Ethics in the Real World audiobook

All posts tagged Ethics in the Real World audiobook

Summer Vacation

Published June 30, 2016 by Mayrbear's Lair

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

― Bryant McGill

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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 amazon.com’s “Author Central” to view:

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THEMED MESSAGES

Published May 19, 2016 by Mayrbear's Lair

Marketing Message

A marketer’s goal is to get a powerful message out to their target audience.  Kennedy (2011) suggests the best ads are built with the most persuasive, compelling, intriguing, fascinating message possible. To construct a super powered marketing message advertisers must assess everything and everyone they are up against that are presenting similar messages because their intent is to deliver a message that outmaneuvers all others and puts them in a category of uniqueness (Kennedy, 2011).  The strategy that helps marketers achieve these outcomes is doing their homework to come up with a unique selling proposition (USP) justifying their message against the competition. Incorporating a USP into the message theme of an advertising campaign will help the brand stand out above the others and is more likely to remain a fixture in the memories of consumers.

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Before marketers can start to build a tactical business case for content marketing they have to begin with the concept of innovation.  Baack and Clow (2012) explain that message themes are developed into a campaign to transmit key ideas in marketing strategies. The use of recurring themes helps make the brand stand out more and is more effective at remaining in consumer memories. The message can incorporate different kinds of strategies that target (a) cognitive, (b) affective, or (c) conative responses to make their ads more appealing (Baack & Clow, 2012). For example, back in the 1990s, the Taster’s Choice Coffee Company created a series of ads that became both popular and memorable (Commercial, 1991). The ad conveyed a simple recurring theme in their message that conveyed that life seemed much better sharing a cup of Taster’s Choice coffee with someone special.

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The recurring theme that communicated their message was constructed in the form of a series of short dramatic scenes like a mini soap opera. Each time the couple would appear in different circumstances while viewers watched their relationship develop. The action was centered around the theme of a man a woman sharing a cup of coffee. Each time viewers tuned in to a new ad, they would witness the unique circumstances which brought them together, eager to see how the relationship progressed. This advertising strategy was innovative at the time and the ad campaign became a phenomenon in the history of television commercials. The strategy was met with great success because the target audience was focused on people hooked to popular soap opera style shows then, like Dallas and All My Children. Consumers anxiously anticipated the next commercial to find out the plot development between the couple featured in the ads. Not only did sales boom, the Taster’s Choice brand became a part of pop culture during that time as millions of viewers eagerly awaited each new episode to watch the couple’s blossoming relationship unfold. It was considered one of the most effective marketing campaigns on television at that era because of the emotional chord it struck with viewers. The soap opera message theme that delivered their message in that campaign was the bait that kept luring viewers, putting Taster’s Choice in the memories of many for a long time. I still remember them!

Well, that’s a wrap for this week! Thanks for tuning in! Until next time … keep working on your management skills!

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There is probably a perverse pride in my administration … that we were going to do the right thing, even if short-term it was unpopular. And I think anybody who’s occupied this office has to remember that success is determined by an intersection in policy and politics and that you can’t be neglecting of marketing and P.R. and public opinion.

Barack Obama

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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 amazon.com’s new feature called “Author Central” to view:

 Mayr’s Author’s Page

References:

Baack, D., & Clow, K. (2012). Integrated advertising, promotion, and marketing communications (Fifth ed.). Upper Saddle River, NY: Pearson Education, Inc.

1991 Taster’s Choice Coffee Commercial (1991). [Motion Picture]. USA.

Kennedy, D. (2011). The ultimate marketing plan: Target your audience (Fourth ed.). Avon, MA, USA: Amazon Digital Services, Inc.

Using E.Q. to Resolve Conflicts

Published March 31, 2016 by Mayrbear's Lair

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This week we began a discussion on how to resolve conflicts using our emotional intelligence. Today’s post continues that discussion by taking a closer look at the role that self-motivation and balance play in the development of our emotional intelligence.

In my eBook, Ethics in the Real World, my research work helped me comprehend that self-motivation is an important factor in defining emotional intelligence. It reveals strength and/or weaknesses of a person’s character in their ability to persist even after they fail. In fact, I realized that it is a key element which helps determine whether a person will succeed or fail in achieving their goals. There are many times, for example, when self-motivation plays a key role in the decision making process. Without the influence of a team, supervisor, or mentor to assist in the motivation process, reaching goals may be difficult to attain. Self-sufficient individuals, on the other hand, rely heavily on discipline techniques like time management and goal-setting strategies to keep on track. They incorporate activities that are inspiring and uplifting. This strategy helps energize new levels of enthusiasm and focus. They also serve to help 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 E.Q. however, tend to lack focus, discipline, and have not incorporated self-management practices. As a result, they tend to experience reduced life coping skills, and may even have difficulty functioning effectively in social settings (Berry, 2013).

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My research work also revealed that leaders in the workplace that fail to identify the source and level of a conflict, are more than likely to experience productivity reduction and motivational issues which can further impede worker participation. Recognizing the level of conflict is a good starting place to begin at. For instance, when an organizational leader faces a situation where they feel everything around them is falling apart, it is imperative they acknowledge the critical and immediate need to address the outcomes of the firm’s failures. In other words, the driving force behind this leader’s actions would require an urgent short term response with focused attention on developing a plan that will address and resolve the failed outcome issues as well as come up with better long term solutions. Furthermore, conflict in a work arena can also prevent workers from experiencing job satisfaction.

In his book, Conflict Resolution, Daniel Dana (2003) purports that good decision-making helps prevent conflict (Dana 2003). In other words, leaders who can identify the source and level of a conflict, are in a better position to use this information to address problematic issues effectively and successfully to avoid consequences like employees who lack motivation, the slowing of productivity, and most important, damaging relationships which can ultimately lead to the dissolution of an organization.

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So what can leaders do to help staff members who seem to struggle with issues that prevent them from making effective decisions from a place of emotional intelligence? According to Holmes (2007) providing positive input is one strategy that can help. In fact, Holmes suggests that leaders can rely on the same methods and techniques they use in resolving their own conflicts. In other words, leaders are encouraged to use the same approach to help others as they do when they help themselves. For example, successful leaders will take positive action that will prove beneficial in their own lives and by doing so, they affirm their own self-worth. In other words, they acknowledge the positive effect that input or activity has in their life and affairs and recognize that when they in turn, extend positive energy to help others, they are affirming the same truth about that person. The same is true with respect to a group of people or specific situations (Holmes, 2007).

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In conclusion, an effective way for leaders to resolve conflicts is their ability to return to a place of harmony and balance. In other words, people who are able to resolve conflicts with intellectual strategies from a place of emotional intelligence will achieve the most successful outcomes. In his motivational programs, Deepak Chopra (2016) suggests that the ultimate goal is to achieve total balance in order to live a healthy life of abundance and fulfillment. He purports this cannot be achieved with struggle, worry, or fighting (Chopra, 2016). What this means, is that with mindful awareness, effort and discipline, conflict resolutions can be achieved more successfully when done so from a mental state of total balance.

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

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“Making each moment count positively is all that life demands from you.” ― Edmond Mbiaka

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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 amazon.com’s new feature called “Author Central” to view:

 Mayr’s Author’s Page

References:

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

Chopra, D. (2016, March 27). Total balance is natural balance. Retrieved March 27, 2016, from Shedding weight 21 day meditation challenge: https://chopracentermeditation.com/experience#_=_

Dana, D. (2003). Conflict resolution. New York: McGraw-Hill.

Holmes, E. (2007). 365 science of mind. New York: Penguin.

Resolving Conflicts with Emotional Intelligence

Published March 29, 2016 by Mayrbear's Lair

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We’re back from taking a little time off for some Spring cleaning and organization. Traditionally, Spring Break is that time of year when people plan activities to help break away from daily schedules. They look forward to enjoying some well earned rest and relaxation away from the long hours dedicated to careers and personal obligations. It is also a special time when friends and families gather to celebrate various springtime holidays like Easter, Passover, Pentecost, Beltane, and just schedule a little down time to recharge their inner batteries.

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However, in many places, spring break has been anything but a time of rest and relaxation. In fact, even the season of spring seems to have eluded many in parts of the country, while others face the conflict of devastation and destruction suffered by terrorist attacks. Then, there are those of us in America, who are faced with having to intellectually absorb and process the conflicts displayed by the front runners of the U.S. presidential campaigns that have plagued the transmissions of all media outlets.

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As a survivor of various conflicts, including domestic violence and abuse, my life situations have taught me that the best way to resolve any conflict requires engaging two significant components: I.Q. (intelligence) and E.Q (emotional intelligence – a person’s ability to adapt to change and environmental turbulence).

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My research work on Ethics at Ashford University, which was published in my eBook, Ethics in the Real World (2013) helped me understand that it is a person’s emotional intelligence that reflects their ability to detect and manage emotional cues and information. It can also play a significant role in helping an individual achieve successful outcomes.

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In his book, Organizational Behavior, Donald Bacck (2012) asserts that a person’s emotional intelligence helps predict their abilities as leaders. In addition, a person’s E.Q. can be a major asset or hindrance when working in jobs with high levels of social interaction.

Baack outlines five personality traits that define emotional intelligence:

  1. Self-awareness – being aware personal feelings and emotions.
  2. Self-management – the ability to manage personal emotions and impulses.
  3. Self motivation or persistence – the ability to continue giving effort even after setbacks or failures.
  4. Empathy – the ability to sense the feelings of others.
  5. Social skills – the ability to cope with the emotions of others.

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According to Baack, these five personality traits have implications for more general outcomes as well, such is life satisfaction. He further emphasizes that unexamined self-concept, poor self-esteem, low self efficacy, the lack of self-monitoring, and lesser degrees of emotional intelligence tend to reduce one’s life coping skills, or inhibit a person’s ability to function effectively in social situations. Because of this factor, the most successful leaders will spend additional time working with employees who exhibit an inability to resolve conflicts due to emotional intelligence issues. (Baack, 2012).

Well, that’s a wrap for today. On Thursday’s post, we will conclude our discussion on resolving conflicts with emotional intelligence.

Until then … keep working on your organizational management skills!

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“The road to health for everyone is through moderation, harmony, and a sound mind in a sound body.” ― Jostein Gaarder

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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 amazon.com’s new feature called “Author Central” to view:

 Mayr’s Author’s Page

References:

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

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

Two Distinguishing Features of Ethical Businesses

Published March 3, 2016 by Mayrbear's Lair

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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.

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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.

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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.

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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.

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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.”

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

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Change is the essential process of all existence.

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

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Accelerated Learning Ebooks Fan Aug 2015 4

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

 Mayr’s Author’s Page

Reference:

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

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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?”

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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.

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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.

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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!

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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

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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 amazon.com’s new feature called “Author Central” to view:

 Mayr’s Author’s Page

References:

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 chopracentermeditation.com: https://chopracentermeditation.com/experience/index/5

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

America Deserves Better! (Part 1)

Published February 9, 2016 by Mayrbear's Lair

 

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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.

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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.

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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.

Ethics Audio Ad Just released

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.

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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.

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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!

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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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Accelerated Learning Ebooks Fan Aug 2015 4

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

 Mayr’s Author’s Page

Resources:

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.