{"id":73953,"date":"2020-05-08t12:01:44","date_gmt":"2020-05-08t16:01:44","guid":{"rendered":"https:\/\/48e130086c.nxcli.net\/?p=73953"},"modified":"2020-05-09t20:35:56","modified_gmt":"2020-05-10t00:35:56","slug":"confronting-leadership-not-such-a-bad-thing","status":"publish","type":"post","link":"\/\/www.g005e.com\/2020\/05\/08\/confronting-leadership-not-such-a-bad-thing\/","title":{"rendered":"confronting leadership: not such a bad thing"},"content":{"rendered":"

\"two<\/a>how do people respond when a goal isn’t met?<\/strong><\/p>\n

by steven e. sacks<\/i><\/p>\n

if you created a leadership team around you that exhibits the healthfulness of organizational conflict, constructive advice, scenario planning and the flexibility of employing plans b, c and d, you have created a strong foundation \u2013 a far different and more effective approach than the \u201cmy way or the highway\u201d thinking. you need to think about what the challenges are to your leadership and the long-term viability of the firm.<\/p>\n

more: <\/b>are executive performance reviews dangerous?<\/a> | trust is a key organizational ingredient<\/a> | real influence vs. immediate gratification<\/a> | fake it \u2018til you make it: an ultimate goal?<\/a> | 4 ways to boost job satisfaction<\/a>
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the avoidance of conflict has morphed into a misguided sense of consensus building. standing up to philosophical differences with the purest of intentions is a positive; it is not destructive in nature.
\n read more →<\/a><\/p>\n