Why is it that difficult people seem to block that path of happiness and contentment for so many? In the workplace, why doesn’t the leadership team address difficult behavior in a timely manner, or in some cases, address it at all? And, why does this bother you so much?
I have often wondered how my life might have been different if as a teenager I had a coach, a mentor – someone that saw me the way I had not yet seen myself. Someone that could empower me and play a pivotal role in my development because of their expertise, education, life experiences, their mental and emotional turmoil and triumphs that developed into those “street smarts” you cannot learn from a book.
Over the past few months there have been a series of events taking place with a general theme - leadership. Some of these events involved myself, people in my close circle, and strangers that have crossed my path. I knew I needed Leadership to be the focus of this...
Professionally, as we climb the corporate ladder, and even when we achieve the coveted executive status, the “like factor” redirects our journey of logical and factual decision making to a detour at the weigh station.
Before Social Media, our lives for the most part, were our own. When the school bell rang the “social media” of our day was over – we went home, did our homework, maybe talked to a friend on the telephone, had dinner with our family, watched some T.V. programs, perhaps the news, then went to bed.
There are some people that are natural born leaders – the ones with great street smarts, magnetic charm, know how to lead, motivate, and get results! Those are the kinds of skills that do not come from reading books or imitation- it’s natural, honest, and very appealing to most.
As someone who has experienced quite a lot of transition throughout my career, involving start-ups, reductions in force, four company closures and employment search during two recessions, I have learned many substantial elements during the process.
The percentage of U.S. workers in 2015 who Gallup considered engaged in their jobs averaged 32%. The majority (50.8%) of employees were “not engaged,” while another 17.2% were “actively disengaged.”