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.”
Dan McCarthy of Great Leadership shares his post, 6 Types of Bosses. Dan answers the question we all wonder from time to time, “ “If all of this leadership development stuff is supposed to be so great, then why are there so many bad bosses?”
Jon Mertz shares his post, In Collaboration We Trust from his blog Thin Difference. Collaboration succeeds when trust is active and trust is embedded in interactions, mission, connections, and progress forward.
Dana Theus brings us, 3 Ways Men Can Help Women In The Workplace on her InPower Consulting blog. If you’re a man leading people in your company, chances are that you feel somewhat stymied in how to address one of the biggest talent management problems all companies face: how to keep bright, talented women from leaving the company before they make it into the leadership ranks. …
Lolly Daskal of Lead From Within shares: When we are faced with problems the first thing we want to do is identify it, define it, examine it, analyze it and seek solutions. What if we could try something new?” Read on… Don’t Solve Your Problems.
Julie Winkle Giulioni also talks about letting go in her Lead Change Group post, Letting Go with Grace. Excessive attachments in today’s warp-speed world shape not only who we become – but what our organizations become. Could ‘holding on’ be holding us back?
Jesse Lyn Stoner of Seapoint Center shares her insights on The Space Between Supervising Closely and Delegating Most of us know what it looks like when you are Supervising Closely or Delegating. But the space between is large and undefined… and very important. It’s the space where growth occurs and relationships are forged. This post explains what leadership looks like in that space.
Susan Mazza shares her post, It Sounds Great In Theory from her blog Random Acts of Leadership. Just because something “sounds great in theory” doesn’t mean we can immediately implement it. This post explains how to lessen the gap between theory and action.
Mary Jo Asmus of Aspire talks about change in her blog in her post Seeing resistance? Look inside yourself. Resistance to change is normal. When leaders notice it, the tendency might be to push harder. Mary Jo suggests an alternative.
Julie Winkle Giulioni of juliewinklegiulioni.com writes about Unpacking Learning. Leaders dedicate considerable effort to engineer training and development opportunities their employees. The problem is that completing the experience leaves the work half done. The real benefit comes when we help others unpack the learning from the experiences they have.
David Burkus of LDRLB shares Why Learning from failure Works Better When Others Fail. There are definitely positive lessons to be learned from failure, but new research suggests that the failure of others might be a better source of learning than our own short-comings or mis-steps.
Neal Burgis, Ph.D. talks about Leaders Over Using Their Strengths in his Practical Solutions Blog. Anyone who has ever driven a car knows blind spots are potentially lethal. This holds true in leading business organizations as well as on the road. Are you aware of your strengths and how to use them to your advantage without overusing them? Do you recognize your strengths & how you use them?
Jesse Lyn Stoner from Jesse Lyn Stoner Blog presents Let’s Stop Confusing Cooperation and Teamwork with Collaboration.“Using collaboration, cooperation and teamwork interchangeably dilutes their meaning and diminishes the potential to create powerful, collaborative environments. This post defines the difference, discusses Marissa Mayer’s memo that she was recalling remote Yahoo employees back to offices in order to promote collaboration and explains what is required to create a truly collaborative environment.”
Julie Winkle Giulioni from juliewinklegiulioni.com presents Building the Bench. “Recent research suggests that just as many organizations are beginning to feel that they’re stabilizing after a long period of economic uncertainty, they may in fact find themselves facing a new and unexpected challenge: deficient management bench strength. This post spotlights an under-leveraged approach to addressing this issue… while at the same time driving business results.”
Randy Conley from Leading with Trust presents Trust is…. “Trust is…” – How would you complete that phrase? Trust means something different to each person, and in this reflective post, Randy shares thoughts on what trust is to him and he invites you to add to the list by completing the phrase, “Trust is…”
Steve Roesler from All Things Workplace presents Self-Leadership & 3 Key Variables.“When it comes to making career and leadership changes, there are three variables that come into play. If you are wrestling with where you are right now, this may help you clarify where you need to focus your energy and your effort.”
Bill Matthies from Business WisdomWhat I Will, What I Won’t. “While the philosophic take on this is what we will resist versus what we will attempt to maintain, the business version is about spending or saving resources. In Vegas, knowing when to hold ’em, when to fold ’em. It’s not easy is it?”
Dana Theus from InPower Consulting Blog presents The 3% Leadership Revolution: A (Missed) Opportunity for Women. “There is a quiet leadership revolution going on, a shift in the definition of success from “what” to “how.” In times of major change, the underdog has a strategic opportunity to end up on top. In this revolution, the women-in-leadership underdogs have a unique opportunity to capitalize on it and use it to define our leadership careers – to play a leadership role in the revolution, so to speak – or miss our chance at squeezing out from under the dominant culture that keeps women and men (both!) from valuing what women bring to leadership table.”
Bruce Lewin from Four Groups’ Blog presents Why is Understanding People So Hard. “The lack of well recognised tools and techniques that help us better understand people through reliable predictions undoubtedly contributes to the fact that understanding people is hard. Taking this conclusion at face value, it’s then easy to see how some managers don’t want to get involved in ‘people’ issues and instead they prefer to pass the problem to HR. Time will tell how long this situation endures but given the 50 year time frames above, it’s difficult to see this cliché being consigned to history any time soon.”
Karen Kanakanui from Lead Change Group! presents a post by Karin Hurt called Why Doesn’t My Team Feel Recognized?“You’ve served up regular recognition cocktails of programs, plaques, bonuses, and fun. You’ve spent lots of money… you’ve put in heartfelt effort. And then… the employee survey results come in. It’s not enough. They want more. What if your recognition cocktails don’t work?”
Lolly Daskal from www.lollydaskal.com presents Leadership: Disappointed To The Core. “If you meet a leader who’s a loner, who doesn’t communicate, who’s not engaged, who seems removed and not trusting, it’s probably not because they enjoy solitude or disengagement. It’s far more likely that they have been disappointed. There will always be people and events that will let us down, and when that happens it can shake us to the core.”
Kevin Eikenberry from Blog: Leadership & Learning presents Leading in Living Color. “Too many leaders think they can leave their real selves at home, leading from a place of policy, procedure and a pursuit of perceived perfection. If you want to be a more effective leader, be real and relatable. Lead in living color.”
What does the Millennial generation seek in leadership development opportunities and do generational stereotypes get in the way? As part of her article research for the Huffington Post on “filling the leadership pipeline” Jennifer V. Miller of The People Equation interviewed what Gen Y professionals had to say in Gen Y and Leadership: Young Professionals Speak Up.
Neal Burgis, Ph.D. from Practical Solutions Blog presents Coloring Outside the Lines of Your Leadership. “Many leaders are known as unconventional, non-traditional, and even trailblazers. These individuals step over the boundary lines to be creative and implement their creative side in business, and sometimes in everything else they do. Coloring outside the lines is primarily about stepping outside your comfort zone & take a risk to be creative with your thinking skills. This is where you get to be comfortable with being uncomfortable.”
Joan Kofodimos from Anyone Can Lead presents Why are you so swamped?“Most causes of managers’ work overload aren’t in the nature of the work – they’re from within the manager. Understanding your own patterns and what you do to keep yourself swamped is key to getting un-swamped, and key to making the transition from managing to leading.”