Samsara is delusional thinking.
Delusory attachments and blind passions have no reality.
To seek, in spite of this, to free yourself from birth-and-death
through discriminative reflections on good and evil,
taking this mind of delusory attachments and invertedness as your basis,
is utterly absurd. It is thinking that obstructs emancipation.
—Ippen Shonin
“Why?” asks the employee to their boss.
“Because that’s our policy,” the boss retorts.
Not a great way to exhibit leadership you might say. One can assume the employee walks away from that interaction feeling diminished, not being able to get an honest answer to their question.
Which in turn offers the question: Do we value rules over the benefit of solid working relationships with our people?
Rules – policies, procedures, behavioral guidelines – are necessary. They govern actions to ensure synergy, compliance and trustworthy actions.
Yet relationships can achieve those same things with more effective impact.
People are more relationship driven than rules driven. When they feel a connection, a place of valuation and inspiration, they invariably give more of a concentrated effort and their performance will be better as a result.
Think of the sports team whose coach demands execution versus the one who inspires the players to…
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Leadership has developed in amazing ways over the many decades. Yet there still exists many common misconceptions, myths and contradictions that need to be clarified for all to understand.
True leadership is a balance, an ability to go between pushing and pulling, directing and advising, planning and encouraging. The balance between results and culture, attitudes and actions, common good and selfless actions is sometimes lost on the false belief that leaders today must adopt one type of pattern for behavior or another.
Leadership is not an either-or game. It’s very existence in the truest and most benevolent manifestation is mutually beneficial results for all involved. And over the years much of that has been lost.
The following are some traits with examples on both sides for the coin to challenge and re-calibrate our understanding of what leadership really is and should be.
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Which would an organization rather have – a leader who enforces rules or one who builds relationships?
Much management thinking over the generations has gravitated towards one end of the spectrum or another. There have been the heavy system and rules camp, managers who pride themselves on the results-only method and that “I’m not here to make friends” mindset. Then there are others who hold to the other side of the coin, the people/relationship side. These leaders favor their people and have a general tendency to be soft on standards and build the trust and respect of their people. “Business is about relationships,” they say, and cling to treating their people like family.
As with anything, whether in exercise and diet or in leadership, moderation and balance is always the key to success. Too heavy of a drift into one direction or another can breed some significant consequences.
Take for…
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Sometimes people will try to fake or disguise their emotions. I believe the hit rate for doing that successfully is pretty low. There are an infinite number of ways we send signals to other people without uttering any words. We lump it all under the term “Body Language.”
We may think that we can fool others into thinking we are happy when we are actually experiencing another strong emotion. When we do that, we send mixed signals that lower trust and tend to confuse people.
The number or permutations when trying to disguise emotions is so large, we cannot begin to explore a substantial portion in a brief article. I will just mention a few examples here to illustrate my point.
Human beings have a remarkable ability to sniff out conflicting signals. They may not be able to decode what the true emotion is, but they can sense when something…
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Although integrity is a sought after business trait, it still eludes many leaders and organizations.
In 2019 the Global Ethics Summit sought to break new ground on business integrity. With more transparency and light shed on corruption, harassment, risk assessment and employee mental health, there is still a shortfall on meeting the basic standards for integrity in business as a whole.
Fortunately, that can change quite easily. If each leader could wholeheartedly adopt a few simple practices, and truly made this a part of their leadership DNA, without facade or pretense, we could quite possibly see a transformation in the workplace globally.
These steps of integrity may seem simplistic, but have a complexity of impact that cannot be duplicate apart from it.
Consider the impact these simple and powerful behaviors would have on your people, business associates and your organization:
Don’t Spread Negativity. In a fast-paced and competitive…
View original post 550 more words
Although integrity is a sought after business trait, it still eludes many leaders and organizations.
In 2019 the Global Ethics Summit sought to break new ground on business integrity. With more transparency and light shed on corruption, harassment, risk assessment and employee mental health, there is still a shortfall on meeting the basic standards for integrity in business as a whole.
Fortunately, that can change quite easily. If each leader could wholeheartedly adopt a few simple practices, and truly made this a part of their leadership DNA, without facade or pretense, we could quite possibly see a transformation in the workplace globally.
These steps of integrity may seem simplistic, but have a complexity of impact that cannot be duplicate apart from it.
Consider the impact these simple and powerful behaviors would have on your people, business associates and your organization:
Don’t Spread Negativity. In a fast-paced and competitive…
View original post 550 more words
Although integrity is a sought after business trait, it still eludes many leaders and organizations.
In 2019 the Global Ethics Summit sought to break new ground on business integrity. With more transparency and light shed on corruption, harassment, risk assessment and employee mental health, there is still a shortfall on meeting the basic standards for integrity in business as a whole.
Fortunately, that can change quite easily. If each leader could wholeheartedly adopt a few simple practices, and truly made this a part of their leadership DNA, without facade or pretense, we could quite possibly see a transformation in the workplace globally.
These steps of integrity may seem simplistic, but have a complexity of impact that cannot be duplicate apart from it.
Consider the impact these simple and powerful behaviors would have on your people, business associates and your organization:
Don’t Spread Negativity. In a fast-paced and competitive…
View original post 550 more words
It’s very easy to slip into a path of negativity in your leadership. It’s a basic tenet of people to slide into negative outlooks and behaviors unless acted on from some outside agent, or disciplined from within.
In the current state of our world, with Covid-19 lock-downs and their resulting economic impact, racial police brutality that leads to riots, and people on social media harassing others in a self-appointed social justice warrior role, it’s easier than ever to become more negative, or at least stay there longer.
Negativity is always waiting to manifest within ourselves. When we allow more negative to taint our effectiveness, we lessen our impact to others and our own outlook.
It’s a drain on any organization that will always have diminishing returns. And yet it’s completely avoidable if we take some proactive measures. Here are & ways to lead positively by adopting habits that crowd out…
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