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This article aims to use a new model and three case studies to illustrate what takes place when the emotional pressures on leaders become too great. The author seeks to argue that a level of anxiety is triggered that tips them into unskillful or dysfunctional behavior. Even the most seasoned leaders are prey to this process, which has potentially destructive and far‐reaching consequences for themselves and their organizations. By illustrating how anxious leaders can be helped to retain or regain their most effective selves through coaching, the article aims to contribute to best practice in leadership development.

The emotional profiles triangle (EPT) model emerged from the author's first‐hand experience over 20 years in the field of leadership development. A senior executive coach, she observed a clear pattern among her clients, which showed that when leaders feel anxious or threatened, their behavior changes in one of three specific and consistent ways. The EPT draws on psychodynamic psychology, which emphasizes the importance of emotion in driving behavior, often unconsciously. It also draws on neuroscience which explains the hardwiring that drives the human response to “danger signals”.

The EPT identifies and describes three emotional profiles, which comprise a related set of functional and dysfunctional leadership behaviors. Through exploring their profile, individual leaders can learn to play to their strengths while managing their anxiety and behavior more effectively. The EPT has been extensively tested since 2009 with coaching clients and boards, and at conferences and on leadership development programs. This article includes three brief case studies that illustrate its application.

This original model has received consistently positive feedback from leaders, coaches and HR professionals. Users have particularly valued its clarity, accessibility and practical value as a development tool.

The purpose of the paper is to explore the psychology behind one of the most common forms of bullying and to suggest how it can best be addressed.

The paper draws on the author's first‐hand experience of working in this area.

The paper identifies two main types of bully: the psychopathic and the explosive. It describes the former as entirely focused on their own interests, lacking integrity and an internal moral compass or the capacity to empathize. They persistently distort reality to serve their own ends. Their behavior is highly manipulative, ranging from charmingly charismatic to ruthlessly aggressive. Explosive bullies, meanwhile, are characterized by low emotional intelligence and poor self‐control. Task‐focused and driven, easily overwhelmed by their emotions when stressed, they lack the capacity to manage their feelings and lash out at others.

The paper claims that, by understanding what drives bullying, an organization can tackle the problem effectively and avoid the high costs that can be associated with this challenging problem.

The paper hints that there can be positive results for society as a whole from tackling bullying behavior.

The paper takes a psychological and coaching approach to bullying behavior.

The purpose of this article is to explore the reasons behind the extremely small proportion of women at the top of UK business. It argues that companies must change their approach if they are to address this problem successfully. The article also describes the innovative Impact Programme for talented and senior women run by the author since 2008.

The article is based on a combination of data, analysis and experience. It draws on a wide range of research evidence relating to female leaders and differences in how men and women behave. It describes and brings alive the benefits of the Impact Programme through examples of participant behaviour.

The article finds that current efforts to increase the number of senior women in businesses are mostly fragmented, cosmetic and ineffective. Invisible organisational barriers holding women back must be addressed. The differences between men and women should be fully understood so that more high-potential women are identified and promoted. It concludes that women themselves also need to make changes to how they lead and should be offered development programmes which help them increase their self-belief, assertiveness and impact without losing their emotional intelligence or authenticity.

This article brings a powerful new set of arguments to bear on an important issue. The Impact Programme described is a highly original and effective intervention. Business leaders and executives, both male and female, and members of the HR and L&D community will find it of significant conceptual and practical value.

This paper aims to deliver a psychological perspective on the theme of leading in turbulent times.

Drawing on 20 years' experience of consulting, coaching and teaching in the field of leadership development, the author outlines the dynamics that businesses face during an economic crisis. Based on her extensive observation of workplace behavior, the author describes the psychological and emotional role that leaders need to play if they are to optimize morale and productivity during turbulent times. The author's ideas have been developed as a result of coaching numerous leaders and top teams at board and director level in FTSE 100 and 250 companies and top professional services firms, as well as SMEs and not‐for‐profit organizations. Her private sector clients come from every area, including investment banking, oil and gas, IT, property, retail, law, accountancy and venture capital. Many of these organizations operate in highly competitive markets where managing uncertainty and change is the norm. However, the economic downturn has presented additional challenges, especially to those at the sharp end of the credit crunch and the collapse in consumer confidence.

It is concluded that four leadership behaviors are critical in times of crisis. Taken together, they enable leaders to support their workforce effectively during turbulent times, so maximizing morale and performance. The paper also highlights the role of HR and specific ways in which seasoned HR professionals can help leaders manage their own emotions and demonstrate these four behaviors.

This article reflects the author's original, practice‐based observations about organizational dynamics and leadership behavior during challenging times.

Sex discrimination is embedded in the personal income tax system of the UK which favours married men and operates against married women. The view that women are men's dependants, institutionalised in the tax system, offends very many women and should have no place in a society committed to equality between the sexes.

This paper uses the Missouri Fiscal Year (FY) 2004 budget as a case study to illustrate two aspects of the recent state budgetary problems: its structural budget deficits and the politics involved in balancing a budget. The paper also highlights the dilemma that government faces in meeting constant public demand for services while revenue sources are restrained.

A pressing educational concern is how to provide effective education for the growing population of dual language learners (DLL) in early childhood settings. Given the robust findings that family involvement promotes children’s academic success as well as recognition of parents’ “funds of knowledge,” one pathway to provide a culturally and linguistically responsive classroom environment for DLLs is to form collaborative relationships between parents and teachers of DLLs. The purpose of this chapter is to describe Project TAPP (Teachers and Parents as Partners), a community of practice (CoP) composed of parents and teachers of preschool dual language learners. The chapter describes the framework of Project TAPP, findings related to participation, and lessons learned.

The strategic importance of sponsorship of sports events by the tobacco industry has been increasing since tobacco firms have been constrained in their advertising activities. The present study will provide further insight to this critical promotion tool for cigarette brands. Specifically, it will focus on the effects of tobacco companies' sponsorship at the Montreal F1 Grand Prix on adolescents' cognitive and behavioral responses, i.e. identification with cigarette brands and brands' personality, and consumption of cigarettes. A questionnaire was administered to a sample of adolescents before and after the Grand Prix. Both sponsoring and non-sponsoring brands benefited from the Grand Prix, since the perceived brand personality and the identification with the brands were enhanced by the event. These findings tend to confirm that such sporting events are efficient ways to increase cigarette consumption and brand identification, especially for older male adolescents who are interested in car races.