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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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