Reality Based Leadership Summary

Reality-based Leadership: Ditch the Drama, Restore Sanity to the Workplace, & Turn Excuses Into Results is a great read for leaders who want to face reality in their role and change the culture of what doesn’t work. The author of this book, CY Wakeman, takes personal experiences and turned them into a motivational testimony to leaders in organizations. Everyone can and will have a different take away and hopefully realize that your work place doesn’t have to feel like the last place you want to go every day. The premise of this book is to get leaders to change the way people think about and perceive their circumstances. Wakeman explains how to this by using dynamic examples, innovative tools, and diagnostic test. After taking this class, reading …show more content…
It’s what makes your organization unique and is the sum of its values, tradition, beliefs, interactions, behaviors, and attitudes. With drama being in the work place, leaders are shown how to apply exercises in this book and develop employee’s attitudes while improving work performance and morale. Leaders are the opportunity to use unconventional methods to face the reality of ditching the drama and restoring sanity and turning excuses into results. Wakeman, writes this innovative, encouraging, power read to leaders in organizations. I would have loved for this to be geared towards employees as well as they could benefit from it also. Personal accountability is discussed throughout this book referring to leaders however, if I as the leader am responsible for my team’s results; I would recommend sharing and applying this book with everyone. Culture is crucial to any organization because it will either strengthen or destroy your business. The people that operate the company are the faces of that business and they should be qualified, positive, willing, and have a strong work ethic. The first step would be to recruit a qualified pool of candidates that you would want to develop and grow your business. Research shows that employee happiness and satisfaction is linked to a strong workplace culture and it affects performance. (Deloitte) An organization could only benefit from investing in their people with …show more content…
Leaders are giving a guideline on how to attain this; “discover the amount of resources wasted on drama in your organization-and reclaim them for productivity, learn to distinguish between drama and facts by asking a few simple questions finally, find peace as you stop believing in your own stressful stories” (Wakeman). Peace is essential to drive performance and gain results. Wakeman, gives great recipes for leaders to see the reality that they are responsible for and the amount of stress that they take in the workplace. While, I agree somewhat with that statement, employees need to have personal accountability for their actions. Knowing the difference between drama and facts in the office is crucial because you do not want gossip and complaining to spread like a virus in the office. As a leader, you should set the tone and expectation to build a strong team. Increasing productivity and getting rid of sour apples would be a must in my business. Wakeman bottom line for peace is happiness is not correlated to perfect circumstances or lack of stress in life, but to the amount of personal accountability you accept (pg.15). The diagnostic test used for this section, measuring your office’s freak-out factor by monitoring the behavior of the people in the office. If you scored low than you have a distracting level of drama, if you scored medium then you have a