How To Share Your Best Self – Surprised By Joy
“When we do the best that we can, we never know what miracle is wrought in our life, or the life of another.” – Helen Keller My 86-year-old mother recently bought an Apple watch a…| Surprised By Joy
Some people will doubt you before they even know your name. They’ll dismiss your vision with a smirk. They’ll label your dream as “unrealistic” before they’ve even asked a single question. Every entrepreneur meets them: the skeptics. And if you’re not careful, you might spend your energy trying to prove them wrong instead of building…| rochemamabolo
Identity-First Leadership™ emphasizes motivating teams through the Motivation Flywheel™, focusing on security, ownership, belonging, and purpose instead of pressure-based methods. Pressure can lead to disengagement and creativity loss. Effective leadership starts with the leader's internal identity, fostering a high-trust environment where teams can thrive and sustain their drive.| The Influence Journal | Leadership, Trust, and the Psychology of Culture
This article introduces Identity-First Leadership™, a model emphasizing internal stability over external performance. It discusses the exhaustion leaders feel from image maintenance and outlines the detrimental effects of performance-based leadership. The mini-training encourages leaders to conduct an audit of their identity and prioritize their core beliefs, fostering trust and authenticity in leadership.| The Influence Journal | Leadership, Trust, and the Psychology of Culture
Insecure leadership distorts team dynamics by intertwining authority and identity, fostering environments where trust diminishes. Leadership presence influences psychological safety, impacting innovation and autonomy. Secure leaders liberate team members from emotional management, allowing candid communication and resilience. Ultimately, lasting trust emerges from leaders with internal steadiness, not from charisma or control.| The Influence Journal | Leadership, Trust, and the Psychology of Culture
Many modern organizations suffer from managerial overreach, where leaders prioritize control over trust and creativity. This shift from leadership to mere administration has detrimental effects on employee morale and engagement. The essay advocates for Identity-First Leadership, emphasizing the need for leaders to focus on autonomy and purpose to foster a healthier organizational culture.| The Influence Journal | Leadership, Trust, and the Psychology of Culture
The piece critiques the perception of leadership, arguing that charisma and confidence are often mistaken for true competence. It highlights the dangers of a performative leadership style that prioritizes optics over substance, ultimately leading to disengagement and poor performance. Effective leadership requires trust, consistency, and deep humanity rather than superficial appeal.| The Influence Journal | Leadership, Trust, and the Psychology of Culture
The essay explores the trend of high-integrity leaders choosing to step back from leadership roles, driven not by burnout but by a loss of identity and trust within organizational cultures. It introduces the Identity-First Leadership™ model, advocating for a shift from performance-based metrics to identity-driven motivation, emphasizing the need for meaningful leadership frameworks.| The Influence Journal | Leadership, Trust, and the Psychology of Culture
Fear-based leadership may achieve short-term compliance but damages culture, trust, and performance in the long run. This leadership style breeds insecurity, stifles creativity, and disengages employees, resulting in talent loss and distorted communication. Organizations must foster psychological safety, prioritize identity-first leadership, and reevaluate their leadership practices to break this destructive cycle.| The Influence Journal | Leadership, Trust, and the Psychology of Culture
During my career I learned the importance of the 11 Principles of Leadership: know yourself, seek self-improvement, be technically and tactically proficient, take responsibility, set the example, care for your people, keep them informed, ensure tasks are understood and accomplished, develop responsibility, build teamwork, make timely decisions, and employ your unit according to its capabilities. … Continue reading No Feedback, No Growth→| Thoughts about leadership, history, and more
It’s a fascinating yet challenging time to be a leader. We are in the midst of an old system dying and a new one being born, all amid unceasing transformation – change upon change upon change is the new-norm. Through over a decade of working on Future-fit Leadership, regenerative business and nature-based coaching – and […]| The Nature of Business
“When we do the best that we can, we never know what miracle is wrought in our life, or the life of another.” – Helen Keller My 86-year-old mother recently bought an Apple watch a…| Surprised By Joy
What if the future of leadership isn’t about learning more, but remembering what we’ve forgotten? This article provides insight on a Voices of Emergence 🌱 — a new podcast Rudy de Waele co-hosts wit…| The Nature of Business
With so much change in the air, what’s the best way to cultivate organizations that succeed amid rising complexity? This IS the question of the moment. As when we cultivate future-fit organizations…| The Nature of Business
If you’re like most organizations, you may have spent a lot of time in the past year processing change: a reorganization, adapting to new priorities, or facing unexpected challenges. In my ex…| Karen Alma
Be born in Ireland where university is free. Study Maths and Economics. Spend 12 hours a week in lectures and 30 hours a week ‘networking’. Join the maths team. Join the karate team — a…| Mark Greville
Day 1 of the Planning Advisory Service (PAS) 20th anniversary conference focussed on understanding the scope and objectives of the government’s planning reforms. On day 2 the focus shifted to implementation and innovation. This is a summary of a session we ran with expert input from Brett Leahy, Strategic Director of Planning, Growth & Infrastructure, […]| Planning Advisory Service
In this article, I explain how being a person of integrity has helped me. I share my experiences and tips to help you on your journey towards integrity in both personal and professional life.| iO tech_hub
I believe that many concerns over free will have to do with problems of reconciling different perspectives. Indeed, I have come to see the reconciliation of different perspectives as the main underlying problem in most concerns and discussions about free will, even if it is rarely recognized as such. Contents Contrasting Perspectives The following are... Continue Reading →| Magnus Vinding
This is my second blog on the topic of ‘the meaning of life’. In the first blog, I discussed the difference between meaning-as-intention and meaning-as-significance, and I argued that ‘life’ is rea…| Bernard Andrews' Blog
