Anytime I can include ’sex’ in a post my stats improve for that day. And if the sex is combined with ‘leadership’ they go up even more.
I want to thank Steve Pearlstein and Raju Narisetti, who write On Leadership for the Washington Post, for offering up both sex and leadership in the same post along. See how the 11 panelists and dozens of readers responded to this question and then come back and tell me what you think.
Why do so many leaders fall prey to confusing power with sexual charisma? Do leaders face more personal temptations than the rest of us?
In this Knowledge@Wharton interview, Cathie Black, president of Hearst Magazines, explains why you shouldn’t “hide in a corner.” She also knows the value of sex and leadership and incorporates both in various forms, together and separately, in her media empire.
Hearst’s stable of 15 magazines includes some of the best-known titles in the business, including Cosmopolitan,Esquire, Good Housekeeping,Harper’s Bazaar,O: The Oprah Magazine,Popular Mechanics,Redbook and Town & Country.
Speaking of leaders, here’s one who qualifies no matter how you rate her. Meet Ursula Burns, Xerox’s new CEO and see what she is doing to change its culture. Burns’s background is a long way from the typical Fortune 100 and her parent is even further away.
She grew up in ”the Projects,” a large low-income housing community on Delancey Street in Manhattan. … Ms. Burns was the middle child of three…her mother took in ironing and ran a day care center from home.
Last week I shared the information that Texas pretty much dictates what goes in K-12 textbooks—scary thought.
But change is in the wind—an amazing change that’s been a long time coming.
Math and English instruction in the United States moved a step closer to uniform – and more rigorous – standards Wednesday as draft new national guidelines were released.
The effort is expected to lead to standardization of textbooks and testing and make learning easier for students who move from state to state.
The support includes the National Governors Association and the Council of Chief State School Officers so it may actually happen.
Unlike typical efforts that are diluted by politics and ideology, the new standards are fact savvy.
According to Chris Minnich, director of standards and assessment for the Council of Chief State School Officers, the foundation of the standards is hard research, instead of negotiation.
Unlike most efforts to revise standards at a state level, this document was not built on consensus, “We really used evidence in an unprecedented fashion.”
48 states are participating; three guesses which states opted out and the first two don’t count.
Right, Texas and Alaska. (Why am I not surprised?)
“Texas has chosen to preserve its sovereign authority to determine what is appropriate for Texas children to learn in its public schools,” Scott wrote in a letter to U.S. Sen. John Cornyn, R-Texas. “It is clear that the first step toward nationalization of our schools has been put into place.”
Happily, this should break Texas’ de facto control of textbook content as well as those dreams of taking control of the government via a brainwashed next generation.
These standards were created with an eye to having kids ready for work or college, which is very different than just having them graduate.
The draft report also addresses the debate over how much should be expected from immigrants who are just learning English. An introduction to the standards explains that English language learners should be held to the same standards but should be given more time and instructional support to meet the requirements.
Students with disabilities should also be challenged to master as many of the standards as they can, the document argues.
It’s also different because Federal funding is involved, not just an edict.
Dan McCarthy, of Great Leadership fame, produced and directed a terrific Leadership Awards show for you. I didn’t win, but then I was up against stars like Wally Bock, so I’m not too disappointed.
Therefore, without more ado, Heeeeeeeeeeeeeeeerrrrrrrrrrrrrrrrrrrreeeesssssss Dan!
Tom Magness in Learning Leadership from “The Office” — Part I posted at Leader Business, saying, “If you are hooked on “The Office” as I am, you will appreciate this post. We learn leadership from good and bad role models. There are plenty of both with the show’s star and office manager, Michael Scott. If you are hooked on the show, or on leadership, you’ll enjoy these comments.”
Chris Young in Startups, Culture-Shaping, and the “Lifetime Employment Award” posted at Maximize Possibility Blog, saying, “Start-ups are exciting organizations to be a part of. However, leaders can often be blinded by their history with a team member who was “there from the start” and unwittingly give them a “lifetime employment award” at great expense to the organization’s culture and the morale of its other employees.”
LisaRosendahl in Eliminating the Static in Performance Management posted at Lisa Rosendahl, saying, “Performance management is one of the most important things a supervisor can do and it is essential that it be done respectfully and professionally from start to finish.
Scott Eblin in Next Level Blog posted at Next Level Blog, saying, “One of the biggest questions for managers moving into executive leadership roles is “How do I delegate bigger decisions to my team and still manage risk?” Scott Eblin has been talking with his clients about that question and has come up with some answers.”
Miki directs MAPping Company Success posted at MAPping Company Success, saying, “In any leadership position you are responsible for creating the culture or subculture (the culture of your group within the overall company culture). Here are 7 basic areas you need to think through and do in order to create and implement the kind of culture you want.”
Amy Wilson directs Pay for Performance is Dead…almost posted at TalentedApps, saying, “This post covers several signals suggesting that the pay for performance model that we’ve touted in the past might need a serious makeover.”
Nissim Ziv directs Leading a Team Effectively posted at Job Interview Guide, saying, “Teams can be a very effective in producing innovative solutions in the workplace. In jobs throughout every industry, employers always emphasize the need for “good team players.” Teams can generate enthusiasm and increase communication between workers from different departments. “Teamwork” should be the mantra of every organization. Yet, we all know that creating a team can be a bit like creating a monster.”
Ericka Hines presents Leadership: The future that will exist posted at Ericka Hines, saying, “My blog is targeted towards those in the public sector(nonprofits/social enterprise/government) . I try to make the idea of leadership accessible to understand and to do. I hope that this works for the carnival.”
Andy Klein presents Embrace failure as part of growth posted at The Fortune Group Blog, saying, “When people know they can try and fail and not be reprimanded for doing so, they soon get good at what they do. Growth means trying, so encourage people to try!”
Heather Stagl presents Monitor Your Organization’s “Non-Verbal” Communication posted at Enclaria LLC, saying, “It is widely cited that 93% of meaning in a conversation is derived from non-verbal cues. Extrapolating this phenomenon to organizational communication means that most meaning comes from outside official sources.”
Gilda Bonanno presents Using Improv Comedy’s “Half-Life” Technique to Stay Within Your Time Limit While Presenting posted at Gilda Bonanno’s blog, saying, “Public Speaking is an essential success skill for leadership development yet many aspiring leaders still struggle with it. One of the most frequent mistakes they make is to go over the time limit when presenting. This blog post describes a technique from improvisational comedy that can help presenters learn to deliver the essential elements of their message while staying within the time limit.”
Today is the start of Women’s History Month, click over, I think you’ll find it an interesting experience; the interview with Cokie Roberts is especially fascinating as she explains the political power of women before they could vote.
These are an extraordinary group of people. The characters that emerge in this book in ways that you have never, never, I can assure you seen them before are people as divergent as Abigail Adams, Dolley Madison, Sacagawea Sally Hemmings, and a cast of just an enormous number of women particularly women who take center stage very quickly — Aaron Burr’s daughter –
And if you think politics is a dirty business now, you’ll be blown away by what was said/done to a politically active wife, such as Dolly Madison.
I hope you’ll take time to dig around the Women’s History Site over the next 30 days. It should be interesting.
‘Leader’ is a word that’s bandied about with reckless abandon, but it is the only word that’s available that carries a fairly universal meaning.
That said, I have several leadership links I think you’ll find interesting.
First, from American Express’ Open Forum, 10 excellent examples of real business leadership. Some refer to companies, others to people, none will take you long to read. And if the story resonates you can always google more in-depth information.
Next is a fascinating analysis from Newsweek that looks at the pros and cons of business executives as politicians. It’s a timely article considering how many are throwing their hats in the ring.
Finally, whether you consider yourself a leader, or just someone who enjoys helping others excel, you’ll find lots of good ideas at LeaderTalk where Becky Robinson has a round up of posts discussing the importance of, and ways to, develop people from some of the smartest coaches around—including me.
Crucial questions for startups and small businesses, since how they are addressed can make or break the company.
Often the most important hires made when a company wants to grow are in sales.
Founders and owners often have technical, marketing or business backgrounds and many have a tendency to shrug when it comes to sales.
They see hiring salespeople as no big deal—there is an assumption that as long as they have a good track record in their previous sales position and understand the new product they can manage themselves.
If this sounds off base to you, you’re right, it’s not that simple. To use a real-life example, I had a client who thought that way.
The CEO hired “Jack” (before my time), a salesman with a fantastic record selling a parallel product to the same market.
The CEO personally taught Jack the product line and explained what the company was working to accomplish and then pretty much gave him free reign.
In the year Jack was with them he sold only two accounts, spent a good deal of his time on marketing and managed one large client; commissions totaled only $15K.
When he left he went to work in a field completely unrelated to anything he’d done before and in a market about which he knew nothing. In his first year at the new company he earned over 125K in commissions.
The difference was management.
Based on his track record both the CEO and Jack assumed that he could manage himself.
However, Jack didn’t have, and didn’t create for himself, the structure, accountability, etc., necessary to be successful.
During his exit interview he admitted that although he had no knowledge or training in marketing, he spent substantially more time than he should have because it was new and exciting.
After the CEO and I had fully analyzed what happened he concluded that the failure was 80-20, with the 80% his responsibility.
Hind sight is 20/20 and my client believes that if he had taken the time to do what was needed, instead of expecting Jack to completely manage himself, that he would still be with the company and doing a spectacular job.
The important lesson here is that “self-starter” does not mean “self-managed.” Even the best will need direction, structure, and accountability in order to perform brilliantly.
Saturday I recommended spending some of your valuable time on TED, so I thought I’d offer a sample of it that I really liked.
Derek Sivers received a standing ovation for his 3 minute talk on leadership using the video below.
Too often people over focus on the moving pictures, so be sure to pay full attention to what Sivers is saying in conjunction with what is happening in the video.
Because the words are so important you can read a transcript at Siver’s site (along with other good stuff). I hope you take a moment to do so.
I’m not backing down on my contention that leadership is for all, but I completely agree that everyone can’t be leaders simultaneously and that following is just as important, if not more so.
Leadership is over-glorified.
Yes it started with the shirtless guy, and he’ll get all the credit, but you saw what really happened:
It was the first follower that transformed a lone nut into a leader.
There is no movement without the first follower.
We’re told we all need to be leaders, but that would be really ineffective.
The best way to make a movement, if you really care, is to courageously follow and show others how to follow.
When you find a lone nut doing something great, have the guts to be the first person to stand up and join in.
Did you watch the new reality show Undercover Boss on CBS Sunday after the Super Bowl?
The opening episode starred Larry O’Donnell, President and C.O.O. of Waste Management.
O’Donnell plays ‘Randy’, a new worker being filmed for training purposes. At one location he jams the trash line by not removing large cardboard; he is fired, for the first time in his life, for not being able to efficiently collect blowing trash at a landfill—unlike the worker he is with who has done the job for 19 years while spending three days a week in dialysis; he cleans porta-potties with a guy who’s attitude is every manager’s best dream; and he rides with a female trash hauler where he learns that to stay on schedule women drivers use cans from the trash as pee-pots.
He meets a 29 year old single mother who overcame five kinds of cancer by age 25, has taken in her brother’s family and her dad, is about to lose her home in foreclosure and is doing three jobs post layoffs for the same money she was getting before, but is still upbeat and even invites the new guy to dinner.
O’Donnell is surprised by the physical and mental exhaustion he experiences his first day, amazed by the people he meets, outraged by what he learns and shocked at the implementation of a policy he personally conceived to raise productivity by which workers were docked 2 minutes for every 1 minute they were late.
At the start of the show when O’Donnell tells his executive team that he is going undercover the reactions vary from surprise to incredulity.
When he meets with them at the end and talks about what he learned and changes he believes are needed and how he plans to use his new knowledge the look on guy’s face said it all—he might as well have rolled his eyes.
Sadly, that is often the reaction from senior leadership regarding intel that comes from front-line, bottom-of-the-heap workers.
The smartest managers listen to their all their people—not just the ones in suits.
The final scene includes and overlay update on what happened to each of the people who worked with O’Donell and changes, both made and ongoing, as a result.
I don’t watch reality shows; I’ve read that many are scripted, but I do believe that there are bosses of large companies who don’t have egos the size of Texas and are capable of learning from unfiltered feedback from the lowest rank and file.
Plus, it seems that changes were actually made.
As big a believer as I am in bosses talking to the troops, there is no way O’Donnell would get this kind of feedback from this level of employee if they knew who he was.
Go ahead and call me naïve, but in spite of everything I’d rather be a chump than a cynic.
And in case you missed Undercover Boss you can watch it here.
Don’t be put off by the title; the posts cover a wide range of issues beyond the classic idea of positional leadership.
You’ll find posts on leadership, how-to’s from a coach, management development and more from all your favorite bloggers and the opportunity to discover new ones.
Enjoy!
Dan McCarthy presents What Prevents Leaders from “Connecting the Dots”?, posted at Great Leadership, explaining how in addition to the multitude of external factors that impact our ability to connect the dots, there is also something inside each of us that needs attention too.
Miki Saxon presents When Realities Collide posted at MAPping Company Success, which considers the difficulties in engaging the ‘just in time workforce’ to which many companies are moving and asks “how do you get people to care when they know without a doubt that the company doesn’t care about them?”
Mike King presents 100 Ways to Serve Others posted at Learn This, saying, “Leadership development requires an attitude of service to others. There are 100 ways to serve.”
Nick McCormick presents Fill Your Pack posted at Joe and Wanda – on Management, providing a ten-minute Management Tips Podcast with Tim Clark, author of “The Leadership Test.”
Nissim Ziv presents What is the Difference between Management and Leadership posted at Job Interview Guide, saying, “There are many models that depict leadership and management in the business world. In reality management and leadership have very different meanings: a manager is a title and leader is a function. Management is a position and leadership is a skill.”
Ralph Jean-Paul presents The Persuasion Experiment: 5 Effective Persuasion Techniques Tested posted at Potential 2 Success, saying, “We are constantly trying to persuade others in one direction or another. Whether it is trying to convince your friends to eat at one restaurant instead of another, or getting your boss to give you a raise, being able to persuade other people is important. Leaders must have this skill! In this post, I test 5 persuasion techniques to see if they really work.”
Jennifer V. Miller presents Stepping Into the Abyss posted at Jennifer V. Miller, describing the key factors necessary for employees to feel comfortable giving feedback to their bosses.
Lisa Rosendahl presents Have You Checked Your Credibility Lately? posted at Lisa Rosendahl, saying, “You have credibility currency. You trade in it and on it regularly, whether you are aware of it or not. Have you checked your credibility lately?”
Steve Roesler presents How To Get Your Good Ideas Heard posted at All Things Workplace, saying, “Leaders are always looking for other leaders. One way they find them is by watching people who know the importance of getting their ideas heard. Here are some ways to do just that.”
Tom Magness presents Spider-Senses posted at Leader Business, saying, “Good leaders need ‘Spider-senses.’ The power that comes from listening to that inner voice, from following up on intuition, can save a reputation, a project, or even a life. Take a few lessons from the world’s greatest ‘Webslinger!’”
Laura, a.k.a. working girl presents Working Girls posted at Working Girl, discussing an increasing source of frustration for working women who want to work more effectively.
Sharlyn Lauby presents Anonymous Comments posted at hr bartender, saying, “Managers should ask questions to get better answers and build trust.”
Jim Stroup presents The Management Uncertainty Principle posted at Managing Leadership, saying, “Uncertainty operates not just in physics but in management as well. How can you use it to gain greater control over your work?”
Anytime I can include ’sex’ in a post my stats improve for that day. And if the sex is combined with ‘leadership’ they go up even more.
Last week I shared the information that 
Dan McCarthy, of 
Today is the start of 
How flat should an organization be?
Did you watch the new reality show Undercover Boss on CBS Sunday after the Super Bowl?
Subscribe to MAPping Company Success 