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Forgiving: The Hidden Dimension of Exceptional Leadership

Forgiving: The Hidden Dimension of Exceptional Leadership | The Heart of Leadership | Scoop.it
By Manfred F. R. Kets de Vries & Katharina Balazs This article explores the concept of forgiveness in the context of leadership, and suggests that forgiveness is one of the keys that distinguish mediocre or ineffective leadership from the...

Via Thomas Faltin
Don Cloud's insight:

Forgiveness ... regifting the grace bestowed upon ourselves to others ... and a gift that leaders know how to give.

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The Science of ‘Paying It Forward’

How generosity among strangers becomes socially contagious.

Via Sandeep Gautam, John Michel
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Sandeep Gautam's curator insight, March 15, 10:30 PM

Pay-it-forward; don't thank, but share this with others

John Michel's curator insight, March 16, 1:35 AM

Research suggests that the next time you stop to help a stranger, you may be helping not only this one particular individual but potentially many others downstream. And who knows? In the end, maybe what goes around will come around.

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10 Leadership Lessons From U.S. Commanding General John E. Michel

10 Leadership Lessons From U.S. Commanding General John E. Michel | The Heart of Leadership | Scoop.it
Brigadier General John E. Michel is the Commanding General, NATO Air Training Command-Afghanistan; NATO Training Mission/Combined Security Transition Command-Afghanistan; and Commander, 438th Air Expeditionary Wing, Kabul, Afghanistan. In addition to...
Don Cloud's insight:

10 things great leaders do, in the military, in business, and in life.

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Leading Through The Power of "And" - TanveerNaseer.com

Leading Through The Power of "And" - TanveerNaseer.com | The Heart of Leadership | Scoop.it
Discover 4 reasons why leaders need to rely on the power of “and” to ensure their organization's ability to succeed and thrive.
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The Leader's Intellectual Health

The Leader's Intellectual Health | The Heart of Leadership | Scoop.it
Intellectual health flows from deep curiosity, an adaptive mindset & paradoxical thinking, helping leaders to create dialogue & insight for intelligent change.

Via donhornsby, ThinDifference
Don Cloud's insight:

Intellectual growth stems from lifelong learning seated in deep curiousity, and adaptive/growth mindset, and paradoxical thinking.

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David Hain's curator insight, June 21, 2013 9:53 AM

Very good - reminds me of the work by Rooke and Torbert on stages of adult development.

Ivon Prefontaine's curator insight, June 21, 2013 9:58 AM

Health is holistic.

Luís Cochofel's curator insight, June 22, 2013 12:35 PM

Stay curious; LEAD YOURSELF first!; your ability to be a Leader lies on your attitude.

 

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What it takes to be a great leader

What it takes to be a great leader | The Heart of Leadership | Scoop.it
There are many leadership programs available today, from 1-day workshops to corporate training programs. But chances are, these won't really help. In this clear, candid talk, Roselinde Torres describes 25 years observing truly great leaders at work, and shares the three simple but crucial questions would-be company chiefs need to ask to thrive in the future.
Don Cloud's insight:

True leadership development (or lack thereof) ... captured in 3 simple yet profound questions you can ask yourself and can ask about your organization:

 

1 - Where are you looking to anticipate change?
2 - What is the diversity of your personal and professional network?
3 - Are you courageous enough to abandon the past?

 

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7 Things Smart Learners Do Differently

7 Things Smart Learners Do Differently | The Heart of Leadership | Scoop.it

What makes a real difference in reaching your potential is an ability to be a smart learner. See what smart learners do differently and what they can teach us.


Via David Hain, John Michel
Don Cloud's insight:

Learning is a journey, not a destination.

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John Michel's curator insight, February 22, 9:35 AM

We learn best when we are relaxed and have a real friend and mentor around.

Ivon Prefontaine's curator insight, February 22, 6:14 PM

They do all those things and probably many more.

donhornsby's curator insight, February 22, 10:58 PM

(From the article): People often divide their time between learning and non-learning. Learning is usually much more focused, dedicated time. Even our education systems are built around that concept — first we learn for several years, and then we work. Smart learners do it differently. They use every occasion to learn something new — about the food they eat, the way things work, different cultures, different roles in the same organization, history, and the people around them. The world is a great source of knowledge and skills, available 24/7, so they ask tons of questions and connect the dots.

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12 Ways to Fuel Your Own Fire

12 Ways to Fuel Your Own Fire | The Heart of Leadership | Scoop.it

Neglect your energy and you’ll go out like an unstoked fire. Fire always cools without fuel. 


Via Jean-Philippe D'HALLUIN, Roger Francis, David Hain
Don Cloud's insight:

Awesome post!

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David Hain's curator insight, February 24, 4:18 AM

Great post from Dan Rockwell, aka @leadershipfreak.

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Becoming a Better Judge of People

Becoming a Better Judge of People | The Heart of Leadership | Scoop.it
Ten questions to help you understand the "why" and "how" behind a person. (10 questions to ask people to discern their character quality. Ask these about yourself to measure your own.

Via John Michel
Don Cloud's insight:

Arguably one of the most critical decisions leaders will make time and again is about people ... who to hire, who to fire, who to push forward, who to demote, who to hedge your bets on, and who you will fill the organization with.

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John Michel's curator insight, February 28, 2:26 AM

In business and in life, the most critical choices we make relate to people. Yet being a good judge of people is difficult. How do we get better at sizing up first impressions, at avoiding hiring mistakes, at correctly picking (and not missing) rising stars?

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How to Tell If You're an Organizational or Relational Leader (And Why It Matters) | careynieuwhof.com

How to Tell If You're an Organizational or Relational Leader (And Why It Matters) | careynieuwhof.com | The Heart of Leadership | Scoop.it
A friend of mine from seminary days told me that every leader has a number on his (or her) back. 50 100 200 1000 10,000 His theory? Basically everyone has

Via Frank Bealer
Don Cloud's insight:

An interesting leadership construct, drawing distinctions between relational and organizational leaders.  But as with many things in the world, I don't think any particular leader fits cleanly in just one or the other "bucket".  Any particular leader likely demonstrates talents in both realms but to varying degrees.

 

Some interesting leadership questions to consider.  Is it possible to transition from a relational to an organizational leader?  At every higher levels of an organization, organizational leadership skills become more important ... but how might one continue to leveral relational leadership skills to reinforce the organization?

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Simple Ideas to Stimulate Creativity

Simple Ideas to Stimulate Creativity | The Heart of Leadership | Scoop.it
As the infographic suggests, there are many ways to challenge yourself and get the creativity process working. From all the ideas suggested, there ar

Via Don Dea
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The Twelve Principles of Leadership: Principle Eight

The Twelve Principles of Leadership: Principle Eight | The Heart of Leadership | Scoop.it
During a twelve-day period of time, I will be posting daily one of the Twelve Principles of Quality Leadership followed by some questions you, as a leader, may wish to ask yourself. Hopefully the description and inquiry will ...
Don Cloud's insight:

A piece of advice shared with me, now shared with you, that reinforces this article.

 

A mentor of mine shared with me, "Spend 90% of your time leading 90% of your people".  His lesson, that the leader's purpose is to lead the entire organization, and it's not to get stuck only focusing on the 10% of people with issues.

 

Put another way, where a leader focuses his/her time and energy is where the organization will go.  So spend the bulk of your time/energy leading them to some place worth going ... and don't spend 90% of your time on the 10% with issues or that is where your organization will end up.

 

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Don't Just Be Happy, Inspire Happiness

Don't Just Be Happy, Inspire Happiness | The Heart of Leadership | Scoop.it
Your employees look to you for lots of things, not the least of which is your ability to create the conditions that help them thrive. New research reveals six vital elements you should focus on.

Via John Michel
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John Michel's curator insight, February 9, 2:46 AM

Gallup surveys show that when people have positive interactions and close friends on the job, they will be significantly more engaged in their work (not to mention more productive and effective) than those who do not. Employees want to feel a sense of belonging at work--that people care about them, and that they are doing meaningful work.

Angie Mc's curator insight, February 10, 11:50 PM

This same logic can be applied to families. Consider teens who feel no sense of optimism,  authenticity, belonging and meaning in their families.  

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Are you pushing people up?

Are you pushing people up? | The Heart of Leadership | Scoop.it
When new leaders begin their journey into their role, they often times worry about the technical aspects of their job. They wonder, “Do I have enough business knowledge?”, “Can we make profits?” So...

Via Bobby Dillard
Don Cloud's insight:

What a great question for all leaders at every level!

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Leaders Who Hunt as a Pack

Leaders Who Hunt as a Pack | The Heart of Leadership | Scoop.it

Wolves hunt as a pack and are brilliant team players. Once they pick up the scent they are strategic, purposeful and persistent. Quite frightening if you are the quarry but good news if you are interested in the wolf pack’s success.

 

What about your leaders? Do you have individuals who vie with each other to be top dog or do you have powerful leaders who also pull together as a pack? And what do you need to achieve your business plan? If you are like most businesses you need leaders who pull together to become an unstoppable force focussed on hunting down your compelling vision. You want all the energy channelled towards your objective, not dissipated in internal fighting.

 

But most leadership development does not produce a pack. It produces pack leaders. Great for the individual ego, but counter-productive if you need leaders who hunt as a pack.

 


Via Kenneth Mikkelsen
Don Cloud's insight:

Very interesting leadership development article ... even more so when considering military leadership development programs that do strive to produce packs of leaders at various levels.  The pro is that in a military context, the pack mentality is extremely powerful.  However, I offer that there can be a downside when there needs to be a strategic shift and "the pack" of leaders ends up resisting the necessary change.

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Tough-minded Leadership with Tenderhearted Skills

Tough-minded Leadership with Tenderhearted Skills | The Heart of Leadership | Scoop.it
In business today, every leader, every boss, every chief executive officer, wants their company to be successful and so they advocate for tough-minded attitudes and strong-willed personalities. And in doing so, they sometimes miss the mark of creating the success they are after. They forget that
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The Sandbox Manifesto

The Sandbox Manifesto | The Heart of Leadership | Scoop.it
Live the manifesto as these kids in the sandbox do. Play is the work. We work better, we play stronger, and we dream bigger when we know we this.The success of our students, communities, and organizations is waiting at the edge of the sandbox.

Via John Michel
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What The Military Teaches About Leadership - Business Insider

What The Military Teaches About Leadership - Business Insider | The Heart of Leadership | Scoop.it
What does the military teach that helps these ex-officers climb to the top of major corporations? We combed through interviews with many of them to find out the biggest lessons about life, business, and leadership they learned ...
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The Reflex of Character

The Reflex of Character | The Heart of Leadership | Scoop.it
Deciding to be a person of character is the single most important leadership decision you will ever make. This segment from 60 Minutes demonstrates why.

Via John Michel
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How to Develop a Leadership Philosophy?

How to Develop a Leadership Philosophy? | The Heart of Leadership | Scoop.it
How to develop a leadership philosophy? Take time to define your theory, attitude, principles, and expected behaviors, all core to a leadership philosophy.

Via AlGonzalezinfo
Don Cloud's insight:

A useful guide to developing your own leadership philosphy and put it into practice.  I recommend going one step further.  Instead of just studying admirable/great leaders, also study bad leaders.  It's critical as a leader to do the right things, but often times it's equally important to know what *not* to do.  We can learn from the leadership failure of others and avoid those pitfalls.

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AlGonzalezinfo's curator insight, February 22, 6:22 PM

This is a relevant and useful post.  The behavior section is where we are truly tested.  I see myself and so many other struggle under pressure and this is a great tool to ensure we are living up to our values.  


From the post:


Behavior:

I expect to _________________________ in _________________________

situations.


Behavior is where your leadership philosophy gets tested. Behavior determines whether your leadership philosophy is just a bunch of lofty words to be used in team meetings or visible in your everyday actions. Identify what you expect your behavior to be, given your theories, attitude, and principles. Think through success and failure. Think through achievements and tough challenges.


For example:

  • I expect to respond rather than react in challenging situations.
  • I expect to focus on the process to understand and change in challenging situations.

- See more at: http://www.thindifference.com/2014/02/19/develop-leadership-philosophy/#sthash.uZutaQ6j.dpuf

donhornsby's curator insight, February 22, 10:49 PM

Some parts of a leadership philosophy are intuitive to who we are. Thinking through what type of leader we want to be and how we want to lead will make us a better leader. More importantly, in those difficult times, having a leadership philosophy will keep us centered in moving forward as well as within the right boundaries when temptations arise. - See more at: http://www.thindifference.com/2014/02/19/develop-leadership-philosophy/#sthash.n2icLv4z.dpuf

donhornsby's curator insight, February 22, 10:50 PM

Some parts of a leadership philosophy are intuitive to who we are. Thinking through what type of leader we want to be and how we want to lead will make us a better leader. More importantly, in those difficult times, having a leadership philosophy will keep us centered in moving forward as well as within the right boundaries when temptations arise. 

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7 Unconventional Behaviors Of Inspiring Leaders

7 Unconventional Behaviors Of Inspiring Leaders | The Heart of Leadership | Scoop.it
Exceptional leaders are not always perfect, and sometimes downright quirky. But they display a set of behaviors that make them admired and loved. Here is a look at seven rare ones.

Via David Ednie, Bobby Dillard, John Michel, Robin Brothers, Roy Sheneman, PhD, JLAndrianarisoa, Jean-Philippe D'HALLUIN, David Hain
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Denis Fortier's curator insight, February 23, 2:04 PM

Listening is tough but hearing is even tougher.

Madhav Sharma's curator insight, February 24, 8:49 PM

How many have you come across, I have come across one in Jet Airways, who always asked this question Why ? and How ? made us think and  helped us to win. 

Angela Watkins's curator insight, March 15, 9:15 PM

http://angelawatkins57.blogspot.com - http://pinterest.com/angeladwatkins

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The Five Paths To Being The Best At Anything

The Five Paths To Being The Best At Anything | The Heart of Leadership | Scoop.it

What does scientific research say are the proven methods for being the best at anything? Here's what studies show time and time again.


Via Kenneth Mikkelsen, Chris Shern, Josie Gibson, Patricia D. Sadar - Career and Leadership Acceleration Coach
Don Cloud's insight:

Interesting insights combining several ideas ... and sound advice on how to push oneself to grow.

 

From a leadership perspective, it would be interesting to study how these ideas overlay on organizations (vice individuals) ... e.g. how similar principals as applied to groups/teams/organizations contribute to sustained, high performance, learning organizations?

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Chris Shern's curator insight, December 26, 2013 12:12 PM

It is great to have genetics on your side but it is not the only route. Hard work and grit is always an essential ingredient.

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The Future of Self-Improvement, Part I: Grit Is More Important Than Talent

The Future of Self-Improvement, Part I: Grit Is More Important Than Talent | The Heart of Leadership | Scoop.it
What if long-term success doesn't really have that much to do with your potential? A look at recent research that debunks talent in favor of true grit.

Via Frank Bealer
Don Cloud's insight:

A question to ponder.  If self-control and grit is more important than talent when it comes to individual productivity and success, then how would these lessons translate with regards to leadership and the establishment of a sustained/enduring high-performance organizational culture (vice one that jumps at every quarterly projection)?

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Ivon Prefontaine's curator insight, February 22, 2:33 PM

Grit has always been important. It becomes increasingly so as the workplace changes. It could possibly be less hierarchical, although I am not as convinced of that in the foreseeable future.I don't see it happening because education has not changed. Part of the hidden curriculum is the hierarchy of our school management system. The word management is more in line with what happens than leadership. It is what our children see everyday, this hierarchical and artificial place.

 

One trend is the potential that people will leave jobs and do things that are more meaningful to them. This will blend many skills including grit and patience.

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The Myth of the Bell Curve

The Myth of the Bell Curve | The Heart of Leadership | Scoop.it

There is a long standing belief in business that people performance follows the Bell Curve (also called the Normal Distribution). This belief has been embedded in many business practices: performance appraisals, compensation models, and even how we get graded in school. (Remember "grading by the curve?")

Research shows that this statistical model, while easy to understand, does not accurately reflect the way people perform. As a result, HR departments and business leaders inadvertently create agonizing problems with employee performance and happiness.


Via Vicki Kossoff @ The Learning Factor
Don Cloud's insight:

A mentor of mine shared with me, "Spend 90% of your time leading 90% of your people", and this article reinforces that very idea.

 

That is, bell curves only apply to static distributions.  So how should we account for the fact that people can grow and change?  How might we compare the leaderhip and organizational culture of very successful organizations against those that are mediocre or failing ... in regards to how they treat their people?

 

What might be the key difference between the two?  Might I suggest that perhaps the vital difference is the perspective and actions of  leaders that prioritize the selection and development/growth of their people, as comprared to managers who pigeonhole their people on a bell curve and consider employees a cost center to be reduced?

 

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dan's curator insight, February 18, 10:06 AM

#humanbrain

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Simon Sinek: Caring, Serving, Trusting, Leading

At CreativeMornings New York, Simon Sinek speaks on how to be fulfilled by your job and how companies can better support and inspire the people who work for ...

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5 Reasons You Should Smile More as a Leader

5 Reasons You Should Smile More as a Leader | The Heart of Leadership | Scoop.it
We may not think about it often, but smiling is a powerful leadership tool. A smile can help you accomplish five outcomes if you practice it consistently.

Via Bill Palladino - MLUI
Don Cloud's insight:

Do you want your people at work to be happy -- then as their leader, you have to lead from the front ... smile boldly!

 

If there's not a lot of reasons to smile, then it's your job as the leader to create those reasons, for your people and for yourself.

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Bill Palladino - MLUI's curator insight, February 3, 9:27 PM

I used to smile a lot more, that's for sure.  Now I find myself consciously bringing it to mind when I'm in meeting.  "Smile dummy!" I say to myself.