Social Astuteness

Map the political power and influence in your organization, rather than people's rank or job title.

Ask yourself questions like, "Who are the real influencers?," "Who has authority but tends not to exercise it?," "Who is respected?," "Who champions or mentors others?," and "Who is the brains behind the business?"

Examine people's interactions and relationships to understand the informal or social networks.

Watch closely (but discreetly and respectfully) to find out who gets along with who, and who finds it more difficult to interact with others. 

Notice whether connections are based on friendship, respect, romance, or something else.

• In medieval times, leadership was mostly based on tradition. Most people never met their leaders and leadership was legitimized by the divine right of kings - charisma was not needed.
• The 19th and the 20th century were full of charismatic leaders. Technological (newspaper, radio, and TV) allowed leaders to transport their charisma over long distances.
• Our current globalized world and access to social media have led to another rise in charismatic leaders. On Facebook, YouTube, and Twitter, many people support leaders solely based on their charisma.

Most of the dangers of the charismatic movement relate to this power.

• Charismatic leaders lose support more quickly than other types of leaders.
• They have to clearly be the best person for the job at hand – always and in any situation. This is why they often engage in a cult of personality and become resistant to criticism.
• Things that charismatic leaders do to maintain their power are precisely the things that diminish it when their business, country, or other undertaking encounters problems.
• When charismatic leaders use their position to motivate their followers to do things they would not normally do, the followers often feel betrayed once they suspect that they might not get the expected payoff. 
• They often eventually take the praise of their followers too seriously and show narcissistic traits. They consider criticism as disobedience and expect total loyalty. 

According to the main character's behaviour, one should used other means of negotiation besides persuasion, which is, undoubtedly, of high importance. For instance, why not try using the very language of the counterparts, if possible. It can lead to unexpectedly good results.

Buddha's belief that anybody can changed is a powerful tool in the hands of good coaches. Having trust in people's ability to change can prove to be way more effective than believing that they can't.

Narcissists believe they're unique and superior, while humble leaders know they're flawed. 

The humble narcissist has grand ambitions but doesn't feel entitled to them. He is also willing to acknowledge his weaknesses and learn from his mistakes.

We're all drawn to someone who shows confidence - that is the reason that narcissists are more likely to be promoted or get elected to political office. But on its own, narcissism is dangerous. It tends to promote overconfidence and it dismisses the criticism.

Adding humility to narcissism prevents capriciousness and complacency. It helps you remember that you’re human.

• Good Humor is Inclusive.

• Good Humor Promotes Bonding.

• Bosses and managers who use self-deprecating humor are considered more approachable and human.

• Bad Humor Is Poison and can affect an employee’s performance or future.

• Clumsy Humor is a Risk. Your audience might take offence instead of laugh.

You will have a lot of time on your hands to consider the creative ideas in your mind.

Write it down and self publish. Share your knowledge and your narrative with the world.

Do you have a skill that you would like to improve?

You could use your sabbatical to start a client base for consulting work and build your portfolio while making a profit.

You work with a variety of people and you won't always get along with everyone. Telling yourself, "I don't engage in office politics, I tell it like it is," is a flawed tactic that might just cause more trouble.

Ask your contacts in any new environment.

• Are there sensitive topics that I shouldn't discuss without talking to you first?
• Can you draw an organizational chart for me?
• Who should my main point of contact be for this project?
• Is there a certain process I should follow for this task? Is it okay if I talk to this person first?
• With whom should I be engaging?

With a clear understanding of how they work and are their organizational hierarchy, you're less likely to do something that will cause unnecessary drama or miscommunication.

Creating motivation and making your team feel appreciated is a critical part of long-term productivity.

Encourage your team to keep gratitude journals - writing down a couple of sentences about what you are currently grateful for a couple of times a week. This practice improves productivity by increasing happiness.

If people can't focus on their work, they are less effective in areas like collaboration and learning, and they are less likely to be satisfied with their jobs.

Workplaces with a balance between individual focus and collaboration are more innovative, creative and encouraging.

Figure out your “why.” Consider these questions.

• What opportunities will become available by learning that new thing?
• What would you do if you could use your desired skill right now?
• Will you have a deeper relationship with your family/friends? Grow your business? 

No matter what you want to learn or accomplish, there’s someone in the world that has already achieved what you want.

You have access nowadays to endless resources in the form of biographies, books, videos, online classes and so on. You just have to search.