If I asked you, "are you an accountable person?" You'd say "yes!" If you asked me, I'd say the same. In fact, if you asked the least accountable person you know the same question, they would likely reply in the shocked, and slightly put out, affirmative.
The final blog post in our series exploring how to move from "The Age of Engagement" to "Inclusive, Transformational Leadership," Moving into Inclusion, explores how to take the first steps into inclusive leadership.
This is the third post in a series exploring how to move from “The Age of Engagement” to “Inclusive, Transformational Leadership.”
Diversity Woman Magazine explores a variety of networking strategies for introverts in 'Embrace Your Inner Introvert'. Julie Bush, Corey Jamison Consulting Co-Owner and Consultant, shares her own experience.
Read the full article here: Embrace Your Inner Introvert
In our quest to understand engagement, we’ve lost sight of the fact that lack of engagement is a leadership problem- not a ‘people’ or ‘culture’ problem. There is a profound difference between leaders who primarily manage process—how work gets done—and those who are true leaders of people-- of real, live human beings. Leaders who put people first lead with people at the center of all they do.
Fear is a normal human emotion, working to avoid it just makes it bigger.
When we “feel badly” about being afraid, or get mad at our fear, we turn our fear into shame. Then we have fear AND shame to contend with. Not big motivators.
One thing we know to be true, but continually ignore: Soft skills matter. In fact, the data say that they matter more, not less than the hard skills we so aptly and frequently measure, and by which we make crucial selection decisions like hiring, firing, and promoting…
Being a well-intentioned person is important, but it’s only the beginning. It’s the foundation- the price of entry into a complex conversation about people, differences, culture and historical context…