Right Fit Leading

Right Fit Leading: Searching for a Mask Wearing Plan

Leave a Comment / Blog, Leadership, Right Fit Leading, Thoughts /

Scientists, health professionals, and key leaders across the Nation are searching for answers to acceptance or rejection of mask wearing as we address the COVID-19 Pandemic.  Science tells us that the environment is physically and psychologically improved because of wearing masks to protect ourselves and those with whom we come in contact.  Statistics have consistently shown that mask wearing, along with other measures like hand washing and social distancing, slows the spread of the disease. In a preliminary survey addressing this issue, @LeslieKrohn and I analyzed organizational views from employees and from top and middle managers.  We are trying to understand whether organizations have made decisions to mandate or encourage mask wearing via an institutional pact/pledge/commitment, and the rationale and enforcement of that decision. Our initial findings are: Leslie and I will use what we have learned to try to help organizations address these issues.  In our view, the keys going forward are the need to: We welcome your thoughts on this important topic.

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Right Fit Leading: Lead, Follow, or Move Over

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Leaders come in all shapes and sizes, and we know that you do not have to be the appointed, formal leader to lead the team. Make sure you are part of the solution. All you need is to employ engaged interaction, emotional intelligence (EI), and other resources to foster effective workplace communication and relationships. Motivationally Intelligent Leadership combines engaged interaction and EI to foster success. Engaged interaction is defined as employing flexible, full-range communications to ensure that all parties listen, hear, and understand, and that all parties continue the interaction until shared understanding is achieved. EI is critical for career success, helping leaders and teams build a collaborative culture, emphasize everyone’s strengths, and work to improve weaknesses.  I have designed a RAMP system that leaders, managers, and team members can use to keep climbing toward success. Brown, M. A., Sr. (2018). Motivationally Intelligent Leadership: Emerging Research and Opportunities. Hershey, PA, USA: IGI Global.

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Right Fit Leading: Time to revisit emotional intelligence

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As my colleague @LeslieKrohn and I work on a proposed journal article relating to an evaluation of mask wearing issues and answers, I am compelled to take another look at emotional intelligence. Current events have taught us that wearing or not wearing a mask can be an emotionally charged decision, so we might also examine emotional intelligence. Cooper describes emotional intelligence (EI) as the ability to sense, understand, and effectively apply the power and acumen of emotions as a source of human energy, information, trust, creativity and influence (1997). Individuals with high levels of emotional intelligence are characterized by the ability to acknowledge and value the feelings that they have personally and that they can sense in others. Emotionally intelligent individuals then respond to those feelings in an effective way with a goal of saving time in human interactions by expanding opportunities to collaborate and by directing energies more effectively. Building trusting relationships, increasing energy and effectiveness, and creating the future are the three driving forces in EI. Research shows that emotional intelligence far outweighs IQ and raw brain power as the primary success factor in decision making, creating dynamic organizations, and achieving lifestyle satisfaction and success.

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Right Fit Leading: Survey of Mask wearing in the COVID-19 Pandemic

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Survey: Mask wearing in the COVID-19 Pandemic: Searching for answers As the Nation works through the COVID-19 Pandemic, scientists and health professionals tell us that wearing masks is helpful in creating a physically and psychologically safe environment to protect personal health and the wellness of others. Two researchers have created a short survey to understand the dynamics of mask wearing in workplaces. The primary inquiry seeks organizational views from employees and from top and middle managers. The researchers want to know whether organizations have made decisions to mandate or encourage mask wearing via an institutional pact/pledge/commitment, and the rationale and enforcement of that decision. During testing of the survey questions, initial responses ranged from companies having some plan, mandatory or no, to having no plan. The researchers are interested in using data collected to suggest a plan of action. The researchers look forward to analyzing the data and drawing some conclusions. We hope you will decide to participate. Your responses are completely anonymous with absolutely no way of identifying any participants. Once you have started the survey, you may end participation at any time. Access the survey HERE. If you have any questions or comments about the survey, please contact drbrown.rfc.llc@gmail.com. Any feedback you provide is greatly appreciated. Again, thank you for your time and willingness to participate.

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Right Fit Leading: Hybrid Approach to Social Communication

Leave a Comment / Human Communication, Right Fit Leading /

My new article, \”Social Communication: Recommendations for a Hybrid Approach,\” is in the International Journal of Interactive Communication Systems and Technologies (IJICST) 8(1). ABSTRACT: Scholars continue to analyze the past, present and future of computer mediated communications (CMC) in an attempt to make sense of the pervasive social media environment in which people operate today. George Santayana said, “those who cannot remember the past are condemned to repeat it.” Social media grew, in part, out of a need to overcome communication limitations of geographical distance and time. in the process, human connection has suffered and some may even long for a way to close the geographic distance or approximate face-to-face interactions. this examination looks at hybrid approaches to social communication. You can access the article here.

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Right Fit Leading: Happy New Year!

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Wishing you and yours the best year ever! No New Year\’s Resolution for me; just staying the course. Focusing on Emotional Intelligence (EI) to create stability in leadership and organizational development. That means three things: – Analyzing situations without bias at the outset. – Creating momentum to achieve goals without allowing yourself to be fatigued. – Taking action without being discouraged with life\’s bumps and bruises. Happy New Year! I hope to talk with you and your organization!

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Right Fit Leading: Speech to Air Force Public Affairs

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I was honored to have the chance to speak to the U.S. Air Force Air Combat Command Public Affairs Annual Summit Nov. 6-8 at Langley Air Force Base, Virginia.                                 I shared my thoughts on Motivationally Intelligent Leadership, which means using engaged interaction, emotional intelligence (EI), and other resources to foster effective workplace communication and relationships.  Engaged interaction requires that leaders and managers employ flexible, full-range communications to ensure that both parties listen, hear, and understand, and that they continue the interaction until all of those things occur.

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Right Fit Leading: Increasing Leader Emotional Intelligence

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As I continue learning about emotional intelligence, I develop my own list of things I need to do to increase it. EI requires that you know yourself and your emotions.  It requires honest self-analysis and an ability to manage your emotions.  It provides a basis to understand employees, because it is the ability to sense, understand and effectively apply the power and acumen of emotions as a source of human energy, information, trust, creativity and influence.  Those who possess emotional intelligence can effectively acknowledge and value feelings in themselves and in others, and can respond to those feelings in an effective way.  Paying attention to emotions can save the leader time by directing energies more effectively and expanding opportunities. So here is my list that keeps me on the path to my leadership goals. Look in the mirror. Know who you are and what you stand for. Articulate who you are and what you stand for. Focus on who you are and what you stand for. And when things get tough, be true to who you are and what you stand for. What\’s on your list of ways to increase your emotional intelligence?

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