Disengagement Blocks Us from Reaching Our Potential

If you are an HR manager, an executive, a leader, or someone who wants to improve performance and improve your organization’s culture, increasing Resilience Quotient (RQ) and Wellbeing Quotient (WQ) needs to be a priority.

Why is it so important to build resilient leaders and teams? As if it wasn’t already trying enough, the era of COVID has heightened our awareness of how disruptive stress and change can be to humans.

In The Human Side of Enterprise, first published in 1960, author Doulas McGregor wrote about two styles of management – authoritarian (Theory X) and participative (Theory Y).

Employees want to be noticed and valued for their work; it’s natural for anyone to feel this way. People spend more waking hours at work, in most cases, than they do at home, so it’s important for them to feel content.

Do you uplift yourself or your team members with this type of rally call? Of course not. Nobody strives to be limited. Yet, most of us are.

Humans are inherently judgmental. It’s not really our fault; we’re designed to instinctively make judgments about people, places, and things, and quickly.

You probably already know your emotional intelligence has a lot to do with how well you handle interpersonal relationships, which of course has a big impact on your ability to lead well.

A new psychology of leadership negates the old notion that leadership is exclusively a top-down process.

Well, first of all, what does authentic leadership even mean? Simply put, leading with authenticity means you are self-aware, aligned in your values, and employing your strengths and talents to lead yourself and others.

Leadership is no joke! Leaders are what drive change, results, and revenue. It could be argued that one of the essential catalysts to personal and organizational success is leadership development.