Process Benefits

Create Collaborative Leadership Styles
Create a Bully-Free
Workplace
Create a Psychologically Healthy and Profitable Workplace and Contribution
Reduce the Destructive
Effects of Conflict
"Happiness" and Emotional
Intelligence (EI)

Collaborative LifePsych® Leadership Styles

"Self Above Service"

Based on entitlement beliefs and decisions that puts “self” above all others using Entitlement, Domination and Withdrawal in a self-serving "management" style.

"Service Beyond Self"

Based on beliefs of self respect and respect for others while courageously moving beyond self-interest toward a Connected, Cooperative, and Contributing leadership style.

 

Contributing Leaders

Avoid Entitlement Over Others and Make Efforts to Contribute Productively With Others

DO NOT:

TEND TO:

View self as “all knowing” or “all powerful” and rule over others.
(Ruling Entitlement)

Masterfully lead organizations into the future with visionary thinking.
(Leading Contribution)

Arrogantly brag about own accomplishments as being superior.
(Egotistical Entitlement)

Make special efforts to invest in work beyond own self-interest.
(Benevolent Contribution)

Dictate and intimidate others with a presumed sense of self-importance.
(Intimidating Entitlement)

Strive to respectfully persuade others.
(Persuasive Contribution)

Create special privileges for self and expect special treatment from others.
(Status-seeking Entitlement)

Creates activity that promotes useful contributions to the organization.
(Achievement-seeking Contribution)

Place self-centered interests ahead of useful effort.
(Self-centered Entitlement)

Create activity the promotes meaningful work.
(Task-centered Contribution)

 

Cooperative Leaders

Avoid Domination Over Others and Make Efforts to Cooperate Respectfully With Others

DO NOT:

TEND TO:

Control others for the purpose of demonstrating power; or act in a stubborn manner.
(Power-seeking Domination)

Promote the attitude for treating others as equals.
(Equality-seeking Cooperation)

Try to control others with the use of personal criticism.
(Critical Domination)

Work toward helping others do better.
(Encouraging Cooperation)

Manipulate others or maneuver others for self-serving advantage.
(Manipulative Domination)

Guide others toward creating mutual work benefit.
(Collaborative Cooperation)

Resist cooperation or intentionally work against others.
(Opposing Domination)

Seek out ways to affirm others.
(Affirming Cooperation)

Become quick to retaliate in moody and crabby ways.
(Revenge seeking Domination)

Understand the importance of encouraging others.
(Nurturing Cooperation)

 

Connected Leaders

Avoid Withdrawal From Others and Make Efforts to Connect Trustfully With Others

DO NOT:

TEND TO:

Seem indifferent to task related activities.
(Indifferent Withdrawal)

Express positive energy toward task related activities.
(Enthusiastic Connection)

Act as if cannot relate to others or seems insensitive to others.
(Insensitive Withdrawal)

Initiate efforts in response to others.
(Responsive Connection)

Avoid using energy for ordinary work activity.
(Action suppressed Withdrawal)

Respond constructively and initiate action toward the tasks.
(Action expressed Connection)

Hesitant to express thoughts and ideas or remain inexpressive.
(Thought suppressed Withdrawal)

Assertively expresses ideas and thoughts.
(Thought expressed Connection)

Avoid interacting with others and become disconnected with others.
(Detached Withdrawal)

Be friendly and initiate friendly interactions with others.
(Participating Connection)

 

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Why are these characteristics important for your organization?