The ‘Leader's Fallacy' May Prove Howard Dean's Undoing.

Written by Brent Filson

PERMISSION TO REPUBLISH: This article may be republished in newsletters and on web sites provided attribution is provided torepparttar author, and it appears withrepparttar 119447 included copyright, resource box and live web site link. Email notice of intent to publish is appreciated but not required: mail to:

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Summary: Howard Dean may fail at achievingrepparttar 119448 goals he has set as chairman ofrepparttar 119449 Democratic National Committee – i.e., turning red states into blue -- unless he deals with a powerful threat to his leadership,repparttar 119450 Leader's Fallacy.

The ‘Leader's Fallacy' May Prove Howard Dean's Undoing. By Brent Filson

Howard Dean's tenure as chairman ofrepparttar 119451 Democratic National Committee will be fleeting unless he avoids a common leadership trap I call it,repparttar 119452 "Leader's Fallacy".

Leaders adhere torepparttar 119453 Leader's Fallacy when they believe their enthusiasm for a particular leadership challenge is automatically reciprocated byrepparttar 119454 people they lead.

However, in leadership, automatic reciprocity is an illusion. Just because you as a leader are motivated, doesn't mean thatrepparttar 119455 people are motivated too. Howard Dean is a case in point. Utteringrepparttar 119456 "Dean Screech" duringrepparttar 119457 Democratic primary, he certainly was motivated. But that display of motivation turned off a lot of people and caused his candidacy to fizzle.

The Leader's Fallacy looms large as Dean leadsrepparttar 119458 DNC. Sure, he's motivated to extendrepparttar 119459 Democrats reach intorepparttar 119460 grassroots of our nation's electorate and turn red states into blue. But his motivation isn't reallyrepparttar 119461 issue. It's a given. After all, if he's not motivated, he shouldn't be leadingrepparttar 119462 DNC.

Here'srepparttar 119463 real issue, and I wonder if Dean and his lieutenants atrepparttar 119464 DNC understand it: Can he transfer his motivation to large segments of American voters, especially turned-off Democrats and even some Republicans, so they become as motivated as he is about Democratic values?

Meaningful Diversity: Creating Cultures of Inclusion

Written by Susan J. Schutz

As you look around your workplace do you see a too comfortable “sameness” inrepparttar faces present? Are you able to make decisions almost too quickly because you’re all “onrepparttar 119446 same page?” Do you find yourself doing thingsrepparttar 119447 same way and gettingrepparttar 119448 same, or even diminishing, results? Same, safe, easy, comfortable, nice, and good will never get you further down your road to innovation, excitement, success or greatness than you are in this moment. Explore howrepparttar 119449 dynamic tension of differences, properly harnessed with respect and shared purpose, enable organizations to achieve new heights—and have fun makingrepparttar 119450 climb!

Inrepparttar 119451 fitness roomrepparttar 119452 other day, I caught a glimpse of a movie trailer on television. A father spoke very open-heartedly with his son about his work as a fireman. He acknowledgedrepparttar 119453 fear that welled up in him when he looked into a small, dark room filled with life-threatening heat and flames, and describedrepparttar 119454 instinct to run inrepparttar 119455 opposite direction.

He had to pause in a safe hallway and assessrepparttar 119456 situation,repparttar 119457 father explained, consciously remember why he had chosen his work – and why he must go forward intorepparttar 119458 fire despite his fear. Strange as it may sound, I find creating a culture of inclusion to be a lot like this.

People differ in so many ways that wherever two or more are gathered “combustion,” in one form or another, is likely to follow. Although they may be uncomfortable at times, these differences are vital. Our challenge is to understand this sometimes fiery vitality and, despite discomfort or fear, make a conscious decision to move forward anyway. If we can do this,repparttar 119459 invisible walls that divide people begin to burn away andrepparttar 119460 benefits of their shared presence and participation can emerge.

As H.E.B. grocery spokesperson Winell Herron, Group Vice-President for Public Affairs and Diversity, noted at a recent presentation beforerepparttar 119461 Texas Diversity Council, U.S. businesses initially accepted cultural diversity initiatives because it wasrepparttar 119462 legal thing to do, and only later because it wasrepparttar 119463 right thing to do. Now, as our language is shifting from diversity to inclusion, people are discovering that creating environments where differences are actively sought out and everyone is valued is also a smart thing to do. This grocery chain’s business case for embracing diversity has focused on increasing innovation, attracting and retaining top talent, accessing a larger supplier base, retaining and expanding existing markets, and increasing revenue.

How do you motivate leaders and their teams to beginrepparttar 119464 long journey toward a true culture of inclusion when they haven’t even glimpsed, much less experienced, what is possible? Again, this is like asking someone to leave what is safe, comfortable and known and walk into a fire – for no apparent reason. Then there are those who have been working to bring about change for a long time and are overwhelmed byrepparttar 119465 challenge and “underwhelmed” byrepparttar 119466 results. How do you help keep everyone moving forward when they’re feeling weary and unrewarded? Here are some tips to help you foster a culture of inclusion in your workplace:

UNDERSTAND THAT CULTURE SHIFTS TAKE TIME. Working with people is an incredibly complex and rewarding task:repparttar 119467 greaterrepparttar 119468 preparation,repparttar 119469 higherrepparttar 119470 potential for big pay offs. Like gardening, creating a culture of inclusion is an organic process. You must plan what you want to grow, tillrepparttar 119471 soil, provide water and fertilizer, select and plant a variety of “seeds,” and nurture them along. Storms will sweep through and you’ll have to protect your seedlings, and do some replanting. And just like in gardening,repparttar 119472 timetable and precise form this new culture takes will be beyond your control. Be patient and have faith.

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