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Leadership is the art and practice of moving a group of people from one place to another. Most often the “place” is not a location, but an inspiration – a better place for mind, body, spirit.

Why have some very smart executives failed in recent years, bringing down whole companies, costing billions of dollars, and causing incredible losses to shareholders, customers and employees? What can be learned to avoid such huge failures?

Part 1: Research Blows Intuition Out of the Waters! “Toxic behaviors are the demonstration of a pattern of uncivil, inappropriate, and disruptive actions that seriously debilitate individuals, teams, and/or organizations over the long-term.” – Kusy & Holloway.

According to authors and researchers, Dr Mitchell Kusy and Dr. Elizabeth Holloway, day in and day out, workplaces are often left with problems leaders either don’t have the time to deal with or don’t know how to resolve. One such problem apparent to most workplaces that has often gone under the radar screen is how to deal with toxic, uncivil, and disruptive behaviors. Or to frame it more positively-how to establish organizational communities of respectful engagement, such that control freaks, narcissists, manipulators, bullies, and prima donnas don’t get away with tyranny!

Business owners, leaders and CEOs everywhere are talking about the search for humanity in the workplace. These global leaders are examining the role of true meaning and purpose, both on an organizational and individual level.

This article briefly: describes the underpinnings of the Creatrix; offers evidence of how individuals, teams, and organizations have been positively impacted by data generated from the Creatrix assessment; and shows visual examples of Creatrix charts used by individuals and teams.

Four models that link to conflict resolution. Seven phases of a coaching conversation. Coaching questions by phase. Conflict/Stress management tools. Conflict/Stress management resources.

Has your workplace developed a culture of activity, aided by technology, IPads, latest gadgets, and email 24/7? Are employees expected to work longer and be “on call” wherever and whenever? If this sounds like your workplace, then recognize that your leaders and employees “emotional and social pulse” is dealing with escalating demands often with conflicting life or work choices. The result is a workplace that zaps creativity, stalls innovation, minimizes social humanity, and decreases career engagement, laughter, and overall psychological well being.

If your goal is to climb the career ladder, you need to continuously market yourself. Successful marketing is necessary during networking, interviewing, and moving ahead in your career. Never stop selling your skills, abilities, and accomplishments once you land a new job. Keep learning new skills to maintain your marketability.

For years women have been told to succeed in the workplace, they need to act “more like men.” These days, however, that mindset is beginning to change and women are now being viewed as possessing special traits that enable them to be effective leaders.

Career-altering events can happen to anyone — and they do. But when they happen to very smart people, they may seem incomprehensible, largely because smart people have worked so hard , have rarely experienced failure, may have few experiences of “bouncing back” and have dedicated their life to the task or company more than their well being or relationships.

In part one of the article, I introduced the concept of MOJO, and Marshall Goldsmith’s definition of NOJO. MOJO refers to the moment we do something purposeful and powerful- that leads to career success and significance. In sports, business and politics, the term has evolved to describe a sense of positive direction. MOJO can represent personal advancement: moving forward, making progress, achieving goals, clearing hurdles, passing the competition — and doing so with increasing ease. What you’re doing matters! Many athletes call this being “in the zone.” In my book Smart2Smarter, I refer to this state as being in “flow. Marshall Goldsmith calls this state “MOJO”.

 

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