LPD final

civility defined

respect for others, polite communication, empathy, understanding, constructive engagement, self restraint

does civility matter and how it impacts

build trust, promotes collaboration, enhances communication, inclusive communities

bad leadership

bad communication, lack of recognition, unreasonable expectations, micro mgmt

toxic leadership

personal insults, public shaming, credit stealing

what causes toxic leadership

tolerance for it in the workplace, psychological power, drained emotional/cognitive resources

“stop making excuses for toxic bosses” main points

apologies can help, but only if they are real (with real change)

how can you prevent toxic leadership?

set/enforce clear standards, think collaboration (not power), replenish your resources

how can you develop civility

• develop self awareness

• communicate with respect and active listening

• foster a culture of kindness and inclusivity

• practice accountability and continuous improvement

emotions

short and strong reactions

moods

last longer and are intense

feelings

how we personally interpret emotions or moods

emotional contagion

means emotions spread from one person to another (social cues and brain processes)

why is emotion regulation important for leaders

leaders set the tone for the team, a good leader does not ignore emotions. they learn how to manage them so they dont harm them

are happy leaders better leaders

positive emotions can help leaders inspire, motivate and connect with people

surface acting (suppresion)

“painting on a good face”

deep acting (reappraisal)

change inner feeling itself (connects to reappraisal)

strategies to use for reappraisal

self awareness, gratitude, visualization, stress positivity, talking to someone, practice

costs of C players

hold back organization, block A and B players, lower standards, and cause burnout

strategies for managing C players

identify C players early, agree on action plan, hold managers accountable

why do companies struggle to address underperformance effectively

uncomfortable to deal with, they dont want conflict, hurt feelings, or legal/HR issues

negative impacts of superstar employees

make others feel discouraged, create envy, reduce collaboration, could make the team too dependent, could create resource problems

how to optimize teams including superstar employees

pair stars with newer/younger employees, encourage humble mindset, let stars compliment others

performance and turnover rates

stronger performance = lower turnover and high salary = lower turnover

the power of thank you

encourages helping behavior, strengthens relationships, boosts motivation

characteristics of A players

• motivated

• reliable

• growth-orientated

• problem solvers

• role models

• visible in workplace

challenges of leading A players

• keeping them feeling challenged

• avoiding favoritism

• making sure team does not rely on them

what motivates A players

-challenging work

-growth opportunities

-autonomy

recognition

fair pay

why are employees reluctant to speak?

fear (will i get in trouble) and Futility (will this even matter)

how can you promote voice culture

• make feedback regular

• be transparent

• ask people directly

• soften power cues

• avoid mixed messages

• be the example

• close the loop

promotive voice

ideas to improve (helps innovation and performance)

prohibitive voice

warnings about problems (helps safety but may be more uncomfortable)

delegation

assigning responsibilities to others and giving them authority they need to carry responsibilities out

“why leaders resist empowering virtual teams” main points

remote work makes them feel less connected, less in control, more worried about risk

what are the sources of resistance

• problems with motivation

• perceived lack of control

• concerns about risk

ways to reduce leaders resistance to delegation

• reframe motivation

• boost sense of control

• make empowerment less risky

psychological empowerment and what is consists of

employees feel powerful and capable: meaning, autonomy, competence, impact

understand and be able to identify the keys to effective delegation and what they look like

1. vision (give employees bigger picture

2. control (autonomy/choice over how to do the work)

3. resources (give tools, info, time, support and training)

understand what mindfulness is

being intentional and present in the moment without judgement

recognize evidence-based benefits of mindfulness

improved focus/attention, better emotional regulation, reduced stress, more self-compassion

practical ways to incorporate mindfulness

mindful breathing, walking and eating, body scan meditation, or use an app

reflect on how mindfulness enhances leadership effectiveness

• improves leadership by helping leaders stay calm, focused, flexible, creative, less judgemental, also helps regulate emotions, make better decisions, build stronger relationships and handle stress in a healthier way

what is burnout

you go until you can’t anymore, and then you keep going

how is burnout different from stress

burnout = helplessness/exhaustion vs stress = urgency

what can you do to prevent burnout (desc model)

D= demands

E= efficacy

S= support

C= control

main points from “want to be a better leader? stop thinking about work after hours”

1. find ways to detach after work

2. set boundaries between work/home

3. use recovery time to rebuild energy

trait perspectives

unethical behavior comes from the kind of person someone is

situational perspectives

vague standards, existing unethical norms, low accountability, and high stakes

cognitive perspectives

unethical because of how they think through, excuse or reframe their behavior

moral disengagement and its four forms

1. reconstructing immoral conduct (“i had to do to this for the company”)

2. displacing responsibility (“my boss made me do it”)

3. misrepresenting harmful consequences (“no one is really getting hurt”)

4. dehumanizing victims (“they deserve it”)

“physcology of fraud” and understanding Toby Groves example

fraud is not always committed by someone who thinks of themselves as evil (his example being involved in bank fraud after financial problems)

steps for building an ethical career

1. prepare in advice for moral challenges

2. make good decisions in the movement

3. reflect/learn after decisions

what is moral humility

recognizing that everyone has the ability to act unethically

what are the three main ways we can build our moral humility

1. prepare for ethical challenged

2. make good decisions now

3. reflect on ethical successes

what are ways we can work toward making good decisions now

• publicity test

• generalizability test

• mirror test

• 10/10 rule

• advice

• check policies

• avoid rushing

what does reflecting on ethics mean and what are the two suggestions about ways to practice this

looking back on your choices and asking whether they matched your values

1. find an ethical mentor

2. use an integrity test

happiness

sense that life is good, meaningful and worthwhile

PERMA model

P= positive emotions

E= engagement

R = relationships

M = meaning

A = accomplishment

main findings of the Harvard study of adult development

positive relationships keep up happier and healthier

loneliness epidemic

the growing problem of people feeling socially disconnected, isolated, or lacking close relationships

main findings of “how will you measure your life”

1. mgmt can be noble when done well

2. create strategy for your life

3. allocate your resources well

4. create a culture

5. avoid the “just this once” mindset

6. remember humility

7. choose the right yardstick

why is taking action important and what gets in the way

you actually have to build relationships, show gratitude, make ethical choices, set boundaries, and invest in what matters

what gets in the way of taking action

• short term rewards

• lack of clear purpose

• chasing pleasure instead of purpose

• forgetting relationships

• the “just this once” mindset

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