I subscribe to the idea that all risk is personal (if you’re in the insurance business, you may be inclined to stop reading right here-I hope you don’t). While risk can be monetized for profit that’s several steps removed from the tightness-in-your-chest kind, the kind that always demands two questions be answered: what does it mean for… and what could happen to me?
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Leaders are faced daily with workplace demands that require more effort, more time, and more results. However, the demand for "more" isn't always just the product of our work environment but can come from our own internal drives. That is a good thing but is there ever a time when it’s okay to say “enough?”
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To say that leadership can be about community almost feels too soft, doesn't it? After all, leaders are the lone wolves, seeing the way and guiding lesser mortals into it. What if it’s true that our leadership is most scaleable and has its greatest effect when we think in terms of the system instead of the project?
Read MoreHow did the Occupy Movement grow so rapidly and cause such commitment from its followers? Was it because everyone who shared a similar ideology joined in the cause? Maybe. My belief is that the Occupy Movement was able to expand rapidly for another reason, one that had more to do with turning their members into raving fans.
Read MoreConflict isn’t going away. If people look to you for comment, opinion, decision and ultimately action, regardless your intent and desire for a better present, the stuff of disagreements will remain. It isn’t a reflection upon your ability or integrity but the confluence of people and the competition of values.
Read MoreChildhood and parent relationships can be reflected within the workplace. A way this can occur is by our exhibiting signs of dependency. Dependency in this sense simply means we are, at some level, dependent upon a person or understanding that we consider superior to us. Harry Levinson in his book titled “Executive: The Guide to Responsive Management,” said four aspects of this issue are especially relevant to good organizational fit.
Read MoreIf you lead from a foundation of values shared by your members, if you emphasize team building, if you involve your group when making decisions, if you support those who work with you and aren’t status or class-conscious or independent and individualistic then it’s likely you could lead in any social or organizational culture.
Read MoreIf you find yourself wanting leaders to be “real” you’re not alone, seems most people do. The premise is simple: when leaders are authentic those who follow them have a better experience. But when is a leader authentic? For that matter, when are followers authentic? Here’s three ways you can tell.
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