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Organizational and Individualized Assessment Tool
Leadership Definitions
Connection, Cooperation and Contribution
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Special Features

Consequences of Goal Choice




Reckless and disrespectful


              “Reckless and Disrespectful Goal Striving” is demonstrated when individuals choose to behave in a self-centered, disrespectful manner at the expense of all others. They see all others as competitors and tend to be distrustful. By expressing intense self-interest, these “ego-driven” employees strive for individual entitlement and create a status-seeking pattern of work behavior. As they experience work life as if living “behind enemy lines,” they become overly sensitive, suspicious and filled with self-doubt. Oftentimes, they “succeed” with single-minded control, attack and humiliation of others.


              Such “wins” leads to a privileged but unsatisfying feeling of “entitlement.” This provides an unhappy sense of success as over-arching personal ambition feeds on dissatisfaction because it violates our human need for genuine self-significance, to belong with others and to be genuinely useful. Leading a group, the consequence of this leadership style is that of low productivity and low innovation.


              Chronic frustration results as obsessive self-interest feeds on this inevitable dissatisfaction resulting in even more intense self-interest as the only self-perceived solution for such unhappiness. By being unhappy with their individualistic “success,” coupled with group work failings, they tend to over-reach their ambition, seeking more “success” as a compensation for failure and begin to deteriorate further. Feelings of inadequacy and resentfulness, for a lack of the “work group results,” leads to finding targets for blame and, consequently, the creation of even more enemies.


              As they create enemies they are sabotaged by them and consequently this may intensify their striving with dysfunctional revengefulness, climbing once again again toward the “unsatisfying entitlements.” While some may re-cycle in this sub-system for years, at some point this self-defeating pattern fails catastrophically and leads to intense risk taking, desperation and panic. As they constrict further from interpersonal connections, they become even more moody, hostile and angry. Continued withdrawal may lead to a “hunkering down” into their desperate private logic, remaining isolated and alone.


              As they “hit bottom,” they may be open to other choices, or they may re-cycle again toward reckless self-interest and with a continued disrespect of others. With some assistance from others and shared wisdom, they may choose the attitudes of respectful and courageous goal striving. This presents a serious choice point in life with clear consequences for themselves and usually others.



Courageous and Respectful


              “Courageous and Respectful Goal Striving” is demonstrated when individuals choose to act assertively in the face of apprehension, fear and the unknown while simultaneously respecting co-workers. They connect with others, have faith in self and others, and express cooperative problem-solving attitudes toward co-workers.  As they strive to solve problems cooperatively, they create a problem-solving pattern in a friendly and “psychologically safe” workplace. Such is the basis of a “learning organization” composed of a critical mass of employees operating with courageous and respectful attitudes, affectionately labeled as “Courageously Creative Contributors.”


              Feeling “at home” in a “psychologically safe” work place and, with increased feelings of confidence, they aspire toward continuation through contribution and organizational engagement. By creating visions and systems that contribute beyond self-interest, a sense of satisfaction and encouragement from others is created in the blend of self-respect, relatedness with others and the experience of real work productivity, innovation and meaningfulness.


              It is not possible to move in two directions at the same time. One can choose to move in the direction of vanity, control and personal entitlements or, what is better for the individual, the organization and society in general is that we move toward interpersonal connections, cooperation with others and toward mission oriented contributions.


              Such choices can be supported and sustained using the Professional Growth Process. The assessment of such choices can be created with GEMA™-Lead360.




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