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Stop Just "Minding the Store" and Engage Strategic Leadership

Stop Just "Minding the Store" and Engage Strategic Leadership | The Heart of Leadership | Scoop.it
Management guru Peter Drucker was the first to express …

Via Eric_Determined / Eric Silverstein
Don Cloud's insight:

Are you just "minding the store" or are you leading change?  A tough question that leaders need to ask themselves over and over to avoid complacency.

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Eric_Determined / Eric Silverstein's curator insight, September 13, 2013 1:04 PM

With many businesses being impacted by the fast pace of technological advances, it's critical to lead.

 

An important statement I learned from an executive at Emirates Airlines: "The minute you feel everything is working well and you sit back in your chair, that's when you need to worry!"

Don Cloud's comment, September 15, 2013 2:51 PM
Thanks Eric ... reminds me of the quote from Ben Franklin "When you're finished changing, you're finished" -- oh so true for leaders and for their organizations.
Eric_Determined / Eric Silverstein's comment, September 15, 2013 10:52 PM
Hi Don, thanks for sharing this great quote!
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9 Leadership Qualities That Wow Employers

9 Leadership Qualities That Wow Employers | The Heart of Leadership | Scoop.it
It's important to wow your future employer with your awesome leadership qualities -- learn 9 of the most important.

Via Richard Andrews
Don Cloud's insight:

If you think about it, these same qualities can also wow your subordinate employees ... it's a win-win.

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Frederick Douglass

Frederick Douglass | The Heart of Leadership | Scoop.it
This quote was way ahead of its time. Over the last 20 years, state spending on jails has risen six times faster than spending on higher education. Thus, the U.S.

Via Mary Meduna, PhD, Ivon Prefontaine
Don Cloud's insight:

simple and profound

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Mary Meduna, PhD's curator insight, September 13, 2013 8:39 AM

An inspiring collection!

Ivon Prefontaine's curator insight, September 13, 2013 1:15 PM

This quote says a lot about the brokeness of our educational system.

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The key to Employee Engagement

The key to Employee Engagement | The Heart of Leadership | Scoop.it

Via Patricia D. Sadar - Leadership Strength Coach
Don Cloud's insight:

Thanks for sharing!

 

I'd also add, "When people believe, then they are committed."  Not a Sinek quote, but consistent with his idea of "starting with why".

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Patricia D. Sadar - Leadership Strength Coach's curator insight, September 13, 2013 9:06 AM

The question is what can we do so that our employees understand the product and service you provide, what makes your company different, and what success looks like? (Priorites/Goals)

 

Once they know this and understand who their customers are, where the company wants to be....then simply empower them to contribute.  Show them how important they are, listen and involve them, so that they feel like they belong, and are part of something special.

 

They soon will believe, and start acting as though they are owners of the company....like they are the company.

 

Make it a great day...and for our wonderful clients who allow us to mutually learn and grow from them -- thank you for allowing us to be part of your magic!!!

 

Make it a great day!

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Personal Branding Is A Leadership Requirement, Not a Self-Promotion Campaign

Personal Branding Is A Leadership Requirement, Not a Self-Promotion Campaign | The Heart of Leadership | Scoop.it
Developing your personal brand is essential for the advancement of your career and development as a leader.

Via Kevin Watson, John Michel
Don Cloud's insight:

Very insightful ... of course step one is understanding what you, as a leader, believe and value ... and then understanding how your actions and words support these values (and your brand) ... and what you might be doing or saying that detracts from them.

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John Michel's curator insight, September 12, 2013 2:41 PM

Personal branding, much like social media, is about making a full-time commitment to the journey of defining yourself as a leader and how this will shape the manner in which you will serve others.

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Leadership is a Marathon, Not a Sprint

Leadership is a Marathon, Not a Sprint | The Heart of Leadership | Scoop.it
Two of the most noted races in the track and field world are the 100 meter dash and the marathon. They are on opposite ends of the length spectrum – a sprint of 100 meters and a long trek of 42,195...

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

Sounds perspective.  Leaders understand long term vision of the organization and focus on what's important over the long term.  Over the long term, a leader can invest and build trust, capacity, and momentum towards that vision and unleash the talent and ideas of your people ... whereas sprinting will only get you around the first lap.

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John Michel's curator insight, September 13, 2013 12:35 AM

Our job as a leader is to keep the big picture in mind at all times. If you drive your car looking just past the hood, your driving will be erratic, over-reactive and dangerous. So too for the leaders-as-sprinters. When we look too closely we over-react, we shift our focus too often, and this can be dangerous.

David Hain's curator insight, September 13, 2013 4:04 AM

Absolutely, as long as they have a devastating change of pace!

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Management - Do you run your business or does it run you?

Management - Do you run your business or does it run you? | The Heart of Leadership | Scoop.it
One of the risks of running a business, especially as a soloist, is that it will take over your life. Here are four key ways to mitigate the risks.

Via Anthony M Turner, Natalie Stewart, David Hain, donhornsby
Don Cloud's insight:

Useful and practical advise for any leader ... but more importantly, leaders need to set this example so it flows up and down the organization.

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John Wade: pragmatic support for law firm leaders's curator insight, September 12, 2013 8:08 AM

Good advice. I know many small and micro business owners who are prepared to sacrifice that which is outside their business, for the sake of what should be happening inside their business.

 

Following any (all?) of thse will help mitigate what might otherwise be costly...

Greg Lustig's curator insight, September 12, 2013 10:50 AM

Many if not most small business leaders are too busy creating business to effectively manage their business.Others simply are not good managers which is not a prerequisite for owning a business.In either case ,this results in a reactive management style as opposed to a proactive approach based on planning.Even in large corporations where actual management is delegated to the various members of the executive team,leadership can fall prey to the same challenges as they become too focused on producing projected results for their shareholders rather than actually managing the business.In such cases,the  business seems to take on a life of  its own In which its leaders are forced to react rather than manage.This can be avoided with foresight and careful planing for all foreseeable risks.

Phyllis Smith's curator insight, October 25, 2013 9:13 AM

No matter what anyone thinks about being a solo entrepreneur - you're still accountable for the productivity of your business and you will still wear the many hats it takes to have a successful business.  Don't think its a 9 to 5 job - as a business owner - you're always "on".

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5 Ways to Encourage Your Employees to Lead

5 Ways to Encourage Your Employees to Lead | The Heart of Leadership | Scoop.it
Leadership is about more than the person at the top. Here's how to get all of your employees to take on leadership roles.
Don Cloud's insight:

Leaders set the conditions for others to lead ... here are 5 easy steps to promote a culture to grows and develops emerging leaders at every level.

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Patricia D. Sadar - Leadership Strength Coach's curator insight, September 11, 2013 7:44 AM

Thanks Don for sharing!

 

It takes a confident and humble leader to encourage their team to lead.  It means that the leader doesn't believe that they need to have all of the answers or the best ideas.  The right collaborative environment is the foundation with teams who are empowered to take decisions, and take the lead. 

 

These type of leaders don't point fingers when mistakes are made...instead they take the bullet.  They give the recognition away, and the team has that spark of excitement, passion, and ownership.  They know that when the goal is achieved...their team did it on their own.

 

Make it a great day!

John Michel's curator insight, September 11, 2013 8:32 AM
Some of today’s most effective businesses encourage every one of their employees to take on leadership roles in their organizations. Are you one of them?
Ivon Prefontaine's curator insight, September 11, 2013 12:04 PM

Leadership is about influence and setting the right environment. It is not about coercion and micro-managing.

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2 Critical Factors in Creating Meaningful Work

2 Critical Factors in Creating Meaningful Work | The Heart of Leadership | Scoop.it
Regular readers know my passion about the confluence of employee engagement, meaningful work, and recognition.

Via David Hain, John Michel
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John Michel's curator insight, September 11, 2013 3:09 AM

Research proves meaningful work is a primary aspect employee motivation and engagement. But who’s responsible for ensuring work is meaningful? And what, exactly, is meaningful work anyway?

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Sylvia Ann Hewlett: Find A Sponsor Instead Of A Mentor - Forbes

Sylvia Ann Hewlett: Find A Sponsor Instead Of A Mentor - Forbes | The Heart of Leadership | Scoop.it
Sylvia Ann Hewlett: Find A Sponsor Instead Of A Mentor
Forbes
I recently had the honor of speaking to Sylvia Ann Hewlett, who is the author of many books including her latest Forget a Mentor, Find a Sponsor.
Don Cloud's insight:

Interesting insight from two perspectives.  Sponsors who help create opportunities for your leadership ladder ... and your returning the favor by being a mentor and sponsor to others.

 

Are you growing your replacement, just as others are growing you to replace them?

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You've Been Fired: Now What?

You've Been Fired: Now What? | The Heart of Leadership | Scoop.it
Time for an attitude adjustment.

Via John Michel
Don Cloud's insight:

Rescooping ... thanks for sharing.

 

A tip for any leader who has accepted a new leadership position.  On day one, pretend that you are your boss and fire yourself.  Then ask yourself, what do I need to do to earn this leadership position back ... from the perspective of both your people and your boss.  Chances are, that's what you should be doing as a leader anyway.

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John Michel's curator insight, September 10, 2013 9:51 PM

Even in the best of times, the vast majority of organizations do a poor job of giving people constructive feedback, and companies are even less inclined to provide useful feedback when showing someone the door. Still, think carefully about the messages you have received, however oblique, to see if you can identify issues you need to be alert to. 

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Go & have a cliff edge moment

Go & have a cliff edge moment | The Heart of Leadership | Scoop.it
Running a business can be stressful. Founders feel like they need to have a hand in everything and soon find themselves too busy to think

Via Roger Francis, David Hain
Don Cloud's insight:

Rescooping ... and I'll second that insight ... what a great idea! (now planning to take time off to recharge and just think about things).

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Leaders Don't Fix Problems, They Turn Them Into Opportunities

Leaders Don't Fix Problems, They Turn Them Into Opportunities | The Heart of Leadership | Scoop.it
There's a difference between fixing a problem and refashioning the problem into something that reaps rewards later on.
Don Cloud's insight:

Title says it all.

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What Does It Take To Be A Connected Leader?

What Does It Take To Be A Connected Leader? | The Heart of Leadership | Scoop.it
Discover what attributes leaders need to exemplify to foster a collaborative and connected environment in their organizations.

Via Ana Cristina Pratas
Don Cloud's insight:

Interesting thoughts about being a "connected leader" ... I'd take it a step further. 

 

Great leaders are more than just "connected" ... they have established bonds which permeate everything the leader, the employees, the organization, and the customers do.  These bonds are the sinew that hold the organization together -- but more importantly, drive the organization forward.  These bonds do work, and are more than just a root system (as referenced in the analogy in this article). 

 

Put more simply, connections that don't accomplish anything are not that useful ... but bonds that create purpose AND actions are extremely powerful forces to be reckoned with.

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5 Simple and Effective Leadership Tips for Introverts

5 Simple and Effective Leadership Tips for Introverts | The Heart of Leadership | Scoop.it
If you prefer to lead by doing rather than saying and you tend to listen more than you speak, you'll love this article about leadership tips for introverts (RT @pdiscoveryuk: 5 Simple and Effective Leadership Tips for Introverts

Via John Michel
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John Michel's curator insight, September 14, 2013 2:02 PM

Introvert motivation = “In a gentle way, you can shake the world.” -Gandhi" 

Don Cloud's comment, September 15, 2013 2:51 PM
Nice quote ... thanks John Michel!
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The More Things Change, the More Our Objections to Change Stay the Same

The More Things Change, the More Our Objections to Change Stay the Same | The Heart of Leadership | Scoop.it
Five ways to make real progress.

Via Scott Span, MSOD
Don Cloud's insight:

At the heart of resistence to change is fear of the unknown and simultaneously, a difficult time believing in something that is unknown ... that is the change itself.

 

A leader's challenge is to guide the organization through this discovery process, to make everyone a part of making the changes.  Easier said than done ... but these 5 steps are helpful in thinking about how to mobilize folks to become the engine of change.

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Nice or Tough: Which Approach Engages Employees Most?

Nice or Tough: Which Approach Engages Employees Most? | The Heart of Leadership | Scoop.it

 During our time in the training and development industry we’ve observed two common — and very different — approaches. On the one hand are leaders we call “drivers”; on the other, those we call “enhancers.”


Via AlGonzalezinfo, donhornsby, Bobby Dillard, Patricia D. Sadar - Leadership Strength Coach
Don Cloud's insight:

Great article.  I would break it down more simply.

 

Leaders provide their people with what they need to succeed ... not what they want.  Sometimes, what folks need is inspiriation, motivation, and support.  Other times, certain individuals need a kick in the rear.  A true leader understands the difference ... understands what each individual AND what the team as a whole needs ... and provides that.  Like has nothing to do with it.

 

Something else to consider:  If a leader wants their people to succeed but is never tough and honest with someone who has issues that need improvement ... is that person setting their subordinate up for success (to learn) or failure (to get blindsided).  How will that person grow if the leader that they trust can't be trusted to provide honest, tough feedback.  And this even means that sometimes what an individual requires to be successful is to no longer be part of the team/group/organization.  Leaders make the tough calls.

 

The mentors I respect the most told me what I needed to hear and what I needed to do to improve.  Strong leaders who grow other strong leaders always provide their subordinates what they need.

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AlGonzalezinfo's curator insight, September 12, 2013 6:11 PM

Very interesting read.  As usual, a balanced combination seems to be the key.

 

From the post:

 

In our view, the lesson then is that those of you who consider yourself to be drivers should not be afraid to be the “nice guy.” And all of you aspiring nice guys should not view that as incompatable with setting demanding goals. The two approaches are like the oars of a boat. Both need to be used with equal force to maximize the engagement of direct reports.

David Hain's curator insight, September 13, 2013 4:09 AM

In my experience, many "nice guys" fail to realise the reservoir of goodwill available to them. People pleasers should focus on respect, not being liked - that will come naturally.

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Every Leader Needs a Challenger in Chief

Every Leader Needs a Challenger in Chief | The Heart of Leadership | Scoop.it
Dissent, it turns out, has a significant value.

Via Roger Francis, David Hain
Don Cloud's insight:

Diversity of ideas is always valuable ... more importantly, fostering an environment where dissent is welcomed and discussed openly can open up new avenues of thought.

 

Only word of caution is that there's a difference between dissent and someone being disruptive/toxic to the team -- a leader understands the difference.

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John Michel's curator insight, September 14, 2013 8:20 AM

Who's your challenger in Chief?

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A 9/11 Tribute from Kabul, Afghanistan - General Leadership

A 9/11 Tribute from Kabul, Afghanistan - General Leadership | The Heart of Leadership | Scoop.it
Bless the memories of those lost & continue to protect those who are active participants in promoting democracy, freedom and justice across our globe.

Via John Michel
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John Michel's curator insight, September 11, 2013 3:39 PM

A glimpse into today's 9/11 ceremony at our camp in Kabul, Afghanistan 

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7 Miserable Choices You Make Too Often

7 Miserable Choices You Make Too Often | The Heart of Leadership | Scoop.it
Practical Tips for Productive Living

Via John Michel
Don Cloud's insight:

Be honest ... how many of these bad habits are you guilty of?

 

For me ... I'm doing much better at not doing 4 of these, but I still got a lot of work to do on the other 3 -- but these positive changes are the result of hard-fought changes over time (I used to be guilty of all 7).

 

Looking in the mirror, how can you turn some of these same issues around and into opportunities for growth?  It won't be easy, but it will be worth it.

 

Final thought:  As a mentor, it's important to be mindful of these very same factors manifesting in the leaders you are trying to cultivate ... in order to help them find a better and more sustainable path to success and happiness.

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John Michel's curator insight, September 11, 2013 8:23 AM

It’s time to cut out the habits that have been holding you back, change the tune, clean the house, and get rid of the dust and dirt.  Stop denying yourself a fair chance at a good life.  Stop being who you were, and become who you truly are.


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The Significance of Grit (Resilience): Angela Lee Duckworth

The Significance of Grit (Resilience): Angela Lee Duckworth | The Heart of Leadership | Scoop.it

What all those definitions of resilience have in common is the idea of a positive response to failure or adversity. Grit is related because part of what it means to be gritty is to be resilient in the face of failure or adversity. But that's not the only trait you need to be gritty.


Via Mel Riddile
Don Cloud's insight:

"Grit" ... a key to being successful ... and it's something that you can develop in yourself and promote throughout your organization.

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Mel Riddile's curator insight, September 10, 2013 11:26 AM

"Carol Dweck, more than anyone else, is a role model for me. We're collaborating with her on a couple of projects. One thing we've found is that children who have more of a growth mind-set tend to be grittier. The correlation isn't perfect, but this suggests to me that one of the things that makes you gritty is having a growth mind-set. The attitude "I can get better if I try harder" should help make you a tenacious, determined, hard-working person." - Angela Duckworth

Ivon Prefontaine's curator insight, September 21, 2013 9:59 PM

A very important attribute in the learning.

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The Discipline of Innovation

The Discipline of Innovation | The Heart of Leadership | Scoop.it

Via Don Dea
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Don Dea's curator insight, September 11, 2013 2:10 AM
The Skills of the Discipline

If innovation is a discipline, what are its basic building blocks?  There are a few:

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5 Ways to Be a Badass Leader, James Bond Style - Entrepreneur

5 Ways to Be a Badass Leader, James Bond Style - Entrepreneur | The Heart of Leadership | Scoop.it
5 Ways to Be a Badass Leader, James Bond Style
Entrepreneur
Thanks to the James Bond franchise, we've all daydreamed about what it might be like to be an international man or woman of mystery. The suits.
Don Cloud's insight:

Something a little different ... but hidden in the humor, some good leadership insights from a fun yet flawed fictional hero.

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The Evolution Of Work

The Evolution Of Work | The Heart of Leadership | Scoop.it

Via Vicki Kossoff @ The Learning Factor, Patricia D. Sadar - Leadership Strength Coach
Don Cloud's insight:

Thanks for sharing ... I particular like the part on creating the ladder for others.

 

Patricia ... in answer to one of your questions ... as a leader, you can have a profound influence on reducing email.  Here's some simple rules:

 

1) Don't respond to emails someone else in the organization can (and should) be answering at their level.  Respond to the ones that truly require your action, decision, or response.

 

2) Don't email off-hours ... set the conditions where if something requires your attention, then someone needs to call you.

 

Have had a lot of luck using these ... emails end up routed where they should go anyways (direct to the decision makers empowered to act upon them at the appropriate level) -- and it forces important discussions to be discussions (that is actual talking).

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AnnC's curator insight, September 14, 2013 6:42 PM

It is about time for structures to open up.  We have known that open systems work better in science for a long time.  

Miguel Cañas's curator insight, September 16, 2013 2:21 PM

Great Infographic about the evolution of work

John Michel's curator insight, September 23, 2013 2:36 PM

The smart leaders understand the concept of following from the front, that is, removing obstacles from the paths of employees to help them become successful.  Scaring your employees into doing what you want is a failed approach to leadership yet unfortunately this is how many of our companies were created; it’s time to evolve this way of leading.

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Apply the 80/20 Rule to Creating and Nurturing Relationships

Apply the 80/20 Rule to Creating and Nurturing Relationships | The Heart of Leadership | Scoop.it
You've probably heard of the Pareto Principle: 80% of consequences stem from 20% of causes. When it comes to networking and meeting people though, the same ratio can help you nurture existing relationships, and create new ones.

Via Patricia D. Sadar - Leadership Strength Coach
Don Cloud's insight:

Thanks for sharing Patricia.  Reminds me of a similar leadership ratio ... that leaders should invest 90% of your time on 90% of your people (in contrast to spending it on the 10% who have issues).

 

The time we invest in others speaks volumes to our priorities.  And relationship is all about investment -- no investment equals no relationship, no trust, no loyalty, and no commitment.

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Patricia D. Sadar - Leadership Strength Coach's curator insight, September 10, 2013 7:15 AM

I believe whole-heartedly in the 80/20 principle. 

 

When it comes to sustaining relationships....most of us can do a better job at reaching out, and following up to see how people are doing.  Instead of spending the majority of our time on building new relationships...are we nurturing the ones that we already have?

 

This article provides great tips and suggestions.

 

Make it a great day!