Posted by Dr. Holly Latty-Mann on March 23rd, 2010 1 Comment
The degree to which you see similarities between a spiritual journey workshop and leadership training tells me how familiar you are with the essence of personal and professional development. In other words, there should be a lot of overlap between the two if indeed some profound change is to take place.
Sunday March 28, 2010, between 9 am and 11am, I’ll have the privilege to work with some unusually gutsy women who inspire me every year. The retreat is entitled Women on a Spiritual Journey to Healing, where the theme this year is ’No One Can Judge You Unless You Allow Them.’ (For local, interested women, join us at Avila, located in Durham, NC.)
These are women from different walks of life – women recovering from medical challenges, substance abuse and other issues, women who have opened their own businesses in the past year and overcome all odds against them. If you want to experience human authenticity at its best, there is a certain raw appeal in these courageous women, and I am humbled every single time I am given the privilege to engage them. These are women who have been strengthed by their own acknowledged vulnerability, whose real strength of character has grown from “a scared place,” a place from where their courage mysteriously appeared only because there was no other way out of their darkness.
Dian Wilson, Housing for New Hope, is a graduate of our Self-Awareness Workshop, and is the brainchild behind this offering, and Terry Allebaugh, who is a graduate of our Personalized Leadership Development Program and the Executive Director of Housing for New Hope, has made it possible for hundreds of homeless people to find not just a home, but reason to hope and to live and to love again. That’s leadership at its best, and this blog is a tribute to their fine work and the joy I get to feel being a part of their enterprise.
Posted by Dr. Holly Latty-Mann on March 3rd, 2010 No Comments
Want new ideas for your company? Trade places with another CEO.
In a recent Harvard Business blog post, author William (Bill) Taylor, describes the experiment executed by two top CEOs on Fortune Magazine‘s Best Companies to Work For list. Maxine Clark, founder and CEO of Build-a-Bear Workshop, and Kip Tindell, co-founder and CEO of the Container Store switched places for the day and were able to gain much insight into how they can better run their own companies.
Taylor describes how many business leaders look outside their industries for the newest ideas and processes that easily transfer into revolutionary concepts that can challenge current misconceptions or assumptions. “Strategies and practices that are routine in one market segment can be revolutionary when they migrate to another, especially when those ideas challenge the prevailing assumptions that have come to define so many market segments,” Taylor writes.
Read the full article here.
As leaders, we have to continually scan the horizons for new ideas, new forms of communication, new techniques, and creative ways to work with our people, our companies, and our goals. This example is a great way to give/receive an outside perspective for your company. If you need help, ask for it. Talk with other CEOs and maybe trade places with them! That’s how good leaders become great leaders and how we can all reach our full human potential!
Posted by Dr. Holly Latty-Mann on February 24th, 2010 No Comments
Oftentimes our leadership failures are not life-threatening, but when they are, as in the case of Toyota’s response to the multiple reports of accidents from sticking accelerators, it only adds fat to the fire. I have encountered only one life-threatening situation on the job during my life span.
During my internship at a large, prestigious training hospital, I had a patient whose surgery left her worse off than had she never had the surgery. Because the mishap landed her on a respirator for six months flat on her back, the mistake in her family’s eyes was indeed life-threatening. I overheard them talking one day, saying, “If we don’t soon get an explanation and apology, we’ll sue!” A week later, the family spoke openly about how much they appreciated the sincere apology and honest admission of a misplaced incision. “It was a human mistake,” they conceded. Still, I imagine there are times when apologies and explanations are given to harsh, unforgiving ears. Humanistic leadership is a two-way street.
Once we hear CEO Toyoda speak before a Congressional hearing, how will we respond? I have a notion that we’ll see a more timely response to future accident reports, assuming Toyoda offers a transparent account of where he and his team failed the public and how the enactment of new policies will preclude a similar future public outrage. This may be exactly the crisis Toyoda himself needs to start him on a path of more enlightened leadership.
William George, Harvard Business professor wrote his take on the crisis Toyota is currently experiencing in a recent blog post this week. To read the full story, click here. George details Toyota CEO Akio Toyoda‘s actions of hiding and avoiding the true problems have created a leadership crisis for his company. It’s too soon to tell how long a recovery make take or how successful that recovery will be for Toyota. To help Akio Toyoda, George offers his advice, based on his recent book, 7 Lessons for Leading in Crisis.
How do you feel Akio Toyoda handled himself and the media during this challenging time? What did he do that was good; what should he have done differently?
Posted by Dr. Holly Latty-Mann on February 4th, 2010 No Comments
One of our program graduates, Lance Ekum, Jungle of Life blog author, was telling us about a unique change movement he learned and participated in to help boost energy through laughter. The creator of The Levity Project, Katie West, has started a movement of positivity!
She describes The Levity Project as “a social movement to foster buoyancy, laughter, play, and freedom as the new paradigm in social design. We engage in public acts of levity in which people gather in a flash setting to en-lighten the energy of a public place and those within it. They are designed to foster a sense of lightness and connection to all who are present.
The goal is to bring people together who see themselves as agents of change toward creating a an upward spiral of positivity in our world. We want to create a deeper understanding that joy, play, laughter, and freedom are integral to individual and collective success.”
We visited The Levity Project website and loved the videos of the project in action! Check out the website to learn more.
You can also read Lance’s Blog where he interviews Katie about her passion for laughter and choosing to be positive.
How do we bring this into the workplace? Mike Shoemaker, author on Social Earth blog has a great perspective of who builds the fun company culture in the corporate world- the leaders. In his recent post “What Could Corporate America Possibly Teach the Social Sector about Organizational Culture?” Mike tells how he was pleasantly surprised to learn that corporate America doesn’t always mean drones and robots, but can also mean a sense of community and openness. Mike says, “Most of all, always remember that senior leadership drives org culture. Lead by example. Do good work, but don’t forget to have fun.”
Posted by Dr. Holly Latty-Mann on January 28th, 2010 1 Comment
The Walk 4 Hearing has chosen Doc Holly as a featured walker!
Sudden Hearing Loss Results in Career Nightmare AND Big Walk4Hearing™ Results
“Eighteen years ago I fell asleep with normal hearing and woke up with a severe hearing loss in both ears. I listened intently as the doctor told me I had Meniere’s disease, non-dizzy type, severe loss category. I was immediately fitted with hearing aids and exposed to a world of warped sounds and multiple requests for people to repeat what they were saying…”
Read the full article here.
Posted by Dr. Holly Latty-Mann on January 6th, 2010 No Comments
In the recent survey by the Conference Board research group, it was found that 45% of Americans are unsatisfied with their jobs. This survey shows a drop of 4% since the previous results in 2008. Read the full story here.
The Conference Board suggests that potential reasons for the dissatisfaction are:
- Fewer workers consider their jobs to be interesting.
- Incomes have not kept up with inflation.
- The soaring cost of health insurance has eaten into workers’ take-home pay.
Doc Holly says, “Downsizing and restructuring have been prolific corporate events long before the economy went south, and the resulting stress of fewer people doing more seems to be at the crux of this mounting workforce disengagement, a major threaten to the necessary team play that underscores which company cultures can best manage competition in the marketplace. The Leadership Trust® has noticed more recently the surge in requests for leadership/emotional intelligence training to address morale issues related to people reacting in fear toward a stressed and/or intimidating manager.”
Want to weigh in on your opinion? Cast your vote on MSNBC‘s poll, “Are You Satisfied with Your Job?”
What does your company do to help ensure your employees are engaged and satisfied?
Posted by Dr. Holly Latty-Mann on December 17th, 2009 1 Comment
Happiness as a child is easy. Happiness as an adult is more complicated. In a recent survey of over 3,000 respondents, Marshall and Kelly Goldsmith, BusinessWeek Contributors, analyzed the connections between happiness and meaning at home and at work. Their findings were clear-cut. (Read the full article here.) “There is an incredibly high correlation between people’s happiness and meaning at work and at home.” According to their results, “the amount of time respondents spent solely on stimulating activities had no bearing on their satisfaction at work…Overall satisfaction at work increased only if both the amount of happiness and meaning experienced by employees simultaneously increased.”
As for the individual, what can you do to increase your happiness? The authors suggest:
- Reducing TV watching
- Cutting back on surfing the Web for non-professional reasons.
- Do as few chores as you can.
- Spend time exercising and with people you love.
- Feeling challenged is linked to greater satisfaction, so challenge yourself.
The authors say that companies should stop asking, “What can the company do to increase employees’ experience of happiness and meaning at work” because it can encourage dependency. Instead, company leaders should ask themselves, “What can I do to increase my experience of happiness and meaning at work?” This can lead to a better commitment, potentially at a lower cost, than current plans.
We at The Leadership Trust® share the philosophy that work affects home and home affects work, and our programs are comprehensive in addressing both issues as evidenced by our graduates’ testimonials. What do you do to increase your happiness at home and at work?
Check out the world’s happiest countries too!
Posted by Dr. Holly Latty-Mann on December 15th, 2009 No Comments
Is there such a thing as too much knowledge? Is that possible? Through the course of his education, Jeff Stibel learned valuable lessons regarding knowledge and wisdom. An entrepreneur and brain scientist, Stibel writes about how he has learned that “wisdom can be shattered by too much information.” Like a bookshelf only holds so many books, our brains only hold so much information before we can suffer from the “knowledge trap” or “analysis paralysis.” In decision making, Stibel says those who “realize they’ll never have all the answers no matter how much knowledge they gather- are often the ones who succeed.” Read the full article here.
In these tough economic times, it’s hard to know what will happen to our companies, our communities, and our lifestyle habits. Instead of succumbing to the knowledge trap and analysis paralysis, we should take on the attitude of doing the best with what we have so that we can maximize our chances of success. No one knows fully what we all should do, but we all know that doing nothing will not help any situation. What do you do to help prevent the knowledge trap/ analysis paralysis in your office?
Posted by Dr. Holly Latty-Mann on December 10th, 2009 4 Comments
Rita McGrath, Professor at Columbia Business School in New York, writes in her blog about preparing for the upswing as the economy shows signs of turnaround. Read the full article here. Start with determining where your company is now and where you want to be. Having a clearly defined goal will help you as you create the succession plan for your potential leadership candidates.
When you have your candidates in mind, think of their current skills and abilities. Do they need training? What experiences do they need to fully engage in their potential? McGrath writes, “Training, promotion and development will be key to winning because not having the right leaders will be a crippling disadvantage when the economy turns up.”
What are you doing to help prepare your team for their leadership potential?
Posted by Dr. Holly Latty-Mann on December 9th, 2009 1 Comment
Trying to do more with less? Aren’t we all aiming to achieve the creative balance for our various work projects? Jim Collins, author of Level 5 Leadership, says he uses a stop watch to regulate his time, which creates pockets of white space in his day to be creative.
He “is all about discipline,” writes Bronwyn Fryer, of the Harvard Business Review Blog. (Read the full article here.) Collins blocks off time in his schedule where he is cut off from all electronics, including the internet, for creativity and writing. He says he often uses this white space to clear his mind so as not to “confuse activity with productivity.”
Sounds like a luxury doesn’t it? Think you can’t do it until you get that big break? Well Collins used this same philosophy while writing his first book, Built to Last. He even declined consulting opportunities to fulfill his scheduled white space creative time.
What do you think? How do you add some creative, mind clearing white space into your schedule? We want to learn from you.