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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
Did you know that research has demonstrated, that the most effective leaders model high emotional intelligence, and that EQ can be learned? It takes self-awareness, empathy, and compassion to become a more emotionally intelligent leader. Continue reading
The ability to communicate well is essential to forming and maintaining relationships. Continue reading
Many leaders are unaware of how their lack of authenticity chips away at people, breeding dissatisfaction, distrust and disloyalty. Organizational effectiveness and productivity suffer when workers view leaders as inauthentic. Continue reading
Many leaders are unaware of how their lack of authenticity chips away at people, breeding dissatisfaction, distrust and disloyalty. Organizational effectiveness and productivity suffer when workers view leaders as inauthentic. Continue reading
Organizations waste vast amounts of time, effort and money each year by failing to recognize or correct dysfunctional teams. Continue reading
Disengaged employees often appear to lack commitment. In reality, we all crave engagement. No one enjoys working without passion or joy. Continue reading
Of all the challenges leaders face, none is more pervasive yet hidden than fear of failure. Continue reading
What causes conflict between people? Conflict develops when individuals have different opinions, ideas and thought processes not demonstrating an understanding of the other person’s view, or perhaps are not willing to compromise with the other person. Continue reading
Good bosses are hard working and resilient. They keep employees inspired in good times and bad. Failure is seen as bumps on the way to winning and success. Continue reading
Leadership and Flow One of my CEO executive coaching clients is working with his executive leadership team to create an organizational culture that unleashes employees’ intrinsic motivation and a state of flow. I am coaching him to become more effective... Continue reading
Leaders and managers can study, train and be coached. But if they fail to work on their interpersonal skills, they will not succeed when given more complex responsibilities. The ability to relate to and connect with others helps confer influence and leadership success. Continue reading
Fearful leaders can debilitate their organizations’ ability to function, compromising productivity, decision-making, strategic thinking and employee management. They’re likely to experience issues in their personal lives, as well. Continue reading
Fearful leaders can debilitate their organizations’ ability to function, compromising productivity, decision-making, strategic thinking and employee management. They’re likely to experience issues in their personal lives, as well. Continue reading
To prepare for our volatile, uncertain, complex and ambiguous multilateral world, resilient company leaders need to introduce radical change in their organizations. The companies with a higher probability of success will see disruption as an opportunity to instill a positive sense of urgency in their organizations. Continue reading
“Narcissists” are driven by the need to be unique, express their creativity and achieve greatness, and they’re readily spotted in leadership positions. Continue reading
Leaders in charge of developing business strategies set priorities based on their personality type and innate drives. Selecting future leaders through assessment of leadership personality can help determine the right fit. Continue reading
Given the financial and societal impact of global business, there’s an urgent need to understand leaders’ personalities. If we fail to appreciate how personality influences strategic decisions, we risk selecting leaders who are incapable of setting an organization’s direction. Continue reading
The key aspect to flow is control: in the flow-like state, we exercise control over the contents of our consciousness rather than allowing ourselves to be passively determined by external forces. Continue reading
It’s easy to see why concentrating on leadership strengths is popular. It’s more enjoyable to home in on innate strengths and avoid discussing weaknesses. But when strengths-oriented programs emphasize a single leadership area, they’re often overused. Continue reading
How can you manage people “just right” and take full advantage of your natural talents, without going too far? Ask yourself whether you privately pride yourself on being superior to other leaders in any way. This is precisely the attribute you’re at risk of overdoing. Take a look at its polar opposite. Explore with your coach how you can experiment with new behaviors that have been underused. Continue reading
Setting goals aligned with the organization’s values and mission can help employees achieve their highest potential, flourish at work, experience elevating energy and achieve levels of effectiveness difficult to attain otherwise. Focus is the key to higher levels of effectiveness. Continue reading
In the last decade, leadership-development experts have enthusiastically pushed to improve their clients’ strengths instead of addressing their weaknesses. This approach may have some success in growing individuals’ effectiveness, but it’s fundamentally flawed. Strengths training and coaching have somewhat of a cult-like following among HR and coaching professionals. Leaders are encouraged to develop their unique strengths and focus on fortifying areas in which they’re naturally talented. Continue reading
Personal growth may be the last thing you think about after receiving negative feedback. Instead of seeing unfair remarks as a setback, choose to view them as an opportunity to grow smarter, stronger and wiser. Continue reading
Receiving feedback with grace is a valuable leadership skill, yet many managers struggle with it. While we’re often quick to critique others, being on the receiving end involves an entirely different set of emotional and psychological skills. Few leaders deny feedback’s benefits, but their openness to hearing and applying it may fall short. Accepting feedback is a best-practice skill that requires emotional intelligence, relational aptitude and humility. The benefits extend to everyone in the workplace and beyond. Continue reading
Recent research indicates that people who frequently feel grateful have increased energy, more optimism, increased social connections and more happiness than those that do not. Grateful people are less likely to be anxious, depressed, self-absorbed and greedy or suffer from substance abuse. They are economically better off, sleep better, exercise more regularly, and are more resilient. Continue reading