Leadership

Book Review: Motivationally Intelligent Leadership: Emerging Research and Opportunities

This is the first review of my new book, Motivationally Intelligent Leadership: Emerging Research and Opportunities. Introduction: This book is about developing motivationally intelligent leaders who can inspire self and others. Dr. Brown does a wonderful job emphasizing the leader – follower relationship and stressing the importance of using resources such as emotional intelligence, employee engagement, inspiration and communication as ways to effectively connect. Dr. Brown also illustrates the importance of recognizing the fact that at any point in time, the leader could be the follower and the follower could be the leader making the need for a meaningful professional relationship even more important! Organization & Content of the Book: I applaud Dr. Brown’s approach to this leadership book. He introduced and defined leadership in the Preface so that the content of the book could be focused on the relationship aspect of leadership. In doing so, the layout of the book clearly illustrates the importance of connecting. Leaders must be able to connect with the people they lead, or they will be ineffective. Followers must feel leaders are authentic, engaged, and invested to be worthy of their loyalty. Let’s face it without loyal followers, leaders won’t succeed. Below are some specific strengths and a weakness pertaining to organization and content of the book. Strengths: Organization • Organization of the book is logical and easy to follow • Chapter headings are concise • Transition between chapters is seamless • Introduction of teams then theories is the correct approach • Sharing of tools then refining the team is appropriate Content • Well thought out content • Information is relevant and pertinent • Theories provided lend support for the selected content shared • Tools serve as resources to help those applying the concepts succeed Weakness: Minor – I’m a visual person so I would like to see more professionally developed graphics. For instance, a pull-out chart of concepts for easy take-away would have been nice. Although I shared a weakness, it is subjective. I do not think the absence of the graphics or chart makes the book less important. I think the book will do quite well in its current form! Summary: Highly Recommended This book goes beyond a simple leadership “how to” approach to provide the reader with a thought-provoking guide on the vital concepts necessary to be a great leader that others want to follow. Readership: The readership potential for this book is wide. I believe the following groups would be drawn to a book of this nature: Academia: Colleges/Universities – Administrators, Professors/Students, Career Services Professionals, etc. Professional Journals Organizations: Public & Private. Small – Large Businesses/Government. Purpose diverse: leadership training, staff professional development, etc. Associations: Small Business Association, National Federation of Independent Business and others Reviewer Information: Name: Dr. Jeannine Bennett Title: Founder & CEO, Vision to Purpose, LLC Biography Dr. Jeannine Bennett is both a trained scholar and a practitioner. She possesses a Ph.D. in Organization and Management from Capella University and an M.B.A in E-Business from Regent University. She has taught business, leadership and information technology centric courses at various universities for the past 14 years. She is currently serving as an adjunct faculty member at Liberty University where she has been teaching leadership and management courses to undergraduate and graduate students for the past three years. As a practitioner, Dr. Bennett has 30 years of experience in diverse fields. Most recently, she was a federal government service civilian where she was and continues to be considered a proven expert in the field of strategic communications. She left government service to pursue a long-time desire to start her own business. Dr. Bennett is currently the Founder and CEO of Vision to Purpose, an organization dedicated to helping individuals and businesses succeed through the offering of tailored career, life and business solutions.

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Right Fit Leading: Happy New Year!

Wishing you and yours the best year ever! No New Year\’s Resolution for me; just staying the course. Focusing on Emotional Intelligence (EI) to create stability in leadership and organizational development. That means three things: – Analyzing situations without bias at the outset. – Creating momentum to achieve goals without allowing yourself to be fatigued. – Taking action without being discouraged with life\’s bumps and bruises. Happy New Year! I hope to talk with you and your organization!

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Right Fit Leading: Speech to Air Force Public Affairs

I was honored to have the chance to speak to the U.S. Air Force Air Combat Command Public Affairs Annual Summit Nov. 6-8 at Langley Air Force Base, Virginia.                                 I shared my thoughts on Motivationally Intelligent Leadership, which means using engaged interaction, emotional intelligence (EI), and other resources to foster effective workplace communication and relationships.  Engaged interaction requires that leaders and managers employ flexible, full-range communications to ensure that both parties listen, hear, and understand, and that they continue the interaction until all of those things occur.

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Right Fit Leading: Increasing Leader Emotional Intelligence

As I continue learning about emotional intelligence, I develop my own list of things I need to do to increase it. EI requires that you know yourself and your emotions.  It requires honest self-analysis and an ability to manage your emotions.  It provides a basis to understand employees, because it is the ability to sense, understand and effectively apply the power and acumen of emotions as a source of human energy, information, trust, creativity and influence.  Those who possess emotional intelligence can effectively acknowledge and value feelings in themselves and in others, and can respond to those feelings in an effective way.  Paying attention to emotions can save the leader time by directing energies more effectively and expanding opportunities. So here is my list that keeps me on the path to my leadership goals. Look in the mirror. Know who you are and what you stand for. Articulate who you are and what you stand for. Focus on who you are and what you stand for. And when things get tough, be true to who you are and what you stand for. What\’s on your list of ways to increase your emotional intelligence?

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Right Fit Leading: Motivationally Intelligent Leadership

This is an area of leadership I\’m exploring by presenting new leadership training. In this approach, emotional intelligence serves as a valuable tool and knowledge base in the workplace. By creating empathic and trusting relationships, business environments can be not only more productive, but also positive and engaging. Effective leaders define the roles of each team member because there is an understanding that anyone might fill any team role at one time or another. Great leaders find the common benefit to the organization and the person where possible. Great leaders find managers who can grow and nurture the team. Please share your thoughts!

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Right Fit Leading: Make Listening About Them, Not You!

What you do while you are listening is just as important as the fact that you listen.  I have seen a few examples of people trying to make a point and the listener cuts the person off with the “what happened to me story.”  This is often the wrong approach.   Make listening about Them, not about You.  Leaders are often taught about listening but not about hearing.  Listen to understand what the person is really saying and what it means to Them.  Strive for a comfortable exchange where you ask for clarification and feedback before you inject your own story that “matches” the person’s situation. A good way to make sure you are successful is avoid multitasking, put down your phone, make eye contact, and clarify the information you are hearing.  Many times there will be an opening to inject your personal experience.  But if the opportunity doesn’t present itself, let it go.   Make listening about Them, not about you.   What is your listening style?

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Right Fit Leading: Good Leaders Are Great Communicators!

I conducted a leadership trait and communication workshop for my organization yesterday.  This was an inclusive look at leadership that got everyone involved.   Part of what we learned as a group is that great communicators keep every member of the team motivated and involved.  They work overtime to determine whether the receiver is fully decoding the message and to seek feedback.  This allows engagement with your team to determine how to deliver messages that are valuable.  If the message is not received in the way intended, great communicators use the feedback they receive to make adjustments in the form of help, advice, or guidance.   Good organizational dynamics start with ensuring active listening that uses effective techniques such as questioning, paraphrasing, and summarizing to understand ideas. Energizing the leader within requires that you model the appropriate behavior to establish positive norms, create freedom of expression in team members, and ensure clear expectations throughout teams. Leaders can engage in style diversity to ensure an open and creative culture that is collaborative.  They work to ensure ongoing self-assessment to examine how well the team is functioning and to determine what might interfere with effectiveness.   How do YOU ensure great communications with your team?

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Right Fit Leading: The Importance of Recognition

The absence of recognition is a sign of a lack of attention or caring on the part of the leader.   If those you lead are doing a great job or even a good job, let them know about it.  This is important to motivation and can make a lasting impression not only on the one you praise but on those who hear about it.   If those you lead are not doing what is required of them, find ways to motivate them to improved performance.  The time you spend leading them from good to great is the most valuable time you can give them as a leader.   Most important for your team is the fact that whether you are recognizing stellar performers or mentoring potential stars, you are showing a personal connection to the goal.  That will serve you and your team well today and tomorrow.   How good are YOU at recognizing those you lead?

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