The Human Brain, Bad Leadership, and Mental Health: Unraveling the Impact on Individuals and Organizations

 

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The Human Brain, Bad Leadership, and Mental Health: Unraveling the Impact on Individuals and Organizations

The human brain is a marvel of complexity, capable of extraordinary feats of cognition, emotion, and adaptation. However, this intricate organ is also susceptible to the influence of external factors, particularly the quality of leadership within an organization. When confronted with poor leadership, the brain's delicate balance can be disrupted, leading to significant repercussions for mental health, inclusion, diversity, and even personal life beyond the workplace.

Understanding the Brain's Response to Bad Leadership

The brain's response to bad leadership is multifaceted and deeply rooted in evolutionary mechanisms designed to ensure survival. When individuals perceive their leaders as ineffective, hostile, or unsupportive, the brain's stress response system is activated. This triggers the release of cortisol and other stress hormones, which can have a detrimental impact on cognitive function, emotional well-being, and physical health over time.

Moreover, the brain's capacity for social processing makes it highly attuned to interpersonal dynamics within the workplace. Negative interactions with leaders can activate regions of the brain associated with threat detection and social rejection, triggering feelings of anxiety, insecurity, and isolation.

Effects on Mental Health and Well-being

The effects of bad leadership on mental health are profound and far-reaching. Individuals subjected to toxic leadership may experience a range of psychological symptoms, including:

1. Stress and Anxiety: Constant exposure to dysfunctional leadership styles can lead to chronic stress and heightened levels of anxiety, contributing to burnout and diminished resilience.
2. Depression: Prolonged exposure to negative leadership behaviors can erode self-esteem, motivation, and a sense of purpose, increasing the risk of depression and mood disorders.
3. Low Self-Efficacy: In an environment characterized by micromanagement or lack of support, employees may develop a diminished sense of self-efficacy, impacting their belief in their ability to succeed and thrive.
4. Decreased Job Satisfaction: Poor leadership can undermine trust, morale, and job satisfaction, leading to disengagement and decreased productivity among team members.

Impact on Inclusion and Diversity

The presence of bad leadership can also have detrimental effects on inclusion and diversity within an organization. When leaders fail to cultivate an environment of psychological safety, fairness, and respect, marginalized groups may experience heightened levels of discrimination, bias, and exclusion. This not only undermines individual well-being but also stifles creativity, innovation, and collaboration across diverse teams.

Furthermore, ineffective leadership can perpetuate systemic inequalities and reinforce power imbalances within the organizational hierarchy. Employees from underrepresented backgrounds may face additional barriers to advancement, further exacerbating feelings of alienation and disillusionment.

Carrying Home the Burden

The consequences of bad leadership often extend beyond the confines of the workplace, infiltrating the personal lives of affected individuals. Chronic stress, emotional turmoil, and dissatisfaction at work can spill over into family dynamics, social relationships, and overall quality of life. The strain of navigating toxic work environments can lead to increased conflict at home, diminished emotional availability, and a pervasive sense of unease that permeates every aspect of daily existence.

Conclusion: Nurturing Positive Leadership for Flourishing Minds and Organizations

In conclusion, the impact of bad leadership on mental health, inclusion, diversity, and personal well-being cannot be overstated. As stewards of organizational culture and guardians of employee welfare, leaders bear a profound responsibility to cultivate environments that foster psychological safety, empowerment, and belonging. By prioritizing empathetic leadership, effective communication, and a commitment to equity and fairness, organizations can safeguard the mental health of their workforce, promote diversity and inclusion, and create thriving communities both within and beyond the workplace.

 

The Essence of True Leadership: Empathy, Positive Attitude, and Nourishment

 

In the realm of leadership, there exists a multitude of theories, styles, and approaches. Yet, amidst this diversity, certain qualities stand out as the hallmarks of a real, true leader. Empathy, valuing one’s fellow humans, maintaining a positive attitude in the face of adversity, and nurturing one’s mind are the pillars upon which genuine leadership is built.

At the forefront of contemporary leadership discourse is the EVAN leadership style, pioneered by the visionary Luciano Santini. This innovative approach not only complements existing leadership styles but also brings forth a transformative power that resonates across every organization worldwide.

Empathy:

Empathy lies at the heart of genuine leadership. It is the ability to understand and share the feelings of others, to walk in their shoes, and to genuinely connect with their experiences. A true leader doesn’t just see their team members as resources but as individuals with their own aspirations, challenges, and emotions. By cultivating empathy, leaders foster trust, build stronger relationships, and create environments where people feel valued and supported.

Value Your Fellow Human:

In the pursuit of leadership excellence, it's essential to recognize the inherent worth and dignity of every individual. Valuing one’s fellow humans means embracing diversity, treating everyone with respect, and fostering inclusivity. When leaders prioritize the well-being and development of their team members, they cultivate a culture of collaboration, innovation, and collective success.

Attitude Against Negativity:

Negativity can be pervasive in any organizational setting, from setbacks and challenges to conflicts and criticism. However, a true leader approaches these obstacles with a positive mindset. They see adversity as an opportunity for growth, setbacks as lessons to be learned, and criticism as constructive feedback. By maintaining a positive attitude, leaders inspire resilience, foster optimism, and create a culture where challenges are viewed as stepping stones to success rather than barriers.

Nourishment of the Mind:

Just as physical nourishment is essential for the body, mental nourishment is crucial for effective leadership. The EVAN leadership style emphasizes the continuous development and enrichment of the leader's mind. This involves engaging in lifelong learning, seeking diverse perspectives, and practicing self-reflection and mindfulness. By nourishing their minds, leaders enhance their decision-making abilities, deepen their understanding of complex issues, and foster creativity and innovation within their teams.

The EVAN leadership style, with its emphasis on empathy, valuing others, positive attitude, and mental nourishment, not only elevates individual leaders but also contributes to the overall mental health and well-being of organizations. By prioritizing the holistic development of leaders, this approach creates environments where individuals feel supported, empowered, and motivated to reach their full potential.

Furthermore, in the spirit of diversity, equity, and inclusion (DEI), Santini introduces the DEI+B leadership style, which encourages everyone to tap into their leadership potential. Regardless of background, experience, or position within the organization, the DEI+B approach recognizes and cultivates the unique strengths and talents of each individual. By embracing diversity and fostering an inclusive environment, this style not only enhances organizational performance but also promotes social justice and equity.

In conclusion, true leadership transcends traditional paradigms and embraces a holistic approach that prioritizes empathy, positivity, and continuous growth. The EVAN and DEI+B leadership styles, championed by Luciano Santini, represent a paradigm shift in leadership thinking—one that empowers leaders to make a meaningful and lasting impact on individuals, organizations, and society as a whole.

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INFLUENCER

Hello everyone, I do appreciate the warm thoughts and great comments sent to me privately. So people ask me to become an influencer on linked in and so I ask how do I do that. I speak on leadership and many other subjects but focused on leadership. I am always transparent and always stand for what is right for you, me and anyone who is treated wrong. I do disrupt others and their BS and sometimes what they lie they stand for. Leadership, true leadership is about building relationships with that homeless man standing at the corner market or that billionaire you had no idea was a billionaire. Relationships of all kinds are often perceived as very delicate things, that require extra effort to maintain. However, a relationship can also be something that can provide security and can also be long lasting despite many trials. Building an effective and lasting relationships is a necessity for several reasons. For example in a group or organization, the well being of the people depends on how efficient and effective that group or organization works.

The group or organization is also dependent on how the members work well with the leadership. I am asking you to please share my message as much as you can and help become an influencer on this platform. #evanstyle #disruptors #leadership 

Understanding Leadership

In life one must choose to either lead or follow but to follow make sure you have someone you understand and who respects you as a human being no matter who they are. If you are a leader then have a clear understanding of what a human being is and their needs.

Strategic Thinkers

Strategic Thinkers

Hello my friends,followers and supporters. I find myself looking into organizations and doing constant research on this subject and it is amazing to me to see so many leaders in the wrong positions and then sit back and watch organizations fall apart because of the misunderstanding of what this really means.

When a company needs to do something to fix a short-term issue that’s called Tactical. When a company is thinking say, how it can add value to its clients and staff  that’s strategy - it’s about thinking long term about growth and change.

So Strategic and Broad Thinking is all about seeing the big picture - it’s about knowing where everything slots together at a high level - not how individual jobs are done in the company and this takes technique and knowledge not just a person in power who rarely knows or understands the dynamics involved of the people who actually do the work.

This song is my favorite;

https://www.youtube.com/watch?v=fKopy74weus

Do More For People With Passion And Empathy and They Will Follow-Dr.Luciano Santini

In a world where people are loosing touch with reality, it now is becoming a world of lost children in a great big field of lies, manipulation and no leadership. I know that sometimes people do not want to hear the truth that is called reality. I also know that people are afraid of what is not known,but at the same time people can make that change if each individual decides to see what sometimes perhaps is not seen by the naked mind not just by the naked eye.

Start going the extra mile and opportunity will follow you.

Going the extra mile can give you insight and a good reputation, both of which attract opportunity. Many obvious opportunities are found in places no one else has bothered to venture. If you put in the extra effort to make a good project an even better one, or you get to know your equipment better than anyone else on your shift, you will see things others overlook and be in a position to make use of them. Leaders who need a job done think first of people they know who will do it well. If other people respect you for the quantity and the quality of your work, you will find yourself advancing past others who regard their jobs as drudgery. For all the extra service that you’ve rendered, you’ll find yourself more than amply compensated by opportunities others never grasp. 

I love this quote regarding leadership because sometimes I find that leaders fall short of leadership skills. I also find that when so called leaders believe they are leading because they sit or are given a position of leadership. These people really believe they are leaders because a position was given to them. I find that these people do not know how to measure their skills and strengths.

I know that there are some great leaders out there that are overshadowed by people who believe they are leaders only because they sit in a position of power and manipulation. I know for a fact and most of you who are true leaders out there will understand that this a true drama that goes on in the real world.

One leadership style that deal with in most cases where people lead by position of power seems to be the 

Bureaucratic Leadership
Bureaucratic leaders work “by the book”, ensuring that their staff follow procedures exactly. This is a very appropriate style for work involving serious safety risks (such as working with machinery, with toxic substances or at heights) or where large sums of money are involved (such as cash-handling).

In other situations, the inflexibility and high levels of control exerted can demoralize staff, and can diminish the organization's ability to react to changing external circumstances. This becomes an issue because in most cases there is no money involved but they seem to manage and use this style which in turn kills morality.

I believe more in the Democratic Leadership or Participative Leadership because though it is sometimes a slower process you can speed up by streamlining any process and yet have everyone involved that needs to be involved in the change.

Although a democratic leader will make the final decision, he or she invites other members of the team to contribute to the decision-making process. This not only increases job satisfaction by involving employees or team members in what’s going on, but it also helps to develop people’s skills. Employees and team members feel in control of their own destiny, and so are motivated to work hard by more than just a financial reward.

As participation takes time, this style can lead to things happening more slowly than an autocratic approach, but often the end result is better. It can be most suitable where team working is essential, and where quality is more important than speed to market or productivity.

This type of leaderships ties in really well with another style called  Servant Leadership

This term, coined by Robert Greenleaf in the 1970s, describes a leader who is often not formally recognized as such. When someone, at any level within an organization, leads simply by virtue of meeting the needs of his or her team, he or she is described as a “servant leader”.

In many ways, servant leadership is a form of democratic leadership, as the whole team tends to be involved in decision-making.

Supporters of the servant leadership model suggest it is an important way ahead in a world where values are increasingly important, and in which servant leaders achieve power on the basis of their values and ideals. Others believe that in competitive leadership situations, people practicing servant leadership can find themselves "left behind" by leaders using other leadership styles such as using their position power which will start contradictions and sometimes creates conflict among peers with different styles of leadership.

Unless you are an army officer, you can get better results by requests than you can by orders. Napoleon Hill

Good morning everyone and once again like always I would like to thank you all those who continue to support my skill sets and my knowledge which I share with the world which allows me to continue to learn why people do that things they do and why people do not do the things they should do.

Someone asked me the other day which characteristics of a leader are the most important to me and the same question was asked of other people in the room and I was set back by some of the answers not because of the people in the room  but because of the people who made the statements because none specified transparency or mentioned the word.

I believe and always have that if a leader is transparent which means to show that you as a leader are a human being and that you also make mistakes and that you actually care about your employees by showing them where your company stands and why you are making the changes that you need to make and give them the option to leave or stay makes a big difference instead of only giving them half the truth and expect them to follow you!!!!! Are you F#$%^#@& crazy because it may work for a little while only and until they figure you out and then they will no longer trust you or respect you as a person. They may continue working but only doing just enough to get them their paycheck!!.

I have done so much research and spoken to so many so called leaders and to some great leaders which I learn from both and the create my own theory and put it to work and this is somethings that I found on why the so called leaders are not transparent; According to Glen Llopis who writes for Forbes magazine which I agree with the article where he states the following:

“The reason most leaders are not transparent is because they believe they will be viewed as less authoritative; that the credentials they worked so hard to attain will lose their power, leverage and gravitas,” Llopis opined. “This is the problem with most leaders – they are not aware of the reality that exists around them. People want to relate to … leaders. People want to know that their leaders have experienced the same problems and/or how they have overcome personal hardships.”

Of course, this state of affairs was not always the case, but all that has changed in an era when it’s de rigueur for people to publish their innermost thoughts and feelings online for the whole world to see via tweets, Facebook statuses, blog posts and the like. In the context of the digital age, it’s far less acceptable for firms to adhere to the traditional model of C-suite privacy. Executives should avoid being cloistered in the boardroom, routinely discussing matters to which the rest of the organization may never be privy and making decisions without soliciting any input from the workforce.

“Keeping things secretive makes employees less trusting, and less trusting employees are less likely to stick around,” explained Forbes contributor Ilya Pozin in a separate article for the news source.

Communicate everything workers need to know “clearly, succinctly and often.” Unless there’s a structured system in place to pass this along, important information will likely fall through the cracks. Make sure managers know what to say when put on the spot by those working underneath them.

“Anticipating tough questions, formulating the right keywords and sharing them with leaders at all levels allows everyone to answer them consistently,” Studer noted.

A lack of preparation can result in mid-level managers blaming those above them or offering inaccurate explanations, both of which can cause discord within an organization.

I wish I could take credit for this great article written by these two individuals because it is a great article to read. I believe that what is written here is some of the most important issues that hold back organizations from having a great team.

Did you know that in most big organizations 54% of good employees will leave when they work with bad leadership that is a lot of people leaving. This will also occur when you have toxic employees who are the that one in a group of 20. When you have a toxic employee on a team this will cause people to quit and the cost for replacement of that employee becomes about $13k  

OK so now understanding the above mentioned what if you have a toxic boss who uses power of position to  manage people with issues like bullying  then it becomes much more difficult to manage and to work under someone like that.

Many of you know how I have studied Napoleon Hill for many many years and a few more people from that era. I leave you with this thought:

 

 

 

 

 

 

 

Unless you are an army officer, you can get better results by requests than you can by orders.

Armies spend endless hours training people to follow orders without question. It’s an essential quality in a soldier. In everyday life, however, things don’t work that way. Business, political, and civic leaders have learned that ordinary people will perform exceptional tasks when they are asked-not ordered-to do so. 

 

Even when you are managing other people, you will achieve far more if you convert every order to a request. Introductory phrases such as, “Would you mind …” or, “Could I ask your assistance in …” or the always effective, “Please …” will ensure success far more often than intimidating those who work for you. And when you need help from those whose paychecks you do not control, you will find them far more responsive to requests than to orders.

In a 2012 piece for Forbes, Glenn Llopis outlined several ways transparency can benefit a firm, including :
– more efficient problem-solving as a result of laying all cards on the table from the outset
– easier team-building through the open acknowledgement of groups’ strengths and weaknesses
– authentic interpersonal relationship growth between members of the organization
– greater trust and respect for company leaders as a result of executives presenting themselves in a more human light
- See more at: http://www.caldwellpartners.com/why-is-transparency-so-important-for-executives/#sthash.sqqzAKh1.dpuf

Transparency in the workplace has been linked to a number of positive trends, including higher rates of employee retention, increased worker productivity and an uptick in corporate loyalty among staff members. - See more at: http://www.caldwellpartners.com/why-is-transparency-so-important-for-executives/#sthash.sqqzAKh1.dpuf

Transparency in the workplace has been linked to a number of positive trends, including higher rates of employee retention, increased worker productivity and an uptick in corporate loyalty among staff members. - See more at: http://www.caldwellpartners.com/why-is-transparency-so-important-for-executives/#sthash.sqqzAKh1.dpuf

Caldwell Partners

Transparency in the workplace has been linked to a number of positive trends, including higher rates of employee retention, increased worker productivity and an uptick in corporate loyalty among staff members.

- See more at: http://www.caldwellpartners.com/why-is-transparency-so-important-for-executives/#sthash.sqqzAKh1.dpuf

Caldwell Partners

Transparency in the workplace has been linked to a number of positive trends, including higher rates of employee retention, increased worker productivity and an uptick in corporate loyalty among staff members.

- See more at: http://www.caldwellpartners.com/why-is-transparency-so-important-for-executives/#sthash.sqqzAKh1.dpuf

Understanding People At Work--Dr. Luciano Santini

Hello and a Happy new year to all who continue to follow me and support my dreams which is to bring and change minds  one a time. I have some great ideas for the new year some of which are the following. I will be publishing a life journal which was inspired by my kids. It is a journal of great quotes and how they helped me achieve my goals. 

Today I would like to talk about what I call the reality of psychology in organizations. While studying psychology many thought that I was going to be a therapist which is a big no. I am not a therapist though at times it feels like I could be during some of the coaching that I have done to top executives in the hospitality industry

OB or organizational behavior is one of those things that will become very important to understand in the coming years due to all the millennials that are going into management or all millennials coming into large organizations. The leadership in some large organizations like Google, Apple just to name a few have been preparing for the future only because they are so caught up with technology by the minute. 

What is psychology and some may or may not know nor understand what it is. Psychology is a science that seeks to measure explain and sometimes try to change the behavior of people or animals. One major issue that I have found that the leadership in place in most large organizations do not understand what this means.

In most places you will find that most people are disengaged,bored, hate their jobs and last hate their bosses due to lack of understanding of behavior which will always bring up or create issues in the  workplace or with peers due to the lack of understanding on technology. What the biggest issue seems to be most recently is that when millennials are hired they end up leaving quickly.

 I did some research and spoke to over 1000 students that had just graduated from universities or city colleges and had found employment where leadership was 45 years old or older and found that they had a hard time coming to work due to lack of training and simply because they could not communicate with leadership and leadership would write them up because they could not keep up with them and they would blame them and tell them that they were being insubordinate.

What leadership needs to understand that if they do not keep up with millennials they are going to find themselves out of a job real soon. Leadership needs to understand that all these issues come from a lack of training and learning for themselves and because they simply resist to change. If leadership continue to resist then the outcomes will not be good because it could lead to a major deficiency for the organization.

There are three major issue in organization that most leaders have to deal with and they are as follows absenteeism seems to be a big one and that is again because when an employees finds themselves bored or know that there is no way to progress or promote and their leadership do not listen to them then they either will miss work or do just enough to keep their jobs until they find something better.

Another one is productivity, when employees have a clear understanding of who they are and what they can actually contribute to the organization but continue to get shot down on any suggestions then they give their ideas to others and find other positions where they can grow.

Another is the most noticed one which sometimes leadership blame on bad hires when the truth is the the issue is not the hires but leadership the one I am speaking of is TURNOVER OF STAFF!!!!.

I will leave you with this which most leadership lack in most organizations; Have a clear understanding of human behavior, you do not need to be a therapist though that would help but here is the jist of it. The goals of OB is to be able to try to predict,explain and control human behavior--Crazy I know!! but if you want a smooth operation better get a certificate or some classes under your belt or the alternative is to find yourself out of a position.

The Most Intense Issues In Organizations Today-Leadership And Technology-Dr. Luciano Santini

Hello and good morning and well here I am giving a great speech to a church group from juvenile court whom seem to have had some major issues in life. I find that this is a time when a teen goes through literally hell trying to figure out who they are and where they are going. I believe that teens go through the stages of not listening to their parents.

What happens though is that the parents give up on their kids and well the result is they end up in a place where they will never forget and always remember and think about the time when their parents gave up to them. 

I have gone through some of these issues myself as a teen how ever I had a father who was really tough with me and my siblings to the point that if it happened to day my father would have ended up in jail. people have told me that I seem to share to much of my life and well I do! because guess what? You have to be realistic and give people something to think about that they can perhaps resonate with them.

I always give realistic goals depending where people are right now! at this very moment. Once people get to see where they are at that moment and truly realize where they are then and only then will they be able to see that change needs to take place. I have seen seminars and to many workshops to count where the information given is just not realistic and thus people fail.

Let us move over to business now. In business is the same thing when you think about it. You have owners who think they have all the answers and well the truth is they do not and then they fail. In business there are always issues that need to have immediate change but never takes place. There is always times of change constant change.

In business we have to constantly be innovating to allow the business to grow and blossom into what we want it to be. Innovation only comes from Leadership in the organization realizing that change is a constant and that innovation also can come from non-leaders at that the time and to be able to allow them to teach leadership as well.

Technology is probably the most intense issue in today's organizations. Most origination still trying to understand it and yet do not allow the one population to take off with it and teach it to those that have been around forever in the organization. We have a burst of savvy employee to day that could take any organization to the head of the class if leadership would but only allow them to go for it.

In both real life and in business one must know: 

Napoleon Hills

Know your own mind, and you will be as wise as the sages.

When you take charge of your mind, you take charge of your life. When you understand your thoughts, feelings, emotions, and desires, you can direct them to any end you choose. Wisdom comes from taking the time to study yourself, to know why you are the person you are. Taking charge of your mind is a thoughtful, reflective, solitary process. Only you can come to understand the complex inner workings of your own mind, and you must be willing to spend the time and effort that gaining such insight requires.

One last thing that I will give before I close:Management,Leaderships and Negotiation skills: Harvard Report

Many managers view negotiation as a tool to use outside the organization to deal with customers, suppliers, and creditors. By contrast, inside the organization, their thinking often is, “It’s my way or the highway.” According to conventional wisdom, managing people requires charisma, vision, and a commanding
manner—but not negotiation skills. Real leaders don’t need to negotiate. This is a common mis-perception about the nature of leadership, which can be defined as the ability to cause individuals to act willingly in desired ways for the benefit of a group. In fact, leadership almost always involves negotiation, and
good leaders are invariably effective negotiators.

Strategy -deficiency or Culture deficiency Either one Means Failure!!

Hello everyone and how are we all doing? I must share a story that happened yesterday on my home from a trip to the Bay Area. On my way home I stopped at a small mall to get a drink and I started to talk to a jeweler from a nearby\y store. I have no idea how the conversation went from talking about a watch to; What defines a person?

I believe I sat with this unknown  person for a good half hour talking about what characteristics define a person. I started by asking why he would ask a perfect stranger  such a question. His response was because if you do not know me you can be honest.

I started with a quote from Ralph Emerson: "Character is higher than intellect. A great soul will be strong to live, as well as strong to think."I also stated that I had read a great answer to this question that read like this:

Character is defined through your scruples, or your ability to maintain your moral beliefs despite temptation. You don't actually have to give into temptation to have a weak character, but through those actions, your character is seen. Understanding the right choice is intelligence. Having the ability to turn those beliefs into actual made decisions, is having a strong moral character. The less temptation needed, the weaker your character.

S-FURY-https://answers.yahoo.com/activity/questions?show=2LA74BMBFOCU4R6FAET65T2SGI&t=g

Happiness is found in doing — not merely in possessing.

It’s true: money can’t buy happiness. Most of us are motivated by aspirations of the lifestyle we desire for ourselves and our families, not by the physical possessions — homes, vacations, automobiles, etc. When you recognize this fact, you will know that you must constantly “raise the bar” to encourage yourself to reach higher goals. Your goals should include the possessions that you desire, but as former Apple Computer chairman and CEO John Sculley said, “Success is a journey, not a destination. Make sure you enjoy the trip.”Napoleon Hill

In business I find that sometime in the life of the organization that their greatness if they reach that goal is usually owed to individual leaders who have mastered leadership skills and have passed such skills to managers. I always tell owners and top executives when I do executive coaching that one must have a very clear understanding that they must lay a strong foundation of strategic thinking and be able to build a culture that will go with the new starters that will be implemented.

We know or I should say that whom ever is the leader of an office or a large organization must know and understand that both strategic thinking and culture building work in tandem When there is an action based on strategic thinking must be  effective to satisfy  customers needs. When going into executive coaching with an individual I am already aware that there is some kind of strategy thinking in place but only follow halfheartedly which brings up the question: Does this individual understand or know how to implement.

I have shown and taught many times over that most organizations though they will never admit to it or if someone comes along with better leadership skills well we all know what happens here and I have seen it many times the so called leaders will of course do their best to keep that person out of the picture as much as possible. Most organizations either have strategy -deficiency or culture deficiency. I have also shown many times over that deficiencies in either side will only bring failure.

The world has changes and so is all management styles and if you are in a leadership role you need to be aware of the changes in order to adapt to the constant changes, however most longtime leaders do not want to change not because they do want to but because they have no idea how! 

A new style of leadership is needed now!! a style that will express self- development and not just at the top but at all levels.I believe that top executives need to  recognize the need for powerful and influential leadership in order to survive and to change the thinking of all of those who resist change.

One of the most important things that top executives need to understand specially in non-profit organizations is that when morale begins to sag and decline managers become frustrated and powerless and thus causes decline on the service delivery thus casing clients to stop coming in through the front doors.

The most important thing to remember as a leader is:
Open-mindedness is essential for belief. Closed minds do not inspire faith, courage, and belief.