Consensus Leadership: Mind the Gaps

Consensus-Leadership-GapsI’ve been discussing consensus leadership and the many drawbacks it presents.

When I discuss this with my coaching clients, those who overvalue consensus and unity identify conflict as their primary source of managerial tension. Disharmony causes them anguish, so the prospect of confrontation troubles them. They work overtime to establish and maintain a peaceful environment, believing that oneness is the only viable way to work—and anything short of it constitutes a problem to be rectified. Read More »

Posted in collaboration, leadership | Tagged , , , , | Leave a comment

Can You Detect a Consensus Leadership Mindset?

Consensus-Leadership-MindsetCan you detect a consensus leadership mindset? Your employees can.

Working for a consensus-minded leader certainly has its advantages, but I’ve seen many problems arise when leaders succumb to consensus driven leadership. Read More »

Posted in collaboration, leadership | Tagged , , , , | Leave a comment

The Pros and Cons of Consensus Leadership

Pros-Cons-Consensus-LeadershipWhen I hear people complain that their leaders are bordering on solicitous behaviors, being too concerned about including everyone in every decision, it makes me wonder: are they experiencing the cons of consensus leadership?

Working for someone who favors consensus-style leadership may seem fairly innocuous and even desirable, but those who do are quick to point out the frustrations and inherent problems. Read More »

Posted in collaboration, leadership | Tagged , , , | Leave a comment

Avoiding the Pitfalls of Consensus Leadership

Consensus-Leadership-PitfallsDo you favor consensus leadership?

If you’re anything like the employees I talk to, you do. Most people will say they prefer consensus-run organizations, where a leader uses inclusion and feedback to manage democratically. Who wouldn’t? Especially if you think of the alternative tyrant or dictator who issues stern orders. A consensus-style leader is a refreshing alternative! But just like anything else taken to extreme, consensus-style leadership can create numerous pitfalls. Read More »

Posted in collaboration, leadership | Tagged , , , | Leave a comment

Leadership Stress and Your Emotional Health

Emotional-Health-Leadership-StressEveryone pays attention to the issues of emotional health when the stress gets so bad it starts to eat people up. It’s often only after the fact, when emotions interfere with their performance or someone becomes burned out. Read More »

Posted in leadership | Tagged , , , | Leave a comment

Your Emotional Health Indicators

Emotional-Health-IndicatorsAnyone can allow emotions to override discernment or rational thinking. But if this becomes modus operandi, it’s time to check your emotional health indicators, before unfortunate things happen. Read More »

Posted in leadership | Tagged , , | Leave a comment

The Role of Emotional Health in Leadership

Role-of-Emotional-HealthThe role of emotional health in leadership is crucial in today’s corporate environment. Leaders face a variety of pressures and expectations, and their responses vary, as do the personalities behind them. Ineffective or (worse) toxic cultures are a result of leaders who respond to trials in detrimental ways. Consistently effective management requires a high inner stability, making emotional health one of the most critical attributes a leader can have to keep an organization running well. Read More »

Posted in leadership | Tagged , , | Leave a comment

Employee Engagement Grows with Equality

Employee-Engagement-EqualityDo you actively, and equally, engage all of your employees? Would they all agree?

In my work as a coach, I have seen some of the best leaders destroy unity with favoritism. It’s easy to do, especially if you have not identified or acknowledged feelings of partiality to certain employees. (If you have trouble with this, consider working with a trusted mentor or coach.) Identifying any bias will help you treat all people equally, under the same set of rules, with equal considerations, consequences and rewards. Treating everyone fairly is a great trust-builder; it conveys care, enhances engagement, but most importantly, it’s the right thing to do. Read More »

Posted in leadership | Tagged , , , | Leave a comment

Employee Engagement:
It’s Business, and it IS Personal

Employee-Engagement-ConnectionWhen it comes to employee engagement, it is not strictly business, it’s personal.

While providing resources and information enhances relationships, it takes more to strengthen them: a personal connection with people and an investment in their lives. I’ve been writing about this in recent posts. What I’ve found to be true is that the most successful leaders demonstrate a genuine caring. Without it, employee engagement reaches only moderate levels. Read More »

Posted in leadership | Tagged , , , | Leave a comment

Employee Engagement: A Partnership Mindset

Employee-Engagement-MindsetDo you have a partnership mindset? Nothing extinguishes employee engagement more than feeling controlled, used or disrespected. But when employees are regarded as partners rather than subjects, they have the highest sense of value. Their performance matches their engagement, and they can accomplish amazing feats. Read More »

Posted in leadership, Uncategorized | Tagged , , , | Leave a comment