Bill Treasurer of Giant Leap Consulting contributed Risk-Taking Advice from America’s Greatest Mountaineer. Bill recaps, “Ed Viesturs has summited Mount Everest seven times, helped with the ill-fated Everest expedition in 1996, and climbed all 14 of the world’s 8000 meter summits. He certainly knows a few things about taking risks – and you don’t have to be a mountain climber to benefit from his advice.” Follow Bill on Twitter at @btreasurer.
Chris Edmonds of the Purposeful Culture Group contributed Change is Hard. Chris describes the post as: “a personal example and a client example of how change is, well, hard. It’s not fun – at least at the start. It’s work – but it’s worth it.” Follow Chris on Twitter at @scedmonds.
David Dye of Trailblaze, Inc., shared How to Lead a Team – Look Here. David asks, “Do you have employees or colleagues that irritate you? (Hint: We all do.) Here’s a specific strategy you can use to build productive teams – even with those people.” Discover David on Twitter at @davidmdye.
Jill Malleck of Ephipany at Work contributed In Praise of Powerful Admin Assistants. Jill shared, “Many leaders are overwhelmed because they don’t have an assistant, or if they do, they aren’t partnering well with them. Here are some tips to make this role pivotal to your organization’s success.” Connect with Jill on Twitter at @epiphanyatwork.
Jim Taggart of Changing Winds submitted Should Executives be Allowed to Telecommute. Jim says, “The traditional organizational pyramid has been around a long time. An increasingly outdated concept in a global economy, the Pyramid is accompanied by the physical presence of employees within organizational silos. Managers want their staff within arms-reach. Enter the teleworking concept with its supporters and detractors, each making their separate cases. But what about executives being able to telecommute?” Find Jim on Twitter at @72keys.
Neal Burgis of Burgis Successful Solutions shared Leaders Shifting Gears to Hire Introverts. Neal summarizes, “Leaders overlook introverts for various positions. Introverts, also known as Ambiverts are those who have a lot more of the strengths, skills and talent to generate and create ideas for problem-solving. They also interact longer in team interactions longer than the average introvert. Follow Neal on Twitter at @exec_solutions.
Susan Mazza of Random Acts Of Leadership submitted 7 Steps to Break the Cycle of Inaction. Susan asks, “Have you ever had a really great idea – something you knew you should do – and yet somehow you did not act on it? Unfortunately, when you get caught in the cycle of inaction, the tendency is to remain at rest. Here are 7 steps to break through that cycle and put the law of motion to work in your favor.” Find Susan on Twitter at @susanmazza.
William G. Steiner of Executive Coaching Concepts provided Great Business Stories. Willy says this post is “a look at how to ‘craft’ a great story from your own experiences for the purpose of influencing others in business. This post includes 4 key steps to constructing great business stories, as well as well some specific storytelling tips to make your stories more impactful and memorable.” Find Willy on Twitter at @coachforexecs.
It being October, Becky used a sports analogy, saying the posts are home runs, which they are
However, October means Halloween to me, which is also fitting, considering the number of treats offered and nary a trick to be found.
So without further ado, read, learn and enjoy.
Anne Perschel of Germane Consulting submitted Lead with a Smile and Discover What Happens. Anne shares, “Ed, an Engineering Director, has a habit of mind that immediately sees what could go wrong in any given situation. There’s always something, and often lots of somethings, that could go wrong. But one day, Ed saw the lighter side of a situation, and…read what happened.” Locate Anne on Twitter at @bizshrink.
Bill Treasurer of Giant Leap Consulting contributed Opening the Thought-Shifting Door. Bill writes, ” Leaders need to know how to shift people’s thinking. Real opportunities can be found in convincing people to become imaginative by freeing them from narrow, negative, or habitual thinking. You may be surprised to hear that encouraging thought-shifting is not as difficult or complicated as it may seem.” Follow Bill on Twitter at @btreasurer.
Bruce Harpham of Project Management Hacks submitted How To Lead Virtual Teams. Bruce summarizes, “How do you lead a team that is distributed across the country or across the world? In this article, I share best practices for leaders leading a virtual team including recommended tools.” Discover Bruce on Twitter at @PMPhacks.
Chris Edmonds of the Purposeful Culture Group contributed Where the Human Spirit Goes to Die. Chris describes the post: “Our workplaces – around the globe – are not inspiring, engaging, productive environments for us to work in. Chris sheds light on a study that shows what people need – and how to create it.” Follow Chris on Twitter at @scedmonds.
Dan McCarthy of Great Leadership submitted 10 Ways to Keep Cool and Composed. Dan writes, “When a leader lets their emotions get the better of them they can quickly develop a reputation as volatile, moody, defensive, or having a lack of leadership presence. Unfortunately, all it takes is one public outburst. What can a leader do to keep cool under pressure?” Find Dan on Twitter at @GreatLeadership.
Jim Taggart of Changing Winds submitted Black Swans: The Achilles Heel of Leadership. Jim says, “Wouldn’t it be wonderful if the world were predictable–or at least somewhat predictable? It would certainly make the job of top organizational leaders and politicians in power that much easier. But that’s not how it is; it never has been in fact.” Find Jim on Twitter at @72keys.
Joel Garfinkle of the Career Advancement Blog submitted Is it a Myth? Can you Actually Achieve Work-Life Balance? Joel recaps: “Balancing work and a personal life is becoming an increasingly common problem in today’s hyper-competitive world. Here are ten strategies for creating and maintaining work-life balance.” Discover Joel on Twitter at @JoelGarfinkle.
John Hunter of the Curious Cat Management Improvement Blog provided What to Do To Create a Continual Improvement Culture. John explains, “Leaders must create systems that encourage others to succeed and make the organization more effective. When leaders allow themselves to be removed from what is really going on in the organization they damage the organization. In order to build an organization that inspires people to be creative and engaged a leader needs to build a management system that makes that a reality.” Follow John on Twitter at @curiouscat_com.
Mary Jo Asmus of Aspire Collaborative Services, LLC, contributed Meeting them where they are. This post explains: Whatever someone has done that annoys you isn’t relevant in the present moment, and it doesn’t help to judge others by their past behaviors. The secret to better work relationships is to meet others where they are. Find Mary Jo on Twitter at @mjasmus.
Miki Saxon of RampUp Solutions, Inc, contributed Ducks in a Row: The What and How of Culture. Miki continues, “Everybody recognizes that changing culture in a large enterprise is difficult.But why is it that the most critical action required in changing culture is rarely, if ever, mentioned?” Discover Miki on Twitter at @OptionSanity.
Randy Conley of Leading With Trust submitted Your First Five Steps When Leading a New Team. Randy shares: “You only get one chance to make a first impression when taking on a new leadership role, so it’s critically important you start on the right foot. This post provides helpful advice that will get you started on the path to success.” Follow Randy on Twitter at @RandyConley.
There are times when we all need advice, encouragement and/or validation. We look for better ways to do things and new approaches to old problems.
The advantages of a blog carnival is that it provides, in one handy place, a curated list of links to some of the best bloggers in cyberspace offering creative, useable approaches in leadership, management, culture and “other practical Insights.”
It’s provided in its entirety below for current situations and to bookmark as a reference for future needs.
Need a little tongue-in-cheek advice? In “7 Habits of Highly Inept Leaders,” Karin Hurt of the Lead Change Group provides basic yet insightful tips about things NOT to do as a leader, thus encouraging leaders to behave differently in order to most effectively lead their teams.
Dana Theus shared this helpful reminder on the InPower Blog: the job you want may not need what you do best right now. The higher you go in leadership, the more this is true. To learn more about how to develop the skills you will need in your next leadership role, check out “Sidestepping the Peter Principle for Career Success.”
Do you understand the two faces of leadership? Jesse Lyn Stone of the Jesse Lyn Stoner Blog explains that one face of leadership looks forward to the future, while the other face looks back at your followers. Learn more about this important leadership approach in “The Two Faces of Leadership.”
Neal Burgis, Ph.D. wrote about another leadership approach on the Practical Solutions blog. Neal writes, “Creativity is often described as the catalyst to innovation, and creativity does not need to be left up to chance.” Learn more about cultivating this mindset in “Creative Innovation as a Leadership Mindset.”
Our featured bloggers also submitted great advice on developing essential character strengths and qualities.
Mary Jo Asmus reminds us that a willingness to open up and be vulnerable can create deeper work relationships in her post “The V Word” on the Mary Jo Asmus blog.
As leaders, we can be hard on people, but when we’re quick to judge, we need to take a step back and think about the second chances we were given. Read more on this topic in “Be Grateful for Second Chances,” submitted by Jon Mertz of the Thin Difference blog.
In “The Power of a Kind Leader,” Jeff Harmon shares that giving attention creates an engaged state in the brains of team members and employees that can result in an increase in creativity, more collaboration and greater accuracy. Check out Jeff’s blog on the Brilliance Within website.
Employee engagement is always an important management issue. Engagement begets more engagement…so how do you get the cycle started? Julie Winkle Giulioni shares advice in “The Engagement Ring.” Read more of her advice at www.juliewinklegiulioni.com.
Adam Harkness of The Productivity Blog shares this post on implementing analytics for HR, “Talking Predictive Analytics with a VP of Talent Management.” Similar to predicting the weather, attempting to predict performance is as much a science as it is an art; the field has evolved over the years and companies are now leveraging predictive analytics in the HR space to better understand their workforces.
From explaining the company vision to making culture “sticky,” company culture is something all leaders should be intentional about.
Our world is rapidly changing as a result of globalization, technology and the steady emergence of economically hungry developing countries, further amplifying the need for strong leadership at both the political and corporate levels. Learn more about “Leading in a Time of Rapidly Shifting Tectonic Plates” with this post from Jim Taggart on his blog, ChangingWinds.
And finally, I recently wrote about a helpful tool for addressing leadership gaps in your organization. Learn more about “Closing the Leadership Gap” here on my blog.
On another front, it’s Leadership Development Carnival time and the offerings are excellent. Click on over and I’m sure you’ll find information that will be of active use both at work and in your non-work life.
Seven years and more than 3000 posts ago I started this blog and in that time I only occasionally missed a day. When I couldn’t post ahead of time I found a way to write from wherever I was, but the time has come for a vacation.
But rather leave you high and dry with nothing to read, especially with time off this week, I offer up the July Leadership Development Carnival to keep you entertained and provide learning opportunities. I’m taking the rest of this week off and will return Monday, July 8th.
Julie Winkle Giulioni from juliewinklegiulioni.com presents Team, Group or Train Wreck?“Despite the ubiquitous use of the term, not all groups are teams. Teams share some essential qualities that distinguish them from other collections of individuals…. and that are explored in this article.”
S. Chris Edmonds from Driving Results Through Culture presents The Leader’s Primary Job: Engaged Employees. “The benefits of engaged employees are impressive and undeniable. This post looks at Gallup’s 2013 ‘State of the American Workplace’ data as well as global data on employee engagement. Edmonds places responsibility for boosting employee engagement squarely on the shoulders or organizational leaders.”
Lolly Daskal from lollydaskal.com presents Failure: The Competitive Advantage. “Some of us may look at failure as us not being successful, life has taught us that Struggle, failure, pain, adversity—they are all our teachers. Failure gives us the competitive advantage, it opens the door unto everything we need to know.”
Randy Conley from Leading With Trust presents Are You a Thermometer or Thermostat Leader?“Randy Conley uses the metaphor of comparing thermometers and thermostats to examine how leaders can either be reactive to the dynamics occurring in their teams or proactively create the right environment for their teams to succeed.”
Jesse Lyn Stoner from Jesse Lyn Stoner presents Focusing on the Future Sets Leaders Apart. “Jesse Lyn Stoner is hosting ‘The Value of Vision’ series for the next month. She has invited several leadership experts and thought-leaders to join her in exploring the role of vision in today’s complex, fast-paced world. Jim Kouzes and Barry Posner, authors of the groundbreaking bestseller ‘The Leadership Challenge’ kick off the series using their most recent research. The series will run for a month and will include 10 industry experts and thought-leaders such as Ken Blanchard, Whitney Johnson, and Doug Conant.”
Michael Folkmanfrom Four Groups’ Blog presents Rethinking the War for Talent. “Despite advances in technology, selection methods and years of cumulative experience; organisations continue to struggle squaring the recruitment and talent puzzle. Arguably, with all the tools currently available to them, businesses are no better at recruiting than they were 20 years ago. Whilst new technologies and social media have widened the net, there is little evidence to suggest that decision making is improving or that organisations are better at understanding what makes a successful hire. Maybe it is time that we re-frame the talent question and look at recruitment decisions through a different set of filters?”
Bernd Geropp from More Leadership presents 3 Ways how employee motivation gets destroyed!“Lots of managers want to motivate their employees. I believe that is the wrong approach. You don’t need to motivate but you have to take care that you don’t de-motivate. I share 3 ways how employee’s motivation can be easily destroyed and how it can be avoided.”
Mark Behl from Leadership for Today’s Executive presents Manage Expectations or Manage Emotions. “As a leader, you must learn to manage expectations or be really good at managing emotions. When we fail to manage people’s expectations, whether it is project timelines, budgets, or strategic initiatives, we are left managing their emotions. Senior leaders that are upset, customers that are frustrated and angry, or key stakeholders that thought more progress was being made. I have learned over the years that managing expectations will get you much further and help you build credibility as someone who is able to deliver on what they promised.”
Lisa Kohnfrom The Thoughtful LeadersÔ Blog presents Soft skills have hard-core results. “In today’s fast-paced work environment, soft skills are anything but. They are the keys to effective leadership and they aren’t easy. Follow these simple steps to enhance your ‘soft skills’ and get the results you desire. Take the time to focus on your behaviors and interactions with others – and reap the benefits.”
Miki Saxon from MAPping Company Success presents Management is Like Coffee. “Just as there is an optimum amount of coffee that provides positive benefits there is an optimum amount of management that yields the best results; this is true no matter how high the quality of the coffee or excellent the management/coaching.”
Mike Henry Sr.from Lead Change Group presents 6 Forces Resisting Change“Have you considered what situations or temptations you face when you consider a better future? What forces work against change and for the Status Quo? What causes you to be tempted to choose something less than the best for you or your organization? Identify and face those challenges and push through to make a positive difference.”
Neal Burgis, Ph.D. from Practical Solutions presents Leaders Bouncing Back from a Fall“How leaders bounce back after a fall from grace? We are all immune to setbacks and falls. It is how well you manage your reputation and responding well to it that makes a big difference.”
Bill Matthies from Business Wisdom presents Knowing when not to change to “normal”! “Change is inevitable, constant, but not everything needs to change all the time. Great leaders manage change, both that they wish to happen as well as that they don’t, and knowing the difference is what makes them great. Watch and listen to what Faith Jegede learned about that from her Autistic brothers. Great leadership is everywhere.”
Steve Roesler from All Things Workplace presents Who Are Your Conversation Catalysts? “What do you do when you need to get a message out to your organization or your customers, and want to do it as quickly and effectively as possible? Here is a quick read with action tips you can use today.”
Dianne Stetzer with Talent Management Intelligence presents The Innovation Paradox by Ellie Hall. “Want to drive a culture of innovation in your organization? That strategy starts at the top of your organization. Learn more about the conflicts that your CEO and senior team will face in implementing your innovation imperative.”
John Hunter from Curious Cat Management Improvement Blog presents Executive Leadership. “When the senior executives are not leading improvement of the management system they inevitably undermine the efforts of others because they don’t understand the impact of their actions.”
Jesse Lyn Stoner from Jesse Lyn Stoner presents Go For the Gold! 8 Tips to Create the Future You Desire. “Over the years, studying vision and helping leaders in a variety of settings I learned that the real power comes when you focus on what you desire. Proactively focus on what you want, not reactively on your problems. While you might remove a specific problem, you are likely to discover another problem awaits, and you will move from one crisis to another. Instead of focusing on problems, picture the results you desire.”
Bruce Lewin from Four Groups’ Blog presents 3 Barriers to Adaptability and Change. “There are 3 core barriers to adaptability and change. 1. Prioritising Short Term Profits 2. Short Term Thinking 3. An Addiction to Core Revenue Streams. By applying these 3 barriers to Nokia, Blackberry, Blockbuster, Kodak and others, it’s possible to see how each organisation struggled to meet oncoming changes and competitive threats to their businesses.”
Mark Miller from Great Leaders Serve presents Take Back Your Life. “We all seem to be busier than ever before, but what happens when busy becomes hurry? This post suggests why hurry is dangerous, why it happens and what we can do to stop all the hurry.”
Joan Kofodimos from Anyone Can Lead presents What’s Good About Having A Bad Boss?“Lots of people have suffered through a bad-boss experience. I suggest that this experience can serve as a crucible for your own growth and learning as a leader, and outline some specific strategies for getting the most out of the experience.”
Neal Burgis, Ph.D. from Practical Solutions presents Characteristics of Maverick Leaders. “Mavericks are individualists and by their very nature “different”. Mavericks are so different, so edgy and so independent that they are original in their ideas, their creative and innovative thoughts go beyond what most organizations want to pursue. These individuals are the successful stand outs that make them start their own business and reach their potential as leaders.”