Author Archive | Dr. Holly Latty-Mann

Leadership and Self-Perception

Posted by Dr. Holly Latty-Mann on

There is a ton of literature on leadership and self-awareness. What about leadership and self-perception? It is different, and it is quite compelling, too. “People who accept themselves accept others,” and “People who hate themselves hate others” – are words I read this morning by Richard Rohr.  Immediately I recognized a strong pattern from 3 […]

When One Personality Appears to Control the Clueless Chief

Posted by Dr. Holly Latty-Mann on

It was many years ago when I had my first experience of a senior management member controlling the CEO. Since then I’ve seen this happen a good dozen times, and one common feature across all the various situations is that the top brass appears to be totally unaware – OR does, in fact, feel the […]

The Leadership-Authenticity Connection

Posted by Dr. Holly Latty-Mann on

Leadership is all about relationships, and authenticity is all about making meaningful human connections that feel natural and real. So how does one nurture experiencing his or her true self such that these connections come easily? But first, here are a few signs that one is not quite there yet: 1) Have you ever known […]

A Unique Angle on Leadership Through Perceptions Management

Posted by Dr. Holly Latty-Mann on

Have you ever known someone who was color blind? They might see gray for green or red.  That is their reality, and they will not budge in their perception of that which they are seeing (at least not until they learn they are color blind!). So it is with the lenses through which we view […]

Trust and Honest Feedback: Up Close and Personal

Posted by Dr. Holly Latty-Mann on

“Trust me. I’m just being brutally honest here.” When I hear the phrase “brutally honest,” it does not create a feeling of trustworthiness. For trust to abound, one must feel safe. That would suggest when receiving constructive feedback, one must be able to trust the spirit in which the feedback is given. While much is […]

De-compartmentalizing™: A New Frontier for Restoring Trust and Profit

Posted by Dr. Holly Latty-Mann on

Either because it is misunderstood or unrecognized, de-compartmentalizing has yet to take its place at the forefront of expediting or restoring trust and therefore profit in the corporate world. Taken to the home front, de-compartmentalizing can restore devitalized relationships (love). So what is it? It starts with acknowledging that we as humans must stop compartmentalizing […]

Leadership Development Methodologies: What Do People Really Want?

Posted by Dr. Holly Latty-Mann on

It was the aftermath of 9/11, and The Leadership Trust® noticed a preponderance of die-hard workaholic managers and executives showing an almost overnight interest in rekindling their family fires. How did this impact the delivery of our leadership development programs? This signaled what Generations X and Y really want in a leadership program. We thus made […]

Coach K’s Key to National Championship is also Key to Highly Effective Leadership: “Attitude is Never a Problem…Allows for Creativity.”

Posted by Dr. Holly Latty-Mann on

Managers can learn a lot about effective leadership from Coach K’s comments following Duke’s 2015 National Championship for men’s basketball last night. When managers catch on to what creates team cohesion and collaboration at its best, they also get to enjoy team harmony, all because attitude is never an issue or problem.  Coach K talks […]

Avoiding Confrontation Erodes Credibility and Trust: Part II

Posted by Dr. Holly Latty-Mann on

Part I (posted on November 12, 2014) offered when conscientious people learn they are perceived as shirking responsibility and untrustworthy any time they avoid conflict or confrontation, they become motivated to have that much needed conversation. By considering a “confrontation” as simply a “conversation,” you can dissipate your fear level which resultantly increases the likelihood […]

“Leadership Workshop for Me? How Insulting!”

Posted by Dr. Holly Latty-Mann on

If you have ever had work associates respond this way upon offering them a leadership workshop (or maybe felt this way yourself at such an invitation), your company culture may suffer from trust issues. If you are someone they trust, they will attend. If you are someone they do not trust, then you need to […]