Taking the Hell out of Healthcare

Thrive with True Inspiration Using these Important Leadership Ideas and Skills

by Angeline Pacy on 11/14/18

Why Adopt Healthier Leadership Styles and Management Culture?

Why adopt healthier leadership styles and management culture? What is in it for YOU? For starters, it improves outcomes. An unethical or toxic leadership style may be conventional, but it often leads to destruction. You do not have to look far to find news headlines filled with stories of resignations, firings, closures, and layoffs that are the direct result of toxic management. The inferior leadership style examples described below create a toxic energy (company, community, and family culture) that propagates errors rather than improving outcomes. Read more to discover healthy and unhealthy leadership skills and practical tools that you can adopt today (or leave behind).

In these next sections, I describe the concept of “driven” leadership and “driven” personality types versus truly motivated (and inspirational) leadership and personality types. What are the differences between “driven” leaders and “inspired” leaders and management styles?

As a general observation, “driven” leadership styles and personality types primarily operate within what neuroscientists describe as the “fight or flight response.” This comes with specific qualities (outlined in more detail below).

In contrast, truly motivational leadership and inspired personalities operate in a more balanced way, moving fluidly between the “relaxation response” and the “fight or flight response” as situations demand and are appropriate. What does this translate into tangibly?

Achievement-Oriented or “Success-Driven” Leadership Exhibits the Following Signs:

1. Self-seeking behavior, primarily operating for self-benefit, adopting a “do me first” philosophy rather than acting on behalf of the betterment of the group
2. Neuroticism, working to achieve success at any and all costs (legal or illegal), overlooking human rights issues, worker safety, healthy boundaries, and work-life balance, and even making irrational self-sacrifices at the cost of personal and worker health, family, and obligations
3. Adopting an “ends justify the means” attitude, not just to “tighten the belt” but to cut corners for short-term benefits, arbitrary milestones, and appearances of success (sometimes illegal or morally questionable)
4. Shame and fear-based motivation, operating from a standpoint of lack rather than abundance; a doom-and-gloom attitude that deflates rather than uplifts others
5. Aggressive or passive-aggressive communication styles, using controlling behavior such as manipulation, embarrassment, and humiliation, while shaming, isolating, or alienating others inappropriately; may also use sarcasm as a primary communication tool
6. Hasty decision-making (“trigger happy”) characterized by a lack of mindfulness; does not consider long-term consequences, does not plan ahead, and often takes on too much responsibility without delegation
7. Routinely does not consider the insights, experience, or opinions of others
8. Lack of responsibility and ownership for mistakes or poor communication; blaming others and spending as much or more time covering mistakes instead of preventing them
9. Taking too much credit without acknowledging the contributions of others (big or small)
10. Unhealthy criticism, using overly inflammatory or dramatic language, or framing criticism poorly (for example, “you always do this”), which leads to alienation and is often inaccurate
11. Unreasonable expectations that create a high-stress culture and trigger fight-or-flight responses unnecessarily
12. Focuses too much energy on job justification or gossip
13. Inability to connect with staff, picking favorites, and building cliques rather than building bridges

Truly Motivated and Inspired Leadership Styles and Personality Types Demonstrate:

1. Healthy boundaries with self and others
2. Frames criticism respectfully and constructively, using a balanced approach that acknowledges strengths, areas for improvement, and ends with a positive message
3. Continued education in communication skills and emotional intelligence
4. A team- and community-oriented leadership style that encourages collaboration, inclusion, unity, and employee satisfaction
5. Strong delegation skills that recognize strengths and limitations in self and others, assigning tasks appropriately without punishment or unfair criticism
6. Effective stress management skills, including self-care, work-life balance, and respect for labor standards
7. Reasonable expectations and realistic timelines for self and others
8. Use of positive reinforcement to encourage motivation and healthy behavior change
9. Mindfulness in decision-making, considering consequences and the impact on others
10. Leads by example with humility and a servant leadership mindset; does not expect more from others than what they are willing to do themselves
11. Takes responsibility for mistakes and acts honestly and transparently
12. Makes amends when appropriate to individuals and community
13. Practices patience and appropriate pacing with self and others
14. Uses conflict-resolution and crisis-prevention tools, prioritizing thoughtful decision-making over emotional reaction
15. Celebrates individuality and diversity with respect and tolerance for differences and appropriate self-expression
16. Values emotional intelligence (EQ) and cultural intelligence (CQ), not just IQ
17. Clearly communicates expectations, roles, and company culture to reduce confusion and prevent conflict

Conclusions

Effective leadership requires flexibility in attitudes and thinking. We must never become:

• Completely comfortable
• Completely self-satisfied

Instead, we must:

• Regularly assess and reassess ourselves, staff, partners, and relationships to identify what is and is not working
• Engage in lifelong learning, training, coaching, and mentoring

Adopting healthy coping skills is a daily, lifelong process that creates motivational leaders, healthy groups, and positive environments. To make this a lifestyle rather than a pop-psychology trend, seek out self-development and training resources that do not only focus on achievement-oriented skills or conventional appearances of success. Instead, seek communities that inspire and develop leaders for lasting positive change.

Quality leadership resources can be found online and through networking. Wellness and behavior change coaches and advisors can be an important resource for personal development. Some spiritual and leadership organizations that support balanced personal development and the common good provide inspirational leadership training. They mentor leaders and also help members develop effective communication tools.

Do not just get inspired to be a leader. Be an inspiration to your world today.