. 3.Increase for how long you are able to stay offline … Continue reading

Social Learning & Developing a Growth Mindset (7 Takeaways from 80% is Psychology)

mathias sager psychology social learning growth mindset

Takeaways from our event on October 24th, 2018. Thanks for the discussions. Please see also https://www.facebook.com/colorfulgrowth/ Slides:

Philosophy of Learning TAKEAWAYS 2018/10/17 (80% is Psychology Series)

Takeaways from our event on October 17th, 2018. Thanks for the discussions. For photos, etc., please see https://www.facebook.com/colorfulgrowth/ Slides:

Philosophy of Learning (80% is Psychology Series)

Takeaways from our event on October 10th, 2018. Thanks for the discussions. Slides:

What do younger talents want?

Summary. Younger employees around the world tend to prefer more professional freedom, meaningful work, and work-life in their work. Asking only older senior HR managers might not provide sufficient insight into the generation Y’s thinking though. Listening directly to the younger employees is vital to positively influence job satisfaction, engagement, and work performance altogether. The youth’s resourcefulness, e.g., in digital media, could be used for backward/reverse mentoring to engage senior … Continue reading

Global Talent Management (GTM) in China: Between Globalization and Tradition

Summary. Although multi-national enterprises (MNEs) in China are looking for talents who can balance domestic and international challenges, the evolving education and Global Talent Management (GTM) systems struggle with the timely identification, development, and retention of a workforce that is matching the required demand of new and future skills. Respect for the Chinese culture and access to so-called guanxi business networks shaped by collectivist cultural values are needed to access … Continue reading

Global Mindset in Japan: A Critical Evaluation

Summary. This article critically sheds light on current socio-economic challenges for Japan and the need for developing a global mindset for companies in a globalizing world. With little chance for getting a management position before the age of 40 and confronted with dominating domestic demand for a monolingual male workforce, Japan’s youth gets blamed for being ‘insular’ and individually responsible for the lack of global mindsets. To improve global success, … Continue reading

How culture shapes different types of empathy

It is useful to differentiate between sympathy and empathy as the basis to also understand better how culture itself (amongst other factors) shapes cultural empathy. This is important also to define and assess more subtle aspects of empathy as it becomes increasingly imperative in education and disciplines such as global talent management. Empathy (like sympathy and compassion) is related to human emotions as a reaction to other individuals’ plights [1]. … Continue reading

Cultural intelligence (CQ)

This article describes the relationships of cultural intelligence (CQ) with other types of intelligence, motivation, and leadership behavior. Mindfulness provides for a conceptualization of intercultural competence. CQ is a useful competency for acculturation challenges as required for expatriate talents in multinational enterprises. People used to minority status, people from more diverse environments, and those with higher CQ experience more positive acculturation and psychological well-being. For Global Talent Management CQ is … Continue reading

Developing Cultural Empathy: Perspective Taking

mathias-sager-culture_empathy_perspective

This article reflects on example biases that could impact one’s intercultural behavior and decision making and how the role of the media is shaping ideas about cultures. Finally, specifics of the European culture are analyzed as relevant for global talent management issues. Culture is an unconsciously learned way of thinking and living of a particular group of people that reinforces that worldview through its in-group similarity [1]. To change ‘cultural … Continue reading