If you lead them, they will follow!

Smart intervention into the food, market & hunger system seems to be the answer.  The US system of subsidy seems to be part of the problem, especially for Haiti and other very poor countries.  ~  D

We need courageous leadership, but lack it.

The transformational leadership style draws on assorted capabilities and approaches to leadership, creating distinct advantages for the organization. A leader using this approach possesses integrity, sets a good example and clearly communicates his goals to his followers. He expects the best from them. He inspires people to look beyond their own interests and focus on the interests and needs of the team. He provides stimulating work and takes the time to recognize good work and good people.

A useful view of embracing the deep sense of what is influence, relating it to motivation to change.  ~  Deb

Though I don't like statements such as one "must" and companies "have to", I believe that the overall view is correct. The world's changing, business environment is changing as well. New leadership skills are required that were not taught in public schools at all but neither at business schools yet.

Empathy: Leadership Strength Or Weakness?

Need some hard data to see if you should display empathy as a leader?  This article contains some thought starters.

Empathy is one of my top strength themes that I try to leverage intentionally in times of stress and frustration.  It is very useful to learn about the different types of empathy.  I can now apply this knowledge as I work to improve my self-mastery.  Thanks Maya!

From the article:

Empathy’s Role in Emotional Intelligence

Research shows people can experience and exhibit three kinds of empathy:

~ Cognitive 

~ Emotional

~ Compassionate

Give people a reason to follow you, not only hope!

Thought provoking read.  I find a similar issue working as a communication consultant, I usually find people feel the organization needs to communicate better but when it comes time to apply tools that will help communication, many people resist using them.  These barriers are true for communication as well as collaboration.  

 From the article:

Collaboration Barrier #1 – Hoarders

Collaboration Barrier #2 – Hidden knowledge

Collaboration Barrier #3 – Not invented here syndrome

Collaboration Barrier #4 – Transferring hard to encode information

(From the article): Collaboration Barrier #3 – Not invented here syndrome

Siloes are a common feature of many workplaces. They could exist around functions or regions or even hierachies. It’s also increasingly common that these siloes are given a large degree of autonomy as to how they operate. Whether these barriers are physical or merely mental they are often extremely damaging to collaboration. For instance, do your senior managers accept ideas from those beneath them in the hierachy or is there a culture whereby only those on the same level can collaborate? Is there a culture where asking others for help is seen as an admission of failure or ignorance?

(From the article): Collaboration Barrier #3 – Not invented here syndrome

Siloes are a common feature of many workplaces. They could exist around functions or regions or even hierachies. It’s also increasingly common that these siloes are given a large degree of autonomy as to how they operate. Whether these barriers are physical or merely mental they are often extremely damaging to collaboration. For instance, do your senior managers accept ideas from those beneath them in the hierachy or is there a culture whereby only those on the same level can collaborate? Is there a culture where asking others for help is seen as an admission of failure or ignorance?

Simplify - Standardize - Drive out Waste - Reduce Variation - Improve Value Flow!

I have to say, this guy has it wrong.  He makes it sound like comlexity can be managed by remembering or following a few simple rules.  If you can manage something by following SIMPLE rules wouldn't that make it "SIMPLE."

Complexity on the other hand is far more interesting than attacking with some rules and a 12 step process for improvement.  To meet it requires creativity, adaptation, and clarity.  There are patterns found in complexity; can the leader identify them?  Can the assigned team take a new perspective on the problem to provide a "workable" solution?  Can management understand the problem enough to adapt to issues that arrise and record their efforts to ensure they are learning from their efforts?

Complexity doesn't mean its difficult, but is far more nuanced than a few "simple rules" can deal with.

Keep it simple works...for you, your business and your profits

Excellent read

Totally agree with the article: One size fits all doesn't work !

Here's the problem: Employees who want to game the system are going to do so inside or outside the office. Supervising them more closely is costly, enervating, and it's ultimately a losing game. As for highly motivated employees who've been working from home, all they're likely to feel about being called back to the office is resentful — and more inclined to look for new jobs.

Excellent article from a practitioner!  Wise words indeed.

From my own work with Transactional Analysis, adult to adult dialogue is the only way problems truly get solved...

Great information for understanding conflict and use it for the writer's advantage.

We need mindful practices and to learn to take a breath.

How innovation wasn't, via Mike Myatt, at Apple vs. Google.  Interesting take worth a look.  ~  D

I would like that a new firm create their synthesis.

Interesting...

This related to Human Resources, Total Rewards, Compensation and all sorts of practices in institutions.  ~  D

IS this slow moving change finally taking hold?!  From a Chris Lee article on problematic appraisal in the 90's ot Coen's & Jenkins "Abolishing Appraisals" book in 2002, finally the death bell may be ringing.

More than a decade later, there is hope for corporations abandoning this deeply flawed corporate millstone in exchange for a healthier, feedback rich and goal/challenge driven culture.   ~  Deb

It's time for performance management to fade and for positive talent development systems to move forward.  As an example of this, Skillrater.com has arrived on the scene, integrated into social media and positive feedback practices.  More news and scoops to follow.  ~  Deb

This more relevant today than ever.  From the article:

The article is still relevant today, because CEO failures are even more visible than they were 13 years ago — and in high definition.  Last year alone, the CEOs of BP, Hewlett-Packard, Burger King, Bank of New York Mellon and Yahoo were unceremoniously shown the door for failures that — in addition to lackluster execution — also included poor communications skills, an abrasive management style and the wholesale defection of unhappy executives.

Some great presentations on this theme available on SlideShare!

A wonderful summation of what it means to lead swell. Enjoy! 

It would be easier to remember fewer items. Charles Duhigg's book (2012) The Power of Habit was a NYT best seller.Now, how do we create these good habits.   

We all are permanent students, so this article is not only relevant for a classroom.

Not only is the middle manager about to get swallowed by the tornado, he is getting pulled apart by two forces that are not in alignment!

~Does this image scare you?

~Have you ever felt like this at work?

~Not only have I felt like this for most of my career, many of my employees feel the same way!

~In terms of feedback, do you think it is easy for a middle manager to explain to senior management that he that he finds himself pulled in two different directions?

~That seems like a tough message to deliver, don’t you think?

~Or, is it easier for middle managers to look at a visual like The Canyon when it is being shared by the senior executives and say, “We often feel like this.”