Leadership selection

Leadership selection is often a result of a multitude of interviews, various tests of skills and aptitudes, and psychological profiles. Unfortunately, according to Board, this is “holding back organizations” which is then creeping into the climate and culture of the business. Leadership selection needs to be more than a checklist with scores.

Leadership represents more than the behaviors of those in positions of influence.  “It is a dynamic, co-creational process between leaders, followers, and environments, the product of which contributes to group and organizational outcomes” (Thoroughgood, Sawyer, Padilla, & Lunsford).  

Leadership selection should include a formal introduction to the values, vision, and mission of the business. New leadership hires should be willing and able to embrace them and be forward-thinking about their personal skill sets that will agree and enhance the vision, mission, and values of the company.

Most lesser-qualified bosses do not perceive their respective leadership skills on the same level as the employees. “Study after study identifies huge disparities between what people in positions of authority think of their ability to lead and what the people they’re supposed to be leading think of their leadership” (Thoroughgood, et al, 2018).

Poor or ineffective bosses are usually out of their comfort zone of authority. Some bosses, because of their state of tension or uncertainty about their power, come through in a negative or demeaning way. While most employees seek their boss for guidance and direction, a negative boss will use an attitude that creates emotional distance between themselves and the employees.

Board, D. (2012). Choosing Leaders and Choosing to Lead : Science, Politics and Intuition in Executive Selection. Farnham: Routledge. Retrieved from http://www.freemanagementresources.com
Pasch, K. (2017). On Course : Become a Great Leader and Soar. New York: Morgan James Publishing. Retrieved from http://www.freemanagementresources.com

Thoroughgood, C. N., Sawyer, K. B., Padilla, A., & Lunsford, L. (2018). Destructive Leadership: A Critique of Leader-Centric Perspectives and Toward a More Holistic Definition. Journal of Business Ethics, 151(3), 627–649. http://www.freemanagementresources.com

Affirmations Work!

Affirmations Work!

Trust me, I wouldn't do this to you unless I had to, I think we all need this.  Affirmations work.   You don't have to say them in the mirror, you don't have to hug yourself or buy a special rainbow journal with a lock on it to write them down in, but if you want to turn this ship around, you need to rewire your brain and train it to think differently.  This is what affirmations can do for you.
Figure out what affirmations you need to hear the most and repeat them all day long in your head, in the car, while showing homes, under your breath in the office.  Write them down on a post it note and stick them around your house, on your mirror, in the refrigerator, in your car.  Write down your favorite affirmations ten times every morning and ten times at night, and say them out loud.

Here are a few examples

• I deserve to have many opens & listings and make lots of money
• I am the best at what I do
• I am brilliant, bright and beautiful
• Superman has nothing on me (lol)
• I love how Slim I am going to be....... (I love my ***)  

Or whatever, if none of these work, come up with some that don't make you gag but strike a nerve with you.   Yes in the beginning it may feel like your lying to yourself, but the truth is your living a lie, so the affirmations get you back to the truth.

This cant be just rattling off nonsense- You have to FEEL it and WANT it and get WORKED UP by it in order for it work.   REMEMBER - YOU ARE A BAD*** !!