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The importance of hiring well and how to do it

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BY MICHAEL F. BROOM, Ph.D., Organization Development Psychologist The success or failure of an organization is determined by the people who make up the teams of followers who do the work of the organization. Hiring well, therefore, is one of the most critical responsibilities of a leader. Hiring well has powerful benefits. Likewise, hiring poorly […]

Source: http://theweeklychallenger.com
Nine disciplines of leadership and self-mastery
BY MICHAEL F. BROOM, Ph.D., Organization Development Psychologist Welcome to the first of a series of articles about leadership. Leadership occurs throughout our lives, such as being an authorized leader at work where a team of people reports to you. Maybe you’re the head of a church or social club
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Creating agreements for success, part 1B
Learn the steps of effective consensus building in 7 steps. BY MICHAEL F. BROOM, Ph.D., Organization Development Psychologist Creating consensus, the easy way When commitment to keeping the agreement is important, consensus decision-making is the best way to establish an agreement within teams and
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Source: http://theweeklychallenger.com
Conflict, differences and your ego
To manage our egos, it is helpful to be aware of the tension that emerges when opposing points of view threaten our sense of identity and self-esteem. BY MICHAEL F. BROOM, Ph.D.,Organization Development Psychologist Conflict that is unresolved and emotionally heated is typical in human behavior. It
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Connection
Leaders cannot accomplish their intentions and goals alone. It is essential that we connect well with those whose support makes us leaders. BY MICHAEL F. BROOM, Ph.D., Organization Development Psychologist Leaders cannot accomplish their intentions and goals alone. It is essential that we connect
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Understanding teams as human systems
No one person can be a systemic issue; every member of the system contributes to its effectiveness or its dysfunction. BY MICHAEL F. BROOM, Ph.D., Organization Development Psychologist A key issue in making teams work is understanding them as human systems, a concept new to most leaders. A human
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Six ways to develop conflict competent teams
A team that is conflict competent resolves its disputes without devaluing anyone or their point of view. Conflict in teams is inevitable. A team that is conflict competent resolves its conflicts without devaluing anyone or their point of view. Too often, conflict triggers open hostility, a retreat
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Managing your intention and impact
Many leaders who talk over their people, castigate in public or otherwise behave in ways that create a negative atmosphere have no conscious intention to create such an atmosphere. They are simply unaware of the impact they are having is not what they would intend. BY MICHAEL
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Local organizational psychologist has helped NASA, Google, Microsoft improve their corporate culture
Michael F. Broom, Ph.D., is an expert in helping companies, organizations, and businesses manage change. BY J.A. JONES, Staff Writer DUNEDIN - With over 40 years of working with organizations ranging from large tech firms and college universities to the National Security Administration and the
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Source: http://theweeklychallenger.com
Conflict and the misuse of differences
From a different perspective, the good/evil, winner/loser duality personifies survival-of-the-fittest is useful in a physically hostile world. Unfortunately, we continue to play win/lose even when our physical selves are not in danger. BY MICHAEL F. BROOM, Ph.D.,Organization Development
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Source: http://theweeklychallenger.com
Accountability: A powerful & troublesome tool of leadership
Where accountability is present, people automatically take ownership of their actions. BY MICHAEL F. BROOM, Ph.D.,Organization Development Psychologist An essential task of leaders is developing a culture in which people take responsibility for their actions and decisions. In such cultures, blaming
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Ego management and leadership
‘Leaders who have strong egos are very clear about who they are. They are clear about their strengths and boundaries. They have made peace with their weaknesses, and insults or attacks from others do not move them,’ said Michael F. Broom, Ph.D. BY MICHAEL F. BROOM, Ph.D., Organization Development
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Source: http://theweeklychallenger.com
Expanding your experience of choice
Time and energy are resources that we too rarely have enough of, and leaders never seem to have enough of either. Yet, we rarely think about the things we do on automatic that waste time and energy. BY MICHAEL F. BROOM, Ph.D., Organization Development Psychologist From our previous article, we know
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Emotions and leadership
‘Learning to choose the goals we use our emotions for is a large part of growing up. When angry, rather than striking out, we choose to use the emotion as determination to correct an injustice,’ said Michael F. Broom, Ph.D. BY MICHAEL F. BROOM, Ph.D., Organization Development Psychologist Emotions
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The six bases that make influence easier
There are six bases of influence; each base is useful as influence only when it is aligned with the beliefs and perceptions of the person to be influenced. BY MICHAEL F. BROOM, Ph.D.,Organization Development Psychologist The primary work of leading is influencing others to do what is necessary to
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Creating agreement for success, part 1A
Creating agreements for success is also at the heart of effective relationships, which are crucial to effective projects, teams, and organizations. BY MICHAEL F. BROOM, Ph.D., Organization Development Psychologist Contracting for the impact we want to make Effective leaders need followers to
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Why we trust our assumptions when we know better
BY MICHAEL F. BROOM, Ph.D., Organization Development Psychologist Seeking sound and current data A TV station general manager recently asked me to help resolve a long-standing conflict between his news director and her subordinate production manager. The news director said the production manager
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Team: A leadership failure
‘When we understand how vital human systems are, we allow ourselves to learn from positive synergy when we encounter it and do something about negative synergy when we see it,’ said Dr. Michael Broom. BY MICHAEL F. BROOM, Ph.D., Organization Development Psychologist Leaders lead teams of people
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Leader as superhero
The myth of the super leader is dangerous and can lead to unrealistic expectations, a toxic work environment, and burnout. The most successful leaders understand their strengths and weaknesses and surround themselves with a team of experts who can complement their skills. BY MICHAEL
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Good grief
Many community members are grieving the loss of community leader Rev. Watson Haynes II. Grief is the process of healing from a loss. Many seek to avoid grief by immersing themselves in work or some addiction. In doing so, they prolong the pain of their loss. BY DR. KATURAH JENKINS-HALL, Licensed
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Creating agreements for success, part 2
BY MICHAEL F. BROOM, Ph.D., Organization Development Psychologist Contracting for healthy relationships How well a leader accomplishes their intended goals and strategies depends on the quality of the connection among the system members. As important as healthy relationships among team members
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Leaders, egos, and conflict
Leaders with weak egos are oblivious to the disruptions they cause. Leaders with weak egos (ironically, we see them as “big” egos) can create hostile conflict with and among their followers. Disengagement and lost productivity quickly follow. Unfortunately, they also are oblivious to the
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Five tactics to lead teams effectively
Organization Development Psychologist Michael F. Broom, Ph.D., reveals five useful tactics for moving your dysfunctional teams to effectiveness. BY MICHAEL F. BROOM, Ph.D., Organization Development Psychologist The CEO of a major healthcare organization is frustrated. She has
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How to avoid a leadership fatal flaw
BY MICHAEL F. BROOM, Ph.D.,Organization Development Psychologist Leaders must always be strong, confident, decisive, and flawless; they must be able to do anything they ask their followers to do and they must never need the support of others. Many leaders believe those three statements. Unlike the
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Why the wisdom of servant leadership is essential to sustainable success
Servant leadership is grounded in the belief that the most effective leaders serve the needs of their followers. BY MICHAEL F. BROOM, Ph.D.,Organization Development Psychologist If you want consistently high levels of productivity, engagement, and success, there are two things you must do: hire
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The power of conscious choice
‘A power that the best of leaders have is the power of conscious choice,’ Michael Broom, Ph.D. ‘Making conscious, intention-laden choices rather than doing the bidding of our emotions or ego is a necessity of good leaders.’ BY MICHAEL F. BROOM, Ph.D., Organization Development Psychologist A power
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