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Two Distinguishing Features of Ethical Businesses

Published March 3, 2016 by Mayrbear's Lair


On Tuesday, we began a discussion on the ethical desires of a leader. Today, we take a closer look at two distinguishing features of business ethic characters: (a) economic, and (b) environmental. In the book, Ethics and the Conduct of BusinessJohn Boatright (2009) postulates that the first feature of any business, is its economic character and that it consists of many components. For one thing, in the business world, people must interact with one another not as family, friends, or neighbors, but as consumers and sellers, employers and staff members. In addition, commerce is often accompanied with strategies of bargaining, where either or both sides can choose to conceal their full intentions or may engage in tactics of misinformation as a integral component. A skilled salesperson, for instance, well versed in the art of arousing consumer attention, will use a kind of “puffery” strategy to close a deal, in spite of the “ethics of trading” that prohibit the use of deceptive or false claims and trickery as marketing strategies.


Employment is also recognized as a special relationship which includes its own standards of what is deemed right and wrong behavior. Employers, for instance, typically hire and promote staff members as they wish, while terminating other employees without taking consequences into consideration. That right, however, is continuously challenged by institutions who hold employers accountable, citing employers should only fire workers for just causes and must adhere to the rules of due process. Likewise, employees have rights to protect them from discrimination or other issues like exposure to hazardous conditions. To sum up, because the ethics of business consists in part to the ethics of an organization’s economic activity, which includes the conduct of their buyers, sellers, employers, and employees, leaders need to ask and then establish a set of ethical rules to govern their activities. Furthermore, they need to determine how these rules differ from those that are applied in other spheres of life.

business ethics3

The other distinguishing feature of business ethics, according to John Boatright’s (2009) research, is that it typically occurs at the place of an organization. “A company,” Boatright contends, “according to organizational theory, is a hierarchical system of functionality with defined positions designed to achieve a set of goals. In addition, members of the business assume particular positions – like the Sales Representative, Research and Development Manager, Vice President of Advertising, or the CEO – and are committed to the obligations of the firm in pursuit of their goals” (Boatright, 2009). This means the marketing executives are not free to act solely on their own accord at the expense of sales for their company. Furthermore, the CEO rightfully cannot ignore the interests of shareholders or consider a merger without taking into consideration the impact on their employees or the community anymore than they can consider their own personal interests.


Because a business involves economic relations and transactions that take place in markets and also within organizations, ethical issues are raised that everyday life does not always prepare us for. Although the ethical rules about honesty, fairness, keeping promises that we are familiar with, are applied in business, it is necessary in many instances that people in leadership roles must rethink how they apply ethics in business situations. This is not saying that the ethics of business is different from the ethics in everyday life, only that businesses present new situations that require us to think through ethical issues.


Ernest Holmes (2001) suggests that there is nothing harder than keeping our thoughts clear while maintaining composed behavior daily in a chaotic world, so that we don’t come undone. In fact, he urges individuals to find support and the means to seek help so that they can always control their intellect and emotions. This strategy may help prevent them from responding recklessly. Wouldn’t it be different world if we all waited until our intellect (the Mr. Spock side of ourselves) gives us a “green light” when it is safe to proceed and respond in an ethical manner. In fact, Holmes states that anyone capable of doing this, can help guide their own destiny (Holmes, 2001). Is that because they are backed by the immutable ethical power of positive thinking? As Mr. Spock would say, “Something to ponder, indeed.”


Well that’s a wrap for this week. Until next time! Keep working on your organizational management skills, ethically … and live long and prosper!


Change is the essential process of all existence.

–SPOCK, Star Trek: The Original Series, “Let That Be Your Last Battlefield”


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Boatright, J. R. (2009). Ethics and the conduct of business. New Jersey: Pearson Education.

Holmes, E. (2001). 365 science of mind. New York: Penguin Group.

What Leaders Desire

Published March 1, 2016 by Mayrbear's Lair


This week our posts take a closer look at how ethics can fuel a leader’s desires. In one of his online sessions, New York Times best selling author and alternative medicine practitioner, Deepak Chopra (2015) compares our deepest, most heartfelt desires to stars in a constellation. He asserts that these desires can be compared to brilliant, twinkling lights that help create pathways to our true destinies. He further suggests that it is our soul’s mission to connect with, relish, and achieve these desires so that we can live our lives to the fullest while offering our greatest contributions to the world. In fulfilling our heart-held dreams, Chopra purports that individuals can flourish as they serve others and themselves, especially if they do so from a place of happiness, generosity, and love (Chopra, 2015). However, many in today’s society face discordant conditions and get so fed up, they disconnect from their emotions to embrace an attitude of surrender, thinking, “Oh, what’s the point?”


In my ebook, Ethics in the Real World (2013) my research work revealed that ethical issues come up in all levels of life, both personally and professionally, as individuals are forced to confront all kinds of situations in their relationships with colleagues, employees, clients, and members of society as a whole (Berry, 2013). Generally, ethical courses of actions are clear and most people and businesses engage in appropriate conduct. There are, however, exceptions that arise when uncertainty about ethical obligations occur in certain scenarios or when the consideration of ethics come into conflict with the practical demands of an organization. For instance, a sales rep may not be clear about how much data they are obligated to provide with respect to delayed orders. Likewise, a Director of Research may feel pressured to remove a staff member to complete a project that may lead to discrimination issues.


In the book, Ethics and the Conduct of a Business, J.R. Boatright (2009) postulates that when deciding on ethical courses of action, many leaders rely on the rules of right conduct which are implemented in daily life. Concepts like deception is wrong, whether it is directed towards a friend or colleague. In addition, corporations are also obligated to avoid issues of discrimination or cause harm to their consumers. In the interim, organizational activity may have policies in place that limit the applicability of an individual’s ethical views. This is because in a business arena, staffers face circumstances that are abundantly different from those they face in daily life. In short, the roles of obligation placed on us at work are different than they are in our personal lives. A CEO, for instance, of a large corporation, has responsibilities to a wide variety of groups, including employees, stockholders and the communities as well.


Ernest Holmes (2001) postulates in his book, 365 Science of Mind, that when a person has the feeling of giving up, that is the best time to take action (Holmes, 2001). In other words, the most successful leaders will recognize this as an opportunity for growth, and with a deep seeded desire to circumvent their fears, they will use this desire as the fuel to engage in positive action. In other words, rather than giving up and throwing in the towel, the most effective leaders have the ability to recognize something in that situation that is greater than the condition and use their power to seek solutions.

That’s it for today! On Thursday, we will continue this discussion as we examine two distinguishing features that help define business ethics. Until then … stay organized!


Enlightened leadership is spiritual if we understand spirituality not as some kind of religious dogma or ideology but as the domain of awareness where we experience values like truth, goodness, beauty, love and compassion, and also intuition, creativity, insight and focused attention.

Deepak Chopra


2 organizational management business skills publications nov 2014

For more information on Media Magic’s digital publications, or to purchase any of our Business Life audio book titles, please visit’s new feature called “Author Central” to view:

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Berry, M. A. (2013). Ethics in the Real World. USA: Kindle Direct Publishing.

Boatright, J. R. (2009). Ethics and the conduct of business. New Jersey: Pearson Education.

Chopra, D. D. (2015). Who am I. Retrieved February 27, 2016, from

Holmes, E. (2001). 365 science of mind. New York: Penguin Group.

Leadership Styles of Presidential Candidates

Published February 18, 2016 by Mayrbear's Lair


On Tuesday, we took a look at the kind of leadership style the Presidential candidates displayed at the debates last week. During the Democratic debate, for instance, Hillary Clinton exhibited a style of leadership that exposed her strong character as an individual; one who is not afraid to stand up to an opponent to make her voice and views heard loudly, whether the information is accurate or not.

In observing Clinton’s performance as a debater that night, it is clear that she has been groomed and conditioned to survive in a political arena; one that has been carved out by an elite group that is largely governed by men. It is also abundantly clear, that as a strong female in a predominantly male environment, that in order to navigate and survive effectively in that “boys club” world, of course she would have to learn how to “dance with wolves,” so to speak.


As a contender for the position of President of the United States, we must all ask, which candidate best displays some of the following characteristics that are indicative of an effective leader: (a) do they have the skills and experience necessary to achieve successful outcomes; (b) do they reveal the kind of strategic management plans that can logistically bring about positive change; and (c) are they the kind of role model that displays strength with integrity and grace?

Clinton, for example, has been making a slow transition in leadership style as former Secretary of State, where she displayed a kind of role model that reflected diplomacy and grace. In the last several months, however, we’ve watched her transform into a gladiator like leader, whose strategic maneuvers now include vicious attacks on those who do not support her campaign. To add insult to injury, her political allies are also engaging in attack strategies. Madeline Albright’s recent comments, for instance, stating there’s a ”special place in hell for women who do not stand together” appalled many of us; and Gloria Steinem’s attack on millennial women was an insult to ALL women when she made those ignorant remarks stating that young women are only gravitating to Sanders as a strategy to meet boys!


Sadly, every attack Clinton or anyone on behalf of her campaign makes towards Senator Sanders seems to backfire, motivating constituents to want to vote for him. The truth is, leaders that exhibit disrespectful actions towards others, demonstrate a primitive style of leadership; one that many voters like myself, have made clear, are no longer interested in supporting. Furthermore, Americans want and deserve leaders that are transparent and take accountability for mistakes and misconduct.


In assessing Hillary’s actions as a leader, we must ask whether she reveals behavior that is in alignment with an individual that is accountable and transparent in a leadership position. We can begin to answer this question by observing how long it took before she acquiesced to authorities in providing access to her email accounts. In addition, we can further assess her leadership style by looking at the way she recently responded to a voter that asked for an explanation in her reasoning for accepting corporate funding from the Super Pac that supports her campaign? Her noncommittal response to justify her position was, “It is the same Super Pac that supported President Obama’s political campaign.” In other words, rather than providing the voter with a sufficient explanation which could help us all understand how she is going to stand up and fight Wall Street corruption as she asserts, as the next President, when Wall Street is essentially literally banking on her to win the election. In short, her lackadaisical response to the question by the voter was like her stating that her accepting financial backing from a Super Pac is okay, “because she said so!”


In addition, during an earlier debate, she postulated that she was the only political contender who took a strong stance with Wall Street. She stated that in 2007 she had a meeting with the folks there and told them to, “Cut it out!” Seriously? She told them to cut it out? Who inspired that rhetoric, Moe from the Three Stooges? Doesn’t it seem reasonable, that a political leader interested in accountability and transparency would take a little more of a stance than to just tell voters she told them to, “cut it out?” Americans deserve a better more informed explanation than that!


Then there is her position on women standing together to support other women. This coming from the woman who didn’t have the strength to publicly address and stand up to the humiliation of her own husband’s misconduct and infidelity. Instead, she stood up to his accusers, assassinating their characters by publicly identifying these women as liars and bimbos. Later, when the misconduct and infidelity proved to be true, to my knowledge, Hillary never addressed the strength and bravery it took for these women to come forward with the truth, nor has she publicly acknowledged her own husband’s misconduct let alone the families whose lives were forever changed as a result of Mr. Clinton’s reckless behavior as the leader of this country.


America deserves better. We deserve a leader that puts the needs of this country and its people ahead of their own egos and personal agendas. Hillary is an effective leader and indeed an experienced politician. She has learned to survive in a political arena that has been forged by greed and corruption. Sadly, she’s learned that’s what it takes to survive in a political world. She, like everyone else, has to do what is needed to succeed and thrive. However, the public has now reached a “tipping point” and are clearly articulating, “We’ve had enough of that universe.” We the people are cognizant that our government is dysfunctional and rigged so that only a few are meant to prosper. It is one that Clinton and other political families like the Bushes are doing their best to sternly hold on to for dear life because, they are all so very much aware, that the people are demanding winds of change. Americans want and deserve better! Especially now that more and more of us are awakened to the fact … that indeed, we are NOT the drones they are looking for.

Below is a compilation video we discovered revealing the wide and wonderful world of Hillary Clinton’s leadership styles:

That’s it for this week, until next time … keep enhancing your own leadership skills!


… business has to be involving, it has to be fun, and it has to exercise your creative instincts.

Richard Branson


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For more information on Media Magic’s digital publications, or to purchase any of our Business Life audio book titles, please visit’s new feature called “Author Central” to view:

 Mayr’s Author’s Page

Leadership Styles of Presidential Candidates

Published February 16, 2016 by Mayrbear's Lair


Last week our topic of discussion was centered on the assessment of effective leadership styles now that America is looking to select the best candidate for the upcoming presidential election. In the meantime, two more presidential debates occurred for both the Democratic and Republican parties where once again, each candidate was given the opportunity to express their views and reasons why they would make the best choice to lead this country.

Last week’s debate was the first time we saw Hillary Clinton take more of a combative strategy aimed directly at Bernie Sanders. This tactic, however, left many with a feeling that her blatant attacks were more for the sake of ratings to add a dramatic flare. In prior debates, the candidates displayed a high level of integrity towards one another which created an atmosphere that was more diplomatic. For example, at the recent Democratic debate, Clinton’s choice of words, at times, were somewhat primitive; displaying the kind of rhetoric one would expect to see watching an episode of “Dance Moms.” There were moments where the manner in which she addressed Sanders with accusations of his disrespecting President Obama, was akin to that of a school teacher reprimanding a student for getting caught in misconduct. His response was swift and honest, reminding her that she was the candidate who ran against Obama. Had Hillary merely stuck to her policies and kept the focus on her plans, the direction she wants to go as commander in chief, it would have revealed a more experienced diplomatic Presidential leadership style. However, as it was, she only confirmed what many of us already sense, that her stance is one that is in alignment with the current political status quo. In other words, the only change we can expect to see with her as President, is a change in gender.

The Center for the Advancement of Women's 10th Anniversary Gala

To make matters worse, after her loss at the New Hampshire primaries, Madeline Albright and Gloria Steinem felt they needed to come to Clinton’s defense by targeting women who did not vote for her. This was quite a shocking response coming from two well respected champion of women.

One of my dearest and life long and friends, Kathy Konst, a former Erie County, N.Y. legislator, whose millennial daughter, Nomiki Konst, is a political commentator on Fox, CNN, MSNBC and other news media, articulates our sentiments more clearly in the recent article she contributed to the online publication, The Hill. It was so well written, I was inspired to share it with our readers here today:

Kathy on Fox

Why isn’t Clinton inspiring millennial women?

By Kathy Konst

“As a young elementary school student teacher in 1980, I was excited to put up a magical 3-D bulletin board welcoming the new class of students. It beckoned with a Shel Silverstein verse, “If you are a dreamer, come in.” This inspiring invitation captured my students’ imaginations and encouraged creativity. It is what children need, and it seems that today it is also what many millennials want — and even expect — from candidates running for office.

Backtrack in time and I can tell you how I was inspired by the activism of Gloria Steinem, who persuaded women to take up the fight for equality and a new “feminism”; and by former Secretary of State Madeline Albright, who embodied the possibility of a woman holding a position of power on the world stage. They won battles for American women and eventually a war that gave us opportunities to break through glass ceilings — opportunities that some millennials may now take for granted.

I, personally, am a beneficiary of Steinem and Albright’s efforts. In 1999, I embarked on my first campaign for public office in county legislature. After facing my own demons about my worthiness as a middle-aged woman, I leaned on the courage of these pioneering leaders and ran for the positive changes that still needed to be made for equality and opportunity on behalf of my own community.

I understand why Steinem and Albright have been passionate about their support for Democratic candidate Hillary Clinton as a woman who may finally break the presidency’s glass ceiling. Clinton symbolizes the struggle of a generation of women. But now these same female leaders have harshly called out young women millennials as being wrong for their support of Sen. Bernie Sanders (I-Vt.), a man (Konst, 2016).”

For the entire article: Click here

Well that’s it for today’s post. We will continue our leadership assessment of the presidential candidates next time. Until then … keep working on enhancing your own leadership skills!


Let us not seek the Republican answer or the Democratic answer, but the right answer. Let us not seek to fix the blame for the past. Let us accept our own responsibility for the future.

John F. Kennedy


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Konst, K. (2016, February 9). Why isn’t clinton inspiring millenial women. Retrieved February 14 , 2016, from The hill:

America Deserves Better! (Part 2)

Published February 11, 2016 by Mayrbear's Lair


On Tuesday we began a closer examination on what makes a good leader now that we as Americans, are working diligently to figure out which presidential candidate is best suited to lead the United States for the next four year term.


In his book, Finding your Leadership Style, Jeffrey Glanz (2002), disclosed that although many studies have been conducted to determine the best style of leadership, the majority of researchers agreed that the most effective leadership style was one that exhibited varying degrees of the following virtues: (a) courage, (b) impartiality, (c) empathy, (d) judgment, (e) enthusiasm, (f) humility, and (g) imagination (Glanz, 2002). In other words, these components were at the core in the development and cultivation of successful leaders.

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When I was doing the research work for my publication, Ethics in the Real World (2013) I discovered that a person’s ability to distinguish and administer information from their perceptions, stimuli, and emotional cues, is what defines that individual’s emotional intelligence (EQ). Equally significant, I learned that the EQ of a person plays a key role in the development of that person’s ethical perceptions in both their personal and business relationships, particularly for those with constant social interaction (Berry, 2013). That was information I could have used earlier in my life! But, better late than never!


I also learned that a person’s cognitive ability, or beliefs and perceptions about any given situation, for example, influences the way they assess, react, and take action. I also learned that a person’s EQ plays an important role in how individuals discern satisfaction in their lives and create career experiences based on their own values in addition to what that person perceives is acceptable or unacceptable behavioral choices. These are all components to help us draw from in the evaluation process for choosing a top performing presidential candidate that all United States citizens deserve.

lacks integrity.jpg

So far, it seems, however, that many Republican candidates (especially the front runners) are displaying a leadership style that includes rhetoric and actions which reveal a lack of integrity and accountability. Ted Cruz revealed a lack of honor and emotional intelligence recently during the Iowa Caucus, by spreading false information about his colleague and fellow candidate, Ben Carson. Many believe that in broadcasting that Carson was pulling out of the race without confirming it, resulted in Cruz as the Republican winner of that Causus.


Although he publicly apologized, the deed had been done, which for many constituents who are looking to elect a quality top performer, sent red flags of warning asking us to examine more closely, what Mr. Cruz views as ethical behavior. Although there are individuals that may feel this strategy displays a kind of strength some leaders require to achieve successful outcomes, (his tactics did after all, help him win the Iowa Caucus). The public, however, now knows he did so by rigging the game in his favor. In other words, he pulled off what Captain Kirk did when he passed the Kobiyashi Maru test in the film, The Wrath of Kahn, from the fictional Star Trek universe. However, Captain Kirk is a ficticious character whose bravado as a young Star Fleet cadet led him to engage in a tactic that outsmarted the programmer, a young Mr. Spock, who created the “no win scenerio” strategy to ensure a failed outcome. Cruz’s questionable actions, in the meantime, triggered an old political wound that reminded many American citizens like myself, of the elections from our past that also appeared “rigged,” like the outcome of the Bush VS Gore election. This is, in fact, a significant reason why many citizens are reluctant to even consider Jeb Bush as a worthy presidential contender no matter how many family members he drags out of retirement to help support his campaign. The Bush family for many, serve as a reminder of the fiasco that resulted from that election.


It is evident, that more and more citizens are awakening every day to the injustice that is being done and how a dysfunctional government is preventing this great nation from growing in a manner where everyone has a fair opportunity to prosper, not just the 1%. Citizens work long and hard to pursue the American dream and deserve Government Representatives who are dedicated to protect and support the constituents they serve, not the salaries and perks they receive. Americans deserve a leader that is not motivated by their own personal agendas or egos. Americans deserve a leader that is driven by an ethical spirit; one who is sincerely interested in serving its citizens. American citizens also deserve a leader who will enthusiastically take affirmative action and inspire others to do to so as well. The bottom line is, Americans deserve a leader who can help make a positive difference in this country and motivate others to follow suit globally. These are the rights of ALL American citizens who are making their demands clear, that change is inevitable. Last but not least, it is the duty of each citizen to remind these contenders that the power lies in the people to decide who is best suited for the job, because, it is after all, the citizens who are footing the bill!


Next week we will take a closer look at the remaining two Democratic contenders and examine which one of the two displays more effective leadership skills. Hillary Clinton, with a strategic plan that focuses on her years of “experience” and looking to women for the gender vote; or Bernie Sanders, whose tactics are focused on breaking down old systems, setting up new ones with the intent to achieve more effective outcomes, and banking on winning over everyone, experienced and inexperienced, who is eager for change.

Until then … stay vigilant and do your own research to help with the decision making process … America deserves better, but it’s up to us to make it clear what that means at the polls!


One thing is certain in business. You and everyone around you will make mistakes.

Richard Branson


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For more information on Media Magic’s digital publications, or to purchase any of our Business Life audio book titles, please visit’s new feature called “Author Central” to view:

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Berry, M. A. (2013). Ethics in the Real World. USA: Kindle Direct Publishing.

Glanz, J. (2002). Finding your leadership style. Alexandria, VA, USA: Association for Supervision and Curriculam Development (ASCD).

America Deserves Better! (Part 1)

Published February 9, 2016 by Mayrbear's Lair



The past few weeks I’ve been posting blogs focused on leadership based on my extensive research work in organizational management. My choice to focus on this topic was based on the fact that as a nation, we are in the process of deciding who we believe will make the best candidate to assume the helm as the next president of the United States. Most citizens, like myself, are looking for a candidate with integrity; one that is accountable, whose decisions and actions make us feel safe about the direction the country is headed. More and more of us are motivated by the power of positive thinking; people of this mindset tend to yearn for an individual who can infect us with a sincere enthusiasm about leading this nation down a more successful and prosperous path. After all, this country grew and became a great nation because of the determination and focused actions our forefathers took as courageous leaders that were driven by a deep passion to pursue justice and freedom while protecting its people and helping the nation expand and prosper.


The citizens of this country deserve the kind of leader whose actions display sincere intentions with decisions that are driven by a concerted effort to bring order to the institutions that govern this nation. In addition, this country deserves a leader whose choices include an ongoing goal of maintaining peace and restoring economic balance. What I’ve been describing sounds like the kind of leader one would find in the heroic Arthurian journey. Isn’t that the kind of leader most citizens seek? Doesn’t the public deserve a genuine leader of that magnitude? If not, then why are people flocking to hear the negative rhetoric from Republican front runner Donald Trump? In truth, he’s merely expressing what the majority of the constituents are feeling … sick and tired of a dysfunctional government system.


What inspired me to pursue a Master’s degree in Organizational Management was a passionate eagerness to really understand the nuts and bolts about what it takes to create a successful organization with top performers. So I rolled up my sleeves and dug in deep, absorbing all the information I could muster from a wide variety of sources. I also had the opportunity to conduct extensive analyses of both the failures and successes of others as well as my own. What I discovered, was that while there are many components required in creating a prosperous organization, without the placement of effective leadership guiding the direction of the group, any organization will most likely face hardship taking off, let alone finding its niche in the marketplace with successful outcomes.

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In my eBook, Ethics in the Real World (2013) my research work reveals that an individual’s attitude and values has an effect on their predispositions towards others, as well as how they interpret concepts and unfolding events. People rely on their experience and perceptions to solve issues sometimes allowing emotions to guide the thinking and decision-making process. Individuals, for instance, without suitable self-management skills, tend to experience more challenges in social arenas and make different decisions than a person who is confident with self-esteem. Furthermore, leaders who lack self-awareness seem to experience difficulty picking up on the boundaries and emotions of others. This makes it difficult to develop healthy relationships because of their inability to relate to others with compassion (Berry, 2013). All of these components help shape an individual’s leadership style and what they perceive as ethical behavior.


As American voters focus their attention on the New Hampshire Primary, this week, the Republicans and Democrats are both vying for citizens’ attention and are eager for another opportunity to make a splash to convince constituents why they are the best candidate to lead the direction of this fabulous nation. However, in order to determine the best candidate for the position, we must first look at the components that constitute a good leader. In other words, in order to choose the best candidate, the kind of leader this nation deserves, it is up to us to conduct our own research to help us make the best decision available. But first, we must ask ourselves to identify the qualities of a successful leader and then determine which candidate displays most, if not all of them. In my own personal experience working with a wide range of CEOs and Executive Managers, the best leaders were those who: (a) continued to re-examine outdated views and determined which business paradigms required more focus and development; (b) were open to upgrading systems to achieve and maintain smooth operational functions; and (c) possessed an inherent ability to inspire and motivate staff members in reaching their highest potential. These qualities exhibit a kind of leader who is capable of making mindful choices and works diligently to keep morale up.


John O’Neil (1999) eloquently laid out a formula to help leaders cultivate effective leadership styles in his book, Leadership Aikido,  (1999) where he introduced six concepts developed from the martial arts tradition of Aikido. This plan is focused on achieving victorious outcomes without creating harm. O’Neil provides the following outline as a tool for managers to assess and develop their own efficient leadership style:

  1. Cultivating self-knowledge;
  2. Practicing the paradoxical art of planning;
  3. Speaking the language of mastery;
  4. Letting values drive the decision making process;
  5. Turning failure into success; and
  6. Heeding the law of unintended consequences (O’Neil, 1999).

Based on these practices, O’Neil asserts that through the elements of Aikido, leaders are in a better position to identify and overcome what he defines as the five inner enemies that can impede progress: (1) failure to grow emotionally; (2) failure to make creative decisions; (3) failure to empathize; (4) failure to manage ego; and (5) failure to overcome alienation and boredom (O’Neil, 1999). This perspective embraces personal power and energy as the vital components for developing effective leadership styles.

On Thursday, we will continue this discussion and take a closer look at which of the current candidates display some, if any, of these leadership qualities.

Until then … keep learning and enhancing your own leadership skills!


Through the right people focusing on the right things, we can, in time, get on top of a lot if not most of the problems of this world. And that’s what a number of us are trying to do.

Richard Branson


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For more information on Media Magic’s digital publications, or to purchase any of our Business Life audio book titles, please visit’s new feature called “Author Central” to view:

 Mayr’s Author’s Page


Berry, M. A. (2013). Ethics in the Real World. USA: Kindle Direct Publishing.

O’Neil, J. (1999). Leadership aikido. New York, NY: Three Rivers Press.

The Ethics of Leadership (conclusion)

Published February 4, 2016 by Mayrbear's Lair


Today we conclude our discussion on ethical competence as an important leadership skill, and take a closer look at how personality disorders can affect the choices leaders make and their outcomes.

As confident self-assured individuals, most charismatic leaders display an inclination towards narcissistic behavior. However, there are healthy and unhealthy levels of narcissism. In his book, Organizational Behavior Donald Baack (2012) explains that an individual with a persona that reveals a Narcissistic Personalty Disorder (NPD), will demonstrate severe limitations in comprehending the feelings or the needs of other people (Baack, 2012). In other words, they do not engage in rules of reciprocity and appear to have no concern over the consequences of their actions due to a tunnel vision focus strategy they use as a means to achieve their goals.


Professionals in the entertainment industry, are accustomed to conducting business with people that have huge egos. In my publication, Ethics in the Real World (2013) I revealed my own experience with corporate leaders and celebrities that displayed narcissistic tendencies. Some developed more severe signs of the NPD behavior, especially as they aged. The truth is, people are unable to change their behavior unless they can acknowledge the need to do so. Furthermore, they strategically surround themselves with enablers that allow the misconduct.

Most people have an inclination to revere celebrities. However, because of the exposure of bad behavior from social media outlets, the public has made it clear they are no longer willing to forgive individuals that do not respect or honor others, regardless of their status. The good news is that once we have identified this disorder, we can consciously make choices to make others aware of it and, when we are able, expose the behavior to affect positive change. In addition, we can avoid becoming involved with these kinds of people or the brands they represent.


How Emotional Intelligence Shapes Ethical Perceptions

The ability to distinguish and administer information from perceptions, stimuli, and emotional cues defines a person’s emotional intelligence (EQ). The EQ of a person plays a key role in the development of an individual’s ethical perceptions in both personal and business relationships. A person’s cognitive ability, or beliefs and perceptions about any given situation, for instance, can influence the way they judge, react, and respond to their environment. It also plays an important role in discerning how satisfied they are with their lives and career choices based on their values and what they comprehend as acceptable and unacceptable behavior.

An individual’s attitude and values, for example, reflects their predispositions toward other people, objects, concepts and events. Baack (2012) also reveals five key components that divulges a person’s emotional intelligence: (a) self-awareness, (b) self-management, (c) self-motivation, (d) empathy, and (e) social skills (Baack, 2012). He further suggests that the ability to manage personal emotions and impulses is the defining component of self-management. This element helps a person solve issues without relying on emotions to govern the thinking and decision-making processes. Individuals without suitable self-management skills, for instance, typically experience more challenges interacting in social situations. In other words, people who lack self-awareness are usually unable to pick up on the feelings and emotions of others. This inability to relate to others can make it difficult to get along with them. All of these are components help shape an individual’s perceptions of what constitutes ethical behavior.


Self-motivation is also an important factor in defining emotional intelligence. It reveals strength of character in a person’s ability to persist even after they fail. In fact, I have found that it is a key element that can help determine success or failure. For instance, there are many times when each of us experience self-motivation issues for various reasons, especially without the influence of a team, supervisor, or mentor to assist in the motivation process. Self-sufficient individuals, therefore, rely heavily on discipline techniques like time management and goal-setting strategies to keep themselves on track. To help me during those times, I incorporate activities that are inspiring and uplifting. This strategy helps energize new levels of enthusiasm and keeps me focused. They also serve to help to strengthen an individual’s: (a) self-concept, (b) self-esteem, (c) self-efficacy, (d) self-monitoring, and (e) emotional intelligence. People with lesser degrees of discipline and self-management practices, however, tend to experience reduced life coping skills, and may even have difficulty functioning effectively in social settings.

In conclusion, as America gets ready to make important choices as to who is best suited to run this country effectively with ethical competence, whether they are well liked or not, many will and should base their decision on the individual’s ability to garner high levels of trust and respect, in spite of the fact that not all policies and regulations enforced will be popular. If that leader is not acknowledged or venerated on some level, it will be difficult for that administration to achieve their objective goals or yield high levels of success, let alone maintain a competitive edge in the global arena and still manage ethical issues.

Well, that’s a wrap for this week! Until next time … keep enhancing your leadership skills!


“At its best, leadership development is not an “event.” It’s a capacity-building endeavor. It’s a process of human growth and development.”

– Linda Fisher Thornton, 7 Lenses Learning the Principles and Practices of Ethical Leadership


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For more information on Media Magic’s digital publications, or to purchase any of our Business Life audio book titles, please visit’s new feature called “Author Central” to view:

Mayr’s Author’s Page


Baack, D. (2012). Organizational Behavior. San Diego: Bridgepoint Education, Inc.

Berry, M. A. (2013). Ethics in the Real World. USA: Kindle Direct Publishing.

Increase Employee Performance (Conclusion)

Published January 28, 2016 by Mayrbear's Lair


On Tuesday we shared five of ten tips from executive coach, Thomas Haizlip’s (2008) article entitled, “Employee Motivation – 10 Tips to Boost Job Performance.” The article is meant to help leaders motivate employees to achieve higher performance levels. Today we conclude our discussion on this topic by sharing the last 5 tips of his article.


6. Increased Responsibility

“We all know that some employees lack ambition and have no desire to advance on the job, but the vast majority of workers want a chance to take on more responsibility and add more value to the organization. Always be aware of opportunities for training that will equip your employees with the skills and tools they will need to advance in their career. Always try to fill open positions with internal applicants before looking for an outside candidate. This will create a culture of career development and preserve institutional memory and organizational knowledge so that it can be transferred to rising employees as they advance in their own career.”


7. Good Wages

“Robert Bosch, founder of the world’s largest automobile parts supplier, said, ‘I do not pay good wages because I have a lot of money; I have a lot of money because I pay good wages.’ If you want motivated, high productive employees you have to pay such people according to their ability and performance. Good employees are motivated by more than just good wages, but never allow low wages to be the wedge a competitor can use to steal away your best people.”

8. Good Working Conditions

“If you want to get the most out of people you need to create an environment that facilitates success. At the minimum, you must offer a safe, clean, and sanitary work site. To get the most out of employees, help them take pride in their work space even if it is only a cubicle or workstation. Allow people to personalize their own work sites with photos or small trinkets so they will feel like they have a place that belongs solely to them.”

Team Concept

9. Being Part of a Team

“Being part of a dysfunctional team is an emotionally draining experience that results in low morale, low productivity, and high turnover. The great coach, Vince Lombardi, once remarked, ‘Individual commitment to a group effort — that is what makes a team work, a company work, a society work, a civilization work.’ We are all social beings and we all want to be part of a healthy team where we can give and receive support, help, and encouragement. Organizations can harness this natural human desire by aligning employee efforts to achieve goals that are mutually beneficial to both the organization and its employees.”


10. Help with Personal Problems

How many times have you heard about a bad boss who told their employees to leave their problems at the door so they could focus on their job? Unfortunately, they probably left their motivation and productivity at the door as well. Smart managers know that it is not their job to be a counselor or therapist, but it is there job to recognize when one of their employees is having personal problems that are affecting their job performance. They need to have open lines of honest communication so that employees can feel encouraged to ask for help and then be directed to their Human Resources Department or their Employee Assistance Programs” (Haizlip, 2008).

Well that’s it for this week. Until next time … stay organized!


Believe in yourself! Have faith in your abilities! Without a humble but reasonable confidence in your own powers you cannot be successful or happy.
Norman Vincent Peale


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For more information on Media Magic’s digital publications, or to purchase any of our Business Life audio book titles, please visit’s new feature called “Author Central” to view:

Mayr’s Author’s Page


Haizlip, T. (2008, February 26). Employee motivation: 10 tips to boost job performance. Retrieved March 7, 2015, from—10-Tips-to-Boost-Job-Performance&id=1011144

10 Tips to Increase Employee Performance

Published January 26, 2016 by Mayrbear's Lair


Happy New Year Everyone! We’re back today with new posts after taking some time off for the winter break. This week the topic of focus is centered on how leaders can increase employee performance by utilizing the power of motivation.

When I studied organizational behavior for my Master’s degree at Ashford University, we were asked to focus our research work on the power of motivation. In doing so, I discovered a wonderful article called, “Employee Motivation – 10 Tips to Boost Job Performance,” written by executive coach, Thomas Haizlip. The article revealed 10 Tips to help leaders motivate employees and increase their productivity.

In the article, Haizlip purports that employee motivation and productivity can be enhanced and improved when leaders create work arenas that maximize the various components which affect performance outcomes. These components are easy to comprehend, simple to observe and measure, and add enormous value to any leader open to utilizing them. Below are five of Haizlip’s 10 tips which he suggests will help leaders inspire their employees to become energized and motivated to produce the best outcomes possible.


1. Interesting Work

“Intrinsic motivation comes from the shear joy and pleasure of doing a task. When you read a great book, no one has to pay for each page you read. It is a pleasure to learn how the story unfolds and watch the plot develop. It is the same way with employee motivation. To maximize employee performance, find out what employees like about their jobs and then try to add more tasks that align with their own natural interests and talents.”

2. Appreciation & Recognition

“William James said, ‘The deepest desire in human nature is to be appreciated.’ It does not matter how much you pay someone, everyone want to know that their efforts are being seen and appreciated, especially by their manager. Don’t just send them a thank you e-mail – that just means you care enough to hit the ‘Enter’ key. If you really want to thank someone buy them a real ‘Thank You’ card and describe how their behavior and performance has added value to the team and organization. Make it a point to catch people doing things right and they will inevitably do things right more often.”


3. Feeling Involved In the Work Process

“Research shows that when people get to participate in creating a system or process, they are much more likely to follow it than one simply imposed upon them by an outside expert. Recognize that the people doing the job have the knowledge of how things can be done better, faster, and cheaper. If you want them to tell you, then make it easy for them to offer suggestions and reward employees who contribute ideas that add value to the bottom line.”

4. Achievement

“Napoleon once remarked, ‘It is amazing how willing men are to risk their lives for a little bit of tin and ribbon to wear upon their chest.’ Awards and prizes can serve as a great motivator to harness the power of healthy competition. It is always better to use rewards that are meaningful and inspiring. When an employee exceeds your expectations, then make sure you recognize their achievement. On the day someone retires, they will pack up these awards and prizes to serve as fond reminders of a wonderful career.”


5. Job Security

“If everybody had what it takes to be an entrepreneur, then there would be no General Electric or Toyota and we would all be buying products from artisans and craft workers. Thankfully, many people prefer to be part of a large organization and can be more productive when they get to focus on doing their job instead of worrying about developing a business plan or marketing strategy. Telling people that they are lucky to have a job creates an atmosphere of fear and worry that decreases job performance. Instead, tell your employees that the company is lucky to have such a skilled and committed workforce and people will take pride in their work and their company” (Haizlip, 2008).

On Thursday, we will conclude this discussion with Haizlip’s last 5 tips to increase employee performance harnessing the power of motivation. Until then … stay organized!


In order to succeed, we must first believe that we can. – Nikos Kazantzakis


Marie review Breaching


For more information on Media Magic’s digital publications, or to purchase any of our Business Life audio book titles, please visit’s new feature called “Author Central” to view:

Mayr’s Author’s Page


Haizlip, T. (2008, February 26). Employee motivation: 10 tips to boost job performance. Retrieved March 7, 2015, from—10-Tips-to-Boost-Job-Performance&id=1011144

Winter Break

Published January 22, 2016 by Mayrbear's Lair



We cannot stop the winter or the summer from coming. We cannot stop the spring or the fall or make them other than they are. They are gifts from the universe that we cannot refuse. But we can choose what we will contribute to life when each arrives.

Gary Zukav


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For more information on Media Magic’s digital publications, or to purchase any of our Business Life audio book titles, please visit’s new feature called “Author Central” to view:

Mayr’s Author’s Page