No one wants to talk about it. It is hidden, but costly and possibly deadly. It is mental health in the workplace.

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I’m not much of a fighter. When I was a child, my dad taught me that if someone hits you, hit them back but never be the one to throw the first punch. In essence, only fight back when you have to defend yourself. My mom’s message was taken from Luke 6:29 and contradicted Dad’s: “If someone slaps you on one cheek, turn to them the other also. If someone takes your coat, do not

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At some time in life, most people feel as though they’ve been treated unfairly to the extent that they would consider themselves a victim. Certainly those who have been the target of a violent crime fall into that category according to society’s standards. Even those of lesser offenses can view themselves as the target of injustice: a faithful spouse who’s partner has an affair or files for divorce; a child being tormented by a bully

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Much attention is given to counter bullying in schools, workplaces and social media. The abuse is not always obvious, however, and many people feel quietly victimized and strategies for workplace injustice don’t give them a voice. Some people call it the “social death penalty”. Recent studies have concluded that the issue is social ostracism and does more damage to people’s mental and physical well-being than bullying. The bottom line for employers? Higher turnover (high rates

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Relationships are critically important in our lives. On a professional level, being a good team player and getting along well with others enables us to maintain our jobs and receive such perks as bonuses or promotions. Also, connecting with the right people can advance our careers providing we have good interpersonal skills. How people feel about us on the job plays an important role in how successful we are professionally speaking. In our social lives,

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I attended a business meeting today for which I was the facilitator and observed one individual I’ll call Michael, exhibit poor leadership skills. He had a lot to say about everything discussed and was a poor listener to other attendees who asked clarifying questions or had contrary viewpoints. Twice in the meeting he mentioned that he had been rebuffed by the group and did not care whether his views were shared by all members of

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Leadership Adjustments

Posted by Mark Sorrels on January 01, 2000
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Category : Blog, Leadership

Recently while standing on the south bank of Green Lake in Wisconsin, I noticed a large number of fishes in three feet of water or less.  Bass, bluegill and yellow perch were readily available for the prepared angler.  Usually, when in shallow water, fish are easy to catch. The next day at the same time I returned to the same location and there were no fish to be seen!  What happened?  Change; the warm, southern

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It happens sometimes.  We clash with people at work, but there’s a better way through the right kind of communication.     Recently, I had a spirited discussion with a woman who works for me who had made some mistakes I just had to address.  Our exchange was tense at times, and we eventually worked things out, but the most interesting thing to come out of it was what we learned from the experience.  

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How many times have you been in someone’s office and they have asked you to close the door? The story that follows is usually about someone in management that 1) did not do what he said he would do, 2) verbally supported a new policy in a staff meeting, but refused to implement it when the time came, or 3) stayed in his office instead of going to a meeting to solve a problem that

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Leadership wisdom: do you have it?   Do you know the difference between experience and time spent on the job?  Wise leaders do.  Read the following story taken from Understanding Your Role As A Leader.   I will not make any conclusions or issue any challenges.  Both of those are up to you.   Early in the 20th century the Campisano family movde from Italy to North America.  Finding himself in a new country and in a

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