January 21, 2013 dovbaron

Martin Luther King Day…Keeping The Dream Alive

How Come The Are No Leaders  with Real balls/Ovaries Anymore?
From the hallway I could hear the muffled sound of the TV in the other room. Curiosity pulled me into that room to find my mother crying, watching our old black and white TV set.

Martin Luther King… A Leader With Balls

I glanced at the set where I saw a man I didn’t recognize speaking in a way that commanded my attention.  As compelling as this man was, there was something else going on in that room that had an even stronger pull… my mother.

Looking over at my mom I saw her dislodge her glasses upwards as she wiped a steady stream of tears from her eyes. I had seen my mother cry many times. To be honest at that point in our lives there seemed to be an abundance of reasons for my mom to be in tears, but this was different.

As a ten year old boy seeing my mother cry was something that always disturbed me. I walked over, put my hand on my mom’s shoulder and in an attempt to comfort her I asked what was wrong. Looking up at me, she tried to smile but it clearly wasn’t working. She stumbled for words and pointed at the TV saying: “He’s dead?” I looked back at the set and the powerful charismatic presence of Martin Luther King Jr. rang out like a bell in the fog.

I was a boy living in a ghetto environment of a dirty industrial town in England, I had no idea why my mother would be crying about a man I didn’t think I’d ever seen before. I didn’t recognize him as a movie star, a pop star or even a British politician. Why was she crying? In my boyish naivety I asked “who is he?” My mom said; “that’s Martin Luther King, someone shot him.” I was still puzzled. My mom continued through a flood of tears and said; “He was a great man, and now he’s dead”.

I became fascinated with finding out who this man had been. I asked my uncle who I considered to be the smartest person I knew and he told me of Martin Luther King’s fight for civil rights; how Dr. King had followed Gandhi’s model of peaceful demonstrations. He told me of all the people black and white people alike who had stood by Dr. King’s side for the civil rights of all people.

April 4th 1968 was the day I not only became politically aware, it was the day something within my very soul was awakened.

I began to grasp the difference this man had made, the impact he had left as a legacy, not just for black people but for all people. That day I began to understand that one person can make a massive positive difference. That day as a naive 10 year old I decided that I wanted to have the same kind of massively powerful impact on humanity that Dr. King had had on humanity, including my mother a Jewish woman living in a place that might have been a million miles away.

I of course, had no idea how I could make that difference; and to be honest, it seemed impossible based on the “facts” of who I was and the environment that surrounded me. I just knew that day that something within me had changed and it would never be the same.

Many people have seen Dr. King’s message as a message about freedom for black people. To me, his message was much deeper than color or creed. It was about the understanding that we are all the same, that at a deeper more soulful level we are all on a journey, and it’s important to remove the blocks to our mental,  emotional and Personal and Leadership Evolution.

That being said; although we may perceive those blocks as being outside ourselves, the truth is that they would all instantly disappear if we would commit to removing the ones on the inside.  If you want to be a better leaders a Full Monty Leader you will need to grow a pair!  Real Authentic leadership takes courage, the kind of courage Martin Luther King and the people of all colours who stood on the front lines of the civil rights movement had.

40+ plus years ago something tragic happened, a great man, a man who will remain a giant, died. I still see more of the injustices he fought against than we would prefer. However, that tragic event gave birth to a flood of awaking and opportunities that has changed the world.

The Need for Dr. King’s message is I believe, even stronger today than it was in the 60’s. Today is Martin Luther King day, it’s a day we can be sad for the loss of a great man, or a day we can rejoice for the difference he made that we benefit from, no matter what our colour or creed is. Martin Luther King the man is gone.  However, I believe that right now we need to stand up for our civil rights regardless of our colour or creed. For me it seems that Dr King was trying to teach us… we are all one. We are not blacks, whites, yellow or purple striped. We are not just Christian, Muslim, Jew, Buddhist or anything else they can use to separate us…We are humanity. That means that, nothing, and I mean nothing, can separate us from the truth of who we truly are, not racial profiling, not extremists of any colour or religious belief, not even war.

Remember this always:

“All that is necessary for the triumph of evil is that good men do nothing.” – Edmund Burke

When you let yourself truly know this, then it that moment you are, I believe, keeping Martin Luther King’s Dream Alive

Happy Martin Luther King Day.

Long live Dr. Martin Luther King, in all our hearts, minds, and actions.

I trust that you found this valuable, if so feel free to send this to your friends. I eagerly anticipate your feedback and comments. Please “like,” “share”, and comment below!

With gratitude,

Dõv Baron Speaks internationally on leadership in the new economy. He is the Leading expert on Authentic Leadership and is the world’s Only Corporate Cultural Strategist, Start Building a Culture of Fierce Loyalty Now.

He is also a bestselling author, and Executive producer and host of The wildly popular internationally broadcast Full Monty Leadership Show featuring those at the cutting edge of leadership.

As an Elite Mind Strategist he specializes in the Psychology of High Performance Leadership and can move you and your organization from where you are to where you want to be at hyper speed.

To bring Dov in to speak to your group or organization please contact Baron Mastery at +1 778 397 7717

 

P.S.Have you heard “The Full Monty Leadership Show yet? The Very Best in Personal and Professional Leadership. Dov is the Host and Executive producer every Thursday Morning from 10:00 AM (PST) 1:00PM (EST) Details are at: http://FullMontyRadio.com

All contents of this blog and articles herein fall under full copyright law and are the soul intellectual property of Dov Baron and Authentic Paragon Alliance INC

Hyper Smash

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Comments (27)

  1. Pingback: |
  2. Anonymous

    Very poignant and touching comments about a truly inspirational and magnificent human being.
    His message was timeless and I am humbled by his words and all that he stood for. Thanks Dov for the reminder, and it is such a shame that Martin Luther King day is not globally acknowledged as a holiday for people all over the world in all nations as a remembrance of him and all that he stood for and a reminder that we are indeed all one!

  3. George

    Too often we see Martin Luther King’s message as only for the americans, and it had the greatest relevance to the people of that nation at the time. Perhaps it was only later that we realised that his speeches had greater implications in the world as a whole. I have to agree that he was, and still is an inspiration to us all, even in Australia.

  4. Thank you for leaving your feedback. I agree with you Jamiluk, George, & Ashraf. It would be wonderful to have a day that celebrated people such as Dr King & Gandhi, not just in the US but throughout the world, because their impact was both global and timeless.

    With gratitude, Dov…

  5. Anonymous

    Dr. Martin Luther Kings “I have a dream speech” has affected people from all over the world just look how it has inspired you Dov and Renuka. I am so grateful and so are many of your students from around the world who have been raising there consciousness with your tutelage, because you Dov,have a dream thank you Dr. King

    • Hey Tim,

      I believe you are correct, that speech has touch the hearts, minds and souls of millions of people in ways most of them will never know.

      Thank you Tim for your acknowledgment of what it is we do. It is my belief that we must all be willing to reach for a dream that’s bigger than who we are or how long we are here.

      With gratitude, Dov…

  6. jamiluk

    Very poignant and touching comments about a truly inspirational and magnificent human being.His message was timeless and I am humbled by his words and all that he stood for. Thanks Dov for the reminder, and it is such a shame that Martin Luther King day is not globally acknowledged as a holiday for people all over the world in all nations as a remembrance of him and all that he stood for and a reminder that we are indeed all one!

  7. George

    Too often we see Martin Luther King's message as only for the americans, and it had the greatest relevance to the people of that nation at the time. Perhaps it was only later that we realised that his speeches had greater implications in the world as a whole. I have to agree that he was, and still is an inspiration to us all, even in Australia.

  8. Thank you for leaving your feedback. I agree with you Jamiluk, George, & Ashraf. It would be wonderful to have a day that celebrated people such as Dr King & Gandhi, not just in the US but throughout the world, because their impact was both global and timeless.With gratitude, Dov…

  9. timgraham

    Dr. Martin Luther Kings “I have a dream speech” has affected people from all over the world just look how it has inspired you Dov and Renuka. I am so grateful and so are many of your students from around the world who have been raising there consciousness with your tutelage, because you Dov,have a dream thank you Dr. King

    • Hey Tim,I believe you are correct, that speech has touch the hearts, minds and souls of millions of people in ways most of them will never know.Thank you Tim for your acknowledgment of what it is we do. It is my belief that we must all be willing to reach for a dream that's bigger than who we are or how long we are here.With gratitude, Dov…

  10. Great post Dov! I agree with you! MLK did a lot for everyone.
    We are all the same and that was the message…. He was an amazing person and inspiration! Your a great writer btw! Keep it up!

    David

    • Hey David,
      Thank you for your kind words, sincerely appreciated.
      Yes, the easiest thing in the world is to look for how we are all different, however, what will shift the world is for us to look for how we are all similar.

      With gratitude, Dov…

  11. Great post Dov! I agree with you! MLK did a lot for everyone.We are all the same and that was the message…. He was an amazing person and inspiration! Your a great writer btw! Keep it up!David

    • Hey David,Thank you for your kind words, sincerely appreciated. Yes, the easiest thing in the world is to look for how we are all different, however, what will shift the world is for us to look for how we are all similar. With gratitude, Dov…

  12. John

    Thank you for the blog Dov.
    Reminded me that Dreams can’t be heard or shared unless they are 1st spoken or someone writes them down. I enjoy reading your blogs. Keep up the great work & happy belated MLK day!

    • Thank you John,

      Always good to hear from you, we miss you here. Delighted to know you are reading the blog and enjoying the content.
      With gratitude, Dov…

  13. John

    Thank you for the blog Dov. Reminded me that Dreams can't be heard or shared unless they are 1st spoken or someone writes them down. I enjoy reading your blogs. Keep up the great work & happy belated MLK day!

    • Thank you John,Always good to hear from you, we miss you here. Delighted to know you are reading the blog and enjoying the content.With gratitude, Dov…

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    your web site came up, it appears great. I have bookmarked it in my google bookmarks.

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Video Introduction

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The Top 3 Reasons “Leaders” are losing their Star Players!

The Top 3 Reasons
“Leaders” are losing their Star Players!

Unless you have been living under a rock for the past few years, you know that the recession has aggravated what already was a deteriorating relationship between employers and their employees. While things weren’t rosy before, now everyone knows someone (or has experienced it themselves!) who has been caught in layoffs, buyouts, downsizing, capsizing, and reductions in benefits, not to mention freezes on new hires, pay raises, and promotions.

And you also know the result: People are willing to abandon companies like the proverbial rats on a sinking ship because no one feels safe!

The reason isn’t rocket science. If you even suspect that the ship you are on could go down and something else comes along, there’s a good chance you’d jump ship too. Think about it.  The fear doesn’t have to be based on facts; a nasty corrosive rumour can have people racing toward the exits just as easily.

A Wharton School of Business article says that most companies can expect to lose anywhere between 20 and 50 percent of their employees in any given year. Few things are more disruptive and costly to your business than an unexpected exodus from your talent pool.

If you want loyalty, you must focus on culture over rhetoric!  Regardless of position, title, or even office size, employees who volitional walk away, generally do so because they perceive some type of disconnect with leadership and/or the values of the company. (This is best reflected in the corporate culture)

It’s no surprise to any of us, but employee loyalty is not what it used to be. In a recent survey of employee benefits, trends, and attitudes, MetLife found that employee loyalty is at a seven-year low.

So what are the Top 3 Reasons “Leaders” lose their Star Players?

Leaders must learn how to deal with conflict.

Be honest, I mean really honest. Are you comfortable with conflict?  By that I don’t mean that you are aggressively looking for some form of fight, but when conflict comes up, can you confront it with compassion and empathy? Do have the skills to resolve the issues?

If not, you can be certain that your team’s morale is going to tank faster than a preschooler who needs a nap because conflict is the nature of relationship.

You’ve got to understand that crappy moral is contagious!  Problems that don’t get addressed, be they feuds between departments (silos), interpersonal quarrels, or performance issues all negatively impact employee enthusiasm, motivation, and ultimately loyalty.

Before we go any further, I want to set something straight…small problems do not go away. Small problems that are ignored develop into resentment, and will develop into bigger problems. (Don’t believe me? Ask the person you live with…Go on, I dare you.)

A leader who does not–or cannot–deal with conflict will immediately start to lose the trust and respect of her/his employees. And you and I both know that you can’t lead without trust and respect.

That being said, a leader who is a master of conflict resolution knows that healthy conflict creates a deepening bond. (Again, if you don’t believe me, ask the person you live with if, after you have actually stopped avoiding the conflict and got it all out on the table, they inevitably feel closer to you.)

Leaders must become masterful at dealing with generational diversity.

Generational bias has always been an issue, however, now more than ever in a global economy, it can be a crippling one.  As a discerning leader, I am going to ask you an important question. Do you believe that a Baby Boomer (people born between 1946 and 1964), Generation Xer (people born between mid 1960s to the early 1980s), Millennial (people born between 1982 and 2000) are all treated equally in the climb to the top?

Here’s an example from way back in the last century. I can remember when I first started speaking to individuals and organizations of influence back in the 80s. At that time, I came across research that said it took a rookie over 100 hours to learn the skills to become a fighter pilot.

It was estimated that that same level of training could be completed to competence in around 20 hours by a GenXer because of their much higher exposure to technology. Then came the Millennials. These latest members of the work force have grown up with even more electronic interface than the generation X group, and as a result their TQ (technical intelligence) far exceeds those of the last two generations.

The challenge can be that as a leader you are likely to be either a Boomer or an Xer, have likely climbed through the ranks and invested a considerable amount of time in getting where you are today. Now you are likely to find yourself leading Millennials, while having an empathetic bias towards your own generation.

You see, part of the challenge is that we often (even unconsciously) use the time we’ve put in, rather than effectiveness, as a standard of measure. Furthermore, even if we are measuring the effectiveness of our top players, our leaders, it’s important that we examine whether our criteria for measurement may also be outdated.

The challenge is that if the criteria by which we measure authentic leadership remain the same as it was for old school leadership, we won’t be able to recognise the value that is in front of us.

 

Leaders must learn how to lead in new ways.

The most important of the Top 3 Reasons “Leaders” are losing their Star Players is because of Inauthentic Leadership!

There was a time when a leader could lead through image, reputation, experience, force or any combination thereof…However, hold on to your seats. Ladies and Gentlemen, because that train has already left the station!

Today, if you want to keep your star players, you had better find out who they are, what they care about, what “really” motivates them, and how they want to be rewarded for great work. (Check out my special report called: The Full Monty Fierce Loyalty Generator http://FMLoyalty.com)

What this means is that if you want to generate fierce loyalty in your team (and ultimately in your customer and supplier base,) you have to show up and let them see you…warts and all.

I realize that this flies in the face of what you originally learned about being a leader and elevating yourself away from your “underlings.” Although that might have worked at some point in time, that outdated model will have your Star Players deserting you and your company so fast it will make your head spin!

Of course, there are far more than three reasons Leaders are losing their Star Players. I have just focused on the top three so that you can begin incorporating change right away.

In summary, if you want to keep your Star Players you must become a master of dealing with conflict in a healthy way. You will also need to seek to understand the other generations you are working with, remembering they likely have different values and priorities than you). And finally, you must be willing to let your people in, let them see that you are more than your title, or even your experience. Let them see you as a person!

Despite what you’ve been told, the truth is that Vulnerability is Power in the new global economy!

 

For opportunities to have Dõv Baron speak for your organization, Call:

+1 778 397 7717

or contact admin@fullmontyleadership.com

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Business Growth What’s Your Business Doing?
I need to ask you an important question. What’s your business doing?  Is it growing, staying about the same or losing ground?  Now let’s be brutally honest—and I suspect if you are like most business owners, you may be tempted to deny this–but if your business isn’t growing, it’s dying!

Now that you’ve caught your breath, let’s get clear about what I mean by growing. Growing in this context is NOT about experiencing 1%-3% growthdue to the fact that you laid off a bunch of people or radically cut cost and potentially the quality of what you do/produce. That’s not growing. That’s slowing the dying process.

Real growth is more than temporarily increasing the profit margin. If we are going to talk growth in business, one of the key areas we have to discuss is the quality of the leadership.

It could be argued that leadership is the most important quality for any business professional to have. With quality leadership, nearly any and every task can be accomplished.  Think about a leader you have known in the past.  This could be a boss, a teacher, a pastor, a congressman. Did this person inspire you? Did they make you angry, or did they not affect you at all?

If you said they didn’t affect you, you’d be wrong. Despite what you may believe, there is a powerful and somewhat destructive impact of having leaders who don’t inspire us.  And the main reason leaders don’t inspire is because they are disengaged.

We know from a 2011 Gallup Poll that 71% of American workers are “not engaged” or are “actively disengaged” in their work. But don’t be fooled into thinking it’s just the worker bees who are disengaged. Many top level C-suite executives are just as disengaged.  These leaders close their office doors and distance themselves from the group they are supposed to be leading.

Obviously, this sort of leadership is not the kind you desire in your organization.  But I hate to break it to you, but there’s a very good chance that you have leaders like that in your own organization. These “leaders” have positions of authority and you may even be assuming that they are leading in the direction of growth. However, where they are really leading is in the direction of keeping their position, title, status and or lifestyle. They are not mission, purpose or growth driven. They are not actively engaged in the corporate value system. They are, however, tremendously engaged in increasing their own personal bottom lines.

They are disengaged leaders!

Now you may still want to argue that it’s not the leadership that is the problem with lack of growth in your company, but with employees who don’t care.

Let me let you in on a dirty little secret. Employees disengage for one of three reasons:

  1. 1. They are being led by a disengaged leader.
  2. 2. They are at odds with the organization’s mission/purpose and or values.
  3. 3. They are a bad fit for your corporate culture. (Assuming your company actually has a corporate culture that’s more than a concept.)

Here’s the hard line truth behind all three of these reasons: employees disengage because leaders are disengaged at some level and therefore not authentically leading!

Let’s take a closer look at those three reasons.

First, if employees have a disengaged leader, you can pretty much guarantee they will become lazy themselves.  This is not necessarily because employees are inherently lazy, but rather, because employees (like children) do not do what they are told; they simply model the behaviour of their superiors.  If the leader doesn’t care about the growth of the company, neither will the employees.

When a team is led by a disengaged leader, there’s a good chance that team members will simply just do what they have to do in order to meet their job description, and not do anything to grow themselves or your organization.

Second, when employees are at odds with the organization’s mission/purpose and or values this again indicates poor leadership, because your leaders need to be crystal clear that every person who enters your employ fully understands the organization’s mission/purpose and or values. This is not possible if the leaders themselves do not understand it.

Let me give you an example. In 2006 a multinational company brought us to Europe to work with their leadership team. This was a dramatically impactful training that clearly rattled a lot of cages. Instead of my just coming in and doing the usual rah-rah, look how great you folks are, now let’s just pat each other on the back, I challenged the heck out of them.

Why did I do this? In my pre-interview with the individuals on the team, it became obvious that they were relationally disconnected from each other. This told me they were likely disconnected from the company as a whole and were therefore in all likelihood working in a silo mentality.

After a lengthy discussion with the global CEO about the need to break these silos and get the team to genuinely not only connect but bond, we went back into session.

I began by asking a single pointed question that they were required to answer out loud in fort of their peers and without the assistance of their peers. This simple question clearly caused the blood pressure of the CEO to rise. The question was:  “Would you please state out loud the mission statement of this company?” Each answer clearly demonstrated a challenge at the core of the company because no one (with exception of the Global CEO) actually knew the answer.

No wonder they were disengaged. You cannot expect your team to be fully engaged in the growth of a company when their only connection is a paycheck. Everyone in your organization must be aligned with the mission, purpose and vision of the company if it is to experience true growth.

Finally, if an employee is a bad fit for your culture, this again falls on leadership.  If the corporate culture isn’t lived by the leaders, it indicates to employees that the culture doesn’t matter and therefore it doesn’t matter if a person fits or not.  In a “momentum culture” there is congruence at every level from janitor to the C-suite.

It all comes down to this… For your company to grow you have to have all the obvious things like a rock-solid business plan, great procedural implementation and everything else we all know is the back bone of a business. However, for growth to have momentum, it must have legs. The three legs on which your company must be built in order to continue to grow are authentic, inspiring, and transparent leadership.  In other words, A Full Monty Leader.

Now, don’t get the wrong idea. The Full Monty Leader is not a rah-rah leader.  Absolutely not!  A Full Monty Leader will occasionally anger their team, not because they are being adversarial but rather because a Full Monty Leader is required to hold a greater vision of each of the individuals of the team than the members hold for themselves. Only then can team members begin to adopt the vision for themselves. This is an essential principle that will deeply inspire the people who are in your organization for more than a paycheck.

Full Monty Leadership is about developing a culture of authentic, engaged leaders at every level of your organization.  Leaders who feel deeply emotionally connected to the mission purpose and values of the company.

When you have that kind of leadership, you not only generate fierce loyalty but develop a company that is actively growing.

So let me ask you again– What’s Your Business Doing?

For opportunities to have Dõv Baron speak for your organization, Call:

+1 778 397 7717

or contact admin@fullmontyleadership.com

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Transparency THE Key to Successful Leadership
I have a question for you. What is the single most important key to successful leadership in today’s economy?

If you answered anything except being an authentic leader, you’d be wrong.

Being an authentic leader today is no longer a preference or an option. It is crucial!

Now let me be clear.  We are not talking about the idea of being authentic. We aren’t talking about the faux authenticity of sharing something that you think will impress someone.  No, we are talking about being real and genuine, being true to who you are and what you stand for.

An authentic leader is willing to embrace that they will not be everyone’s cup of tea, and what’s more, they are good with that realization. The leaders who are blazing the trail of new leadership are dedicated to developing deeper and deeper authenticity not only in themselves, their teams, but also in all their relationships on an ongoing basis.

They are willing to be who they really are.

Authentic leaders are dedicated to knowing themselves at deeper and deeper levels.  They embrace their own imperfections and they don’t pretend to have it all together.  They are transparent and they are honest about their imperfections, their inadequacies and the challenges they face. Where the old school leader would disown their failures or weaknesses, the authentic leader allows those things to propel them forward, because they understand thatVulnerability is Power.

As counter as it may seem to your original training as a leader, you need to know this at the depth of your being, so let me say it again:  Vulnerability is Power. Vulnerability is the power that will bond your star players to you and your organization. It will also bond your customers and providers to you with fierce loyalty.

I know what some of you are thinking. If you look and act confident that should be enough.  Let me tell you, if you think wearing your mask of confidence is going to work, you are dreaming! People can smell a fake a mile away.  That mask is screaming your insecurities so you might as well hang it up and become transparent.

So what is transparency?

Yes, transparency is about admitting your imperfections, your inadequacies and your challenges. However, it’s also about sharing your values, your mission, your vision and the meaning of why you do what you do. Transparency means opening up and sharing ideas, thoughts, goals, aspirations, values, worries, concerns and even downfalls.

Today’s workplace places high demands on both leaders and employees.More and more employees are now insisting on clearly stated reality and truth.  Apart from the need of a secure job and opportunities for career advancement, present workers desire to be part of a firm that prioritizes truth, trust and transparency. They desire to have proactive leaders who share with them the direction of the organization and are forthright about the future. They want transparency in order to plan for their lives.

Instead of just being content with having a job, today’s employee will often quickly jump ship if the leader they are supposed to follow is unwilling to demonstrate clarity of the future and transparent leadership.  (I go into detail about this in my special report on Becoming a Fierce Loyalty Generator. You can find it here: http://FMLoyalty.com)

Because many companies lack awareness regarding the needs of employees, they struggle to hold on to their star players. As stated in that special report–few things are more disruptive and costly to your business than an unexpected exodus from your talent pool. Despite the initial discomfort of removing the mask, in organizations where transparent, authentic leadership is made a priority, massive losses are prevented.

None of us can be authentic unless we are willing to admit our frustrations, insecurities and weaknesses. This is not to suggest that you should sit around moaning, complaining and whining about your problems—that would be a very poor career move.  However, in both our personal and professional lives, it is crucial that we open ourselves up to a close circle of people we can trust.

All that being said, transparent leadership starts with something few leaders have the cojones to do:  self-examination.

As leaders we can get carried away with knowing all the answers foreverything else outside ourselves and rarely do we take the time to know more about what’s inside ourselves.  In addition, all of us have a spot of denial about our own foibles.

Let’s face it, denial is far easier than facing the harsh truth that we may have some dysfunctional behaviors that we need to deal with. But if we are to become an authentic leader, we need to take off the self viewing rose-colored glasses, increase our self-awareness and uncover our blind spots. In short, you need to know your strengths so that you can capitalize on them. At the same time, you need to know your weaknesses so that you can delegate and deal with them.

Being an authentic leader means having an awareness of the true emotions behind what you feel. In Full Monty Leadership we say, “We are never just mad about what we are mad about.” What this means is your anger may be a cover up, a way to mask your disappointment, fear, shame, jealousy, embarrassment, shame or guilt.  Because authentic leaders are will to always go deeper into self-examination, they can recognize the root of an emotional reaction, and by doing so, gain the power to manage it. (This gives the Full Monty Leader exceptional relationship skills)

Can you honestly (not rhetorically) say why you do what you do in your position? Do you know what irritates you and what soothes you? Are you aware of your own dark side (we all have one) and how to deal with it? In order to be authentic and genuine in all your communications you must know yourself very well and be committed to remaining truly authentic even when it’s uncomfortable.

Because nothing generates fierce loyalty faster that an authentic leader.

Do you have the cojones to become one?

For opportunities to have Dõv Baron speak for your organization, Call:

+1 778 397 7717

or contact admin@fullmontyleadership.com

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