RESPONSIBLE

LEADERSHIP
PART 2
PERSONSALITY AND
LEADERSHIP
TOPIC 4
PERSONALITY COMES FROM LATIN
TERM PERSONA MEANING MASK
CHARACTERISTICS OF
PERSONALITY

PERSONALITY REFERS TO RELATIVELY

PERSISTENT CHARACTERISTICS THAT YOU
SHOW OVER TIME

PERSONALITY, A CHARACTERISTIC WAY OF

THINKING, FEELING, AND BEHAVING

PERSONALITY IS MADE UP OF BUILDING

BLOCKS CALLED TRAITS.

YOUR PERSONALITY IS UNIQUE IS TO YOU

NO TO PEOPLE HAVE THE SAME
PERSONALITY
NOT SIBLINGS OR EVEN TWINS.

PERSONALITY IS DYNAMIC, IT KEEPS

EVOLVING OVER TIME THROUGHOUT OUR
LIFE.
THEORIES OF
PERSONALITY
CARL JUNG

Carl Jung's theory of personality, also

known as analytical psychology, is based on
the idea that personality is made up of a
combination of psychological functions
JUNGIAN ARCHETYPES

According to Jung, personality

appears in the form of
archetypes

Jungian archetypes categorize

people in terms of various
personality patterns.

The archaic and mythic

characters that make up the
archetypes reside within all
people from all over the world,
Jung believed. Archetypes
symbolize basic human needs,
motivations and values
CARL JUNG – the four main
archetypes
• The Persona
• The persona is how we present
ourselves to the world.
• The word "persona" is derived from a
Latin word that literally means
"mask." It is not a literal mask,
however.
• The persona represents all of the
different social masks that we wear
among various groups and situations.
The Shadow
• The shadow is part of the unconscious
mind and is composed of repressed
ideas, weaknesses, desires, instincts,
and shortcomings.

• The shadow forms out of our attempts to

comply with cultural norms and
expectations.

• It is this archetype that contains all of

the things that are unacceptable not
only to society but also to one's own
personal morals and values.

• It might include things such as envy,

greed, prejudice, hate, and aggression.
 In many cultures, however, men and women
are encouraged to adopt traditional and often
rigid gender roles. Jung suggested that this
• The anima and discouragement of men exploring their

the animus feminine aspects and of women exploring

their masculine aspects served to undermine
psychological development. Integrating both
the feminine and masculine aspects of our
• The anima is the feminine personality into an authentic unified whole is
part of the male psyche, and a healthy part of human development.
the animus is the male part of
the female psyche.
• The feminine is characterized
by empathy, trust, intuition,
and emotional connections
with others.
Arshanarishwar • The masculine is related to
logical thinking, problem-
solving, and emotional
stability.
 THE
TRAITS OF
ANIMA
AND
ANIMUS
The Self
• The self is an archetype that
represents the unified
consciousness and
unconsciousness of an individual.
Jung often represented the self as a
circle, square, or mandala.
• Creating the self occurs through a
process known as individuation, in
which the various aspects of
personality are integrated.
JUNG’S MODEL OF THE PSYCHE
• THE WORLD IS DIVIDED INTO
• INNER WORLD- CONCIOUS
• OUTER WORLD- UNCONCIOUS

• THE PERSONA IS PART OF US THAT WE SHOW

OR POTRAY TO THE OUTER WORLD

• THE SELF IS ALSO SHOWN, BUT PARTIALLY, IT

EXSISTS BETWEEN THE INNER AND OUTER
WORLD

• THE SHADOW, ANIMA AND ANIMUS ARE

BURIED IN THE UNCONCIOUS AND INTERGRAL
PART OF THE INNER WORLD
THE
ARCHITYPAL
FIGURES

The 4 main
archetypes
intermingle
to form the
12 archetypal
figures which
are
presented
here
Which archetype are you….??
 JUNG DEFINED PERSONALITY AS A COMBINATION OF
PSYCHOLOGICAL FUNCTIONS
• 1. Extraversion or Introversion: Where do you direct your attention?
Are you mainly focused on the outside world or on your own thoughts? Individuals with a preference
for Extraversion enjoy working with others and develop initiatives together with others. People with a
preference for Introversion appreciate a quiet work environment and develop ideas when they are
alone.
• 2. Sensing or Intuition: How do you take in information?
Are you primarily interested in facts, or are you intrigued by what might be possible? A characteristic
of people with a preference for Sensing is that they prefer to work step by step on tasks for which
they already know the procedure. People with a preference for Intuition, on the other hand, enjoy
taking on new, creative projects.
• 3. Thinking or Feeling: How do you make decisions?
People with a preference for Thinking make decisions based on logical and objective reasoning.
Individuals with a preference for Feeling make decisions based on personal ideals. Those with a
preference for Feeling argue their decision only after consulting their personal values.
• 4. Judging or Perceiving: How do you organize the world around you?
Individuals with a preference for Judging prefer to live in a structured manner. People with a
preference for Perceiving like to live more flexibly. Those with a preference for Judging prefer to work
according to a plan and focus on what needs to be done. Individuals with a preference for Perceiving
MBTI
• The Myers-Briggs Personality Type Indicator is a self-report inventory
designed to identify a person's personality type, strengths, and
preferences.
• The questionnaire was developed by Isabel Myers and her mother
Katherine Briggs based on their work with Carl Jung's theory of
personality types.
• The Myers-Briggs Type Indicator (MBTI) personality test classifies people
into 16 different personality types. The MBTI is based on four scales:
• Extraversion-Introversion
• Sensing-Intuition
• Thinking-Feeling
• Judging-Perceiving
MBTI TO BE DONE IN
CLASS
INTERPRETATION WILL BE REVEALED ONLY AFTER REPORT IS SUBMITTED
THANK YOU
KOUSUMI BRAHMA
LEADER: QUALITIES AND
RESPONSIBILITIES
TOPIC 5
 ANTI

HARASSMENT
WHAT IS HARASSMENT
 Harassment’ means any behavior based on gender, race, religion,
national origin, age, sexual orientation or other protected
classifications, directed towards a specific person(s), and which affects
working environment adversely.It is without the consent of the person
and

 HARASSMENT MAY LOOK LIKE

• Any form of pressure for unwanted sexual advances
• Verbal sexual abuse disguised as humor
• Forced physical touch or boundary violation.
 TIME AND PLACE?
 Harassment may take place at work, work related event / activity /
outside workplace and may occur during or after office hours.


 PREVENTION
 POLICIES-
 An anti-harassment policy at work establishes the standards of conduct expected from
employees and helps ensure that everyone is aware of their rights and
responsibilities. It should include the following:
• Prohibition of harassment- State that harassment is illegal and will not be tolerated, and
that it can include verbal, physical, online, and sexual harassment.
• Reporting procedure- Explain how employees can report harassment, and that they
should be protected from retaliation for reporting harassment.
• Confidentiality- State that the confidentiality of employees who report harassment will
be protected to the greatest extent possible.
• Investigation-Provide for prompt, thorough, and impartial investigation of harassment
complaints.
• Corrective action-Provide for prompt and effective corrective and preventative action
when necessary.
• Consequences-Describe the consequences of violating the harassment policy.

 LAWS-
 The Prevention of Sexual Harassment (PoSH) Act of 2013 is an Indian law that requires
employers to have a policy in place to prevent and address sexual harassment in the
ANTI
DISCRIMINATION
 WHAT IS DISCRIMINATION
 Anti-discrimination policies in the
workplace protect employees from
discrimination and harassment in
all aspects of their employment,
including:
 Hiring, terms and conditions,
benefits, training, transfers,
promotions, dismissal, pay, hours,
and performance evaluations.
HOW SHOULD ANTI DISCRIMINATION POLICIES
BE…???
• It should include that any differences in people gender, religion or age should not and may not be the ground to
exclude or add them
• To non-admit them in work or hire them
• To not let them participate in discussions or meetings
• To deprive them from opportunities or resources
• Not Creating an intimidating, antagonistic or offensive environment at the workplace

• Appropriate actions will be taken in response to misconducts, including both

harassment and discrimination. Such actions may include, but not limited to, training,
talks to a consultant or disciplinary measures, such as a warning letter or verbal
warning, refused promotion, transfer to another position, temporary suspension from
work or even legal actions where applicable.
 MINORITY INCLUSION

• WHO ARE MINORITY…???

• Minority, a culturally, ethnically, or racially distinct
group that coexists with but is subordinate to a more
dominant group.
• PROBLEMS FACED BY MINORITIES – SOCIAL EXCLUSION
• People with physical and mental disabilities and those belonging
to ethnic or linguistic minorities face unique barriers to accessing
opportunities throughout their life.
• Social exclusion is often the effect of a process of
discrimination or ‘othering’ on the basis of cultural,
social and/ or racial identity. Such discrimination can
generate powerful exclusionary processes. It can be
systematic and intentional
How to include minorities as a
leader
• Here are strategies to effectively include minorities as leaders:
• 1. Create Awareness and Training Programs
• Workshops and Seminars: Conduct training sessions focused on unconscious bias,
diversity, and inclusion to educate current leaders and staff about the importance of
minority representation.
• Mentorship Programs: Establish mentorship initiatives pairing minority employees with
experienced leaders to provide guidance and support.
• 2. Foster an Inclusive Culture
• Encourage Open Dialogue: Create spaces for discussions about diversity and the challenges
faced by minorities. This helps normalize these conversations within the organization.
• Recognize Contributions: Celebrate the achievements and contributions of minority
leaders to highlight their importance and inspire others.
• 3. Implement Fair Recruitment Practices
• Diverse Hiring Panels: Ensure that hiring committees are diverse to reduce bias in selecting candidates for leadership
roles.
• Inclusive Job Descriptions: Use language that appeals to a diverse range of candidates and actively seek applicants
from minority backgrounds.
• 4. Provide Development Opportunities
• Leadership Training: Offer specialized training programs aimed at developing leadership skills among minorities.
• Career Advancement Support: Create pathways for minorities to advance within the organization, including
opportunities for high-visibility projects and roles.
• 5. Establish Accountability
• Set Diversity Goals: Define clear diversity objectives for leadership positions and regularly assess progress towards
these goals.
• Collect and Analyze Data: Monitor demographics of leadership roles and identify gaps or areas for improvement.
• 6. Encourage Participation in Decision-Making
• Inclusive Committees: Ensure that committees and task forces reflect the diversity of the organization, giving
minorities a voice in decision-making processes.
• Empower Minority Leaders: Actively involve minority leaders in strategic discussions and initiatives to leverage their
WHAT IS
EQ
HOW IS IT DIFFERENT FROM
IQ
EQ
• The term was first coined
in 1990 by researchers
John Mayer and Peter
Salovey but was later
popularized by
psychologist Daniel
Goleman.
HOW TO IDENTIFY A LACK OF EMOTIONAL
INTELLIGENCE

• A lack of emotional intelligence skills often results in workplace conflicts

and misunderstandings. This dynamic often stems from an inability to
recognize or comprehend emotions.
• One of the most common indicators of low emotional intelligence is
difficulty managing and expressing emotions. You might struggle with
acknowledging colleagues' concerns appropriately or wrestle with active
listening.
• Consider the relationships you have with your co-workers. Ask yourself:
• Are your conversations strained?
• Do you repeatedly blame others when projects don’t go as planned?
• Are you prone to outbursts?
• These are all signs of a lack of emotional intelligence.
• Emotional intelligence
(also known as
emotional quotient or
EQ) is the ability to
understand, use, and
manage your own
emotions in positive
ways to relieve
stress, communicate
effectively, empathize
with others,
overcome challenges
and defuse conflict.
Thank you