There are many people who achieve Success in life without having studied and learned about how to achieve it, which shows that there are exceptional people who, above natural talent, add their share of genius. And this is present in all disciplines, sciences, and arts.
It is very likely that these people perceive that this book may not be useful to them. In any case, these exceptional people should be warned that having reached Success without knowing the reasons, that is, the "why" they have achieved it, can be fatal. We have found evidence of this in numerous successful people who have been found unsuccessful overnight.
There have always been paths and even some shortcuts that facilitate the arrival to Success. It was obvious to most people that one of the compulsory paths was that of formal education, to its highest level of training. And even "this program" is true even today for many people and even parents who show concern for the future of their children, despite the fact that in practice the evidence of success runs in other ways.
What happens is that in the last 10 to 15 years there have been some notable changes, clearly synthesized by Alvin Toffler ("The Shock of the Future" - 1970). Toffler highlights that there are three characteristic aspects that distinguish the last times.
In the first place, we find more and more new things, that is, more new products and services. The pace of introduction of these new products and services is overwhelming.
Secondly, these new products and services are, in turn, more varied and diverse (the Jeans Levy´s factory can currently offer more than 1,500,000 options to its potential Customers). And third, these same new products and services that are more varied and diverse have a much more limited life. Its existence is really transitory, and in general the transitory and peremptory nature of its existence is extremely short and ephemeral.
Secondly, a common thread that unites the three components of Toffler, is definitely change, which, together with taxes and death, is the only thing that we will surely find in the course of our lives.
And this change in the form that has occurred in the last 15 years is clearly distinguished from previous changes by having a remarkably high “rate of change”. Some authors have called the different exchange rates as the "three T's": tradition, transition and transformation. For many centuries the communities have privileged their traditions and many of them even had a particular day to celebrate "Tradition Day".
The industrial revolution of the mid-19th century and the changes that followed gave rise to more significant and continuous changes in and within communities; at those moments we have begun to speak of transitional changes.
Organizations and companies were "in transition" when they confronted situations from a broader perspective and were oriented towards improvements in the way their products and services were processed. And what has happened in the last 15 years results from changes that most people have not anticipated due to its complexity and consequences.
These are transformational changes that have led us to recognize the existence of a paradigm shift to which many people could not respond adequately and reacted paradoxically from a position of "paradigmatic paralysis".
Robert Golembiewski ("Ironies in Organization Development"; New Jersey: Transaction Publishers - 1990) makes a distinction between possible exchange rates, identifying a first exchange rate that he calls Alpha. The Alpha exchange rate implies “constant” progress where both variables and measurement methods remain unchanged.
A second type of change is the Beta that implies variable progress where both the variables and the measurement methods are modified. As an example, we can cite the situation where the consultant has begun his advisory intervention and - as a consequence of his change efforts - new aspects appear that were initially unknown.
As a consequence, the course of action to be altered is altered. The third type of change is Gamma where, in addition to the Beta change, there is a radical change that takes the name of transformational change that implies a quantum leap and paradigmatic change.
We are here in the presence of a revolution regarding how things are done, how to visualize what you want to achieve, and the position that leaders adopt in this situation.
The industrial revolution - based on concrete and tangible products - substantially modified the customs of the people on this planet and for this, several generations were “granted” to the people to fully adapt. Financial globalization and the revolution in information technology and communications are presented in virtual form; they are not real, "observable" events, to which man was previously accustomed and therefore when he saw them he took them into account. Now man has no image of what he is confronting, and this is a totally new phenomenon in the history of humanity.
Without an "image" of what impacts on the same man, he does not tend to react.
If we face two people sitting in a chair and looking at each other, it is possible that they continue in that position and without speaking for a long time, if they both do not have any image recorded in their "files". Only the images are capable of propelling us, and the seasoned reader surely already brings to her head some facts that assure our affirmation (from now on we will continue to use the head when the right thing is the mind, since we can show how the
The man from now on must continue to be linked to the “real” but more and more virtual - unreal aspects must be those that impact on his life and in particular on his success in life.
The virtuality of money has a short existence, although surely some economists must think differently.
When we refer to money as virtual, we do so under its presentation in the form of paper money, a total abstraction that would have perplexed anyone less than 100 years ago. And surely none of them would have given it any importance. It is no coincidence that the President of France, Charles de Gaulle (newspapers "Clarín" and "La Nación", May 1971), has dedicated his greatest and maximum energies to avoid the preponderance of paper money - without endorsement - which, to From their unsuccessful attempts they gave rise to what has been known as “Money - paper money - an“ unlimited stationery ”(titles, bonds, securities, etc.). Kiyosaki ("Rich Dad, Poor Dad" - 1999),It shows how people struggle to get a job to have money when in reality other people go straight to money alone. The former work hard to have a job, sustain it over time, and even when faced with the possibility of losing it, they strongly start new job searches to earn money again, which in the vast majority of cases is not enough to sustain them over time..
The latter, financiers, economists, bankers, lenders, brokers, go directly to money; For them, employment is simply an accident, in which in the vast majority of cases they do not want to participate. Something similar happens in the world after the triumph of the monetarist philosophy and practice of John M. Keynes ("The General Theory of Employment, Interest, and Money" - 1936); represents the triumph of English thought over the thought of the extraordinary German economist Joseph Schumpeter ("Capitalism, Socialism, and Democracy" - 1942) shows the beginning of the decline in the importance of the innovative entrepreneur who is replaced by "someone" within the world of finance.These "someone" who emerge with enormous power from Keynes' thought begin to belong to a new elite known as "the market", "the stock exchange".
Companies now have two significant groups that "look at them from the outside": governments' fiscal policies in their programs associated with "the financial system." What need would both forces have to strive to obtain money as a result of an entrepreneurial effort, if they could obtain it now from the simple observation of their results, and, from there, do some "financial engineering"?
Jack Hurling ("Conference of Financial Intelligence", Buenos Aires - 1975) called this presentation and seizure of paper money "the virtual press", since some were in a position to print money without due support. The "economic" community has been divided into two where John Keynes' "virtual - unreal" thinking prevailed over that of Joseph Schumpeter (already quoted), leaving aside the strength of the "innovative entrepreneur".
It is no coincidence that in most of the best universities in the world the thought of Joseph Schumpeter has been displaced by Keynesian and monetarist currents. After all, how else can so many resource-poor (poor) countries still be in debt (financial - virtual) after having delivered huge real physical resources?
Paper money and its cousins (titles, bonds, securities and other financial instruments) can, through their “virtual press” - at minimal cost - appropriate real resources that take a lot of effort and years of development.
Financial globalization requires that success-oriented people take into account Kiyosaki's (cited) suggestions on finance. A whole life of effort and savings can be "disappeared" in an instant. The frauds of ENRON, WORLDOM in the United States of America and PARMALAT in Italy are a vivid example of this.
The man will not be able to trust that depositing his money in a "world-class bank" has to assure the return of his money. A considerable list of banks worldwide is proof of this (within the financial community in Argentina we can cite Banco Lloyd´s, Banca Nazionale del Lavoro, Citibank, Bank Boston, among others). The man who does not know how to handle and care for his money can quickly be stripped of all his fortune. The attentive reader should not overlook these appreciations by Henry David Thoreau ("Walden"; Boston - 1854) that seem to be a prediction of what has happened to many people and SME companies in Argentina: "People work making a mistake.
For an apparent destiny, commonly called necessity, people work as employees. And as an old saying goes, working as employees can save treasures that will be corrupted by mold and dust, until the moment thieves enter and steal them. ”
The virtuality of money - and its transience in terms of value - has been possible thanks to extraordinary developments in Information Technology and also in Communications. Without the synchronicity in time of financial operations and appropriate IT and communications, transactions in “other markets” would not have been possible.
The "virtual" nature of both IT and communication makes gaming and functioning within the business and corporate world even more unintelligible - and almost inexplicable. A Client does not understand why a Bank does not give him his money in the Savings Bank, at the sole explanation of the Bank teller where he states "that the system has fallen."
And the benefits of IT are not applicable to different "units of analysis" alike. Large corporations can make use of them, finding a cost-benefit economy that is profitable, but very few small entrepreneurs can obtain such benefits.
There is a third “virtual - not real” option that results from the combination of financial globalization coupled with IT and Communications. This has enabled the elimination of intermediation processes, which has had a devastating impact on the middle classes of the population.
The tremendous power - under the two always possible options of construction as of destruction - of the combination of the joint impact of financial globalization together with that of IT and Communications, unfortunately oriented towards de-construction, is beginning to be felt with enormous consequences during the late twentieth century and with increasing vigor in the first decade of this twenty-first century, under the figure of a massive unemployment unprecedented in humanity since unemployment itself is accompanied by the inability of people to be self-sufficient when not they have money in their hands.
Most people in the past two generations have "found" money "having" an occupation within an organization. And to have an occupation within an organization it was convenient to have a formal education. Furthermore, at a higher level of formal education, people seemed to occupy better and higher positions within the organizational hierarchy.
The path to Success seemed very simple as well as clear: having a formal education and that it be as continuous and extended as possible. Furthermore, various works mentioned good investment as a consequence of spending more time on formal studies. There were various investment return jobs as a consequence of a more extensive formal education.
The reader may take a good 30 minutes at this time to reflect, although perhaps a suggestion of a couple of days or a couple of weeks is more advisable. Continuing to do what you are currently doing is not going to help the reader get better results.
The system by which a formal education helps you get a job has been totally broken, and the more formal education you can occupy a better place within the organizational hierarchy. Although you reader, right now you may not believe it, the relationship between formal education and career has been broken. Achieving Success today - and even more so in the future - follows other completely different directions.
Companies that originate resources for third parties begin to feel an excessive burden on their backs. They must obtain Clients in addition to maintaining them, they take care of the personnel who work and to a great extent of their families, their taxation in tax matters consumes to a great extent the profits that they eventually obtain and need for the lean years, and in many communities the judgments Labor have been the cause of disappearance of the organization.
Those companies that have survived these dramatic realities and that have overcome them with some dividend, have seen how financial entities have consumed an enormous proportion of said dividends in less than the hours of a single day. Businesses have taken refuge and entrenched; They find it too heavy for them to continue to be observed by government controllers and financial entities that are on the lookout for what they obtain through much effort.
A leading Latin American businessman in the textile sector says that all 365-day work vanishes in just a few hours; associating the controlling and financial entities with those who - instead of searching for gold in a mine during many months of effort - wait for them when the first ones must leave the mine to commercialize the gold and keep everything extracted.
So Success today implies, first of all, almost totally unlearning with respect to traditional paths.
If those interested in continuing formal studies knew that more than 66% of those who graduated are not satisfied with the job they have ("Changes in professions"; The ODI International - 2001) and that those who are - although only partially - they are likely to experience an interruption in their career much earlier than expected. We suggest the reader become familiar with the book by Dr. Donald W. Cole (RODC) and Eric Gaynor B. (RODP): “Professional Suicide or Organizational Murder”, The OD Institute International; 2003). Today, no more than 1% of the world population finds an occupation within the most desired corporate world: multinational companies.
And of this small number, the vast majority see their work careers interrupted beyond the age of 40, with only remote possibilities of reintegrating into the same corporate world, which was so desired and desired when they had less than 20 years of experience. age.
There is additional information that must be taken into account. The current levels of robotization and automation allow the total production of goods and services to be developed with no more than 3% of the population. A few years ago, a work entitled "The End of Unemployment" was published (Nora Fusillo - 2000), and we could say that what we are rather confronting is "The end of Employment in the corporate world".
And the consequences of this important transformation must hit hard on other institutions and organizations that today find part of their institutional protection as a consequence of the existence of the corporate organization. Dr. Carl Frost of Michigan State University presents an interesting perspective on this (please visit his website).
This same year 2005 has been the “record year” for M&A (mergers and acquisitions), which in real terms means reaching the same levels as before but with fewer staff, while “market shareholders” and “financial institutions” they thicken your profits.
The transformations in the next 10 years must be of such magnitude that no previous precedent can be used as a compass. And the Intelligences that people must possess - and more importantly make use of - go far beyond the individual Intelligences that we have lived with for much of the 20th century.
If you, the reader, are still not convinced of these transformational changes, of the Gama type that we mention in the first pages, you can continue to make use of the Intelligences that you have NOW… with which you should be able to have a job similar to the one that Has Had in the Past and that still with luck It has… but that same work with the Intelligence that is required, must NOT exist in the near future.
What are "The 7 Intelligences" and why the need for them
This treaty is a consequence of the integration of excellent contributions from researchers, academics, businessmen, practitioners, and managers, and the evidence supported by multiple field and research works.
It is postulated that the cornerstone of "The 7 Intelligences" finds its sustenance in the first three, which are:
1. Cognitive Intelligence, which is defined as the “Capacity to obtain, store, combine, process and extract information that supports convenient and profitable decision making” (Abel Cortese and Eric Gaynor: “Organizational Development Congress: Presentation on Cognitive Processes ”, Buenos Aires, 1999).
2. Emotional Intelligence, which is defined as the "Ability to know, direct and control both your own emotions and those of others" (Daniel Goleman - "Emotional Intelligence"; Bantam Books - 1995).
3. Creative Intelligence, which is defined as the "Ability to recognize weaknesses within one's own habits that each one has installed in their daily practices" (Eric Gaynor - "Organizational Development and Creativity Conference; Buenos Aires, 2001).
Let us now see why each of these three Intelligences is necessary and to what extent they are cumulative. Just as most people are introduced to basic aspects for their different careers, professions and vocations, nowadays it is absolutely necessary that people are able to integrate these three Intelligences, as a starting point.
Let's start with Cognitive Intelligence based on "the rational" and which is the one that predominates strongly within the best Centers of Higher Studies and Universities. The rationality that graduated professionals obtain in the different careers that they follow in the best universities on the planet is similar to the “limited rationality” mentioned by James March & Herbert Simon in their monumental work entitled “Organizations” (Wiley & Sons, 1958).
This "limited rationality" is manifested through various facts. There has not been a single economist who has anticipated the levels of unemployment that the different countries in Latin America should reach. Of course, the vast majority of them have always found a subsequent "explanation" of "what has happened" but they must recognize that a discipline that has explanatory capacity but lacks "predictive capacity" cannot be considered a Science.
The cognitive aspects that allow professionals to obtain Diplomas that in no way ensure a successful working career, are an evident example of the “limited rationality” of their own Diplomates. In his treatise "Organizational Development and Executive Development" (Eric Gaynor Butterfield, 2005 - Ed. By The Organization Development Institute International, Latin America) the author highlights that currently there are some common aspects between a Diploma that is obtained after dedication of more 16 years of formal studies, and a perishable product: both have an expiration date. It is calculated that currently a University Diploma has an expiration date of about 8 years on average.Fortunately, Medicine requires practices that extend the validity of Diplomas that extend through the initial residency and concurrence services that are expanded later.
Just as people operate quite frequently under "limited rationality," so do organizations, institutions, companies, and corporations (see mention of James March and Herbert Simon, above). Today there is no doubt that the different units of analysis, be they Individuals, Groups and Organizations, operate with “limited rationality”. For those readers who are interested in the “rational limited” within the second unit of analysis - that is, the groups - we suggest taking a look at the contributions made by researchers and academics within the area of “group meeting management”, such as Edgar Schein ("Organizational Psychology"; Prentice-Hall - 1980) among others.
Possibly one of the last blows of grace to the proponents of Cognitive Intelligence has been given by Daniel Goleman, showing the preponderant role of Emotional Intelligence.
Daniel Goleman's excellent integrative work - in addition to showing the shortcomings of Cognitive Intelligence alone - highlights the organizational weaknesses that result from poor emotional intelligence of its own organizational members, and particularly when it is presented in its management body and executive.
The enormous strength of the five practical skills - which are not actually "new" - as they have been previously recognized, finds its enormous merit in the way the author groups, and therefore divides them, into two broad categories: those that operate within a person and those that function as a result of interaction between people.
We now find ourselves with two important intelligences, but as the extraordinary French philosopher Jean Jacques Rousseau stated some 240 years ago ("The Social Contract" - 1762), learning is cumulative. Each generation accumulates the learning of the previous generation, something that we can observe even within the animal world (Charles Darwin: "Origin and Evolution of Species" - 1859). The notable scholar of childhood learning processes - the Swiss psychologist Jean Piaget ("The origins of intelligence in children" - 1936) also observes the importance of the "cumulative" aspect that goes beyond simple learning, showing the difference between accommodation and assimilation.
The incorporation of the Emotional Intelligence skills mentioned by Daniel Goleman (already quoted) must allow the reader to go beyond Cognitive Intelligence and therefore can enjoy a competitive advantage (see Michael Porter: “Competitive Strategy”; Editorial CECSA - 1992). And it is possible that within a world where traditional changes became transitional, both intelligences could ensure an extended career. However, today we are faced with the “3 T's” of change: the “T” of Transformations has been added to the “T's” of traditions and “Transitions”.
We have already seen how Robert Golembiewski (“Ironies in Organization Development”; New Jersey: Transaction Publishers - 1990) makes a distinction between the different types of change and glimpses the enormous personal transformations that must occur in both people and organizations.
There is enough evidence showing that for people to be successful in life "now" they must be in a position to overcome the paradigmatic paralysis that occurs today. Alvin Toffler (“The third wave” - 1975) refers to some characteristic aspects that appear in a time of transformation: many new things, these are in turn more varied, and finally they are peremptory (which is the same as saying that enter their terminal phase very soon after their existence). At the organizational level, the authors Michael T. Hannan & John H. Freeman ("Organizational Ecology"; Harvard University Press - 1988) refer to the implications of this peremptoriness within the organizational and corporate world by assimilating it to what happens with "rabbits ”: Many of them are born and many of them die.Therefore only a few of them survive, depending on how efficient the selection process is.
And selection today a person cannot exercise through a "mutation" as it happens with the experiments that humans do with other animal species; but it can be exercised as a result of the development of new Intelligences. The peremptory nature of "what exists" makes "Creative Intelligence" essential. It is now necessary to have the ability to "self-destroy" what one had recorded as effective performance since the peremptory and transitory of what Clients need and demand is absolutely different from the present.
The limits of Cognitive Intelligence along with Emotional Intelligence have been exposed by various authors and researchers, but perhaps he has put it as clearly and explicitly as Karl Weick in the "Social Psychology of Organizations" (Addison-Wesley - 1969). Just as there is a more effective direction towards achieving the objectives, Karl explains the need to be able to question - over time - both the chosen direction and the current processes and operations.
It is obvious that both individuals and groups and organizations must necessarily be oriented towards the development of a better and more efficient operation in the search for the best results. Even Henry Mintzberg (“Structures in fives: designing effective organizations”; Prentice-Hall - 1983) advocating the need to adopt an “ad hoc” organizational arrangement highlights the advantages of hierarchical pyramid organization under certain particular conditions.
However, under changing situations in the context, people and organizations need to modify their mechanistic-type operation for an organic one where flexibility is a factor of urgent need (Tom Burns & Stalker - 1967). Later, other authors and organizational experts highlighted the need to adapt to new situations: Paul R. Lawrence & Jay Lorsch in “Organizations & Environment”; Harvard University Press - 1967; and Charles Perrow in "Organizational Analysis: A Sociological View"; Brooks / Cole - 1970), among others.
But Karl Weick (already quoted) stands out above all. It highlights the need to be able to “equivocate” everything that one - and the organization - has filed unequivocally. And this phenomenon and need is independent of what happens in the context with which it is anticipated and goes beyond the contributions of other notable people, because it is the pro-activity in change that characterizes success and its continuity.
The seasoned reader is already in a position to glimpse the importance of integrating the three Intelligences developed up to now and will have before his eyes the precariousness of those who only excel in one of them. But just as secondary studies were necessary but insufficient for those who sought to achieve success in the last quarter of the last century, today even the effective conjunction of Cognitive, Emotional and Creative Intelligence may not be enough. Let's explore some aspects that support this position.
Our research suggests that in light of the circumstances that exist today people interested in achieving success should have a good dose of 4 other Intelligences, being the following Intelligences: Practical, Commercial, Financial and Organizational. It is no coincidence that in recent years research and evidence have shown the increasing importance of internal forces over those aspects external to the person.
Self-esteem, pro-activity, self-awareness, autonomy, independence, initiative, self-sufficiency, turn out to be more and more indispensable characteristics within the global context that surrounds us. If the total production of the planet can be reached with less than 1% of the population, then it is obvious that only this very small percentage of people are the ones that are really necessary. And those who want to belong to this select category must be distinguished by their characteristics and profiles.
Practical Intelligence is the "Ability to do things as simply as possible with the minimum use of resources, which of course includes time". In the world of small organizations and institutions that have to survive, there will be no place for someone to give instructions to another on a continuous basis. There will also be no place for repetitive control. In short, the vast majority of successful people are going to be self-employed and they don't need “someone else” to tell them how to do things better.
A single person like Frederick W. Taylor ("Scientific Administration", 1917) was able to achieve success - and at the same time help others achieve it - only a century ago, by using his Practical Intelligence. Convinced that people were rewarded in quite a similar way while in practice such people achieved highly dissimilar productions, he turned the practice of paleo into science (Eric Gaynor Butterfield at www.Gestiópolis.com ”- 2005). Today other people do not have to be able to achieve success as a consequence of the thought and practical intelligence of another. Success will be granted to those who operate by themselves with Practical Intelligence and at the same time make use of it through third parties.
The facts show that the ratio between what a top manager received as a reward some 40 years ago in relation to Plant staff, and what a top manager receives today, is 30 to 40 times more. And this gap should not decrease, rather it may widen. It is not going to be possible to achieve a certain important degree of success without counting and using Practical Intelligence.
Did the extraordinary achievements of Napoleon and Alexander the Great have exclusively to do with their Cognitive and Creative Intelligence in developing their special and particular strategy for combat? No way. The practical component implicit in the tactic was of vital importance.
And also the logistics that many authors and practitioners of the business world refer to as a vital component for organizational success, require very especially Practical Intelligence. Who can think of logistics development that is not practical? To anyone without much Cognitive Intelligence and without too much Creative Intelligence today, it must seem totally far-fetched that the German army has not considered the logistical importance - with its enormous practical component - of being able to move its vast army to the USSR, power supply it on all lines without interruption, succeed and then even be able to return accompanied by the success of a return supply.To think twice about this option before executing it, it was necessary to have a significant dose of Practical Intelligence.
Organizations continue to focus on less and less use of the human element in the process of developing and being rewarded for products and services. Perhaps the clearest example of Practical Intelligence in Organizations is given by the development known as “Supply Chain Management” that integrates different functions that previously operated in a less integrated way: Deposits and Warehouses, Purchases, Suppliers, Payments, Reception, Transportation, Logistics, Production, among others.
The use of Practical Intelligence has been able to integrate this diversity of functions into a single process, and whoever does not think about logistics development and its practical implications may be displaced from the place it occupies.
An important example of Practical Intelligence is present in children and especially in their early years. Research work on children between 2 to 5 years of age have shown that one of the characteristics that is present in their actions is linked to eminently practical as well as creative aspects ("La Razón"; August 2005). Practical Intelligence has accompanied an immense number of entrepreneurs who have been successful in their creative projects (Eric Gaynor Butterfield and Abel Cortese: "Congress of Development and Organizational Creativity").
Just as Practical Intelligence assists us in the development of our products and services, it must be necessary for the man of Success to have a certain significant amount of Commercial Intelligence. In simple terms, Practical Intelligence benefits the individual rather personally, while Commercial Intelligence produces benefits as a result of the transfer of own productions to third parties. Business Intelligence is the “Ability to benefit from the transfer of own and third-party products and services to third parties.”
As a result of many Days, Seminars, Congresses, Workshops and Courses on the Commercial area, the following question has occasionally arisen more than a couple of occasions: How could you synthesize the Commercial aspect? What would be its origin and main foundation to take into account? It is not a simple question to answer but I have accepted the challenge.
In the first place, we can say that there are a series of developments called "glasses" that allow us to visualize something better for the other, but we have not necessarily developed the same mechanisms to observe and know ourselves. Perhaps the area of Organizational Development has been the one who has done the most in this regard through what is mainly known as the “Johari Window” (Dr. Donald W. Cole, 1997: “Congress of Organizational Development”, Argentina; organized by The Organization Development Institute International).
Observation can also be done by telephone communication. If we were to call our same phone number from where we are making the call, we only have to hear the monotonous busy tone. Although this is what really happens to us in much of our daily activities, we have rarely noticed it and we hope that this metaphor will assist in adding light in this regard.
Also - metaphorically - we can take into account what happens when a man shaves in the morning in front of the mirror after putting on shaving cream. Only, only the first 3 to 5 seconds, the man can shave almost without looking at the other - which in this case is the mirror - because after the first shave he must necessarily fix his image in the mirror, and this must be the mirror, who will give you the orders on how to shave! And these are basic aspects within Business Intelligence, that is, the fact of making the other prevail over us. It implies the necessary condition of being able to give and give to others what could be for us, but it is much more than this because people can initially - I have said initially - give and give to others "what perhaps we are not trying to have for ourselves",But in reality, the ability to deliver to others must be based on delivering the best that we have, which positions us from a place of vocation of service to which we are not usually accustomed.
Business Intelligence is essential today for various factors and among them for the fact that today the chain of links through which a formal education guaranteed a job in an organization is absolutely broken. State agencies are an exception, but it should be noted that they are only alive as long as they can extract resources from the organizations that must sustain themselves, private companies.
To the extent that private organizations do not have an excess of resources due to their ability to attract more resources than they employ and therefore taxation ceases to have the importance it has had, public organizations are inclined to punish these companies with new charges "before your profits". The totally dysfunctional consequences of this action are in sight and employers (especially SMEs) begin to disappear in an unprecedented number, possibly the most important cause of the enormous growing unemployment in all societies.
The issuance of money devised by Lord Keynes (already quoted) and practiced without limit by rulers who have preferred to develop a "printing press" instead of focusing on real productive activities, must have a limit and of which we may not have find far away. The proof of this is the enormous “deficits” that are present in almost all the economies of the planet, reaching both developed and less developed countries.
And this brings us to the sixth intelligence which is Financial Intelligence. Within a capitalist economy that is prevalent in most of the countries on Earth, the use and application of the 5 previous intelligences; Both the 3 of the first phase (Cognitive Intelligence, Emotional Intelligence and Creative Intelligence) and the two of the second phase that we have contemplated up to now (Practical Intelligence and Business Intelligence) verify to some extent its success in the presence of Money. Indeed, within the capitalist economy it is money, paper money and the different “virtual” associated products such as bonds, securities, securities and other monetary species not supported by “the real” (such as the gold standard), a indicator of success achieved.
But today it has become an additional element since, as a consequence of financial globalization, many of the services and benefits that the population received without cost or at reduced costs (such as education and public health, along with other services). essential: water, light, among others) access to education and health as well as water and light represent a cost in money that can only be covered when access to money is available. And what makes this situation even more critical is the fact that without proper education - without the development of the 7 Intelligences - and without health (which are currently only covered with money), people have seen and are increasingly displaced more than "having a job" and its existence depends on some gift that is not sustained over time.
Financial Intelligence is an absolute necessity since people can lose everything they have gained with the previous 5 Intelligence in the blink of an eye. The frauds of the Banks in various countries in the world and very recently in Latin America by not returning the money that has been deposited by its Clients, are a clear example.
The ENRON, WORLDOM and PARMALAT scams left a huge number of people totally unprotected who worked all their lives and lost the savings they needed to live through their old age. The scams of European Banks that advised their Clients to acquire “bonds” with which they had obtained usury benefits for more than 10 years, but that they knew that they collapsed by maneuvers in which they were themselves main actors, made these Clients remain totally unprotected and saw more than 30 or 40 years of very hard work dilute.
Every day on CNN in the Economy and Business program, from Monday to Friday, a small group of people in a state of happiness are exhibited, representing those who have benefited financially along with the financial institutions that have accompanied them. As one financial researcher told us, "the smiles of these few and the leaders of financial institutions are accompanied by the enormous sadness of many people who have worked hard and who, for the worse, have trusted them."
If you have any doubts about the importance of Financial Intelligence, we ask you to take a look, albeit a short one, at Robert Kiyosaki's book (already quoted). The university professor distinguished for his career and for the exercise of his profession sees his future shattered and his day-to-day life is limited by what “little he has left” after assuming his commitments to society.
A seasoned reader has serious questions to ask at this point. Firstly, if it is convenient for “someone” to manage their money. Banks do not appear to be overly reliable especially in the eyes of those who have lost a significant portion of their time deposits, and this perhaps also applies to pension funds. The facts show that they have not always followed through on their commitments and many of them are in a position of partial insolvency, even within apparently strong communities such as the developed economies of Western Europe.
We suggest that a reading of the material by Robert Kiyosaki and other notable Financial Intelligence authors, researchers, academics, and consultants can make a significant contribution. But still be cautious about the "future." No financial adviser or financial institution has to tell, advise or predict the future that lies ahead. Do you know why? They make their profits based on people who do not know about Financial Intelligence and if they do get to know them, they must guide them against "what is to come."
Do you know someone who is going to tell you exactly which is the winning horse in a race? If this were public knowledge, and the majority knew and acted accordingly, the dividends of this horse even winning would be so small that they would not even pay the money they spent to simply enter the Hippodrome. Well, the same thing happens in the world of finance: the Financial Entities obtain their benefits for the mistakes of their Clients, they simply live on them and their mistakes.
No one is in a better position to manage your money than yourself. Do you know which is the country with the most millionaires per day? And do you know what these thousands of people who make millionaires a day do? Well, it is in the United States of America that 3,000 new millionaires emerge every day and 80% of them - yes, 80% of them - belong to the pension fund sector. Who do you think are the losers? So you have to do everything you can to NOT be included in this list… there are already too many people "who have worked hard and done things correctly… but who have ended in ruin".
You will have to master the first five intelligences and you will also have to be a master in Financial Intelligence. When you are successful, you will be visited by an immense number of others, and you will have to become a specialist in analyzing “someone else's projects” and discovering what others want by proposing investment ideas.
The Practical, Commercial and Financial Intelligence correspond to the second important cycle. You have to remember that the first cycle was made up of the Cognitive, Emotional and Creative Intelligences that are necessary preconditions for the three intelligences of the second cycle.
Now, Success can only be crowned with "others". There is not a single researcher, academic, consultant, executive or manager who has achieved success without having developed the skills and competencies of Organizational Intelligence. Bill Gates, Alfred Sloan, Henry Ford assumed successful leadership positions based on their Organizational Intelligence.
Carlos Marx (already quoted) was not wrong about his theory of surplus value, as also recognized by the extraordinary German economist Joseph Schumpeter. Since only a “daily” capital gain can put the Organization in conditions to survive in the face of so many vicissitudes: the new needs of the Clients, the needs to retrain the personnel, the increasing portions that the financial entities take from the companies, and sustained increases in taxes.
What is an organization? For this we suggest referring to an article on Leadership published on www.gestiopolis.com: “An organization is a living organism that behaves, grows and sustains itself over time as a result of the vision of its leaders, the management capacity of its executives, and the degree of compliance and adherence of the rest of the organizational participants to management tactics that are in line with the Leader's management philosophy. This living organism operates within a context and remains alive within it to the extent that it develops new competences that allow it to surpass others of its own species since all of them cannot co-exist simultaneously all at the same time nor throughout the entire period. course of time ”(Eric Gaynor Butterfield: Michigan State University - 1975).Therefore, Organizational Intelligence must be a mechanism that allows completing these aspects.
The development of communities and nations requires operating effectively and efficiently in the three units of analysis, BEFORE "something works at the macro level." In reality the macro exists only as a function of the micro; if companies disappeared and people operated and functioned at the individual level, everyone who benefits at the macro level would have to go out and do some work. It is no coincidence that people at the macro level are increasingly linked to everything that is far from direct and tangible production, such as computer technology and communications, as well as "money through a printing".
Los países necesitan entonces tanto el desarrollo individual como grupal, y finalmente el organizacional. La riqueza de los países puede medirse directamente por la capacidad empresarial y organizacional, tanto a nivel de grandes empresas, como de empresas medianas y pequeñas donde los emprendedores y empresarios adquieren enseñanzas que usualmente no reciben ni de los mejores Centros de Altos Estudios o Universidades.
The current huge unemployment and its growing manifestation is directly linked to the enormous death of small and medium-sized companies, which are precisely those that are highly labor and personal intensive. The skills and competences of entrepreneurs and entrepreneurs are only consolidated when they are capable of running an Organization. When you are in a meeting with a significant number of people who are willing to answer a question from you, you can ask them: How many of you receive a salary at the end of the month? And then how many of you pay others to make ends meet?
The answers to this question have shown that - both in developed and less developed countries - fewer and fewer people are paying salaries to others (please do not include a multinational executive in this category).
There are more than 60 notable experts in the area of Organizations and various field works show that only 10% of them are known within the least developed countries. Organizational Behavior is essential to avoid having to access a business or a company based simply on intuition. We know more than one businessman who, at the consulting suggestion to alter, change or end his pre-existing business, has answered: "I have always made money with this company and in this way".
The discipline of Organizational Behavior added to that of Organizational Development must give people the opportunity to see companies - and especially theirs - from a correct perspective. And this is the task that we propose so that finally you - reader - can achieve Success: be able to develop above the first cycle (Cognitive, Emotional and Creative Intelligence) the Intelligence of the second cycle (Practical, Commercial and Financial), But do not forget that continued and sustained success must be achieved and maintained as a result of ADDING Organizational Intelligence as well. Prepare for it.
Thank you very much for sharing!
