MGMT LPD Final Review

Taking 100% Responsibility for Your Life

Taking responsibility means recognizing that your actions, choices, habits, and reactions shape your outcomes. It rejects blame, excuses, and denial. Leaders who take responsibility:

• Own their mistakes

• Learn from setbacks

• Focus on what they can control

• Build credibility and trust

Personal Development Strategies

• Growth mindset — believing abilities can be developed

• Self‑reflection — intentionally evaluating your behavior and decisions

• Goal setting — creating structured, measurable goals

• Mindfulness — staying present and aware

• Emotion regulation — managing emotional responses

• Taking responsibility — owning your choices

Definition of Civility

behaviors that show respect, dignity, and consideration for others. Includes politeness, listening, professionalism, and constructive communication.

Why Does Civility Matter

• Improves trust and psychological safety

• Reduces stress and burnout

• Increases collaboration and performance

• Strengthens workplace culture

Bad vs. Toxic Leadership

ineffective, unskilled, inconsistent vs. harmful, abusive, manipulative, intentionally damaging

Causes of Toxic Leadership

• Insecurity

• Power imbalance

• Lack of accountability

• Stress and pressure

• Organizational cultures that reward results over people

“Stop Making Excuses for Toxic Business

• Toxic behavior is not justified by stress or high performance

• Organizations often excuse toxic leaders because they deliver results

• Toxic leaders cause long‑term damage: turnover, burnout, low morale

• Companies must hold leaders accountable and stop normalizing abuse

Preventing Toxic Leadership

• Set clear behavioral expectations

• Provide leadership training

• Encourage feedback and voice

• Hold leaders accountable for conduct, not just results

Developing Civility

• Model respectful behavior

• Practice active listening

• Address conflict constructively

• Show appreciation and recognition

Emotions vs. Moods vs. Feelings

• short‑term, intense reactions to specific events

• longer-lasting, less intense, not tied to a specific trigger

• subjective interpretations of emotions

Emotion Contagion

People “catch” others’ emotions. Leaders’ moods spread quickly across teams.

Why Emotion Regulation Matters for Leaders

• Helps maintain professionalism

• Improves decision-making

• Builds trust

• Reduces conflict

• Creates a stable environment

Why are Happy Leaders generally Better Leaders

• Motivate teams

• Improve morale

• Encourage creativity

• Reduce stress

Surface Acting vs. Deep Acting

• faking emotions; leads to burnout

• changing your interpretation to genuinely feel differently

Reappraisal Strategies

• Reframing the situation

• Looking for positives

• Considering alternative explanations

• Focusing on long-term perspective

Cost of C Players

• Lower productivity

• Drag on team morale

• Require more supervision

• Reduce overall performance

Strategies for Managing C Players

• Set clear expectations

• Provide coaching and feedback

• Document performance

• Reassign or remove if necessary

Why Companies Struggle to Address Underperformance

• Avoiding conflict

• Fear of legal issues

• Emotional discomfort

• Lack of training for managers

Negative Impacts of Superstar

• Can create resentment

• May dominate or overshadow others

• Can become overly competitive

• Risk of entitlement

Optimizing Teams with Superstars

• Set clear team norms

• Balance workloads

• Encourage collaboration

• Recognize all contributions

Performance and Turnover Rates

• High performers often have higher turnover if not challenged or appreciated

Power of “Thank You” simple appreciation increases:

• Motivation

• Engagement

• Retention

Characteristics of A Players

• High initiative

• Strong performance

• Growth-oriented

• Reliable and self-motivated

Challenges of Leading A Players

• They need autonomy

• They expect development

• They dislike micromanagement

• They want meaningful work

Why Employees Don’t Speak Up

• Fear of retaliation

• Belief nothing will change

• Low psychological safety

• Power distance

Promoting a Voice Culture

• Encourage input

• Reward speaking up

• Reduce fear

• Model openness

Promotive vs. Prohibitive Voice

• suggesting improvements

• pointing out risks or problems
  - Both are valuable but promotive voice is often more welcomed.

Definition of Delegation

Assigning responsibility and authority to others while remaining accountable.

Why Leaders Resist Empowering Virtual Teams - Main Points

• Leaders fear losing control

• They doubt employees’ competence

• Virtual work increases uncertainty

• Leaders may lack trust

Source of Resistance

• Ego

• Fear of mistakes

• Desire for control

• Lack of training

Reducing Resistance

• Build trust

• Provide training

• Clarify expectations

• Start small and scale up

Psychological Empowerment consists of:

• Meaning

• Competence

• Self-determination

• Impact

Psychological Empowerment leads to:

• Higher motivation

• Better performance

• More creativity

Keys to Effective Delegation

• Clear expectations

• Right task to right person

• Provide resources

• Follow up without micromanaging

What is Mindfulness

Present-moment, nonjudgmental awareness.

Evidence-Based Benefits

• Reduced stress

• Better focus

• Improved emotion regulation

• Increased well-being

Practical Ways to Incorporate Mindfulness

• Breathing exercises

• Meditation

• Mindful walking

• Journaling

How Mindfulness Enhances Leadership

• Improves decision-making

• Reduces reactivity

• Increases empathy

• Strengthens presence

The chronic state of Burnout is:

• Emotional exhaustion

• Depersonalization

• Reduced sense of accomplishment

Burnout vs. Stress

• short-term, high pressure

• long-term, chronic depletion

What does DESC stand for?

Describe, Express, Specify, Consequences

What is the DESC Model

Describe the situation, Express how it affects you, Specify what you need, Consequences of change or no change

Stop Thinking About Work After Hours - Main Points

• Psychological detachment improves well-being

• Leaders who detach are more effective

• Rumination increases stress and reduces performance

• Boundaries matter

Trait, Situational, Cognitive Perspectives

• ethics based on personality

• environment influences behavior

• moral reasoning and thought processes

Moral Disengagement - 4 Forms

• Moral justification

• Diffusion of responsibility

• Dehumanization

• Minimizing consequences

Psychology of Fraud - Toby Groves

Shows how good people can make unethical choices

Shows how good people can make unethical choices due to:

• Pressure

• Rationalization

• Gradual moral slippage

Building an Ethical Career

• Know your values

• Build strong relationships

• Seek ethical mentors

• Create guardrails

Recognizing Moral Humility:

• You are not morally superior

• You can make mistakes

• You must stay vigilant

3 Ways to Build Moral Humility

• Admit limitations

• Seek feedback

• Reflect regularly

Additional Ways to Make Good Decisions

• Slow down

• Consider long-term impact

• Ask for advice

Suggestions Reflecting on Ethics

• Journaling

• Discussing dilemmas with others

What is PERMA

Positive emotion, engagement, relationships, meaning, and accomplishment

Harvard Study of Adult Development - Main Finding

Strong relationships are the biggest predictor of long-term happiness and health.

How Will You Measure Your Life? - Main Points

• Prioritize relationships

• Live with purpose

• Avoid chasing empty metrics

• Align actions with values

Loneliness Epidemic

Growing rates of social isolation harming mental and physical health.

Why “Taking Action” Matters

• Happiness requires intentional effort

• Barriers include fear, inertia, and overthinking

Promotive Voice

when employees speak up to suggest new ideas, improvements, or opportunities that could benefit the team or organization.

Promotive Voice is:

• Future‑focused

• Constructive and positive

• Centered on growth, innovation, and solutions

Examples of Promotive Voice:

• “We could improve our onboarding process by adding a mentorship component.”

• “I think we should try a new scheduling system to reduce confusion.”

Why Promotive Voice Matters:

• Encourages innovation

• Helps organizations adapt

• Builds a culture where people feel safe contributing ideas

What is Prohibitive Voice

is when employees speak up to warn about risks, problems, or potential harm that could negatively impact the team or organization.

Prohibitive Voice is:

• Risk‑focused

• Protective and preventative

• Centered on avoiding mistakes, dangers, or ethical issues

Examples of Prohibitive Voice:

• “This new policy could create legal issues.”

• “If we rush this project, we might compromise safety.”

Why Prohibitive Voice Matters:

• Prevents costly errors

• Protects employees and the organization

• Surfaces hidden problems leaders may not see

Importance of Promotive and Prohibited Voice:

• often more welcomed by leaders because it feels helpful, optimistic, and aligned with progress.

• Prohibitive voice is equally important, but sometimes less welcomed because it can feel like criticism or negativity - even though it often prevents serious issues.

Key Differences between Promotive and Prohibitive Voices:

• Suggest new ideas vs. Points out risks or problems

• Focuses on improvement vs. Focuses on prevention

• Seen as positive vs. Sometimes seen as a negative

• Drives innovation vs. Protects from harm

• Future-oriented vs. Safety-oriented

Promotive Voice Impact on Leadership and Culture

helps leaders innovate and grow.

Prohibitive Voice Impact on Leadership and Culture

helps leaders avoid mistakes and maintain ethical standards.