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Archive for November 2009

Leadership Isn’t All About You

  Posted by Dr. Holly Latty-Mann on November 24th, 2009    2 Comments

It’s about your team.  It’s about the people who choose to work with you on a daily basis.  Marshall Goldsmith, author of What Got You Here Won’t Get You There, talks about how when a leaders is successful, the whole team takes credit, not just the one at the top.  Read the full article here.

Goldsmith says, “Truly great leaders…recognize how silly it is to believe that a coach or a leader is the key to an organization’s success. The best leaders understand that long-term results are created by all of the great people doing the work — not just the one person who has the privilege of being at the top.”

Who is the best leader you’ve ever worked for?  Share your story with us!

Holiday Leadership- set the Example

  Posted by Dr. Holly Latty-Mann on November 19th, 2009    No Comments

It’s the end of the calendar yer, the fiscal year, and the start of the holiday season.  Family is traveling in from out of town, gifts are being purchased, holiday parties are planned and attended by all.  It’s a busy time of year!

It’s also the time of giving.

We give to our churches, schools, loved ones, neighbors, etc.  Businesses usually take this time to thank customers, vendors, supporters, but we also need to take the time to thank the internal employees who drive the business strategies.  Phil Holberton, leadership and management expert, writes that as leaders, we need to be sure to take the time to thank these employees, not just give them a turkey or other material gift.  Read the full article here.

Genuine thank you’s help the employees feel valued, opens the lines of communication, and also contributes to the motivation for the team.  Holberton writes, “Simple gratitude is the three-in-one oil that lubricates the organizational structure and develops the path(s) of least resistance.”  In this past year, it’s been hard on individuals and businesses alike.  Recognizing the efforts made by your employees will go a long way in helping boost the morale of the employees who have been through the ups and downs with you this year.

This is not to say that leaders don’t feel stress though.  Holberton says leaders feel stress, but that, “We need to identify the possibility for anxiety and be forgiving to our colleagues and ourselves.”  This year, let’s all be more forgiving of each other and more thankful for the efforts of our employees.  We can all understand the outside stresses of family and how it can affect us at work.  With a little more understanding and a genuine thank you, we can all contribute to the success of  everyone.

What does your company do to thank your employees?  Are you trying anything new this year?

Find the 15-minute Competitive Advantage

  Posted by Dr. Holly Latty-Mann on November 17th, 2009    No Comments

dWe have ideas.  We have innovative ideas.  How do we get those ideas from abstract concepts to tangible processes? One step at a time.  Rosabeth Moss Kanter, professor at Harvard Business School, writes about how businesses, even in these turbulent times can still succeed if we all take it 15 minutes at a time.  Read the full article here.  She takes a cue from Woody Allen’s comedy routine about aliens.  He says, “the advanced civilization that we should really worry about is the one that is just 15 minutes ahead.  That why they’d always be first in line for the movies, they’d never miss a meeting with the boss…and they’d always be first in every race.”

Kanter calls this the 15 minute competitive advantage, where change happens in short segments, not waiting for breakthrough moments to transform companies, businesses, and people.  The key is to learn something in each of these segments that one can build upon in subsequent segments.  After multiple sequential 15 minute segments, eventually the breakthrough comes and “transformation will be underway.”

Our Personalized Leadership Development Program™ is like this.  Without realizing it, our program participants go through 15 minute segments, learning in each one something to carry through to the next segment, and before they know it- transformation has begun!

Have you witnessed the 15 minute competitive advantage at your office?  How does your company incorporate these concepts to help build your success?

A Tribute to Veterans

  Posted by Dr. Holly Latty-Mann on November 11th, 2009    No Comments

We want to take a few moments to say Thank You to the Veterans of our various military branches.  Their personal efforts, their work, and their sacrifices are not taken for granted.  Let’s remember those we’ve lost and not lose sight of the great leadership our military has displayed over the history of our country.

Lead me, follow me, or get out of my way.”~General George Patton

The study of leadership is a fundamental aspect of a leader’s duty.” ~ General George C. Marshall

This nation will remain the land of the free only so long as it is the home of the brave.”  ~Elmer Davis

As we express our gratitude, we must never forget that the highest appreciation is not to utter words, but to live by them.”  ~John Fitzgerald Kennedy

Do you have a story about veteran leadership you’d like to share?

Worker’s Engagement Levels Drop

  Posted by Dr. Holly Latty-Mann on November 10th, 2009    No Comments

Have you made changes to your benefits package, your promotion process?  Did you have layoffs this year?  You may have adversely affected those remaining employees in the form of their engagement levels.  Wikipedia defines employee engagement as “an employee’s involvement with, commitment to, and satisfaction with work.”  Business Week writes, according to a survey by Watson Wyatt, benefits consultant, employee engagement has dropped by 25% this year, mostly due to people who were fortunate enough to keep their jobs being left with a bad taste in their mouth regarding their “company’s layoffs, bonus and benefits cuts, and a halt in promotions” (read full article here).

HR Magazine provides a chart of the survey findings that shows 41% of employees believe the changes made by their company have had a negative effect on their work quality and customer service.

Employee engagement is a huge piece of creating and providing a successful work environment and product/service to customers.  Studies show that “an engaged workforce has a 44% lower turnover, generates 33% higher profits, operates at 50% higher productivity, enjoys a 50% safer environment and scores 56% higher in customer loyalty” (Source: Gallup Poll, 2006).

What has your company done to help combat these negative feelings?  Are you seeing the benefits from these efforts? We’d like to know the upside and the downside of changes different companies have made during this past year.

Bruce Springsteen is the best boss!

  Posted by Dr. Holly Latty-Mann on November 5th, 2009    No Comments

Bruce has it down pat….he possesses great skills in motivation and leadership in his band that easily translate into leadership in the workplace.   Stew Friedman, professor at Wharton, points out the three strongest points for why Bruce Springsteen is the best boss. Read the full article here.

1. Devote yourself fully to your people and never let up

2. Create community by connecting people to something bigger than themselves

3. Appreciate what’s good; express optimism

Whether at work or at home, effective leaders are best when they are fully present in the moment and positive.  Leaders are most influential when they can draw people together for the greater good. You’ve shown great leadership prowess if you can create chores at home that translate into positive family teamwork, or engage employees positively in a big project that will positively impact the organization or community.

How do we measure up to Springsteen?  Our client feedback tells us we’re positive and fully in the moment while working for a strong common cause. Still, we’re careful not to get complacent, as we continue to earn their top appraisal.  Today’s touchdown does not win tomorrow’s game of being the best boss. How do you measure up to Springsteen?

Leadership Initiatives for HR Managers: Revving Up During Down Times

  Posted by Dr. Holly Latty-Mann on November 3rd, 2009    No Comments

Note. Our last blog invited you to be on the lookout for Part 2 of the RWHRMA talk, which addresses how HR team players can create buy-in once they have decided which of the 40 initiatives (of which 10 were presented last week) they wish to introduce in their quest to make HR a strategic partner to the business.  If you would like to receive all 40 low-cost and no-cost initiatives, email

Even if HR team players have all the aforementioned tips well versed and can articulate well these suggestions, without the edge of inspirational leadership built into their personalities (their delivery systems), they will not be able to create the degree of buy-in these leadership initiatives should demand.  Best practices in leadership development can make the difference.

Have you ever made a suggestion at a staff meeting only to receive little or no acknowledgment, and minutes later discover someone else saying the same only to receive the recognition that rightfully belonged to you? That’s a leadership issue, and self-awareness/emotional intelligence leadership training can bring out the authenticity of who you are at your central core, which is always laced with confidence and credibility. You may know you’re brighter than certain others  around you who seem to exude a credibility to which people tend to be more responsive.  Even the Wall Street Journal offered an article suggesting that high intelligence can interfere with effective leadership.  So, if you want to know what this is all about, and if you are serious about life-changing leadership, there is no better leadership training than one steeped in self-awareness and emotional intelligence. People who have a pervasive and far-reaching influence on other company players represent your best investment in leadership training. Keep reading for best practices for your ROI once you decide to invest in your future by investing in either yourself or those you would send for state-of-the-art leadership development. Read more…