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.

 

When things are going poorly

When things are going poorly, many leaders start making choices out of fear. That’s understandable, however, it’s honestly the incorrect course to take. Fear-based choice-making leads to a lack of boom and innovation. Things stagnate. When your group is struggling, and you aren’t getting the results that you desire, it’s essential to discover a way through. This means creativity, investing in your team, and making daring decisions. No leader has ever helped their staff by imposing fear onto them. Your crew is searching for you for guidance. The words that you say and do will determine how they respond to you. This is your chance to model accountability. If you focus on your very own accountability for the team’s success as a whole, your staff will focus on their very own account as well. # # hashtag#leadership hashtag#yourteam hashtag#leadershipdevelopment hashtag#executivecoaching hashtag#leadershipcoach hashtag#leadershippresence

True Leadership

Hello friends, We all talk about what leadership should look like in an organization. The issue is that no one talks about what true leadership is. Three things that matters to a leader and should do to ensure group collaboration. To be in step with professor Hackman, there are 3 requirements a front runner must do to be able to attain optimum collaboration inside an organization with his/her crew. The primary and maximum vital one is to ensure that the conditions are set for members to self-direct themselves. Empowerment generates agreement with (both within the supervisor and oneself) and might go a long way. The second thing is to take note of launching the group nicely. Beginnings are very vital and even though tweaks may be needed to restore alongside the way, a terrific start is indicative of an awesome outcome. And last but never least, a true leader should provide constant training for the crew participants as the undertaking unfolds. A leader must have followers but a true leader must have followers who care about each other. Implementation is the hardest of all and during this phase is where most will fail miserably. Leadership is a science and an art not just words you learn in books.Share and let me know what you think. # hashtag#leaders hashtag#empowerment hashtag#share hashtag#change

"Great Man"

"Great Man" 

Theories Have you ever heard any person described as "born to lead?" According to this point of view, super leaders are truly born with the fundamental internal traits such as charisma, confidence, intelligence, and social competencies that make them natural-born leaders. Great man theories anticipate that the capacity for management is inherent – that incredible leader is born, no longer made. 

These theories often portray high-quality leaders as heroic, mythic and destined to greatness The term "Great Man" was once used because, at the time, management was once thought of chiefly as a male quality, especially in phrases of military leadership. 

Such theories advocate that humans can't clearly examine how to become sturdy leaders. It's either something you are born with or born without. #leadership #leadershipdevelopment #leader #emotionalintelligence #empathy #employeeengagement #humanbeings#greatmantheory

The Truth

Do you have leaders who are really wannabe leaders and you know it, but never say anything instead you continue to suffer under these type of so called leaders. Well here is why it is so hard to tell the truth to anyone. “ We the people do this because we would rather live with the long-term idea of lying to ourselves and others than face the pain of the truth and what it might reveal.” Yes it is so true. If you want to have true leadership you have to be clear,humble and not afraid to say: " yes you are correct I am not a true leaders" admit and learn to be one. Thank you and share

NTE"S Nasty,Toxic and Evil People

Hello friends and supporters;

I always think about what goes on in peoples minds regarding their jobs and the people they work with. I find the issue to be not the people they work with but the people they work for. There those people you do not want to work with and they can be ignored or make them your friends it i sup to you, however those you work for welllll that is a whole different color is it not?

Please write your comments below and tell me how you really feel about your boss. I understand some people feel afraid. why would you feel afraid? This can actually make you feel better.

I understand just leave the comments LOL and share on your media networks common show me the love!!. Do you have NTE'S? Notice I did not say TNT'S LOL

RISE TO ANY OCCASION

Hello to all my friends and supporters. Those that know me and have worked with me know that I am and always will be straight forward in both life and business. I believe people will appreciate you more when you are honest about what ever situation at hand. I have a difficult time with people who tell me to follow a procedure or policy when they know it is wrong to begin with. I understand structure and policies. Ask yourself one question; What would this world be like if all policies and procedures never changed? I believe that it is because of this mentality that so many organizations have a difficult time with change. When you are ready for change find the right person to help lead you and your organization into the future. Surround yourself with those who support change and those who will stand by you and help you rise to any occasion. I always tell my own kids believe in who you are and question anything that does not seem right.
hashtag#leadership hashtag#business hashtag#teamwork hashtag#fact hashtag#futurism hashtag#performance management

 The misconception that a leader has to hold a high position is nothing more than a myth. please share and leave your comments which are so appreciated.

bring about change

Hello to all my friends,followers and supporters. Sometimes we go through life wondering who we are. Once we figure that out, we get knocked down by those in power.

Those in power do things for political reasons to stay within the status quo and push it onto others as long as they look good by taking credit that does not belong to them.

You know change is needed and so you challenge those in power. Be prepared to find out who the haters are because they do not have the courage to bring about change but are always willing to take the credit. People can pretend not to see it and turn the other way and conform to it.

What happens during this time though it will take time; is that eventually your organization will not compete any longer,you become irrelevant and no longer is there value for yourself or your clients, Bring that change!!!

Who are your frinends?

DELEGATION OR EMPOWERMENT KNOW THE DIFFERENCE

My friends, my friends how are you doing on this great and beautiful day? I have to tell you that sometimes you sit and ponder on things and   and the you try to decide whether it is the right thing to do from your own mind and perspective. The issue becomes whether you hold a position where you can actually make choices for others.

People are always asking me how am I able to decipher such choices and the only answer I have for them is "I listen" to peoples needs then I will make a choice that will first benefit them and then all those around them.

To be a great leader you do not just delegate or empower people you have to listen to their needs and then make sure they have the skills and passion to do the task. Leadership must know the difference and I have asked so many people in positions of power and guess what they give me answers like- We give the tasks to those that are hard workers. 

Do not misunderstand me I just like the next leader appreciate hard workers but the question becomes are you setting them up for failure. I will simply say that task should be given to those that actually have the skill sets to do the task. Let us talk about customer service and I know that you know exactly;y what I am talking about in this section; How many people do you have in your organization that simply show up and they d their job no doubt about it they are thereon time and do their paperwork and create the data sheets and they talk to your customers, but do you ever sit and watch and see if they have a passion to do their job?

You see! a great leader does not care about their position or power all they care is that the people they have working for them are listened to and have a passion for the work they do.

 Pretty simple right! Wrong because most leaders do have this quality that are in a position of power because in their minds they only know power and they manage individuals by power of position making it stressful and they bully members of their staff by imposing their authority n them. What a waste of talent? I find so much talent wasted because leaders are to blind to see it or afraid of it and believe it is one or the other.

Professor Hasan Alzubi found these answers.

Elizabeth M Morrow ·Says - 

 

Empowerment is a complex and contested concept. It's meaning and experience depends on whether you are the person 'being' empowered or the person 'doing' the empowerment of others. Foucault would say that empowerment is a subjective experience, i.e. if you feel you have become more powerful than you were you are empowered. Habermas would say power can never be equal but it can be balanced e.g. through allocation of resources, information, decision making power etc.
From my phd work in the context of health research I found 'power' is comprised of three multifaceted components: your ability, your potential and your own sense of being (empowered/powerful). 

 

Mahfuz Judeh · Applied Science Private University 

 

Of course there is a large difference between the two terms. Delegation of authority refers to the action by which a leader grants his/her authority to a subordinate.
Empowerment is based on the idea of giving subordinates authority, and also empowering them to be able to do the job. 

 

Carol Harris · University of Victoria

The most important point is to define the way you use these two (often confused) terms. I think of empowerment as the gradual development of one's own awareness of skills, knowledge, and ability. It is gained by the recipient, but is often encouraged by another through teaching, modelling, and socially through community development. Delegation of authority, on the other hand, is usually the formal handing over of power from one person or organization to another. 

I love the last one by Carol Harris because it really shows the difference but as she mentions the two are confusing this leadership must know the difference to be able to define peoples needs within their organization.

 

 

 

 

The World Of Mystery and Chaos - Luciano Santini

Hello everyone and well here we are ready to go to three baseball games.

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 Today I thought I would share one of my poems with you.

The World Of  Mystery and Chaos 

 Luciano Santini 

We live in a world where everything is constantly changing and yet there is only silence

No cries of sorrow and no cries of joy nothing but silence is what I hear

I see people grow old before my eyes and I see young come into this world

It is not the silence but the chaos of what tomorrow brings that I fear.

I see little children become obsessed with the new technology loosing touch

I see a world of mystery and chaos moving along in silence

I see the destruction of the minds in the future today,tomorrow and beyond

I hear the leaders of this world speaking of peace and love in the news and the net

Yet I see people crying over their loved ones because chaos took them away

The mystery of this world is really not a mystery but insanity

I say insanity because though there are moments of peace there are moments of loss.

Leadership can be great when there is talk about organization and the future of tomorrow

Leadership can be great when there is no more racism before your eyes causing sorrow

Leadership can be great when you understand that people are human beings

Leadership sucks when all they care about is their golden watches and rings.

We all know and understand that a world of chaos and mystery exists all around us

Leaders need to know that people are people and that change is coming at a fast pace

The problem is understanding this world of chaos and mystery

The other issue is that the leaders are not really leaders but simply taking up space.

We live in a world where everything is constantly changing and yet there is only silence

No cries of sorrow and no cries of joy nothing but silence is what I hear

I see people grow old before my eyes and I see young come into this world

It is not the silence but the chaos of what tomorrow brings that I fear.

"Be happy courageous to reach your goals whatever they may be"-Dr. Luciano Santini

Hello to all my friends around the world who continue to support both my skills and knowledge regarding leadership development and staff development along with continued support for my speaking abilities. It has been a great year so far. I always say any day that you open your eyes to a beautiful day is a great day.

I find that sometimes we forget that though you may not have that great job that pays you a six figure salary does not mean that you are not happy and that life has not given you what you want. I find that people in general want to be happy and do a good job at their respective jobs and positions whatever they may be.

I also find that leadership falls under so much scrutiny and yet the people doing the scrutinizing have no idea how to lead themselves so they find their scapegoats early in their career so it becomes easy to delegate fault when things go wrong.I have had so many mentors in my life and many of them are no longer with us but I will tell you this; that some of the lessons you learn from good mentors will always stay with you.

All enduring success is founded upon harmonious human relationships. Napoleon Hill

Most of us are incapable of “going it alone.” Whether it is in our careers, in our personal relationships, or in life, we all need others if we are to achieve the level of success we desire. Besides, what’s the point of having it all if we have no one we care about to share it? You may choose to work with others, you may ignore them, or you may choose to work against them, but the greatest successes in life come to those who work harmoniously with others.

 When your personal goals coincide with those of another, not only does the power of your combined labors benefit you, but such cooperation also creates a synergistic effect that allows you to achieve far more than the simple sum of your individual efforts. Know that friendship freely given and gratefully received is one of life’s greatest gifts. 

I find that when leaders ignore their staff and do not take the time to listen or simply ask: How is your day going so far today miss the human touch and the opportunity to be human and earn a little something about another human being. I always ask leaders one simple question which seems to be difficult to answer for most. 

What do you want to conquer in life? Most leaders will say their staff and to get them to do what they want them to do. I giggle every time I here this because my answer is a human being must conquer their own mind first and then find the skill set that will bring people together,learn to listen to people and then be able to communicate to them. I believe that these are the main characteristics of a great leader. A leader must conquer their fear of others first; then conquer their fear that other want their positions because honestly I find that most people do not want to lead but do a great job and feel needed and wanted and the biggest of all appreciated!!!!.

One of the biggest issues I have found when I do research with staff when I coach or have to restructure processes for any small or large organization is that leaders fail big when it comes to criticizing staff for their faults. I can tell you from experience that if someone tells me that I suck at one thing or another and I can tell you honestly that in my career and life have made mistakes and I mean big mistakes but I have also made some changes and I mean BIG changes in the lives of others whether staff or friends or people that I have never met in person and my friends that is the biggest satisfaction that anyone can accomplish.

I have also made some BIG changes in my life for example people ask why do I do what I do when I could be making over six figure salaries and my answer is yes I could be and have in the past but I found early in life and in my career that choices have to be made and sometimes those choices can be life changing as they were for me. early in my career I made the choice to leave the hospitality industry where six figure salaries were easy to make-hard work and extremely long hours but I was missing my kids grow up and so I made a choice a very difficult one at the time.

I resigned and took a much lower paying position but I was closer to home and was able to make that first birthday and well the rest is history. You see my friends sometimes the choices we make can either makes us a great leader or a horrible leader that holds a high position but has no idea about that human touch that most leaders do not have and will never ever have no matter how much they try simply because of that choice they made that one time that cause them to turn on friends and family and all for that might dollar.

My friends do not misconstrue the money here-MONEY is a good thing specially for businesses! What i am trying to say here is simple when you treat your staff with respect and allow them to say what they have to say without feeling afraid and give them the time of day to listen to them the money will roll in because your customers will be happy to give you their money because you care about your staff which in turn will care about them and it will show in their ability to relate to them.

With all that said my friends-

"Be happy courageous to reach your goals whatever they may be"-Dr. Luciano Santini

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