The modern tools are sold to human RESOURCES as:
- skills / ability
However, the human BEINGS suffer:
- fake information
- numbness / disability
- pleasure / addiction
The modern tools are sold to human RESOURCES as:
However, the human BEINGS suffer:
Have fun looking at it (www.mathias-sager.com) and if you like what you see, welcome, and please spread the word. Thanks!
Awareness Intelligence is a specific constellation of ‘awareness about awareness’ and represents the decoding of the socio-temporal structure of the human psyche. The tripartite lawfulness of the socio-temporal matrix of Awareness Intelligence provides for a mental reference system that empowers for spiritual exploration and practical application of meaning, enthusiasm and well-being, and bigger positive impacts for all.
Thankful for another night being free to learn.
10 takeaways from the 80% is Psychology session ‘Learning and motivation’. Tokyo, November 7, 2018.
Presentation and discussions:
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 and/or exclusively focused for better learning results.
4.Train your brain through exercising, diet, sleep, and alternative learning strategies.
5.Recognize how your consciousness requires the joint operation of brain, body, and the world. Brain activities may be necessary, but not sufficient preconditions for human behavior.
6.Experiment with stretching your sense of time and thinking of cyclical time. The soul/spirit wants to expand. As the earth is not a plate where you can fall off the edges, time may not be a simple line with birth and life ‘abysses.’
7.Do not fear the future. The brain takes even distantly thought threats for real and causes already now suffering, anxiety, and depression.
8.Do not fear loss. If we are only our physical brain, we don’t need to fear any regrets or pain after death. If there is something more permanent than our brain, death isn’t an existential threat to fear either.
9.Use intuition, imagination, and intention to ‘real-life check’ what really counts in everything you learn: Is it meaningful, unlimited, and purposeful? If not, it’s not worth it.
10.Read to activate your brain, increase the working memory’s capacity, and expand attention span.
Takeaways from our event on October 24th, 2018. Thanks for the discussions. Please see also https://www.facebook.com/colorfulgrowth/
Takeaways from our event on October 17th, 2018. Thanks for the discussions. For photos, etc., please see https://www.facebook.com/colorfulgrowth/
Takeaways from our event on October 10th, 2018. Thanks for the discussions.
For the love of learning!:-)
October 10th, 19:00 at J-Global, B2 Yaesuguchi Kaikan, 1-7-20 Yaesu, Chuo-ku, Tokyo, 〒103-0028
“We shouldn’t teach great lessons, we should teach a love of learning.” [- Inspired by B.F. Skinner]
Come and join us on October 10th, 19:00 at J-Global, Tokyo station/Yeasu.
Aristotle said “The roots of education are bitter, but the fruit is sweet.”
What’s your experience?
Come and discuss with us at ‘80% is Psychology: The History & Philosophy of Learning for Life’ on Wednesday, October 10th, 2018, 19:00 (B2 Yaesuguchi, Tokyo Station)
Please help to spread the word. Thanks and Cu
Public Event · Hosted by Mathias Sager – School & Advisory and J-Global Inc., Tokyo
Meetup (Ticket): https://www.meetup.com/Tokyo-Self-Leadership-Meetup/
Hello and welcome!
Whether in a few or many single sessions picked according to your interest, or be it by attending the whole certificate courses, you will learn, reflect upon, discuss and start to apply:
The goals of the unique approach fostered in these meetups include lectures and discussions/group works that are intended to spark critical thinking, stimulate new ideas, and motivate for self-improvement. You’ll be inspired, encouraged, and enabled to lead your way for deeper experiences and bigger impacts.
(further details, related courses in the series, and tickets you can find on meetup: https://www.meetup.com/Tokyo-Self-Leadership-Meetup/)
October 10, 2018 – November 14, 2018
‘The Psychology of Learning & Developing a Growth Mindset’
Wednesday, October 10, 2018, 19:00
– #01 1/6 The History and Philosophy of Learning (for Life)
Wednesday, October 17, 2018, 19:00
– #02 2/6 Behaviorism, and Animal and Human Learning
Wednesday, October 24, 2018, 19:00
– #03 3/6 Social Learning & Developing a Growth Mindset
Wednesday, October 31, 2018, 19:00
– #04 4/6 Brain and Memory in Learning
Wednesday, November 7, 2018, 19:00
– #05 5/6 Learning and Motivation
Wednesday, November 14, 2018, 19:00
– #06 6/6 Learner Profiles and Strategies
November 21, 2018 – January 16, 2019
‘Inspiring Others Across Cultures and (Self-)Leadership Psychology’
Wednesday, November 21, 2018
– #07 1/6 Leadership Philosophy
Wednesday, November 28, 2018
– #08 2/6 Leaders and Followers & Leadership Strategies
Wednesday, December 5, 2018
– #09 3/6 Personality and Leadership Styles
Wednesday, December 12, 2018
– #10 4/6 Inspirational Leaders
Wednesday, January 9, 2019
– #11 5/6 Leadership, (Cultural) Threats, and Change
Wednesday, January 16, 2019
– #12 6/6 Leadership, Power, and Influence
January 23, 2018 – February 27, 2019
‘Developing Human Capital, Cultural Agility, and Global Talent Management’
Wednesday, January 23, 2019
– #13 1/6 The Psychology of Talent, Competencies, and Appraisal
Wednesday, January 30, 2019
– #14 2/6 Developing Human Capital: Success in Learning
Wednesday, February 6, 2019
– #15 3/6 Mobility and Cultural Agility
Wednesday, February 13, 2019
– #16 4/6 Global Mindset
Wednesday, February 20, 2019
– #17 5/6 Global Talent Management Strategies
Wednesday, February 27, 2019
– #18 6/6 Developing Cultural Empathy
All the courses and sessions are presented in easy English and supported by Japanese keyword slides. The international and Japanese participants both are encouraged and helped in interacting in English as a second language. The sessions are interactive, engaging, and provide a safe environment to learn. The goal is to inspire you for increased self-efficacy, wherever the starting point. You will leave the discussion energized by meaningful knowledge and friendly contacts. Welcome and let’s learn for life!
Tickets are available for the six sessions, each 1.5 hours on Tuesday evening from 19:30 – 21:00 (door opening at 19:00)
Prices include drinks and snacks
– Single session: YPY 1,800 per ticket (paid at the entrance JPY 2,000)
– The whole course of 6 sessions: JPY 9,000 (paid before the first session)
3 Certificates* in Personal Development for Individual Well-Being, Organizational Performance, and the Common Good across Cultures.
– Certificate 1: Learning Master
– Certificate 2: Master in Self-Leadership
– Certificate 3: Global Mindset Mastery
If you attend each of the three certificate courses, the combined certificate is awarded:
– Certificate of “Master in Learning, Self-Leadership, and Global Mindset”
See you, and all the best!
Wireless technologies have not only changed the way we work and live but also how we socially interact (Walker, 2017). Is it possible to substitute real social relationships with technological ones? Harlow’s research found that monkeys need their parents for survival not only from a nurturer perspective. However, the experiments also showed that a surrogate ‘machine-mother’ could, albeit not ideally, provide sufficient love for survival (Vicedo, 2009). Research examining the link between the Internet and offline social contacts remains conflicting, indicates a tendency towards Internet use having a reinforcing effect on antecedent propensities for interaction or isolation (Walker, 2017).
The ability to memorize the structure of interlinked digital information depends on the reader’s visuospatialability (Rouet, Voros, & Pleh, 2012). Indeed, spatial thinking is a key factor for individuals’ scientific performance, and it seems to be possible to develop this capacity through training (Uttal, Miller, & Newcombe, 2013). So-called embodied cognition suggests the benefit of adding motoric (not only visual) feedback to verbal explanations in learning (Yun, Allen, Chaumpanich, & Xiao, 2014). This is in line with the transient learning theory that states that visual information gets “overwritten” by subsequent animated presentations; a fact that should be considered when designing educational technology (Wong, Leahy, Marcus, & Sweller, 2012).
Cybernetics stands for a scientific field about systems whose behavior is influenced by internal and external feedback. It is such continuous feedback that builds the basis for intelligence (Bendele, 2016). Do respectively can human-technology interactions provide such necessary feedback? The cognitive connectionist architecture approach refers to parallel mental processing that is, for example, embracing the concept of artificial neural networks (ANN). ANN poses that information does not lie in neural nodes, but rather in the connections between them (Bendele, 2016). We don’t need to use our long-term memory anymore thanks (or due) to ubiquitous digital information. It would be interesting to study further how theoretically fewer neural nodes would translate into a likewise reduced number of informative neural connections (such research may exist, but was not identified in the context of this limited focus article).
Online learning approaches seem to adapt according to the awareness for improved feedback, why concepts like Intelligent Tutoring Systems (ITSs), Expert Systems, and Case-based Reasoning Systems are used to design feedback-reliant intelligence generation (Bendele, 2016). In that regard, the involvement of emotion in the learning and motivation processes is vital for promoting effective traditional and online technology mediated learning (Chai, Hafeez, Mohamad, & Aamir, 2017). Already Aristotle claimed the importance of emotional communication and combined progress in computer sciences, and psychology is developing emotion sensitive systems from perceptional, interpretational, and expressional perspective (Robinson, 2009). Arguing that we’ll probably never fully understand the human mind, machines will never have a real human emotional capacity. Therefore, blended approaches to social interactions in general and education and learning in specific may balance advantages and risks best and allow for maximum learning success (Conradty& Bogner, 2016).
Photo credit: geralt (pixabay.com)
Barrett, M. E., Swan, A. B., Mamikonian, A., Ghajoyan, I., Kramarova, O., & Youmans, R. J. (2014). Technology in Note Taking and Assessment: The Effects of Congruence on Student Performance. International Journal Of Instruction, 7(1), 49-58.
Bendele, M. S. (2016). Artificial intelligence in cognitive psychology. Salem Press Encyclopedia Of Health,
Chai M., T., Hafeez U., A., Mohamad N. M., S., & Aamir S., M. (2017). The Influences of Emotion on Learning and Memory. Frontiers In Psychology, Vol 8 (2017), doi:10.3389/fpsyg.2017.01454/full
Conradty, C., & Bogner, F. X. (2016). Hypertext or Textbook: Effects on Motivation and Gain in Knowledge. Education Sciences, 6
Olofsson, J. K., Niedenthal, S., Ehrndal, M., Zakrzewska, M., Wartel, A., & Larsson, M. (2017). Beyond Smell-O-Vision: Possibilities for Smell-Based Digital Media. Simulation & Gaming, 48(4), 455-479. doi:10.1177/1046878117702184
Robinson, P. (2009). Computation of emotions in man and machines. Philosophical Transactions Of The Royal Society B: Biological Sciences, 364(1535), 3441-3447.
Rouet, J., Voros, Z., & Pleh, C. (2012). Incidental Learning of Links during Navigation: The Role of Visuo-Spatial Capacity. Behaviour & Information Technology, 31(1), 71-81.
Uttal, D. H., Miller, D. I., & Newcombe, N. S. (2013). Exploring and Enhancing Spatial Thinking: Links to Achievement in Science, Technology, Engineering, and Mathematics?. Current Directions In Psychological Science, 22(5), 367-373.
Vicedo, M. (2009). Mothers, machines, and morals: Harry Harlow’s work on primate love from lab to legend. Journal Of The History Of The Behavioral Sciences, 45(3), 193-218. doi:10.1002/jhbs.20378
Walker, K. (2017). Social Impacts of Wireless Communication. Research Starters: Sociology (Online Edition),
Wong, A., Leahy, W., Marcus, N., & Sweller, J. (2012). Cognitive Load Theory, the Transient Information Effect and E-Learning. Learning And Instruction, 22(6), 449-457.
Yun, Y. H., Allen, P. A., Chaumpanich, K., & Xiao, Y. (2014). Interactive Learning to Stimulate the Brain’s Visual Center and to Enhance Memory Retention.
There are individual, organizational, and societal human and technological approaches available today. However, there is little integration of these dimensions into a coherent mindset, educational concept, or cooperative platforms. Therefore, I’ve dedicated the last couple of years to the study of leadership, learning & development, psychology consequently from cross-culturally, multi-disciplinary, and inter-generationally cooperative perspectives. And I’ve performed intensive testing of a, as I think, new discovery of a pattern of the human mind, which I’m calling the ‘Tripod Mindset (TM).’ I have found that three logic matrix-derived socio-temporal conditions put together to a “tripod” mindset would eliminate random, imbalanced, and unconnected ways of traditional and contemporary human thinking in favor of more healthy attitudes and drive for positive human evolution.
My background in education sciences, leadership, art, technology, and psychology have equipped me with different perspectives on individual, organizational, and socio-cultural functioning. My navigation between the philosophy of time represented by the past, present, and the future, and the intra-, inter-, and extra-personal dimensions of information and communication (technology) have led me to discover a, as far as I’m aware of, novel and lawful socio-temporal matrix in which our temporal thinking about ourselves, our relationships, and humanity consolidates.
The mapping of thousands of (scientific) resources to the matrix of aforementioned socio-temporal dimensions revealed the striking finding of three coordinates that jointly form a set of mental states that governs human psyche and thriving, which I’m going to call the “Tripod Mindset (TM).” The further study of TM as an interdisciplinary concept shall explicitly consider aspects such as the Internet as a tool for democracy and global citizenship. The time seems to be ripe for leading the way to more distributed and participative approaches including a broader range of stakeholders globally. For example, the TM can be translated into design principles, which would be informing the development of next-generation and more cooperative online platforms that integrate the intra-past, inter-present, and extra-future thought patterns necessary for progressing agile approaches and human flourishing in the virtual and physical world.
Also, the TM could be used to get a balanced view on how sustainable (from an individual and collective point of view) any kind of services and products are. Are they based on a mindset that is backward oriented, protective of the status quo, or facilitating innovation? What does each of these temporal aspects mean for the individual, the team, and the broader communities’ respectively the human context? The consistent integration of such a coherent “tripod”-stabilized mindset view will guarantee not losing sight of all that is important for true next-generation solutions.
There are many apt formulations, and rich collections of human qualities proposed to be packaged into so-called mindsets that are deemed to be favorable for individual well-being, organizational performance, or societal functioning. However, looking at worldwide suffering, competitive challenges, and societal issues, there is, apparently, still a lot missing regarding a more holistic, systematically consistent, and continuous awareness that leads to positive human behavior. Technology progress, for example, may enable positive change, but it will not be without a change in human mindset that an improved development and use of technology will occur. The Tripod Mindset (TM) has the potential to inform a new type of guiding principles in sociology/psychology, education, communication, and technology with a disruptive impact on how humanity’s collective mindset, and participative and cooperative policies and economies further develop.
Summary. In the light of uncertain future threatening outcomes, present ambiguous information often is interpreted more negatively than it would be the case in a safe context. Black-and-white thinking is hindering positive deciphering of ambiguous information. People educated in open-mindedness and who have learned to tolerate ambiguity can better persevere in their tolerance even in situations of danger. Individuals’ dependencies on hierarchical power can cause closed mental systems that are increasingly unable to tolerate differences, ambiguities, and uncertainties. The promotion of hope might be a useful approach to reduce uncertainty intolerance that leaves more room for thoughtful and empathic decisions. It will be crucial how we instill hope and support our children to live constructively with uncertainties while retaining a high tolerance for ambiguity and open-mindedness as required to find the solutions sought for the benefit of all. What are your learnings from uncertain/ambiguous situations and how did you learn to develop a tolerance for it?
Intolerance of Uncertainty and Intolerance of Ambiguity often have been confused. Although IU and IA are overlapping concepts, they can be differentiated as follows: Intolerance of uncertainty refers future negative events that cause worries, and intolerance for ambiguity refers to adverse stimuli in the present . Also, intolerance of uncertainty is built on the fact that information on outcomes of a situation is missing while intolerance for ambiguity is characterized by ambivalent or conflicting information available on the situation .
As per the discussion around the article https://mathias-sager.com/2018/06/12/tolerance-for-ambiguity-as-a-gateway-to-leadership-opportunity/ it became clear to me that tolerance for ambiguity respectively Intolerance for Ambiguity might be dependent a lot on context too. Thanks to all the involved for triggering that further research. While having assumed general business situations in times of relative peace in democratic countries in the last article, individual’s behavior in highly stressful (e.g., military) conditions in threatening environments needs to be looked at specifically, including both the concepts of uncertainty and ambiguity. I hope this article can contribute to that discussion.
Tolerance for ambiguity of an individual can be reduced in the context of threat through uncertainty, and especially when there is increased intolerance of uncertainty. In other words, in the light of uncertain future threatening outcomes, present ambiguous information is interpreted more negatively than it would be the case in a safe context . Besides, not only the threat itself but the possibly stronger propagation of stereotyping (e.g., of enemies) might promote black-and-white thinking that is hindering an open mindset as required to positively decipher ambiguous information. People educated in open-mindedness and who have learned to tolerate ambiguity can better persevere in their tolerance even in situations of danger .
We generally have a choice between concern and cruelty. But as the example above showed, sometimes not-so-obvious factors influence our predispositions for one of the options because intolerance for an ambiguous situation, induced by threats of uncertainty, may trigger reactions of self-defense based on uncontrolled prejudices. Interviewing perpetrators in the Rwanda genocide revealed that individuals’ dependencies on hierarchical power caused closed mental systems unable to tolerate differences, ambiguities, and uncertainties .
In our times of continued pervasiveness of populations living in environments of war and disasters, resilience is a further important concept. Hope as related to resilience is enabling individuals to imagine a better future and to endure the present despite the uncertainty for such an achievement . That way, the promotion of hope might be a useful approach to reduce uncertainty intolerance and consequently to increase the tolerance for ambiguity for a more open mindedness that leaves room for thoughtful and empathic decisions.
Maslow (1968) made the point that we are oriented toward either growth or safety in our everyday lives and that a growth orientation is more favorable for psychological health and well-being . When self-protection (needs) get reduced, self-awareness can arise and facilitate the appreciation of multiple possibilities in situations, which might be the stage of personal development where tolerance for ambiguity as the capacity to accept paradoxes starts to become feasible . Systems of mass conformity, authoritarianism, and nationalism/racism are offered as a means for safety, unfortunately at the cost of growth possibilities through autonomy, creativity, and the use of reason though. After World War II this became evident and powerful movements toward an open mind of tolerance of ambiguity emerged that could cater to both safety and growth needs . It is a function of societies to prepare the next generation for life, and it will be crucial how we instill hope and support our children to live constructively with uncertainties while retaining a high tolerance for ambiguity and open-mindedness as required to find the solutions sought for the benefit of all .
What are your learnings from uncertain/ambiguous situations and how did you learn to develop a tolerance for it?
 Maslow, A. H. (1968). Toward a Psychology of Being. New York: Van Nostrand Reinhold.
 Hartman, D., & Zimberoff, D. (2008). Higher Stages of Human Development. Journal Of Heart-Centered Therapies, 11(2), 3-95.
 Grenier, S., Barrette, A. M., & Ladouceur, R. (2005). Intolerance of Uncertainty and Intolerance of Ambiguity: Similarities and differences. PERSONALITY AND INDIVIDUAL DIFFERENCES, (3). 593.
 Neta, M., Cantelon, J., Haga, Z., Mahoney, C. R., Taylor, H. A., & Davis, F. C. (2017). The impact of uncertain threat on affective bias: Individual differences in response to ambiguity. Emotion, 17(8), 1137-1143. doi:10.1037/emo0000349
 Kirschner, H., Hilbert, K., Hoyer, J., Lueken, U., & Beesdo-Baum, K. (2016). Psychophsyiological reactivity during uncertainty and ambiguity processing in high and low worriers. Journal Of Behavior Therapy And Experimental Psychiatry, 5097-105. doi:10.1016/j.jbtep.2015.06.001
 Einwanger, J. (2014). Wie riskant ist Sicherheit? (German). Pädiatrie & Pädologie, 49(4), 33. doi:10.1007/s00608-014-0152-4
 Bright, L. K., & Mahdi, G. S. (2012). U.S./Arab Reflections on Our Tolerance for Ambiguity. Adult Learning, 23(2), 86-89.
 Rohde, J. (2015). Review of The open mind: Cold War politics and the sciences of human nature. Journal Of The History Of The Behavioral Sciences, 51(3), 343-345. doi:10.1002/jhbs.21739
 Wilson, M. J., & Arvanitakis, J. (2013). The Resilience Complex. M/C Journal, 16(5), 17.
 Böhm, T. (2006). Psychoanalytic aspects on perpetrators in genocide: Experiences from Rwanda. Scandinavian Psychoanalytic Review, 29(1), 22-32. doi:10.1080/01062301.2006.10592776
Today’s professionals need to succeed in technology-rich environments . Information age organizations are characterized by rapid change and uncertainty . Progressing globalization poses challenges through ambiguities that are caused by ever novel, complex, and changing socio-economical, environmental, technological, and workforce factors . The ability to tolerate ambiguity, therefore, is increasingly vital for successful leaders and employees alike .
“The tolerance for ambiguity (or intolerance for ambiguity) construct relates to a person’s disposition or tendency in addressing uncertain situations” [4, p.1]. The concept is also described in organizational behavior as “a coping mechanism for dealing with organizational change” .
Tolerance for ambiguity was found to support organizational performance drivers, such as :
“Dealing with ambiguity is seldom taught, but higher-performing leaders tend to understand that uncertainty can be the gateway to opportunity” (6, p. 30).
Indeed, tolerance (or intolerance) for ambiguity influences one’s behavior and consequently leadership and decision-making style . Studies have found that expatriates high on tolerance for ambiguity adjust and perform better in global work workplaces and cross-cultural environments .
Leadership learning and development should adapt to the rapidly evolving business world, for example, by providing innovative learning strategies such as simulations . Potential for improvement and learning progress related to tolerance for ambiguity can be measured with according psychometric assessments and accordingly monitored as a key leadership ability .
 Arlitsch, K. (2016). Tolerating Ambiguity: Leadership Lessons from Off-Road Motorcycling. Journal Of Library Administration, 56(1), 74-82. doi:10.1080/01930826.2015.1113063
 Brendel, W. )., Hankerson, S. )., Byun, S. )., & Cunningham, B. ). (2016). Cultivating leadership Dharma: Measuring the impact of regular mindfulness practice on creativity, resilience, tolerance for ambiguity, anxiety and stress. Journal Of Management Development, 35(8), 1056-1078. doi:10.1108/JMD-09-2015-0127
 Herman, J. L., Stevens, M. J., Bird, A., Mendenhall, M., & Oddou, G. (2010). The tolerance for ambiguity scale: Towards a more refined measure for international management research. International Journal Of Intercultural Relations, 34(1), 58-65. doi:10.1016/j.ijintrel.2009.09.004
 Kajs, L. T., & McCollum, D. L. (2009). Examining tolerance for ambiguity in the domain of educational leadership. Academy Of Educational Leadership Journal, 13(2), 1-16.
 Judge, T.A., Thoresen, C.J., Pucik, V. and Welbourne, T.M. (1999), “Managerial coping with organizational change: a dispositional perspective”, Journal of Applied Psychology, Vol. 84 No. 1, pp. 107-122, doi: 10.1037/0021-9010.84.1.107.
 Shullman, S. L., & White, R. P. (2012). Build Leadership’s Tolerance for Ambiguity. Chief Learning Officer, 11(10), 30-33.
Summery benefits of an internal locus of control
Rapidly changing leadership challenges
Leadership education has undergone a substantial shift. Life and working world seem to have become more complex with competing urgencies and over-dynamic developments of issues that challenge the required qualities of the next generation of leaders. Leaders today need to be able to find ever-new solutions and adaptations to challenging situations. This can be traced back, for example, to the growing world population and increased growth expectations in all areas of life and economy that cause growth issues in the following six areas :
Organizations keep aspiring to increase profits, acting ethically, and promoting community and environmental sustainability. How will it be possible to optimize all these aspects while not doing it at the cost of others ? One answer is that it requires leaders who believe they can respond to these challenges in their own capacity, a concept that is coined as “locus of control.”
Definition of internal vs. external locus of control
Locus of control is about a person’s confidence that he or she can control events in their lives. Individuals with an internal locus of control have a strong sense of self-responsibility and that they have the power to change their lives. Externally-controlled individuals believe that they are not in control of their lives and it is instead chance, opportunities, and other individuals and events (i.e., the circumstances) that determine their destiny .
According to research, adverse consequences from an external locus of control are heightened levels of intolerance and anxiety, and finally higher burnout rates .
Internal locus of control, on the other hand, is associated with individuals gathering more information , which improves their decision-making process, effectiveness, and achievement. That internally-controlled individuals benefit from increased self-efficacy is in line with these results. For example, it was found that teams with individuals of relatively high internal locus of control are able of higher performance in a self-reliant way respectively without a leader . Last but not least, people with an internal locus of control generally enjoy more happiness .
Adaptation of leadership style
Locus of control is one aspect of personality. Leaders with an internal locus of control can adapt their leadership style as required to achieve the leadership objectives effectively and efficiently .
What’s your locus of control?
LEt’s find out more about ourselves. You can find a couple of free online assessments related to locus of control. The following example structures the result along different dimensions of life, such as achievement, career, relationships, and health. Comparing different tests, you will see soon that it becomes quite clear how to distinguish between internal and external locus of control.
 Andenoro, A. C., Sowcik, M. J., & Balser, T. C. (2017). Addressing Complex Problems: Using Authentic Audiences and Challenges to Develop Adaptive Leadership and Socially Responsible Agency in Leadership Learners. Journal Of Leadership Education, 16(4), 1-19.
 Schultz, D. P., & Schultz, S. E. (2007). History of modern psychology. İstanbul: Kaknüs Psikoloji Yayınları.
 Boone, C., Van Olffen, W., & Van Witteloostuijn, A. (2005). Team locus-of-control composition, leadership structure, information acquisition, and financial performance: a business simulation study. Academy Of Management Journal, 48(5), 889-909. doi:10.5465/AMJ.2005.18803929
 Tas, I., & Iskender, M. (2018). An Examination of Meaning in Life, Satisfaction with Life, Self-Concept and Locus of Control among Teachers. Journal Of Education And Training Studies, 6(1), 21-31.
 Akca, F., Ulutas, E., & Yabanci, C. (2018). Investigation of Teachers’ Self-Efficacy Beliefs, Locus of Control and Intercultural Sensitivities from the Perspective of Individual Differences. Journal Of Education And Learning, 7(3), 219-232.
 Dumitriu, C., Timofti, I. C., Nechita, E., & Dumitriu, G. (2014). The Influence of the Locus of Control and Decision-making Capacity upon the Leadership Style. Procedia – Social And Behavioral Sciences, 141(4th World Conference on Learning Teaching and Educational Leadership (WCLTA-2013), 494-499. doi:10.1016/j.sbspro.2014.05.086
 Cooper, C. (2010). Individual differences and personality (3rd ed.). London: Hodder Education. Retrieved February 3, 2015 from http://cw.tandf.co.uk/psychology//individual-differences- and-personality/
 Khan, E. (1998). Carl Rogers, More Relevant Today Than Freud. Retrieved June 6, 2017, from http://adpca.org/publicfiles/library/Carl%20Rogers%2C%20More%20Relevant%20Today%20than%20Freud_Edwin%20Kahn.pdf
 Saxena, M. K., & Aggarwal, S. (2010). Developing Emotional Intelligence in Children – Role of Parents. International Journal Of Education & Allied Sciences, 2(2), 45-52.
 Banai, B., & Perin, V. (2016). Type of High School Predicts Academic Performance at University Better than Individual Differences. Plos ONE, 11(10), 1-16. doi:10.1371/journal.pone.0163996
 Salgado, J. F., Moscoso, S., & Berges, A. (2013). Conscientiousness, Its Facets, and the Prediction of Job Performance Ratings: Evidence against the narrow measures. International Journal Of Selection & Assessment, 21(1), 74-84. doi:10.1111/ijsa.12018
 Bertram, K., Randazzo, J., Alabi, N., Levenson, J., Doucette, J. T., & Barbosa, P. (2016). Strong Correlations between Empathy, Emotional Intelligence, and Personality Traits among Podiatric Medical Students: A Cross-sectional Study. Education For Health: Change In Learning & Practice (Medknow Publications & Media Pvt. Ltd.), 29(3), 186-194. doi:10.4103/1357-6283.204224
 Boyle, G. J., Stankov, L., & Cattell, R. B. (1995). Measurement and statistical models in the study of personality and intelligence. In D. H. Saklofske & M. Zeidner (Eds.), International Handbook of Personality and Intelligence (pp. 431–433).
Language barrier in health care
A lot of literature seems to focus the challenges of language barriers in the health sector, as, for example, studies that identify language barrier as a significant threat to care quality in hospitals . The adverse effects are related to the various health service processes, such as understanding, quality, and patient and provider satisfaction . In multinational corporations (MNC), non-native speakers were found to tend to communicative withdrawal that is negatively influencing content and relationships . Social isolation subsequently can lead to reinforcing the language and culture boundaries .
The advantage of Content and Language Integrated Learning (CLIL)
The advantages from bilingualism are manifold; being an asset for (academic) career is one of them . Mobility and employability are further evidenced examples that can be achieved, e.g., by content and language integrated learning (CLIL) to foster not only language, but also communication and interaction skills combined with intercultural awareness . Indeed, it seems that hands-on activities and collaborative communication role-playing , or patient-centeredness, to use a health example again , even if supported by the native foreign language, are effective in overcoming language barriers . Allowing silence to support communication processing should not be forgotten too . Importantly, all begins with the proper identification of the existence of a language barrier at all . An innovative medical dictionary and tracking application is facilitating the imperative language-related data collection of foreign clients .
Information and Communication Technology (ICT) and the interpretation of language
For the future it is predicted that so-called SATS (Synchronous Automated Translation Systems) or even reality augmenting wearables will take out the hassle of today’s still cumbersome translation applications such as Google . Regarding the use of information and communication technology (ICT) to facilitate translation, women displayed a lower rate of technology use compared to their male colleagues . For technology to be adopted by foreign-speaking users, aids and guides should be developed  and diverse learning backgrounds supported. Barriers can also arise due to cultural differences in learning and conceptualization styles. Also, especially in rural context, it should be evaluated whether ICT even contributes to increased awareness of separation with the rest of the world . The presence of organizational codes and trade zones are examples of sub-cultures that can additionally make the interpretation of communication difficult .
Overcoming barriers beyond the language barrier
The progress in removing language barriers is for sure a great vision. However, in communication-intensive fields like social sciences (as compared to, e.g., technical engineering) , success will require more innovation. From the money-making industries relying on translation and interpretation services, some hesitance in adopting new business models might be expected. Finally, the maintenance of national borders may also use language to protect delimitations .
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Matching national and organizational culture
According to Nahapiet & Ghoshal (1998), social capital is “the sum of the actual and potential resources embedded within, available through, and derived from relationships” (as cited in ). However, it is not enough to design global leadership development programs with the goal to share knowledge according to national cultures in multinational enterprises (MNEs) without carefully making sure that the program also matches the organizational cultures involved (Espedal, Gooderham, & Stensaker, 2013).
Prizing of social capital on individual, institutional, and societal level
How the built social capital is prized depends on context. For example, Singaporean bureaucratic and political elite prizes social and cultural capital from the US, UK, and Western Europe highly as a result of Singapore’s unique history . In academia, it is known that the apt use of researchers’ social capital in the form of international research networks helps significantly in achieving excellence . On the other hand, global mobility experiences that come with a personal value such as new perspectives and knowledge about different cultures and systems can be not valuated as social or cultural capital by the home environment and therefore doesn’t get utilized by the respective institutions and organization . There can be even biases on individual, organizational, and societal level because of strong interpersonal and intergroup processes preventing non-discriminatory perceptions of the intercultural aspects they are confronted with .
The ‘paradox of unsocial sociabilities’
The ‘paradox of unsocial sociabilities’ describes the behavior of individuals who aspire to grow their professional global connectivity but remain emotionally relatively uninvolved locally . In the case of expatriates, they can be conflicted between resistance and acceptance of the new culture as part of incorporation its possibilities within themselves . For people from collectivist cultures, the loss of their societal embeddedness might not be felt as compensated  by the newly gained increase of social capital from a global perspective. Money can replace social capital in the sense that knowledge transactions can be bought anywhere (e.g., banking, legal, and medical services, etc.), independent of location .
Global citizenship, international careers, and the culture of global nomadism
Social capital networks reinforce themselves  and education, financial means, and access to information and communication technology determine to what level talent can be optimized  . To get access to global social capital, globalized forms of education to foster global citizenship is recommended by the UN . Often international assignments don’t necessarily lead to returns home and can result in onward mobility and international careers within a community, which shares a culture of global nomadism  that is of horizontal multi-cultural nature . The alignment of an individual’s lifetime stages and an organization’s strategic direction can be helped through a mentoring, mutual help in storying and career/goal alignment that is managed by a well-integrated Talent and HR Management practice .
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