The central concept of Human Development & Leadership | Adamas University

The central concept of Human Development & Leadership

Human Resource, Leadership

The central concept of Human Development & Leadership

Human Development as a Concept.

Every action we take is the result of the way we communicate to ourselves

If you want something then go ahead, be desperate, let every cell of your body crave for it and then take action, take enormous and immediate action; and you’d realize that you’ve created your own destiny.

The 3 Simple Rules of Life:

  1. If you do not go after what you want, you’ll never get it.
  2. If you do not ask the answer is always no.
  3. If you do not step forward, you will always stay where you are

As an organization, Adamas University is passionate about enhancing the professional environment and encouraging a paradigm shift in creative learning.

We, at Adamas University focus on the Humane part and try to create a humanitarian Leader. Our only objective is to create a Global Leader with competencies that defy time and Culture.

Our faculties are vital to this process. For students at the University, working with faculty is the rule, not the exception. Our faculty model the characteristics of great leadership and inspire a commitment towards people development. The positive impact from close relationships between students and faculty lasts a lifetime. Consequently, we aspire to provide opportunities for students to engage in meaningful ways to create that paradigm shift in learning and application.

What makes the difference between Success and Failure?

Is Competency the solution or the willingness to realize success which is defined by others?

We’d attempt to understand both the worlds, one is that the Objective world and the other is the Subjective part.


Let’s attempt to demystify the Subjective World

What is my definition of Success?

To understand this, we need to question why we do what we do?

What is the driving force in our life?

We might argue that we act in our self-interest however the answer is we don’t act always in our self-interest; the instant we have an emotion or a feeling attached, our whole wiring changes. We react differently and our actions change.

Values, Motives and Attitude define our behavior and it dictates the way we do our business.

Our Belief system comprises of Values, Motives and Attitudes, since our childhood we had been exposed to whatever stories, images, rituals and symbols, have created our belief system. The differences in belief system are very culture specific and deep rooted into the demographic differences.

The key to Human Development is in understanding that the belief system changes the definitions of Success.

Competency or the Objective World

What is a competency?

A competency is defined as the capability to apply or use a set of related knowledge, skills, and abilities to successfully perform “critical work functions” or tasks in a defined work setting. Competencies often serve as the basis for skill standards that specify the level of knowledge, skills, and abilities required for success within the workplace coupled with the potential measurement criteria for assessing competency attainment.

What’s the difference between skills, knowledge and attributes?

A skill is about doing something well – your ability to choose and perform the appropriate technique at the appropriate time. It’s usually developed through training and practice. For instance, you could become a skilled writer by practicing in a particular style. You can become skilled at being safe in the workplace by practicing techniques and processes during classroom exercises.

Knowledge is defined as the information you know, including theories, facts and procedures, and the ability to apply the same information in different situations. For instance, you may have knowledge about different communication styles. You may know the key steps for planning a program or project and be well acquainted in strategies for evaluating success. Putting these together takes knowledge.

An attribute is an inherent characteristic or quality and is frequently expressed through what we think, do and feel. For instance, you could be known for staying positive and calm in challenging situations. You also bring in a ‘can-do’ attitude to your work – capable to try new things, seek new assignments and demonstrate initiative at work.

Together, these three elements make up a competency.

  • For example, you could develop competency regarding communication by practicing your writing and listening skills, acquiring knowledge about different communication styles and learning techniques that help you keep calm under pressure.

We also have to consider that we are in an exceedingly rapid changing business world which is multicultural.

There has been quite a lot of focus on the global leadership competencies needed for success in the rapidly changing global environment. There has been a great deal of focus on the global leadership competencies needed for success within the rapidly changing global environment. key global leadership competencies based on several sources as: in-depth business and technical knowledge, managerial competency, ability to address uncertainties and conflicts, willingness and capability to embrace and integrate multiple perspectives, communication effectiveness, competence in developing and maintaining good interpersonal relations, willingness and commitment to succeed, ability to motivate and develop people with latent talent, ability and willingness to learn from experience, and competence in playing the role of a change agent.

For leaders to achieve success in multicultural interactions abroad and domestically, they need to be globally literate. “To be globally literate means seeing, thinking, acting, and mobilizing in culturally mindful ways. It’s the sum of the attitudes, beliefs, knowledge, skills, and behaviors needed to achieve success in today’s multicultural, global economy”.

To be a global leader, one must possess the following competencies:

  • Personal literacy (understanding and valuing oneself)
  • Social literacy (engaging and challenging other people)
  • Business literacy (focusing and mobilizing one’s organization)
  • Cultural literacy (valuing and leveraging cultural differences)

All of those competencies are both interrelated and interdependent. Together they form the foundation stone for the next literacy. How each of those literacies are expressed depends on the culture in which the leader is working, living, and conducting business.

We focus on creating modules that would enable and empower individuals with certain competencies that would be required for the future job as well as create a path for their personal and professional development.

We believe that ‘If you want to take on the island, you got to burn the boats’, the decisions you take every moment is going to create your destiny.

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