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Maynard Brusman
San Francisco, California
I am a consulting psychologist and executive/career coach.
Interests: leadership development, executive coaching, emotional intelligence, career coaching
Recent Activity
Today’s leaders face innumerable challenges that previous generations never confronted: employee disengagement, cloud-based speed of commerce, political correctness, cultural diversity, social sensitivities and a hyper-focus on efficiency, among others. Pressure to succeed is higher than ever. Leaders know they must have an A-game, and they continually encounter methods that experts claim will improve proficiencies. Continue reading
Vision will fade if a leader is its sole supporter. This is particularly true if you lead a large organization. Vision thrives only when everyone believes it and collectively promotes it. It must multiply beyond yourself so you’re not its only curator. Every employee must become its ambassador, passing along a passion for it. Continue reading
At the outset, a leader’s vision sets the tone for how an organization operates, as evidenced by its plans, decisions, responses and attitudes. In the early stages of vision-setting, guiding principles rule the day. Continue reading
Vision is testimony to a leader’s beliefs, and it ideally trickles down to followers. It sets the tone for all company operations. Unfortunately, many organizations with a proclaimed vision struggle to uphold it. This vision has died somewhere along the way, starting out strong but eventually losing its power. Many leaders fail to recognize the descent. Once they do become aware, they wonder what caused it. Continue reading
Top business leaders embark on their role with great enthusiasm and expectations. They set out to make a difference and craft a success story. Fueled by their freedom to create, leaders draft mission and vision statements to frame their organization’s purpose. Their mission statements define their work or specialty, and their vision statements declare what they seek to accomplish (and why). Continue reading
Many trust issues stem from poor communication. People who don’t communicate clearly or authentically aren’t trusted. Continue reading
People who can’t be counted on lower organizational morale and engagement. They flame resentments and dissatisfaction throughout the rest of the organization. Address this issue by reinforcing the importance of personal accountability. Continue reading
Keeping the corporate vision active and powerful takes effort, diligence, intentionality and desire, all of which must be initiated by the top leader. A casual approach to monitoring your vision is inadequate. Start by getting your leadership circle on board. Continue reading
Leaders confer the highest levels of authority and trust on employees who effectively complete tasks, resolve problems and make fair decisions. These employees, in turn, become more open to trusting others. Trust is a commodity people spend in proportion to what they receive. Continue reading
Trust, in fact, is the most potent tool in a leader’s arsenal. Trusted leaders are more productive, profitable and prosperous. Their people are more engaged, morale and loyalty soar, and the overall work ethic is enviable. The organization sees lower turnover, waste and inefficiency. Continue reading
Leaders develop trust (defined as “relying on others to do the right thing”) after observing people’s character and behavior over time and gaining confidence in them. They earn trust by consistently displaying personal integrity, accountability and concern for others. Continue reading
It’s often difficult to assess one’s own issues, so consensus-style leaders will benefit from professional coaching that pinpoints specific weaknesses. Continue reading
Employees can easily spot behaviors to which consensus-driven leaders may succumb. Problems are sure to arise if too many of these signs are prevalent. Continue reading
Consensus-style leaders offer some attempt to understand people’s perspectives and needs to ensure they’re affirmed and pleased. Continue reading
Consensus-style leaders are seen as mediators or peacekeepers, seeking a calm, cooperative environment. They disdain conflict and disunity, experiencing a sense of well-being only when everyone gets along. Continue reading
Most employees favor consensus-run organizations, where a leader uses inclusion and feedback to manage democratically. A consensus-style leader is a refreshing alternative to the tyrant who issues stern orders. But democracy, taken to an extreme, creates numerous frustrations for direct reports. Continue reading
According to research, only 29 percent of employees are motivated and energized. What, then, is happening to the other two-thirds of the people working in organizations? Continue reading
When leaders focus more on managing tasks than on people, the disconnect widens. Staff attitudes and performance trend downward. Disengaged leaders beget indifferent employees. When an organization’s culture fosters disengagement, it’s ultimately up to emotionally intelligent and mindful leaders to take corrective action. Continue reading
Comparative surveys also indicate that leaders believe engagement is higher than it actually is. Appearances never tell the full story, contributing to this disconnect in perspective. Busy people are not necessarily engaged but may be overworked. Leaders struggling in a dysfunctional culture may not discern low performance levels. Continue reading
Many leaders lack purpose and fail to persevere in tough times. Maybe their focus is too narrow. Are you more concerned about your own well-being or the organization as a whole? Continue reading
Positive leaders know they can improve their circumstances. They envision a better future and wholeheartedly pursue it. Continue reading
Leaders who establish a purpose for their work experience a calling for what they do. They feel the need to contribute to something bigger than themselves. When their company improves because of their efforts, the results fulfill them. They benefit others, add value and enjoy the outcome. Continue reading
Leaders achieve success through their talent, intelligence, flexibility and wisdom. Those who overcome the odds often point to an even more powerful trait: perseverance Continue reading
The rigors of today’s competitive business climate push even the most seasoned leaders to their limits. No organization is immune to setbacks. Many top business leaders agree that life is a constant string of adversities—the new normal. Some, however, are ill-suited for it and pay a dear price. Continue reading
Though the compulsive mindset is hard to deal with, there are some beneficial aspects of this type of leadership style. Continue reading