Receive your FREE Podcasts!
Dr. Holly Latty-Mann's Blog

Archive for the ‘Transformational Leadership’ Category

Which is More Impactful? Work affects home or home affects work?

  Posted by Dr. Holly Latty-Mann on May 8th, 2010    No Comments

Yesterday I watched numerous proud husbands, wives, moms, dads, siblings, and even children look on as their loved one received a 40 Under 40 Leadership Award hosted by the Triangle Business Journal in Raleigh, NC.  Publisher Charlene Grunwaldt’s closing comments directed attention onto the family members whom she recognized as clearly deserving recognition in their own right. 

Because effective leadership training does not separate personal development from professional development, researchers study the relationship between work and home to determine how much is cause and effect versus correlation, the latter meaning they equally create impact on each other.  It is no surprise that both arenas are impacting each other; however, only hypotheses can be offered regarding which is more impactful, and almost always researchers end up saying, “It depends.” 

Here are some ideas you may find useful in determining what “it depends” upon:

1. Sometimes stressful family circumstances (e.g., special needs child, rebelling adolescent, alcoholic spouse, financial distress, etc.) are handled in a stress-lowering vs a stress-escalating manner.  It depends upon how mature one’s coping mechanisms, which can then transfer to the work place.

2.   Indeed there is such a thing as toxic work environments, and there are ways employees can de-tox before arriving home to avoid displacing their upset onto family members, thereby restoring family peace and harmony.

3. Sometimes people complain about their emotional climate that they unknowingly help create.  If you look at life in fault-finding fashion, your will create reactions from others that offer more to complain about beyond the original stressor.   It depends upon individual differences in how one views life, because we engage life according to how we view it. 

Whether home life affects work more than work life affects home, it all depends upon individual differences because “wherever you go, there you are”! Bottom line here has to do with the degree of self-awareness and emotional intelligence one has nurtured into his or her life.  Chances are good if one were to practice heightened self-awareness in only one arena of life (work or home), it would undoubtedly impact all areas of life. 

The good news is that processes do exist that hone self-awareness within dependable timeframes. Even if your focus is family life improvement, work will routinely and systematically get better.

Got a Human Virus in Your Organization?

  Posted by Dr. Holly Latty-Mann on April 15th, 2010    2 Comments

Gallup found that 15% of employees are actively disengaged and busily acting out their unhappiness at work. If you can name someone who fits this description, you have a human virus in your organization who is impacting morale, turnover, productivity, profits, customer loyalty, and even safety.  Because the poll also found that 57% of your employees are not engaged, meaning they are putting in time but not energy, this sizeable group tends to become the prime target of the actively disengaged.

But, wait – there is some good news here.  You have 28% of your workforce who are truly engaged and also able to influence the same 57% who are simply not engaged.  With the actively engaged almost doubly outnumbering the actively disengaged, the prospects are good for creating a positive culture that is ready to take on your competition in innovation, collaboration, and sales.  

By formally organizing the mixture of these 3 groups to serve on committees designed to raise work morale (e.g., wellness activities, employee recognition, Fun Fridays, in-house surveys, etc.), oftentimes management can discover the underpinnings for what’s working and what’s not working regarding their engagement index.  

We’d like to hear what you have done over this past year to raise your engagement index.  I’m curious if you did anything in particular to target your Generation X or Y versus the Baby Boomers as a part of your overall effort.

Transformational Leadership – transforming the brilliant brute!

  Posted by Dr. Holly Latty-Mann on March 18th, 2010    No Comments

What would you do? Let’s say you have someone on your executive or management team who fulfills the description of brilliant brute. “John is brilliant, forward thinking, driven, highly capable and knowledgeable but is inadvertently demoralizing those with whom he works.  People are publicly chastised, put down , and … well, nobody is as smart as this one-man show known as John.”  If only we could tease out the bad (that which is not working) such that his gifts and talents could catapult to a whole new level.  The boss has declared that “John” is a keeper because of the value he has added over the years but contends he “must change”.  Sound familiar? What did you do? Or what would you do?