The Thought Board is delighted to host the August 2016 Leadership Development Carnival sponsored by Lead Change Group partner Launchbox365. This month is filled with a wide variety of leadership topics including idea generation, power, delegation, compassion and more. So, take some time out to learn from all the thoughtful contributions that make this edition so impressive.
Mary Jo Asmus (@mjasmus) of Aspire Collaborative Services says Transforming Your Leadership Takes More than Intention. Good leaders who want to become great have to take action on their behavioral goals. This post provides some steps to take that will get you started.
Julie Baron (@commwrks) of Communication Works says when it comes to keeping the employee idea stream flowing, company size doesn’t matter. For any startup, small or big business, employee ideas are key to success. And not just in relation to the creation of new products and business. Encouraging employees to share ideas with leadership often contributes to improved communication, engagement, morale, and even improved customer service levels.
Marcella Bremer (@MarcellaBremer) of Leadership & Change offers a post on Becoming Whole at Work: personal development to change the organization. She says this government organization started their organizational change with personal development for employees. Aimed at raising consciousness, people were free to choose the personal development program that had no targets (other than making people more aware). Did that yield any results? Mitzi Gras, who guided the program, shares an amazing story. Would you dare to do this?
Beth Beutler (@bethbeutler) says with all the upheaval around the world, it’s easy to get discouraged as well as distracted from our work. Beth provides some ideas for how to cope when the external stresses threaten to interfere with your productivity. Read her post When External “Stuff” Overwhelms: Ideas for Coping when the World is Unsettled.
Neal Burgess (@exec_solutions) says quiet leaders are those of us who sometimes appear introverted yet we show our leadership in various ways to get things done with great results. Read Neal’s post Quiet Leaders Know How to Get Things Done.
Randy Conley (@RandyConley) of The Ken Blanchard Companies says power accompanies leadership; there’s no getting around it. Randy Conley shares three big problems that arise when leaders fail to fully embrace the power at their disposal.
David Dye (@davidmdye) of Trailblaze says it’s time to Lead Like a Skydiver. Read his post to learn the 5 Ways to Make Sure Your Team is Ready to Jump. When David jumped out of a plane, he learned that clear and consistent communication do wonders for leadership.
Chris Edmonds (@scedmonds), author of The Culture Engine, says a positive and productive workplace culture isn’t just about perks, treats and activities. Employees crave being truly cared about. Read his post titled The Single Most Important Thing Employees Want.
Joel Garfinkle (@JoelGarfinkle) of Executive Coaching says 80% of the promotion effort occurs before you walk into your boss’s office and ask for the promotion. Learn the five questions you need to ask to help quantity your value for the promotion you deserve. Read Joel’s post Stress Free Ways to Ask For a Promotion.
David Grossman (@ThoughtPartner) says mangers and leaders are often reluctant to delegate as many believe in the old adage that says, “if you want something done right, you must do it yourself.” Although this may be true in a handful of cases, a core component of leadership is getting work done through others. Read David’s post The Benefits of Delegation and Why Most Leaders Under-Delegate.
Mike Henry (@mikehenrysr) says the pride of a leader can disrupt the culture, function and results of any team. Have you ever considered how your pride may affect your team and weaken their performance? Read Pride Affects Leadership.
Karin Hurt (@letsgrowleaders) says we like to win, but sometimes we just won’t. But we can always learn from the experience. Here are seven questions to guide you as you evaluate those times you don’t win like you would have liked to.
Paul LaRue (@paul_larue) of The Upwards Leader offers insight with his post on Leadership Principles From the Bushido Code. He says leadership principles never change over time. Even back from feudal Japan, these virtues tight to Bushido Samurais are the same principles that make for an influential leader today.
Susan Mazza (@susanmazza) of Random of Acts of Leadership asks, “What If Every Job Was A Leadership Position?” She says leadership development is no longer just about preparing the chosen few in leadership positions to be better leaders: it is about developing anyone interested in making the biggest possible difference they can make, so they can make an impact based on their passion and commitment, not simply based on their position.
Robyn McLeod (@ThoughtfulLdrs) of Chatworth Consulting presents five ways to pay more attention and why you should where she shares vital tips for strengthening your focus and attention, and developing better habits to be more productive and in control of your time.
Jon Mertz (@ThinDifference) of Thin Difference asks, “How do leaders stop giving the answers and start coaching others to develop them instead?” He says author Michael Bungay Stanier shares insights in his new book The Coaching Habit.
Jennifer Molina (@i4cp) of i4cp shares a case study on How Google Used Data to Validate the Impact of Good Managers. Learn how Google gleaned insight and put together a list of eight behaviors that great managers at Google exhibit, which provides a roadmap toward action on what to train people managers toward in the future to ensure continuous improvement.
Ann Perschel (@bizshrink) of Germane Consulting says compassionate leadership is much needed in these very challenging times. Learn what it is, how it works; and discover which leaders and what companies are joining the movement.
Art Petty (@artpetty) of APG says Great Leadership Remains in the Moment. Too many in leadership roles relive past glories or agonize over prior mistakes. There are no time machines. Others focus solely on a far-away future but don’t do the work in the present needed to get there. The solution is to focus on remaining in the moment.
Shelley Row (@shelleyrow) says career changes can be exciting and scary. Shelley provides some wisdom for taking a calculated risk to make a change in her post Make the Career Change Leap: Three Threads to Weave the Net.
Miki Saxon (@OptionSanity) of RampUp Solutions, Inc. says KG Charles-Harris is a serial entrepreneur and has held various leadership positions for decades. He explains why new research saying that asking questions is bad for male leaders, while true on some societal levels, hurts the leader in the long run. He also provides a quick take on the inherent dangers of ego and his personal mantra to avoid its danger.
Jesse Lyn Stoner (@JesseLynStoner) of Seapoint Center shares 5 Questions to Surface Your Leadership Beliefs. Jesse says what you don’t see CAN hurt you and your team. Are your unexamined beliefs pulling you in the wrong direction?
Michael Stallard (@michaelstallard) of e Pluribus Partners says micromanagement creates a dangerous environment for employee discontent, as these examples from history show. Read his post To Avoid Micromanagement, Minimize Unnecessary Rules and Excessive Controls.
Jim Taggart (@72keys) of Canada asks, “Are You a Spontaneous Leader?” He says there’s no cookie cutter recipe for leadership. Each leader has a unique personality that has developed from the immediate world in which the individual grew up and matured. Our mental models are the principal driver of human behavior, greatly influencing the lens through which we see the world.
Bill Treasurer (@btreasurer), Chief Encouragement Officer at Giant Leap Consulting and author of books Courage Goes To Work and Courageous Leadership shares 4 Skills for Open-Door Leaders. Bill says leaders create leaders by opening doors of opportunity that have a positive and lasting impact on the behavior of those they lead. Learn to be this kind of open-door leader by applying the four skills outlined in his post.