by Dr. Brian Higley | Add comment
Many leaders – either consciously or unconsciously – promote trust in themselves at the cost of promoting trust in their employees’ own selves. This is often done by encouraging employees to see “good” as “what the boss approves of.” To some leaders, this might seem great, but before you make that judgment, you might want to revue the benefits of encouraging self-trust throughout your entire team.
by Dr. Brian Higley | 4 comments
Being able to recognize and truly appreciate (instead of simply tolerating or accepting) others’ differences typically leads to more perspectives and a greater amount of ideas. Many great business leaders and authors talk about what results from this appreciation. From the generation of more solutions to the identification of increased opportunities to succeed, encouraging individuals to continuously be proud of their differences can be a powerful strategy toward a more fully functioning organization.
Thus, the wise leader looks for the utility in differences rather than trying to make everyone more like them. It has been our experience that this practice typically increases energy and motivation in all people involved – and saves the energy that is typically spent trying to change others to be more like “me.” The “be more like me” method of leadership and management usually results in an energy drain in both oneself and in others, while appreciating and utlizing differences can be an incredible energy boost for all.
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