Breaching Communication Barriers audio book

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Summer Vacation

Published June 30, 2016 by Mayrbear's Lair



“Love is such a deep gratitude. When you are truly in love with life, every breath you take is gratitude.”

― Bryant McGill


2 organizational management business skills publications nov 2014

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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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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).

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


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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

Thanking Veterans for their Leadership

Published November 13, 2015 by Mayrbear's Lair


Today we conclude our week of reflection on leadership as a tribute to the Veterans Day Holiday. We will return next week with a continuation of the analysis we began on effective decision making.

Until then … we hope you enjoyed our Veteran’s Day Celebration Series!


Ethical Competence in Leadership


(Original post December 2012)

Executives and business thinkers believe that ethical competence in leadership simply translates as leaders having good character. An ethical leader with the right values can set an example for others and resist temptations that may occur. Recent portrayal of business executives however, is often viewed as greedy, competitive and only concerned with compensation. Many of us agree that the basics of capitalism, which include personal gain associated with risk and rewards are ethically acceptable concepts.

Business leaders have become the focus of criticism however, through the revelations of numerous scandals, bad behaviors and outrageous compensation packages. As a result, organizations are under extreme pressure and unparalleled scrutiny to reframe the criteria for what constitutes ethical leadership with emphasis on: (a) behavioral accountability, (b) decisions that affect the enterprise, and (c) establishing reasonable executive compensation – an intensely complex topic that in its simplest terms focuses on the alignment between executive pay and performance. Adding to this is the pay gap between boss and workers that has stretched to such levels, that many find difficult to comprehend as ethical. While incentives intrinsically motivate top executives, arguments and ethical controversies about high sums paid for executive salaries are rarely discussed.

home depot teaching kids to build

The Ethical Leadership Factor

The demand for ethics in leadership is rising, yet resources remain low as evidenced by the global recsession. This generation of leaders seem equipped to navigate rather than inspire and guide. One such instance is former Home Depot CEO, Robert Nardelli who came under fire for his management style as well as for the emormity of his pay package. His methods and actions during his reign at Home Depot were considered unorothodox which indicates a lack of emotional intelligence and ethical incompetence. He was described as an individual who radiated enormous energy that always had a need to be front and center.

This attitude wore on the board and employees after a while (Grow, et al., 2007). His specific job-centered and production-oriented militaristic approach reflected a leadership style identified as the behavioral theory which is based on production and task centered outcomes (Baack, 2012). For example, Nardelli implemented systems of operation that concentrated on the technical aspects of production goals, keeping costs in line, following schedules and did so in a warmongering manner using fear and intimation as primary tactics for motivation. Although this method of political intelligence can be effective, most would agree it is an old fashioned mode of leadership that wreaks havoc with employee motivation and participation.


The former Home Depot CEO’s militaristic leadership style created a climate of anxiety and coercion as the norm. It was a style he adopted as former head of General Electric that was enforced by hiring as many people from the military as possible to maintain this atmosphere. Although this behavior is not considered unethical, his drill sergeant method of management and philosophy along with his command and control style was viewed by the company’s civilian subordinates as counterproductive in an era where collaboration trumped intimidation in getting the job done (Firms of Endearment, 2006). According to insiders, Home Depot staffers never really embraced his leadership style and everyone’s eyebrows were raised by the staggering compensation package he received, especially given the significant loss in profits Home Depot suffered after his taking the helm.


The Incentive Factor

The emblematic philosophy of nearly every board in America states that executive performance and pay should be aligned. The market for executive labor is highly compliant in paying more for an executive whose performance delivers great results over one who does not; naturally for these reasons incentives matter. Top executives are intrinsically motivated by incentives because they serve as a powerful messaging and focusing device (Ferracone, 2010). The inherent focus is whether there are too many instances when executive pay is high but performance is low.

Within six years of Robert Nardelli’s dynasty, for example, anger stirred among shareholders who saw almost no gains in their share value. Their frustrations were exacerbated by his compensation package that included more than $200 million in salary, bonuses, stock options, restricted stock, and other perks (Grow, et al., 2007). Retired Exxon Chairman, Lee Raymond was reportedly paid $51.1 million in 2005; the equivalent of $141,000 a day, which translates to nearly $6,000 an hour. His salary came with a generous retirement package of nearly $400 million including pension, stock options and other perks like a $1 million consulting contract, two years of home security, personal security, a car and driver, and the use of an Exxon corporate jet for professional purposes. Exxon however, defended Raymond’s compensation as justified, noting that during the twelve years he ran the company, Exxon became the world’s largest oil company shooting their stock up 500% (Hall & Lipman, 2008). Nevertheless, as a result of exuberant compensation packages, executive salaries are now being examined more thoroughly and ethical controversies about the high sums paid are being addressed.


Close Examination of Compensation Plans

When establishing pay plans, experts ask the following questions to help determine the best executive compensation practices: (a) what is considered fair pay; (b) how much is enough; (c) how much is too much, or too little; (d) what constitutes good performance; (e) how much is good performance worth; and (f) how to maintain a fair relationship between performance and pay, particularly when the market for executive talent is tight. According to Robin Ferracone (2010) in her book Fair Pay Fair Pay, median executive compensation is not an issue. Her analysis takes into account inflation and the increase in median company size over a period of time and concludes that real size and performance adjusted CEO pay, has increased approximately 1.6 times since 1995. This implies a compound annual increase in real performance-adjusted CEO pay of 3.6% (Ferracone, 2010). However, as more executive pay packages like Raymond and Nardelli are exposed, executive compensation practices are under the radar from activist shareholders, corporate governance rating groups, the media, and lawmakers for active change and reformation.


Recommendations for Pay Reform

The public controversy over executive pay has resulted from the failure of compensation committees to use better practices in establishing CEO recompense. It also constitutes a failure to adequately explain to shareholders both the methodology used and the growing competition for executive talent with private equity funds (Hall & Lipman, 2008). To bring balance to this subject, board of director compensation committees for both profit and nonprofit organizations, are formulating executive compensation reformation plans that provide comprehensive compensation guidance for all board members.

Restoration in equity to the system is imperative. Some strategists believe that better practice tactics should include thorough strategic plans of the company as well as the year-to-year budget policies as factors in the routine operations of compensation committees to help establish goals and objectives for ideal executive performance. Many theorists believe problems with compensation are symptoms of a larger issue of ethics. If leaders are to be encouraged to perform the role of company stewards, then ethics and ethical leadership skills belong at the heart of compensation discussions.  Organizations that are recognized and established as ethical institutions set the stage for effective compensation plans.


Future Outlook

The political intelligence displayed by Home Depot’s former CEO limited worker freedom in the workplace and created an atmosphere that lacked joy and pleasure. As a linking pin to employees at lower levels, this style of leadership encourages a certain disconnect within the organizational troops. Although a method that adheres to strict codes of conduct is an excellent discipline, in today’s American society, Nardelli’s outmoded approach left an unethical impression on many who worked for him.

For those of us with a deep appreciation and respect for the many who enroll in the military, where a strict disciplinary code is required, especially in combat situations, as civilians we enjoy a more relaxed environment. In other words, most individuals outside the military will not easily become “an organizational fit” working at an institution spearheaded by a leader with militaristic qualities like those Nardelli displayed. Most organizations thrive with individuals whose leadership skills are more in alignment with a leadership approach that centers on the following five basic personality traits: (a) extroversion, (b) agreeableness, (c) conscientiousness, (d) emotional stability, and (e) openness (Baack, 2012). Nardelli, however, displayed a leadership style that was not the touchy-feely type, nor was he open to evolving from a task oriented strategist to focus developing his skills as a relationship focused tactician. He either was either unable or unwilling to adapt and match his leadership style to the atmosphere created in the Home Depot arena described earlier.

To sum up, while high salaries and incentives intrinsically motivate top executives, leadership behavior (especially with the presidential elections drawing near) is now being more closely scrutinized to reveal those who express management styles that lack ethical qualities and emotional intelligence. Although a militaristic approach to leadership is not considered unethical, Nardelli’s governance style was ultimately a model that did not work successfully for the home improvement industry. In addition, the fairness of his compensation package was highly criticized especially since under his leadership the company yielded considerably lower profits. His inability to self-examine, reassess and make changes in his leadership style to blend with his new environment ultimately brought forth an untimely end to his reign at Home Depot. In the meantime, as we witness the current presidential debates, the jury is still out on what constitutes ethical leadership and the parameters that define it.


“The love of what you do, combined with your belief in what you do, will not determine your success. It will determine how hard you will work and how dedicated you will be to achieving it.” ― Jeffrey Gitomer


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

Endearment, F. o. (2006, March 29). Home depot CEO Bob Nardelli’s militaristic management style out of date. Retrieved from Firms of Endearment:

Ferracone, R. (2010). Fair pay fair play (1st ed.). San Francisco, CA: Jossey-Bass Publishing.

Hall, F. L. (2008). Executive compensation best practices (1st ed.). Hoboken, NJ: John Wiley & Sons, Inc., Publishing.

Multiple. (2007, January 14). Out at home depot. Retrieved November 28, 2012, from Business Week:





Veterans Day

Published November 11, 2015 by Mayrbear's Lair


Wishing everyone an enjoyable Veteran’s Day Holiday!



(Original Post May 2015)

On Monday we posted a blog that examined various leadership styles and discussed whether being liked is more important than achieving end results. Today we continue this analysis by identifying different kinds of leadership styles. When I conducted research for my ebook, Ethics in the Real World (2013) I discovered that 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 their personal and business relationships, particularly for those with constant social interaction.

inadequate leadership

A person’s cognitive ability, or beliefs and perceptions about any given situation, for instance, can influence the way they judge, react to, and respond to their environment (Berry, 2013). 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.

Ethical Leadership 2

According to Jeffrey Glanz (2002), many studies have been conducted to determine the best style of leadership, and the majority of researchers concluded that the most effective leadership style is one that exhibits 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 are the components that are at the core in the development and cultivation of successful leadership styles.

On Friday we will conclude our blog posts on effective leadership styles as a conclusion to our Veteran’s Day Holiday tribute. Until then … enjoy your holiday!


“Man is made by his belief. As he believes, so he is.” ― Johann Wolfgang von Goethe


Ethics and Breaching Audio book AdFor 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.

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



Nevada Day

Published October 28, 2015 by Mayrbear's Lair


What is Nevada Day?

Nevada Day is a grand celebration commemorating admission to statehood on October 31, 1864. Nevadan’s have the distinction of holding the largest statehood celebration in the nation! The highlight is the Nevada Day Parade, now in its 77th year in Carson.


Nevada’s one of the most conservative states in the Union, but you can do what you want in Vegas and nobody judges you. – Drew Carey


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Communication and Meaning

Published September 23, 2015 by Mayrbear's Lair

Broken Communication

In simple terms communication can be defined as the transmission, receipt and the processing of information. This data consists of anything that has meaning or can evoke a response. It involves the transference of data or information from one entity or group to another. This information can range from anything trivia to the most complex forms of communication. Since the information takes a variety of forms including words, symbols, numbers, an individual concept, or a group of ideas combined, the recipient must be able to interpret or comprehend the meaning of the transmission.

Monitor Handshake

On Monday’s post, we identified two levels of communication that exist in a business arena: (a) interpersonal communication – communication that takes place between individuals or from one individual to a small set of people; and (b) communication systems that provide methods and technologies to transmit data throughout the organization. In his book Management Communication, Donald Baack (2012) reveals that communication systems within an organization also include both intra (within) and inter (between) group dynamics as well as the most complex methods of moving information throughout the company (Baack, 2012). For example, interpersonal communication can occur between a supervisor and an employee; from employee to employee; or between a supervisor to a team of staff members. Communication systems, on the other hand, can occur between members of a team or group; between two or more groups; from management channels; as well from informal channels which include the gossip and rumor mills.

iPhone 6

In the meantime, in today’s business arena, the use of modern technology has had both a positive and negative impact on organizational communication. In the e-book, Breaching Communication Barriers (2013), my research revealed that the positive aspect of communicating in the modern world is that there are many avenues available to us for sending messages due to advancements in technology. In today’s global marketplace, we can now transmit messages instantly, via email, voicemail, telephone, face-to-face, video mail, voice texting, via Skype technology, and text messaging. In the meantime, the negative impact these technological advances in communication have had is that individuals now rely heavily on the use of technology for communication which refrains them from engaging in real-time conversations. This component can distort transmission. Without the ability to engage in nonverbal cues like eye contact, body language, and facial expressions, messages transmitted more often than not are received distorted and lead to misunderstandings, bad feelings, and tend to create more conflicts where none existed. In other words as the means of transmitting messages continues to evolve, we must take more care to ensure messages are received as they were intended to be delivered, because without the use of nonverbal cues to provide critical information, messages can be interpreted incorrectly resulting in chaotic outcomes.

That’s it for today. We will continue this discussion on Friday’s post! Until then … stay organized!


Whatever words we utter should be chosen with care for people will hear them and be influenced by them for good or ill. – Buddha


Accelerated Learning Ebooks Aug 2015

For more information on Media Magic, our digital publications, or to purchase any of our accelerated learning Business Life titles, please visit:

Mayr’s Author Page.


Baack, D. (2012). Management Communication. San Diego, CA, USA: Bridgepoint Education.

Berry, M. A. (2013). Breaching Communication Barriers (Vol. 2). (C. Angela, Ed.) USA: Kindle Direct Publishing.