Regardless of your role at work, you may have been either the recipient or facilitator of racism and discrimination in your life or organization. A conversation about “anti-semitism, unwanted sexual advances, or misunderstandings about LGBTQ lifestyles, marginalizing others is poison for your company.” How well one communicates discrimination and unconscious bias will define one’s impact as a leader. But, even more disconcertingly our behavior as humans.
Innovation is terribly elusive in the tightly held bureaucratic silos of many organizations. There may be a few, albeit very few who recognize there is an enormous chasm between their efforts and their achievements. Strategies have been made, more meetings held, more seminars
Even if we like our job work can ultimately become stressful. We take our work home leading to more stress. Extending work hours by disconnecting from family or more opportunities for wellbeing. At what costs? At some point, each of us has brought work home. We unconsciously alienate ourselves from family and friends. But, honestly, in the end, what does that give us?
But what about marginalized people whose voices are stifled by managers whose biases are unconscious? Some whose biases are placed in a safe place by consultants who claim we all have biases” As though such thinking and behaviors are acceptable because we all may do so.
Creating a successful culture as a leader, and we hope everyone in the organization is a leader, is really defined by caring about each other. We care about our employees first who transfers this behavior to our customers. Who then magnifies our caring to their friends and customers.
Humble leaders do not need to separate humility from achieving business outcomes. They just happen as a result of setting clear goals, raising expectations and caring. A humble leader passes on virtue. They stand for something good.
A humble leader is an authentic leader. They have the charisma of deep-seated trust. They value the input from everyone. They see themselves accountable first to their employees and then ..
What does it mean for you to become a positive leader? Positive leadership is transformational. The real leaders whose legacy is they cared, empowered and who steadfastly supported their employees. The great leaders respond to people with love and care. Such a leader who cares will respond to blunders from employees with the utmost compassion rather than the default expression of condemnation.
Conflict is the natural expression of teams. Not a placid response to what is expected to be free-flowing ideation. Regardless of how your team works there will arise seemingly insurmountable conflict. The conflict has a negative connotation. Primarily because we don’t expect, particularly colleagues, to..
Gives team members a new goal to work towards. If you’re finding it particularly challenging to motivate your team to eat better, why not gamify it? Establish small weekly goals centered on eating and drinking habits, such as cutting down on soda or eating fresh fruit and/or vegetables with every meal. In line with the focus on mental health, try to shift your goals away ….