I’ve identified 12 largely self-inflicted leadership crisis responses failure behaviors (LCRFBs). It’s this sequence of behaviors that overpowers, preoccupies and thereby prevents prompt responsive and perfected reactions in crisis, allowing more victims to be created and fewer victims, if any that need to be helped.

Apology is the toughest, often most dreaded, stressful and easily messed up act of human kindness. We see too many fake rather than sincere apologies.

The Bad News Eradicator, a continuing Executive Action life-changing feature will show you how to avoid non-communication, debates, arguments, anger and contention in your speaking, writing and your life. This life-changing exercise begins with the eradication of negative language, phrases and statements.

Part 10 of 10 Areas For Your Serious Personal & Professional Consideration & Reflection. Start by changing your mindset and your entire philosophy of work.

Part 7 & 8 of 10 Areas For Your Serious Personal & Professional Consideration & Reflection. Start by changing your mindset and your entire philosophy of work.

Part 6 of 10 Areas For Your Serious Personal & Professional Consideration & Reflection. Start by changing your mindset and your entire philosophy of work.

My world is one of organizational trouble and troubled leadership. One of the serious collateral damages to trouble is trust loss in leadership due to often intentional ethical lapses.  I define trust as the absence of fear because when trust is severely damaged or gone, it is replaced by fear, uncertainty and doubt.

Parts 3, 4, and 5 of 10 Areas For Your Serious Personal & Professional Consideration & Reflection. Start by changing your mindset and your entire philosophy of work.

The Bad News Eradicator, a continuing Executive Action feature will show you how to avoid non-communication, debates, arguments, anger and contention in your speaking and writing. One of the most powerful strategies I teach is the eradication of negative language, phrases and statements.

Management, especially American managements, have an ongoing struggle and sense of disappointment about their ability to engage employees effectively, in the organization’s business, culture, issues, and progress. What triggered my commenting on this essentially dead-end idea was a review of a PWC study, “Evolving An Engaging Work Experience, Building Foundations And Creating Distinction.” It’s about employee engagement, and it is a prime example of why this idea goes and is going nowhere. Management wants to go there, but employees don’t and don’t get it.