We are all interconnected. Whether we like it or not, every individual within a group or organization affects the way it functions in some way. So acknowledging our own humanity and that of those around us is fundamental to the overall well-being of every organization.
How can organizations encourage their employees to act responsibly and to voice their values effectively and constructively when they see things that put the firm and its reputation, not to mention public safety and wellbeing, at risk?
Every emotion, every word and every sound you utter, from birth till death, expresses what you are, what you feel, what you think and what you do. So voicing your thoughts out loud can be a powerful and cathartic psychological tool.
I’m often asked, “isn’t cultural intelligence basically a matter of respect?” But the trouble is that we can’t always judge people's intent through their behavior. And moreover, the greater the cultural distance, the more likely your respect won’t be interpreted as such.
Emotions are an integral part of being human. Without emotion there is no energy and no action. So far from leaving them at home, emotions are critical to the success of an enterprise and need to be acknowledged, valued and understood - even the ‘inconvenient’ ones.
If the impact of change can't be simply defined, be on your guard. If it hasn't been created with the knowledge of those who are expected to implement it then fear for the worst. And if it reverses the best things about the organisation, then it's really time to start worrying.
Our worldviews are mostly framed through the lenses of politics, power, strategy and structure. The same themes shape our views about leadership. But perhaps we need to view ourselves not as dominant, but as an integral part of the circle of life.
How can individuals can survive in a dysfunctional workplace? Here's a simple but powerful approach that can help you find more peace of mind and reduce the stress caused by a toxic working environment.
Have we learned anything new about leadership over the past few decades or are we just touting the same mantras over and over? To answer that, let’s take a journey through history.
During large-scale reorganizations, discussions can often become heated and turn personal. That's why it's important to keep in mind some techniques to ensure that your teams stay focused on the "why" and the "what" rather than getting bogged down with the "who".
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