How to choose your leadership style video

Wasted Honor -

Carl R. ToersBijns is the author of the Wasted Honor Trilogy [Wasted Honor I,II and Gorilla Justice] and his newest book From the Womb to the Tomb, the Tony Lester Story, which is a reflection of his life and his experiences as a correctional officer and a correctional administrator retiring with the rank of deputy warden in the New Mexico and Arizona correctional systems.

Carl also wrote a book on his combat experience in the Kindle book titled - Combat Medic - Men with destiny - A red cross of Valor -

Carl is considered by many a rogue expert in the field of prison security systems since leaving the profession. Carl has been involved in the design of many pilot programs related to mental health treatment, security threat groups, suicide prevention, and maximum custody operational plans including double bunking max inmates and enhancing security for staff. He invites you to read his books so you can understand and grasp the cultural and political implications and influences of these prisons. He deals with the emotions, the stress and anxiety as well as the realities faced working inside a prison. He deals with the occupational risks while elaborating on the psychological impact of both prison worker and prisoner.

His most recent book, Gorilla Justice, is an un-edited raw fictional version of realistic prison experiences and events through the eyes of an anecdotal translation of the inmate’s plight and suffering while enduring the harsh and toxic prison environment including solitary confinement.

Carl has been interviewed by numerous news stations and newspapers in Phoenix regarding the escape from the Kingman prison and other high profile media cases related to wrongful deaths and suicides inside prisons. His insights have been solicited by the ACLU, Amnesty International, and various other legal firms representing solitary confinement cases in California and Arizona. He is currently working on the STG Step Down program at Pelican Bay and has offered his own experience insights with the Center of Constitutional Rights lawyers and interns to establish a core program at the SHU units. He has personally corresponded and written with SHU prisoners to assess the living conditions and how it impacts their long term placement inside these type of units that are similar to those in Arizona Florence Eyman special management unit where Carl was a unit deputy warden for almost two years before his promotion to Deputy Warden of Operations in Safford and Eyman.

He is a strong advocate for the mentally ill and is a board member of David's Hope Inc. a non-profit advocacy group in Phoenix and also serves as a senior advisor for Law Enforcement Officers Advocates Council in Chino, California As a subject matter expert and corrections consultant, Carl has provided interviews and spoken on national and international radio talk shows e.g. BBC CBC Lou Show & TV shows as well as the Associated Press.

I use sarcasm, satire, parodies and other means to make you think!!!!!!!!!!!!!!!

Friday, April 12, 2013

How to choose your leadership style video

Choosing your leadership style video

How do you choose and develop a leadership style?

What kind of leader do you want to be?

Perhaps even more important, how would you be most effective as a leader?

What kind of leadership style would be of the most benefit to your organization, and would allow you to be the best leader you could be?

Here are a few things you can do to choose and develop your own effective leadership style:

Start with yourself. Use what you know about your own personality, and about how you've exercised leadership in the past.

Neither of these has to determine what you choose now - people can change, especially if they believe that what they've done before was ineffective or inconsistent with their values - but it's important to be honest with yourself about who you are.

That honesty has two aspects.

First, be clear with yourself about what your natural tendencies and talents are. If you want to be a collaborative leader, but you tend to tell people what to do, you have to admit that and think about ways to change it.

If you want to be a directive leader, but you have trouble making decisions, you need to deal with that issue. Not everyone can be charismatic, but almost everyone can learn to distill and communicate a vision that reflects the hopes and needs of a group. Knowing who you are is the first step toward both choosing a style and understanding what you'll have to do to adopt it. Being truly honest with yourself is a difficult task.

For most of us, it may take some time with a counselor or a trusted friend, or the willingness to hear feedback from colleagues, co-workers, and/or family members. It also takes an honest self -assessment, which can mean stripping away defenses and facing insecurities. These few questions are obviously just a beginning

Some questions you might ask yourself to start

How great is my need to be in control?

How willing am I to trust others to do their jobs?

How patient am I?

How organized am I?

How good are my people skills?

Second, acknowledge and be true to your beliefs. If you have a real philosophical commitment to a particular leadership style, it will probably be easier for you to change your behavior to match that style than to live with knowing you're betraying your principles.

Think about the needs of the organization or initiative.

Observe and learn from other leaders. Find a mentor.

Use the research on leadership. There are lots of resources available on leaders and on both the theory and practice of leadership.

Believe in what you're doing. If you've thought it through carefully, and believe in the way you practice leadership, that will be projected to others. If you believe in yourself, they'll believe in you, too.

Be prepared to change. Although this may seem at odds with some of the above, it is probably the most important element to good leadership.

In Summary: Leadership style is the way in which a leader accomplishes his purposes.

Some (very stereotyped) possibilities:

Autocratic - totally in control, making all decisions himself

Managerial - concerned with the smooth operation, rather than the goals and effectiveness, of the organization

Democratic - consulting with others, encouraging equality within the organization, but making final decisions herself

Collaborative - sharing leadership, involving others in all major decisions, spreading ownership of the organization.