Archive | Leadership

Creating Buy-In for Leadership Development

Posted by Dr. Holly Latty-Mann on

Some people are insulted when the opportunity for leadership development is presented. “They must think something is wrong with me” is a typical reaction, especially for those who have a strong need to be right. Whether the issue with an employee is one of grooming for greater managerial responsibilities vs intervention (e.g., great technical skills […]

A Leadership Observation Nobody Talks About

Posted by Dr. Holly Latty-Mann on

We’ve become a politically correct society…perhaps to a fault. For example, we do not bring up religion or politics when it comes to job performance. After all, what difference should that make anyway, right? Wrong. That observation, at least in part, does not always work. The observation I wish to share has to do with […]

The Best Way to Hire and Fire

Posted by Dr. Holly Latty-Mann on

If you include in your hiring interview a certain, specific message, it will make firing easier, cleaner, and less legally imposing. Efficient leadership of this nature is goal directed with appropriate compassion. The specific message in question typically follows the description and perks of the job. It’s called consequences, and you get to use that […]

When the Male Voice Literally Undermines Leadership

Posted by Dr. Holly Latty-Mann on

Rarely have I had a workshop where constructive feedback did not include some aspect of the participant’s voice. In the case of males in leadership positions, this criticized voice quality is usually of a compensatory nature: Loud and demanding or commanding. Worse yet, it’s what that voice quality symbolizes that undermines the person’s credibility. It […]

ROI and Your Professional Development Funds: Addressing Office Intimidators and Conflict Avoiders

Posted by Dr. Holly Latty-Mann on

Reflecting upon a full generation of leadership development workshop participants, the two most common 360° feedback comments tend to target the following types of employees: 1) Intimidating, and 2) Dysfunctional pleasing. What compounds this phenomenon and negatively influences the company culture is the fact that these two types often times work together. Here are the […]

The “Tap into Trust” Movement: Building Trust-Based, Cohesive, Collaborative (and Fun!) Teams

Posted by Dr. Holly Latty-Mann on

Simon Sinek said it well: “A team is not a group of people who work together. A team is a group of people who trust each other.” The Leadership Trust® was granted its registered trademark in the 1990s to capture the essence of highly effective leadership:  Trust. Regardless of conceptual methodologies employed (e.g., self-awareness and […]

Want a List of our Trustworthy Competitors?

Posted by Dr. Holly Latty-Mann on

Follow this link http://trustacrossamerica.com/magazine.shtml, and discover people who are making a big financial difference in the corporate world by helping leadership infuse their corporate culture with trust. Barbara Kimmel, The CEO of Trust Across America – Trust Around the World, puts it this way, “For a small group of CEOs, awareness is growing around the […]

CEO Hires People Just Like Him, Only to Hate the Way They Act

Posted by Dr. Holly Latty-Mann on

Want a culture change? Company culture is a function of the personalities of the top few who influence morale. There is good news. Oftentimes it is a matter of creating a one-by-one tipping point. Here’s how it works within a company of key players who all sport strong, demoralizing personalities. Scenario 1:  Sales manager isn’t […]

Part II: Why we lead and love, trust and don’t trust the way we do.

Posted by Dr. Holly Latty-Mann on

In our last blog, we looked at temperament in newborns and the implications for leadership and love-ship later in life. This week we look at attachment theory that offers percentages on Secure and Insecure children starting around the age of 2 and sure enough, how these styles persist into our roles as managers and husbands, […]

The etiology of good and bad leaders and lovers: It’s all about trust.

Posted by Dr. Holly Latty-Mann on

(This is Part I in a two-part blog on why we lead and love the way we do.) Trust issues develop at birth (yes, really) when a baby has been tagged as “difficult” or “easy” or “slow to warm” (yes, these are technical terms). Chess and Thomas combine their medical and psychological expertise to not […]