Connecting Cognitive Capacity with Social Emotions

Summary
- Otoranski: Elliot was a great inventor in terms of making use of research on cognitive development in organizations. He came to see what Elliot called capability in a broader perspective, namely something that links cognitive and what I call socially emotional. Otoranski would like more research about how these two lines of development link in executives.

Speaker A My name is Otoranski, and I had the pleasure this afternoon to talk to King Shepherd and we talked about my experience of reading Jacques, meeting Jacques, and how it relates to my present w...

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Speaker A My name is Otoranski, and I had the pleasure this afternoon to talk to King Shepherd and we talked about my experience of reading Jacques, meeting Jacques, and how it relates to my present work. And what I would say in a nutshell is that Elliot was a great inventor in terms of making use of research on cognitive development in organizations, and I've greatly learned from him in that regard. But in the last year of his life, when I met him in person, we talked about how the cognitive line of development might relate to what I call the social emotional line that essentially has been researched mainly by the Colbert School at Harvard after 1970. So people like Colberg, Robert Keegan, Robert Feldman and others. Kurt Fisher as well. And I happened to be studying there in the early 90s. So I came to see what Elliot called capability in a broader perspective, namely something that links cognitive and what I call socially emotional. And that's much more than just emotional. It means how do I position myself to the world, to the cosmos as a social being? And I just was explaining to Ken that if I were to give you a sound bite about the two lines of development that I'm trying to combine in my assessment, I would say that the social emotional issue that we are dealing with in assessment is about what should I do and for whom? Whereas the cognitive issue is what can I do and what are my options? And the two lines of development really closely intersect. And that's what I use in my work. I'm a developmental organizational psychologist, I'm a coach, and I'm a social scientist. And I am strongly in favor of what I call evidence based management, where we rely on research. And what would be wonderful would be to do more research about how these two lines of development link in executives, say, or managers in organizations and what that means for the organization as a whole. And there's a lot of research that has to be done. Up to now, for instance, I have only hypotheses about how do drug strata link to developmental levels like Keegan. I would like to have some empirical data, and I would look forward to the work with you, with others who have other expertises than I do.

Country
USA
Date
2006
Duration
3:24
Language
English
Format
Interview
Video category

Major organizations and consulting firms that provide Requisite Organization-based services

A global association of academics, managers, and consultants that focuses on spreading RO implementation practices and encouraging their use
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Founded as an assessment consultancy using Jaques's CIP methods, the US-based firm expanded to talent pool design and management, and managerial leadership practice-based work processes
requisite_coaching
Former RO-experienced CEO, Ron Harding, provides coaching to CEOs of start-ups and small and medium-size companies that are exploring their own use of RO concepts.  His role is limited, temporary and coordinated with the RO-based consultant working with the organization
Ron Capelle is unique in his multiple professional certifications, his implementation of RO concepts through well designed organization development methods, and his research documenting the effectiveness of his firm's interventions
A Toronto requisite organization-based consultancy with a wide range of executive coaching, training, organization design and development services.
A Sweden-based consultancy, Enhancer practices time-span based analysis, executive assessment, and provides due diligence diagnosis to investors on acquisitions.
Founded by Gillian Stamp, one of Jaques's colleagues at Brunel, the firm modified Jaques;s work-levels, developed the Career Path Appreciation method, and has grown to several hundred certified assessors in aligned consulting firms world-wide recently expanding to include organization design
Requisite Organization International Institute distributes Elliott Jaques's books, papers, and videos and provides RO-based training to client organizations