Jul 25, 2019
“Most notably, this study shows that high agility is associated with much higher levels of depression and anxiety risk when combined with low resilience. In essence, agility produces negative mental health consequences when the employee cannot be resilient. ” Read more here.
This article is originally written by and posted at Mequilibrium.
Power is about being popular, control, and self. Leadership is about service and others. This final block defines the dichotomy and highlights the self-awareness that servant / inspirational leaders require to create the safe environment where people feel empowered to innovate and want to stay.
“It’s Not All About Me” is the theme of this section. These ten simple behavioral steps are the primer for all healthy interactions as both a leader, follower, spouse and parent. Infuse these techniques into every interaction and witness relationships flourish and prosper.
Moving beyond transactional relationships into lasting healthy partnerships is the goal, both internally and externally. The thoughtful five steps to forging healthy relationships is genuine, organic, and creates the brand that employees want to be a part of and customers come back to.
We will explore my background and draw the parallel of recruiting spies to all aspects of leadership and life. We will discuss the motivations of all human beings in order to predict their behavior and apply the four pillars of effective communication in order to begin forging trust, free from manipulation and subterfuge.
Change is happening at the speed of imagination, often causing high levels of confusion and stress in individuals and organizations. The glue that holds us together in the future must be based on trustworthy teamwork and collaboration, through mentoring and mutual respect that expands human potential, and through a human system framework proven to bring about stability for our rapidly changing times. This presentation is focused for visionary leaders who understand the current and future trends in a global marketplace, including shifting challenges and priorities. These leaders seek to understand how to create the conditions and conversations in which their teams appreciate and leverage diversity and create highly responsible and proactive thinking and behaving.
Duration: 30m including Q&A
This presentation supports understanding of what is, and why should one consider, a responsibility-based culture. The word culture conjures different ideas for different leaders depending on exposure to various models. The objective of this topic is to import wisdom inherent in the evolution of culture understanding and proven improvements needed to determine a path that leads to psychological safety, emotional intelligence, high confidence and trust, and extraordinary loyalty and contribution from your workforce. For those who have read or heard about a responsibility-based or Teal culture model, what is often missing is a proven, comprehensive, distributive, consistent, sustainable and scalable implementation process.
Duration: 30m including Q&A
People are your greatest asset. Too often there is a lack of understanding regarding the causes of struggle within and between people. Too often there is blame where there should be the questioning of the systems in place. The question to ask is “What system, if put in place, would fix, or change this problem?” Without understanding the causes inherent in our use of systems based on control tactics and extrinsic motivation, and the need to shift to new conditions and conversations that foster intrinsic motivation, the majority of people disengage, struggle and under-perform. This presentation is focused on spitting in your soup as a leader, regarding your attachment to culture systems widely accepted that must be scrutinized, recognized in their harmfulness, and dismantled in order to replace them with healthy systems that expand human potential.
Duration: 30m including Q&A
This presentation is focused on THE crucial first step – the essential mindset needed for an innovative, transformative leader. Too often executive and senior leaders lean on conventional, widely promoted but harmful leadership roles because they have not recognized the destructive impacts of the status quo in this, or what to consider and adopt instead. Understanding the relevance of key discoveries in social psychology and organizational development over the recent decades is key to dismantling old ways of thinking and behaving and setting into motion the new and best mindset and direction needed in response to our changing world.
Duration: 30m including Q&A
