Is Good Leadership Contagious?

There’s something called <a href="http://changingminds.org/explanations/theories/social_contagion.htm" rel="noopener ugc nofollow" target="_blank">‘social contagion theory,’</a> which essentially posits that behaviors or attitudes can spread through a network in the same way that diseases do. For example, if you have happy friends, <a href="http://www.bmj.com/content/337/bmj.a2338" rel="noopener ugc nofollow" target="_blank">you’re 25 percent more likely to be happy.</a> If you have overweight friends, <a href="http://www.nejm.org/doi/full/10.1056/NEJMsa066082" rel="noopener ugc nofollow" target="_blank">you’re more likely to be overweight.</a> You spend a good deal of your adult life time at work, right? And chances are you have a boss — who is probably more of a “(micro)manager” but views themselves as “a leader” — so … it would be natural to wonder … could these theories of social contagion actually apply to your office life? Specifically, could good leadership be contagious? <h1>Work behaviors with the highest manager-employee correlation</h1> According to some Zenger-Folkman research presented in Harvard Business Review, <a href="https://hbr.org/2016/01/the-trickle-down-effect-of-good-and-bad-leadership" rel="noopener ugc nofollow" target="_blank">here are the behaviors with the highest correlation between managers and direct reports:</a> <ul> <li>Developing self and others</li> <li>Technical skills</li> <li>Strategy skills</li> <li>Consideration and cooperation</li> <li>Integrity and honesty</li> </ul> That’s what the research says, although admittedly I’ve seen a very small amount of “developing self,” “strategy skills,” “consideration and cooperation,” and “integrity and honesty” in any job I’ve ever held. In fact, <a href="https://tedbauer.medium.com/is-good-leadership-contagious-513e9c6ebaca">Visit Now</a>