As I’ve said many times, I really don’t like the whole “leadership thing” as taught by the leadership industry.
But I find those contributing to the March Leadership Development Carnival aren’t preaching that “you are special”/”chosen one” type of leadership.
Instead, they offer up pragmatic advice and help that fosters leadership in everyone, whether they are in a leadership role or not.
Leadership Practices and Approaches
Mary Jo Asmus of Aspire-CS makes a compelling pitch for being intentional about giving praise and recognition as a daily practice in When things go right. Mary Jo reminds us that “leaders need to look and remark on the things that go right as well as those mistakes made by those around them.”
Dan McCarthy of Great Leadership says, “A lot of leaders make the mistake of using the same conflict management strategy for all kinds of conflict. There are actually three types of conflict, each requiring a different approach.” In How to Handle 3 Kinds of Conflict, Dan shows you how to be more effective next time conflict arises.
In her post 6 Qualities in a Leadership Role Model, Sharlyn Lauby, The HR Bartender, describes six qualities associated with Servant Leadership.
According to Neal Burgis at Practical Solutions Blog, “The old model of leadership was all about having the answers. In the current model, the leader’s primary role is to initiate conversations that bring out the best thinking of the group.” Powerful Conversations that Yield Powerful Results offers tips for holding these conversations.
Gwyn Teatro of You’re Not the Boss of Me says, “A team is made up of people. It is the leader’s job to learn as much as possible about what those people are capable of bringing to it and to encourage their willingness to do so.” Gwyn poignantly describes the consequences of a missed opportunity in A Reflection on Teambuilding… and the Story of Edith.
Wally Bock of Three Star Leadership Blog points out “there should be no surprises at annual performance review time.” In Performance Reviews Made Effective, Wally offers sound advice that will not only make them more effective, but also helpful instead of painful.
In her excellent TEDx talk, The Woman Effect – Video and the Research Behind It, Dana Theus of InPower Consulting Blog examines the modern state of feminine leadership and invites us to show up and participate. She describes the “Tragic Queen” and the “Underdog Princess” and makes a compelling case that ultimately the real difference is in their belief in their own power.
According to Art Petty of Managing Excellence, we live and work in a world filled with chaos and turbulence and must plan and prepare for instability, disruption, and chaos in advance. Art describes 5 Priceless Lessons from Amundsen and Scott and points out, “we will all be better off if we incorporate this explorer’s constancy of purpose and unrelenting focus into our personal and professional endeavors.”
Anna Farmery of The Engaging Brand tells us it’s the little spontaneous gestures that mean so much in What is the Customer Experience.
Bernd Geropp at More Leadership discusses the difference between efficient and effective and your role as a leader. In Why Your Employees Are Not Working Efficiently, he points out it’s not just a simple matter of proper training.
Do KRA’s and Rewards Help in Quality? by Tanmay Vora at QAspire Blog touches upon Alfie Kohn’s work and questions if external reward systems help in tapping the intrinsic motivation of people.
Linda Fisher Thornton of Leading in Context Blog addresses the challenges of complexity. She says, “As our work becomes more complex, so do our ethical dilemmas.” in Complexity in Leadership, Linda discusses the thinking skills to needed to navigate complex situations more easily.
Nick McCormick of The Joe and Wanda on Management Blog asks Are You a Manager or a Host?
The Workplace Environment: Culture, Change, Innovation, and Empowerment
Lolly Daskal of Lead From Within explains that to successfully implement a change effort, “leaders much acknowledge and deal with the emotions of the people who are affected.” Change the Sixth Sense shows us that “change cannot be comprehended without taking into account our feelings.”
John Hunter of Curious Cat Management Improvement Blog points out that “the need in so many organizations to avoid failure means wise actions are avoided because there is a risk of failure.” On the other hand, “reducing the impact of failure is very wise and sensible.” Taking Risks is Necessary, But Costs of Failure Should Still be Managed discusses how to maximize innovation and improvement while minimizing the impact of failure.
Leadership Development – a Key Strategy in Change Management, by Jennifer V. Miller of The People Equation explores how coaching, training and 360 degree feedback is a key strategy for creating an organization that’s responsive to change. As a bonus, Jennifer includes an infographic of a 2013 survey by The Institute for Corporate Productivity that demonstrates how critical of an issue change is for today’s organizations.
In his TEDx talk, Why Great Ideas Get Rejected, David Burkus of LDRLD demonstrates that we possess an inherent bias against innovation in part because we evaluate new ideas through the lens of the status quo. He offers helpful advice on how we can get better at recognizing the value of new ideas when they are presented.
Tanveer Nasser shares Lessons on Effective Leadership From a Nobel Laureate derived from the work of James Watson. Tanveer notes “as innovation continues to evolve into a required cornerstone in today’s organizations, science will certainly play a guiding role in helping leaders to understand how to develop a experimentation mindset within their workforce,” and he stresses the importance of the role of observation.
S. Chris Edmonds of The Purposeful Culture Group asks “how well do your leaders communicate, model, and champion your organization’s desired culture?” in Enable Employees with Liberating Rules.
Chery Gegelman of Simply Understanding by Giana Consulting discusses the importance of organizational culture in The greatest opportunity for improvement and competitive advantage.
Joel Garfinkle of Career Advancement Blog discusses three best practices in recruiting and retaining talent in What’s It Worth to You? — Valuing Human Capital.
Mark Stelzner of Inflexion Point explains that fear is pervasive for all of us and makes the case that an important role of HR is to support employees in facing their fears: On Fear And HR.
Ray Benedetto of Guiding Star Blog describes three anchors of effective leadership systems and provides a checklist to assess your ability to survive the next leadership change in Avoiding Organizational Leadership Crises.
Chris Young at Human Capital Strategies Blog shares 7 Business Lessons from Peter Drucker Every CEO Must Follow.
In Stuck in the Middle, Mary Ila Ward of The Point offers suggestions to C Level executives for empowering middle managers.
Personal Mastery, Communication and Networking
Wendy Appel at The Enneagram Source Blog show us that better decisions will result if our head, heart and gut all have a seat at the table in Integrated Response: Head, Heart, Gut.
Steve Roesler of All Things Workplace offers Tips To Pinpoint Real Issues At Work. If you’ve ever been frustrated by a colleague or a boss who is “talking around an issue,” here are 4 good questions you can ask to help them get focused and right to the heart of the issue.
How do you respond to feedback? Jesse Lyn Stoner describes the peril of ignoring it and provides 4 tips for How to Answer a Wake Up Call. (Hint: Don’t hit the snooze button.)
Julie Winkle Giulioni says “networking is a core competency and requirement for business success.” In Networking Not Working? 6 Strategies for the Intrepid Schmoozer, Julie offers six practical suggestions to increasing your comfort and confidence in networking situations.
In Simple Virtual Touchpoints – A Catalyst for Global Conversations, Susan Mazza of Random Acts of Leadership says, “One of the most valuable outcomes of engaging with people via Social Media has been the opportunity to network with, learn from and build communities with thought leaders from around the world.”
Mark Bennett of TalentedApps explains that to achieve your goals you need a plan that “translates into specific behaviors for your particular situation” in Make sure you know the second shot.
In The Secret Behind the 9 Box Performance Potential Grid, Karin Hurt of Let’s Grow Leaders explains how to take charge of your career. She suggests finding out where you fit in your organization’s succession plan and offers some additional tips.
Miki Saxon of MAPping Company Success explains that stress itself might not be bad, but rather the problem is how you handle it. She says, “If you put your energy into controlling stuff to avoid stress you are bound to fail” in Cope or Control (That is the Question).
Jon Mertz of Thin Difference Blog recently attended the Wisdom 2.0 Conference and shares his learnings in Six New, New Things I Learned from Wisdom 2.0.
Jim Taggart at Changing Winds outlines 9 types of intelligence in Are You Emotionally Intelligent? EI–The Inner Side of Leadership: Part I
In Leadership that Limits Success, Guy Farmer of Self-Awareness Workshops Blog says self-awareness is important so you can choose behaviors that increase success.
Joan Kofodimos of Anyone Can Lead Blog offers some excellent advice on how to Make Sure Your Strengths Don’t Become Weaknesses.
In Saddle Up and Lead Claudio Morelli of The Lead Change Group says,“Overcoming fear is key to a leader’s success in working through difficult situations when their leadership is challenged and sometimes threatened.”
In her post The real ways to capitalize on failure, Robyn McLeod summarizes an Inc. magazine blog post by Lewis Schiff on 5 things to do when you fail.
Randy Conley of Leading with Trust closes out the carnival by providing encouragement to us all by reminding us that we matter in You Matter – The Truth About Your Purpose and Value. A message we all need to remember.
Image credit: Great Leadership