ABSTRACT
The second leadership factor creating employee buy-in is expanding individual and organizational knowledge in purposeful ways. We begin by reviewing Howard Gardner’s Multiple Intelligence theory as it applies to the firm in our story. By identifying seven intelligences (eventually more) Gardner opened the door to understanding how individuals learn. The leader in our story sees the power in meeting people at their preferred learning style in both productivity and creativity. He was able to tap into the diverse and varied assets of the people at the firm. To gain commitment, leaders and followers must develop their personal mastery of their job, honestly assess when it was or wasn’t happening, and take steps to make sure it did. The chapter explains how Daniel Goleman’s theory of emotional intelligence plays into the emotional power of communication. Other topics considered are cognitive testing to aid in selection and identification of individual strengths and operating styles. Heifetz, Grashow, and Linsky reveal that dysfunction can be rapidly repaired by getting the right people in the right places doing the right things.
