10 Signs You Are A Leadership Bully (briandoddonleadership.com)

Have you ever been bullied?  Bullying is a huge issue in our society and constantly in the news.  This problem has always existed and currently exists in leadership as well.

The following are 10 ways to know if you are a bully as a leader.  Why am I speaking directly to leaders here?  Because the people you are there to serve already know you’re a bully.

Ask yourself these 15 questions when you sense anger rising in your soul toward someone you might see as your opponent or enemy.

By Aaron Wilson

What do the following statements have in common?

How High-Performing Teams Build Trust (hbr.org)

If you’re like most seasoned leaders, you’ve heard a lot in recent years about the value of trust.

(hbr.org)

When You Think You’re Doing Good Work — But Others Don’t

You work long hours and provide your customers and cross-functional stakeholders the best possible thought leadership, service, or guidance — only to learn you aren’t perceived as the rock star you believe you are. Perhaps the project you nailed wasn’t as well received as you thought, or you flawlessly executed a change but didn’t bring senior leaders along the journey at a pace they could digest.

Do you have what it takes to be a great leader?

It helps if you excel at communicating. And, of course, you need to be adept at planning, problem-solving, and delegating. You also need to be capable of navigating any and all challenges that arise.

3 Myths About Hiring People with Criminal Records

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An evil leader is wicked and morally wrong.  They intend to inflict harm on those they are called to serve you and have the ability to do so.  Removing personal preferences and opinions, would you be able to spot an evil leader when you see one?

The following are 15 signs of evil leaders:

How to Become a Better Strategic Thinker

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8 Ways to Lead Negative Church Staff Members

Every church will have a staff member or volunteer at one time or another who is regularly negative or drags down the morale of the team. For as common as these situations may be, there is no leader who enjoys confronting this kind of behavior. There’s always a risk that a volatile staff member will only cause more trouble in the midst of confrontation. How can leaders turn around a negative staff member and preserve the unity of their teams?