Are you an elite performer at what you do? If you want to become
Learn what Brené Brown has to say about: 1. What prevents leaders from being more effective, 2. How it is critical for leaders to become more self-aware in order to become more effective, and 3. What is required of leaders to actually move the needle on their effectiveness.
The difference between recognition and appreciation can mean the difference between being a weak positive influence and a strong positive influence on those you lead.
Why are leaders commonly villains? They have some fears and insecurities that cause them to act in ways that are fully justified to them, but are actually damaging to those they lead.
If we can better understand how we evaluate trustworthiness in others, we can do a better job of managing the trust that others have in us.
Of 110 people surveyed, 8% seemed to have a clear purpose for their life. It is only by having a clear self-purpose that we will be willing to: (1) put off what is best for ourselves for what is best for a higher cause, and (2) do what is right, not what is easy.
Thus, if organizations want to more effectively develop their leaders, they need to focus on the three foundational elements of self-leadership: self-awareness, mindfulness, and emotional intelligence.
Fear is the root of dysfunctional leadership. I hope by reading this, you have awakened more to that reality; which, in turn will help you: (1) become a more effective leader, and (2) abolish fear from your culture so that your leaders and employees can be at their best.
This is where inclusive leadership comes in. If we want our employees to be engaged, motivated, and committed, their leaders need to behave inclusively, meaning giving them a voice and valuing them.
The reality is that each of us, in our own ways, are engaging in fully justified thinking and actions that are ultimately limiting our experience, effectiveness, and performance.