Emergent Leadership – why it works, just ask Google

The concept of Emergent Leadership is evolving as another practical leadership theory; we here at rightseatmedicine believe you may find inherent value in this concept for the prehospital enviornment.

What is Google saying about their hiring practices? Well, lots of things, (you can read the full article in the New York Times here) yet in summary; this is what one of the most successful companies thCA05RIRIis finding in relation to ideal candidate identification, successful behaviours and subsequent emergent leadership within their community.

  •  “G.P.A.’s are worthless as a criteria for hiring, and test scores are worthless. … We found that they don’t predict anything.” He also noted that the “proportion of people without any college education at Google has increased over time” — now as high as 14 percent on some teams.
  • For every job, though, the No. 1 thing we at Google look for is general cognitive ability, and it’s not I.Q. It’s learning ability. It’s the ability to process on the fly. It’s the ability to pull together disparate bits of information. We assess that using structured behavioral interviews that we validate to make sure they’re predictive.”

Continue reading

The 4-7-1 NOLS Leadership Model

The National Outdoor Leadership School (NOLS) succinctly defines leadership as; situationally appropriate action/s that direct/s or guide/s your7-4-1 diagram group to set and achieve realistic goals, and here at Right Seat Medicine we believe both highly appropriate and easily transferrable to the prehospital environment.

The NOLS 4:7:1 Leadership model allows us to separate the often ambiguous and overused term of ‘leadership’ into three distinct categories of 4 roles, 7 skills and one style.  Continue reading

Tribal Leadership

A recent epiphany I would like to share after exposed to the Tribal Leadership model as a way to both quantify and identify with various organizational challenges and how

Tribal Leader banner to effect positive change upon an organizational culture.

 It’s not about changing people’s beliefs, attitudes, motivations or ideas. Tribal Leadership focuses on two things, the words people use and the relationships they form.


Continue reading