【中文版在后面】
For those of you who have been following my posts, you will know that I take pride in integrating strategy, culture, and leadership in my interdisciplinary work.
In this post, I share Scott Barry Kaufman's empirically validated and published research on the Characteristics of Self-Actualization Scale. Inspired by Abraham Maslow's work on self-actualization, Kaufman looked into understanding SA of individuals in the 21st century.
In other words, I seek to define what Wise Leadership looks like in the workplace and how to help leaders become wiser at work in my research and practice.
The ten dimensions of Kaufman's self-actualization scale encompass:
Continued Freshness of Appreciation: Experiencing joy and appreciation for life's basic pleasures repeatedly.
Acceptance: Embracing oneself wholly, without shame or apology.
Authenticity: Maintaining one's dignity and integrity, even in undignified scenarios.
Equanimity: Handling life's ups and downs with grace and balance
Purpose: Feeling a strong responsibility to achieve a particular life mission.
Efficient Perception of Reality: Seeking the truth about people and nature.
Humanitarianism: Having a genuine desire to help improve humanity.
Peak Experiences: Frequently feeling opened to new possibilities and horizons.
Good Moral Intuition: Instantly knowing "deep down" when something is morally right or wrong.
Creative Spirit: Applying creativity across various aspects of life.
These dimensions reflect the characteristics leading to the highest form of personal development and fulfillment.
How does actualization happen within an organization?
In my research on self-actualization at work, I defined the term culture-actualization. Culture-actualization defines the realization of organizational potential through understanding human needs and self-actualization specifically at work.
I find it critical for leaders to understand both self-actualization and culture-actualization if they want to build people-focused, high-performing organizations.
Follow me for more insights on integrating strategy, culture, and wise leadership!
【中文版在后面】
对于那些一直关注我的帖子的人来说，你会知道我为在我的跨学科工作中整合战略，文化和领导力而感到自豪。
在这篇文章中，我将分享斯科特·巴里·考夫曼关于自我实现量表特征的实证验证和发表的研究。受亚伯拉罕·马斯洛(Abraham Maslow)自我实现理论的启发，考夫曼对21世纪个体的自我认知进行了研究。
换句话说，我试图在我的研究和实践中定义什么是明智的领导，以及如何帮助领导者在工作中变得更聪明。
考夫曼自我实现量表的十个维度包括:
持续的欣赏新鲜感:反复体验生活基本乐趣的快乐和欣赏。
接受:完全拥抱自己，没有羞耻或道歉。
真实性:保持一个人的尊严和正直，即使在不体面的情况下。
平静:优雅而平衡地处理生活中的起起落落。
目标:感觉有强烈的责任去完成一个特定的人生使命。
对现实的有效感知:寻求关于人和自然的真相。
人道主义:有一个真正的愿望，以帮助改善人类。
高峰体验:经常感受到新的可能性和视野。
良好的道德直觉:当某件事在道德上是对的或错的时候，立即知道“内心深处”。
创新精神:在生活的各个方面应用创造力。
这些维度反映了导致个人发展和实现的最高形式的特征。
在一个组织中实现是如何发生的?
在我对工作中自我实现的研究中，我定义了“文化实现”一词。“文化实现”通过理解人的需求和工作中的自我实现来定义组织潜力的实现。
我发现，如果领导者想要建立以人为本、高绩效的组织，他们就必须理解自我实现和文化实现。
关注我，了解更多关于整合战略、文化和明智领导的见解!
