Tag Archives: Behavior

Three Reasons Why Teamwork Makes Life and Work an Easier, and a More Rewarding Game.

Getting along with others can be difficult at times, even ‘painful’ depending on what you are trying to do. We all have different methods for getting things done, we all work at iStock-618547236-group-work-170712different speeds, and WILL have different philosophies about what needs to be done. That’s all part of dealing with people.

Working as a team, whether it is a family unit, a sports team, a business organization, or a country makes us all much more productive. As a coherent, working team with would have an opportunity to use various specialties and skills. We can hold each other accountable, and provide feedback on what is wrong and what is right. We can learn from each other and make our work better.

There are of course many ways in which teamwork makes life and work easier and more rewarding. I have found that the following have the greatest impact.

Frees Us Up to Get Better Work Done More Often

Working alone on a project is great, you get to produce something amazing, and you get to do it how you want to get it done. However, when you are working as part of a team you might not have those luxuries. But there are a lot more benefits.

Working on a team can be frustrating at first, you might ‘Butt Heads’ when trying to figure out just who is going to do what and how. After this period of conflict, and after you figure your stuff out, the team will discover that it can accomplish a lot more than it could as individuals.

Successful teams produce more because they can tap into that magic that creates success, PuzzlePiecescollective resources! Working on a project by yourself means that you only have YOUR SKILLS, and YOUR KNOWLEDGE to get the job done. Working on a team you get the advantage of; multiple skill bases, multiple viewpoints, and multiple hands in the mix to get the job done faster. Sure, that means that there might be more of a chance for mistakes, but when you have more eyes on the project, your more likely to catch them before they become serious.

There are three questions that your group must ask itself if it is going to get better work done, and more often;

  1. Am I On the Team for Myself, or Am I In It For The Team?

It is important that everyone on the team realize that they are a ‘Team’. It is fine to know that you are the best at what you do and that you might, in fact, be indispensable to the team. But if that means that distracts you from the goal of the team to further your own ends (Glory, Recognition, Money…), then you should not be there.

Primadonnas can be great! They can be entertaining, they can even serve as a ‘Rallying Point’ for the team. But they often can serve as a distraction, especially when they start serving their own egos and end goals. It is up to the team leaders to ‘reign them in’ and make sure that the ‘primadonna’ is contributing to and serving the team and not themselves.

2. Do I Know the Goal of The Team?

Team leaders should make sure that everyone on the team knows the ‘end goal’ for the team. It is kind of difficult to accomplish a task, or reach a goal, without knowing the; Why? What? Where? When? And How? Sure, you might not need to know every little detail (you might not want to know), but you should be aware of the pertinent information. Be aware of; why is this goal important? What is the ‘end goal’ of the team? Where is my position on the team? When will this goal be reached? How are we going to get to the goal?

If you are unaware of the goal of the team, then you might want to ask and make yourself aware or leave the team.

3. Am I A Good Fit For The Team? Is The Team Benefiting From My Being There?

Ok, so this one is two questions, but they contribute to a single outcome. Production.

We all enjoy working with people with similar; working styles, attitudes and motivations. But do these working styles work together and is the team benefiting from them. If these working styles mesh and produce excellent work…. great! If they do not, then it is up to you and your team’s leadership to figure out if there is another position on the team that you might work better in. You might work better on a different team, and you must accept that for the good of the team.

Builds Morale and Gives Us Confidence

Human beings, for the most part, are very social creatures. We take great comfort in being part of a group, whether it is a small group (team or a family) or a large group. And creates confidence in us when we can contribute to the betterment of that group or team. individual-coaching(Bushak, 2015) It builds self-esteem knowing that we have done something that will have a lasting impact on an organization or group.

It also builds morale in us individually and as a group knowing that we have the group’s support. When we know that someone has ‘our back’ we feel more secure with being creative, going outside of our ‘comfort zone’. In other words, innovating!

People who feel secure and valued are more likely to contribute their best work and more of it.

Makes Learning Easier and Happen More Often

Learning is one of the things that we do most as human beings. We are busy learning every waking moment of every day, whether we realize it or not. Our brains are constantly taking in information, updating information, and using that information. When do we learn the most? When we are working/playing/creating with others!

Would you rather have things told too you, or would you rather discuss and debate them with your teammates? Discussing topics with friends and coworkers make them more pliable and easier to understand for us and the group.

Learning with a team is often more successful because:

  • Constant Reinforcement

Learning in a team environment means that you can discuss and debate the facts with your friends and colleagues. This ‘repetition’ provides constant reinforcement of those facts in your memory, which means they are more likely to ‘stick’.

  • Feedback Works

When we are learning, we need some kind of feedback. We need the ability to assess ourselves and the direction our learning is going. Groups and teams provide that feedback. Sure, we could assess our own work and learning direction, but that is usually unreliable subjective self-feedback. Our teams/groups can provide that objective feedback on our progress that we need.

shutterstock_97221119-leadershipSuccessful teams depend on leadership. It could be someone who just happens to take on the mantle of ‘Leader’, or maybe someone who is decided will be the ‘Leader’ or the group could provide mutual direction amongst itself. Leadership is critical.

Leadership should be there to guide and direct talent, not ‘badger’ and micromanage. Micromanagers usually elicit self-doubt and frustration from groups. This is usually because the members of the group know what they are supposed to be doing, but the leadership keeps putting their ‘two-cents’ in any way.

Team leaders should be collaborative, willing to listen to, work with and learn from team members. This should go for the entire team, you never know what you are going to learn from your team, so be open to anything and everything!

I am interested in starting a conversation about teamwork and its benefits. Please feel free to comment!


Bushak, L. (2015, June 16). Joining A Group Boosts Confidence And Self-Esteem Even More Than Having Friends. Retrieved from Medical Daily: http://www.medicaldaily.com/joining-group-boosts-confidence-and-self-esteem-even-more-having-friends-338534



Leave a comment

Filed under Behavior, Interaction, Leadership, Motivation, Organizational Psychology, Psychology, Team Building

Three Reasons Why You Need To Color Outside The Lines

Remember when you were a kid and you had your box of zillion count crayons and you spent hours coloring in your others_rainbow_crayons-0411coloring books, but you never really wanted to color outside the big bold outlines? Well, we are all big boys and girls now, and it is more important than ever that we try and leave those lines behind and try some new things.

For centuries some of the most influential people have been coloring outside the lines (Plato, Galileo, Lincoln, Einstein…). However it is more important than ever to make this change in our behavior. Where as a great many people may think that the reason to be different is to just make yourself more ‘interesting’, corporations are looking for this behavior for much deeper reasons.

  1. Innovation – When you ‘color outside the lines’ your thoughts might stray a bit, and that can be a good thing. You want to expand on current ideas, and stretch yourself a bit (ok, sometimes more than a bit). New ideas don’t occur in a vacuum, they often happen when someone sees another individual’s ideas and expands on them. If you just keep creating the same old colors, within the same old lines…..your just going to keep having the same old ideas, and keep turning out the same old stuff.
  2. Humility – It says a lot about a person when they are willing to leave there comfort zone and try coloring something new, and possibly in a completely new shape (and heaven forbid coloring in someone else’s coloring book). When you are willing to say that something else might be better for my company than what I am already doing, that I might be holding my company back by maintaining the status quo, and that I am willing to go somewhere new to make it better, that says that you are willing to put the team ahead of yourself. Some of the most successful organizations on the planet (Google, Apple, and Amazon) strive to find humble people who see the team as being a more important commodity than oneself.
  3. Teamwork – People like working with people who have different ideas and skills, it makes life more interesting, doesn’t it? Beyond keeping life from getting boring, people who ‘color outside the lines’ also generally contribute a lot more to the broader picture……a LOT MORE! The individuals who bring unique ideas and skills become an asset and strength for the group, because in order for the team to survive in a hostile environment, it must embrace change, this doesn’t happen without leaving the lines. Sure, it might seem counter-intuitive, but squiggling outside the lines adds a feeling of security to the team too….people like knowing that something new and interesting is going on within the company. Change is good, and people know it!

images (8)Of course there are many other reasons why you would want to be your own person, and do things in a unique way. But these reasons seem to hold the most value for corporations these days. Organizations are looking for interesting people who are individuals who know when to put the ‘team’ first, not just be concerned with themselves and how things benefit him or her.

The corporate mindset of doing the same thing because it’s comfortable may work in the short-term, however since things in the world of business are constantly changing these are not the kind of people they need for survival in the long-term.

Change is good!

1 Comment

Filed under Behavior, Behavioral Psychology, Creativity, Interaction, Leadership, Motivation, Organizational Psychology, Team Building

When Leaders Start Leading Too Much

It is hard to dispute the fact that we all need a little direction, a little guidance at some point in our lives. This either due to a lack ofDirection experience with a situation, a lack of fundamental knowledge about the subject matter, or it could just be a lack of motivation to accomplish the task in question. But, when is there too much leadership, and not enough exploration and growth on the part of those who seem to need that direction?

Leadership is often not so much about ability, it is more about responsibility and being able to management the skills and the abilities of those who are a part of your team. It is about being the one who is will to take on the role of mediating out when someone might need direction, and when they may not. It is part of the job of the leader to know when put pressure on some people to perform in a certain direction, and when to just let them do their own thing.

People very rarely like, or appreciate being led around by the nose constantly, always being told what to do and how it is going to be done. This leadership style has its place at times and may be necessary when emergencies arise, and there is absolutely no margin for error. But when this form of management becomes the norm in an organization, or even at home, this can cause resentment, discord, and even worse; complacency. Too much of this kind of leadership may send the message that the team isn’t trusted to figure things out on their own.

CreativeCreativity flourishes when people are given the freedom to ‘play’ and approach problems and situations with their own style and abilities. Innovation relies on a leader given their team the problem at hand, giving the team the restrictions placed on the leader, and then letting the team figure out a way around those restrictions to the solution.

The creativity that your leadership establishes also need a level of restraint, as you don’t want the members of you team losing sight of the established vision (Goodman, 2013). However these constraints should be realistic and allow for freedom of movement, and they should be consistent with your style of leadership.

As a leader, one should consistently be analyzing the approach toward team members, and whether or not the team’s production correlates with your style of leadership. This analysis should tell you when you team is responding to your methods, and when there needs to be a change. Your people may not always tell you when you either need to lay off the breaks or when they need more direction, this is part of the responsibility of leadership, the ‘knowing’, not always the ‘doing’.


Goodman, N. (2013, August 13). Striking the Perfect Balance Between Creative Freedom and Realistic Limits. Retrieved November 20, 2014, from Entrepreneur: http://www.entrepreneur.com/article/227673

Leave a comment

Filed under Behavior, Behavioral Psychology, Creativity, Interaction, Leadership, Organizational Psychology, Team Building

Black Friday

Ever wonder why we are so attracted toward going to the mall, and battling the insane mobs of people that congregate


there on that specific day of the year? Why rather than doing our shopping at sporadic points during the Christmas season, so many of us  gather at this mecca of craziness? There is a very primitive reason for this behavior.

Why do we do most things these days? Mostly because our social and tribal nature says so. Why does the gentleman help the elderly woman across the street? Yes, it is the nice thing to do, but also he has a protective instinct to do so. Why does the woman tell the strangers child not to play with the light socket? Again, it is the right thing to do, but she also has an instinct to protect the young of the human tribe. We also have innate tribal instincts that drive us to shop, and our capitalist corporate knows how to prey on this.

So why do we shop where we shop? Social Learning Theory might tell us that we shop where our family and friends shop, that this is all just learned behavior. This explanation works well, although I (and others) believe there must be more to it than that. We are all social animals, and as such we all have an instinctive need to carry out necessary activities together in groups, originally this may have been for survival and a better chance of accomplishing the task (this is why the caveman usually went out to hunt with his buddies). But now, since the threat level is gone, these reasons may have changed, but are no less important.

So why do we make the trip to the mall to shop on what has come to be known as “Black Friday”? Well, since the time Caveman-Diet1when we were all cave men and cave women we all  have had; a need to hunt, a need to compete, a need to accomplish. For some this need is met through being successful in business, for some it is met through competitive sports, but for many of us this need is still only met through this urge to hunt for those elusive deals, either on our own or in packs.

Shopping on Black Friday can provide us with a great many unseen benefits, depending on the perspective we take. True, the stress that the shopping can cause may be a bit unnerving to say the least,  but if you take your time while you’re out and about these benefits become clear.

  • Accomplishment – When you find that elusive deal that might be better than the other shopper, it feels great…..like you just won the lottery (ok, not THAT GOOD). But it does feel good, that’s a serotonin rush. Serotonin has numerous beneficial effects on the human body, both physical and psychological. Just remember, once you get the ‘feel good’ feeling, you’ll want more.
  • Social Interaction – The mere act of being around other people has beneficial effects on you, however you can do one better. Interacting with others and being helpful to others can give you that feeling of accomplishment once again. Who knows, while you are out you might make a friend and extend your social support network.
  • Exercise – With all the lifting, walking, carrying, and other activities involved in shopping at the mall, you are giving Brighton_Churchill_Square_Shopping_Centreyour body quite a workout. The cardiac, respiratory and weight management benefits here are obvious. But, during that day long workout when the endorphins kick in and you start getting your second wind, they will make the stress easier to handle.

We all may have our different reasons for dealing with the craziness that is Black Friday, but we all share the same primitive qualities that we have discussed, it comes down to whether or not we are prepared to indulge these aspects of our humanity. Fortunately, when we do we can gain some benefits from the experience, as long as we keep things in perspective.

So, your spouse, partner, friends or family might tell you that they don’t really feel like going out with you into all that insanity to feed the corporate monster at the mall. Remind them that you can also get the same benefits by going out and shopping at the local stores, as long as you do it together.


Filed under Behavior, Behavioral Psychology, Interaction, Motivation, Psychology, Sociology

Fun, We Should All Have Some Every Day

Fun – It’s a funny little word that a lot of people seem to think is not all that important to us as human beings, but they couldn’t be more wrong. Having fun does a lot for us as people on SO many levels….physically, emotionally, and psychologically.

Physically, having fun is a great stress reliever, whether it’s just running around like a nut with a friend at the park or spending time at the movies, having fun REDUCES STRESS LEVELS, and stress can cause a plethora of serious medical issues:

Stress Warning Signs and Symptoms
Cognitive Symptoms Emotional Symptoms
  • Memory problems
  • Inability to concentrate
  • Poor judgment
  • Seeing only the negative
  • Anxious or racing thoughts
  • Constant worrying
  • Moodiness
  • Irritability or short temper
  • Agitation, inability to relax
  • Feeling overwhelmed
  • Sense of loneliness and isolation
  • Depression or general unhappiness
Physical Symptoms Behavioral Symptoms
  • Aches and pains
  • Diarrhea or constipation
  • Nausea, dizziness
  • Chest pain, rapid heartbeat
  • Loss of sex drive
  • Frequent colds
  • Eating more or less
  • Sleeping too much or too little
  • Isolating yourself from others
  • Procrastinating or neglecting responsibilities
  • Using alcohol, cigarettes, or drugs to relax
  • Nervous habits (e.g. nail biting, pacing)

And, you may not even realize that you are displaying some of these symptoms until it is too late. If you are showing or think you are displaying any of these symptoms, you should get out with someone and have some fun!

Understanding Stress Symptoms

Emotionally, we are all social animals and we need to be around others(whether we think so or not). Having fun engages us with others, allows us to display parts of ourselves that we keep cooped up inside when we’re at work. This engagement allows us to bleed off emotional stress(even more insidious than physical stress, we often don’t realize this is effecting us). Whether you are at a party or just sitting in a diner talking with a good friend, this is a critical part of who we are, social engagement.

Signs of Stress

Signs of stress include:

  • Apathy, lack of energy
  • Difficulty making decisions
  • Difficulty “keeping track” of things
  • Feeling on edge
  • A change in eating habits
  • Sleeping more than usual or difficulty getting to sleep
  • Being more emotional
  • Using alcohol or drugs to relieve or forget stress

Symptoms of stress

Symptoms of stress include:

  • Chronic back pain
  • Tension headaches
  • Neck pain
  • Gastrointestinal problems (pain, diarrhea)
  • Palpitations

Emotional Well Being

Spinoza once said;

“Mind and body are one and the same individual which is conceived now under the attribute of thought, and now under the attribute of extension”.

And from a psychological viewpoint the first portion of that statement fits with my point, when your body is having fun it engages the mind, releases restrained energies, releases beneficial endorphins, reduces anxiety and fear, and it improves your view of who you are and what you are capable of doing.

       Mental Health Benefits:

  • Adds joy and zest to life
  • Eases anxiety and fear
  • Relieves stress
  • Improves mood
  • Enhances resilience

Laughter is The Best Medicine

So, dare you ask what kind of fun should you be having……doesn’t matter. Doesn’t matter if you are going to a party or just spending the night out with one friend. Of course you shouldn’t have TOO much fun, you should be able to balance fun with responsibility. It can be fun sometimes to spend time alone, but spending to much time alone having fun does not provide the social engagement that we all need, so spend time with people outside of work.

Work can be fun, work may be fun, but you should always have a life outside of work and it should be fun, whether it is spent with a; husband, wife, girlfriend, boyfriend, partner, friends, kids, or family….work is work, fun is fun.

Emotional Well Being. (n.d.). Retrieved from Cleveland Clinic:http://my.clevelandclinic.org/healthy_living/stress_management/hic_warning_signs_of_emotional_stress_when_to_see_your_doctor.aspx

Kemp, G., Smith, M., & Segal, J. (2012, June). Laughter Is The Best Medicine. Retrieved from Help Guide:http://www.helpguide.org/life/humor_laughter_health.htm

Smtih, M., Segal, R., & Segal, J. (2012, July). Understanding Stress Symptoms. Retrieved from Help Guide:http://www.helpguide.org/mental/stress_signs.htm

Leave a comment

Filed under Behavior, Health Care, Interaction, Motivation, Psychology

Corporate Psychopaths – Creators of Mayhem in Business

man-behind-mask-150x227       When most people hear the term ‘psychopath’ they usually think of someone who is hostile or violent, a person who is out to do them physical harm. This assumption is not exactly accurate; a psychopath, by definition is, Psychopaths are those one per cent of the population who have no conscience and who, therefore, demonstrate an egotistic and ruthless approach to living (Mathieu, Neumann, Babiak, & Hare, 2014). It is a lack of personal control that creates these violent tendencies that we associate with them.

But who are these ‘Corporate Psychopaths’? These are the people who you really feel that you want to know at first, but then you regret being acquainted with later on. They are the people who are ego-centric without concern for others, or how their actions affect others (in either a positive of negative manner), and who are the people who appear to be charming and ‘smooth-talkers’, then eventually turn into manipulative, hostile bullies.

The damage these individuals can do to a team or corporation is considerable, teams would be especially vulnerable to their effects. The havoc created by the corporate (or successful) psychopath is explained by social learning theory, that we as human beings learn vicariously by observing others, especially by watching influential role models who are credible to the observer (Bandura, 1971). When a fellow employees observes that another (or possibly others) is treating others with disrespect, hostility, and rudeness, this tells him or her that this is appropriate conduct for the situation, this toxic behavior will be magnified and proliferated throughout the organization (Boddy, 2013).

So, how do you as a corporate leader or HR Professional avoid the problems that these Bullies of the Business World can cause?

  • Have an internal succession plan that is aware of its people’s abilities and motivations. When you have a group of people who work well together and who know their jobs, be aware of this and groom them into leadership roles, ratherleadership-thumb-590x590-16830 than risk letting a bully work his or her way into the corporate infrastructure (Lipman, 2013).
  • Make hiring decisions based on tangible evidence. Be sure not to be taken in by appearances or mannerisms, corporate psychopaths will use charm and force of personality to find their way into a position of influence. Although it is important that a person in a leadership position possess these qualities to a degree, it is also important that any potential employee be able to ‘walk the walk’ as well as ‘talk the talk’ (Lipman, 2013).
  • During the interview process try and take a look at the ethical and moral character of any candidate. It is important that members of a team or corporation ‘fit in together’ and have some level of agreement on ethics and corporate morality. Although this may be hard to catch, the corporate psychopath may give ‘glimmers’ of disagreement with the organizations views on how people and work should be treated (Lipman, 2013).

So, the big question on the table is, if your organization is ‘infected’ by these corporate bullies, and about 4% of Pressurecorporate management positions have been (How to protect yourself from a ‘successful’ psychopath , 2013), what can you do about it?

  • Engage in a good, productive relationship with your boss (or your boss’s boss). This is always a good idea no matter who is involved, but when you throw a bully into the mix, having a great relationship with the ‘higher ups’ will make recognizing the great things that you do that much easier for upper management.
  • Don’t get sucked into playing their game. Take the more mature, higher ground and recognize the behavior for what it is, a person making themselves bigger than they really are.
  • Document abusive or counterproductive behavior. This will allow you to back yourself up if something more dramatic occurs in the future, and it will allow you to recognize this behavior again if it occurs.
  • Develop a close-knit, supportive team of people around you. Again, this is a good idea no matter who is involved as this practice will assist in maintaining the kind of creative energy and behavior that an innovative team requires.

We all know that dealing with different personalities can be difficult, and in the workplace this can be especially problematic when you don’t get it right. When ‘corporate psychopaths’ crop up and start sucking the creative and innovative energies out of an organization, this becomes an issue that should be dealt with sooner rather than later.

Through maintaining awareness of the conduct of people in our organizations, and creating a vision-oriented ethical standard that everyone can get on board with, this makes it easier to recognize aberrant behavior before it can get out of control.

Bandura, A. (1971). Social Learning Theory. General Learning Press.

Boddy, C. R. (2013). Corporate Psychopaths, Conflict, Employee Affective Well-Being and Countterproductive Work Behaviour. Journal of Business Ethics, 108.

Dictionary.com, LLC. (2014). Psychopath. Retrieved 10 16, 2014, from Dictionary.com: http://dictionary.reference.com/browse/psychopath

How to protect yourself from a ‘successful’ psychopath . (2013, 7 13). Retrieved 10 19, 2014, from New.com.au: http://www.news.com.au/finance/work/is-there-a-psychopath-in-the-cubicle-next-door/story-e6frfm9r-1226688173318

Lipman, V. (2013, 4 25). The Disturbing Link Between Psychopathy And Leadership. Retrieved 10 16, 2014, from Forbes.com: http://www.forbes.com/sites/victorlipman/2013/04/25/the-disturbing-link-between-psychopathy-and-leadership/

Mathieu, C., Neumann, C., Babiak, P., & Hare, R. D. (2014). A Dark Side of Leadership: Corporate psychopathy and its influence on employee well-being and job satisfaction. Personality and Individual Differences.


Filed under Behavior, Leadership, Organizational Psychology, Psychology, Team Building

Team Development Seems Like Herding Cats…….Not Really.

Team building and the process of forming effective and efficient teams can be a fun and rewarding experience. However, some people in corporate and social America can find creating dynamic and innovative teams a difficult process, and may actually equate this work as difficult as ‘herding cats’.

Part of the difficulty with this process may be that many members of the ‘team’ are not be invested in the project which the team has been tasked to complete; whether  it may be a short or long-term project. If the people you are leading, or working with on the project are not invested in it, are not in line with the corporate vision, they won’t put forth the maximum creative effort or generate the type of energy to facilitate the desired end goal.

One of the keys to generating this level of investment in the project is to maintain a consistent level of communication, 3344keeping everyone informed as to all aspects of the end goal and your progress toward it. We all want to ‘do a good job’, it feels good to complete a task successfully, by completing a task in a manner that we see as successful we get that serotonin rush and we want more.

Setting up ‘benchmarks’ for your team can actually perpetuate that ‘serotonin high’ throughout the course of the project, rather than waiting for that ‘feel good’ response at the end of the project,. Why not maintain that feeling during the course of the work you and your team members are doing. Remember, that feeling good is infectious, if your team feels good about what they are doing this can carry over into other parts of the organization.

Generating creative engagement can be made easier by developing a team with similar interests and abilities. This allows for a greater level of collaboration and innovation, but remember that skill set similarity can be a double edged sword that can help or hurt you.  Leadership requires a coherent team that is on the same page, and that sense of camaraderie generates a feeling of ‘social safety’ which usually winds up promoting a level of creativity that you might not find otherwise. However, if a leader doesn’t carefully introduce some ‘new blood’ into the group they can stagnate, and although the team may continue to work well together, they may no loimagesctsnger innovate. Also, by introducing someone new to the team, this always adds a level of renewed energy and vigor (besides the serotonin rush you get when you get to show the new person the great work you had done).

Understanding team building and development is critical to the success of any organization, and this starts with the type of leadership. There may be a certain ‘rush’ when leading a project on your own, but leading long term on your own isn’t much fun. Get your people involved in the innovative process and this will result in greater success, and less of a feeling of ‘herding a bunch of cats’.

Leave a comment

Filed under Behavior, Leadership, Organizational Psychology, Psychology, Team Building

American Government……Leadership or Not?

I decided to take a look at our supposed leaders and examine thecrossword 14 aspects of true leadership and see if those who are in charge of our governments functioning are actually true leaders, or just a group who are being followed.

There are many aspects of leadership that are accepted by most psychologists and business people, however here(for the sake of time and space)we will discuss those few that are accepted as the most important.

The first aspect (and perhaps the most important) is do the leaders create a Vision that others can believe in, rally around andvision-vs-mision-statementsbecome a part of? This nations founders had a powerful vision, not only something that people could believe in and become a part of…but something that they would have to rally around to grow as individual and groups. Does the American government currently have a Vision that the people can believe in? Obamacare? Tax Reform? Jobs? The Economy? It really doesn’t appear so. One of the latest government approval rating shows that around 14% of Americans approve of the job the United States Congress is doing. President Obama is doing somewhat better at about 40% approval (Galllup)……These numbers show little belief in the government and it’s Vision.
The next aspect of leadership is being able to set goals that are achievable, and creating a dynamic that allows the group(in this case constitution-founding-fathersthe American people)to participate in achieving these goals. This principal of involvement allows others to offer their expertise and skills to making the goal possible, and this principal also creates the possibility for innovation and the establishment of new goals. This was one of the pillars that the United States of America was founded on, maximum utilization of expertise and participation. The marginalization of certain groups of people is causing harm to this nation, because we are not taking advantage of their expertise and skills, all because they are different or don’t have as much as others. Leadership is not occurring if only the leaders are participating.
The final aspect of leadership that we will discuss today(remember there are many others)is the ability to motivate others to motivate ????????????????????????????????????????other to achieve the aforementioned goals, without motivation people will not participate in the needed tasks, or will participate, but not for very long(or willingly). Motivation goes hand-in-hand with having a Vision people can believe in, but as a leader you must maintain that believe and energy, otherwise it will lose it’s drive. There are many examples of our government offering it’s people motivation(whether intrinsic or extrinsic); Motivating the American People from an agrarian economy into the more aggressive industrial economy, The Roosevelt Administration motivating the American People out of The Depression and into World War II, and the increase in national infrastructure. However I see just self-motivation, and the motivation for survival amongst many of the American people, I see no connective motivation from our government.
According to these standard factors that dictate leadership, there is little to no amount of leadership currently coming from our nation’s capitol. Leadership tends to come directly from the American People, the people provide their own vision for their future which they interpret into survival and social goals.People provide their own motivation in America today.

Leave a comment

Filed under Government, Leadership, Organizational Psychology, Psychology, Team Building