Comments on: Building Better Leaders-One At A Time http://artpetty.com/2009/09/22/building-better-leaders-one-at-a-time/ Leadership, Management and Professional Development Mon, 21 May 2012 11:19:51 +0000 hourly 1 http://wordpress.org/?v=3.3.2 By: Matthew Dent http://artpetty.com/2009/09/22/building-better-leaders-one-at-a-time/#comment-10857 Matthew Dent Thu, 24 Sep 2009 03:40:06 +0000 http://artpetty.com/?p=2510#comment-10857 Great post! Very few leaders are great leaders, so when you find one, they tend to stand out and people are drawn towards them. One step at a time, leaders will either follow suite improving upon weaknesses or they will continue to walk down an unsuccessful path which many have taken. A great leader has a contagious energy which trickles from the top down, empowering a culture of success. The current battle maybe lost, but over time, more and more great leaders will develop, reversing the current norm. Great post! Very few leaders are great leaders, so when you find one, they tend to stand out and people are drawn towards them. One step at a time, leaders will either follow suite improving upon weaknesses or they will continue to walk down an unsuccessful path which many have taken. A great leader has a contagious energy which trickles from the top down, empowering a culture of success. The current battle maybe lost, but over time, more and more great leaders will develop, reversing the current norm.

]]> By: Kyle Zive http://artpetty.com/2009/09/22/building-better-leaders-one-at-a-time/#comment-10856 Kyle Zive Thu, 24 Sep 2009 03:32:07 +0000 http://artpetty.com/?p=2510#comment-10856 I don't agree with your friend that "incompetent idiots" will end up in positions of responsibility because they won't be hired if management does think they can train them to be good leaders (we hope). There are some people who don't want to lead but the ones that do I believe can become leaders, and good ones at that. To answer your question in my position we promote team managers from within the team. It generally takes about three months before we promote interested parties. During that 3 month period we start b identifying if they are ready to be a supervisor. Then we have them take shadowing shifts to shadow current supervisors. During this time we are internally evaluating each candidate and we discuss with them their strengths and the areas they can improve. We are usually very straight forward with them. They spend the next two months working on those aspects. With the current supervisors we are constantly doing leadership trainings. They have to discuss the pros and cons of each others leadership styles. This is one of the most powerful tools we use to develop each others skills. Thanks you for this one! I don’t agree with your friend that “incompetent idiots” will end up in positions of responsibility because they won’t be hired if management does think they can train them to be good leaders (we hope). There are some people who don’t want to lead but the ones that do I believe can become leaders, and good ones at that.

To answer your question in my position we promote team managers from within the team. It generally takes about three months before we promote interested parties. During that 3 month period we start b identifying if they are ready to be a supervisor. Then we have them take shadowing shifts to shadow current supervisors. During this time we are internally evaluating each candidate and we discuss with them their strengths and the areas they can improve. We are usually very straight forward with them. They spend the next two months working on those aspects.

With the current supervisors we are constantly doing leadership trainings. They have to discuss the pros and cons of each others leadership styles. This is one of the most powerful tools we use to develop each others skills.

Thanks you for this one!

]]> By: Cecelia Ghezzi http://artpetty.com/2009/09/22/building-better-leaders-one-at-a-time/#comment-10805 Cecelia Ghezzi Wed, 23 Sep 2009 03:41:17 +0000 http://artpetty.com/?p=2510#comment-10805 If we all employed your friend's point of view, that would probably produce even more incompetient idiots! No offense to your friend, (because he does have a point), but I think excellence tends to rub off on people who are educated, open-minded and motivated enough to understand the importance of being a great leader, and the responsibility that comes with it. I believe a leader is someone who inspires people and ideas, among other things. To answer your question, I am: 1) Reading your blog for inspiration. and 2) Trying to lead by example by being a moral, honest and fair person in both professional and personal life every single day. If we all employed your friend’s point of view, that would probably produce even more incompetient idiots! No offense to your friend, (because he does have a point), but I think excellence tends to rub off on people who are educated, open-minded and motivated enough to understand the importance of being a great leader, and the responsibility that comes with it. I believe a leader is someone who inspires people and ideas, among other things. To answer your question, I am: 1) Reading your blog for inspiration. and 2) Trying to lead by example by being a moral, honest and fair person in both professional and personal life every single day.

]]> By: Art Petty http://artpetty.com/2009/09/22/building-better-leaders-one-at-a-time/#comment-10778 Art Petty Tue, 22 Sep 2009 15:39:28 +0000 http://artpetty.com/?p=2510#comment-10778 Wally, lead on. In this case, I'm a happy follower! Brett, you are right. Although I have to keep operating with my view that one by one, we can make a difference. I've grown noble in my advancing age! Thanks to both of you for adding your always welcome and thoughtful comments. Art Wally, lead on. In this case, I’m a happy follower!

Brett, you are right. Although I have to keep operating with my view that one by one, we can make a difference. I’ve grown noble in my advancing age!

Thanks to both of you for adding your always welcome and thoughtful comments.

Art

]]> By: Bret Simmons http://artpetty.com/2009/09/22/building-better-leaders-one-at-a-time/#comment-10777 Bret Simmons Tue, 22 Sep 2009 15:36:11 +0000 http://artpetty.com/?p=2510#comment-10777 Great thoughts, Art. Leadership style is contagious. There are fewer folks practicing good leadership, but it is infectious, and it will continue to spread slowly. I always teach from the premise that the most of us are working for lousy leaders. You do what you can do, and that's all you can do. Great thoughts, Art. Leadership style is contagious. There are fewer folks practicing good leadership, but it is infectious, and it will continue to spread slowly. I always teach from the premise that the most of us are working for lousy leaders. You do what you can do, and that’s all you can do.

]]> By: Wally Bock http://artpetty.com/2009/09/22/building-better-leaders-one-at-a-time/#comment-10776 Wally Bock Tue, 22 Sep 2009 15:28:56 +0000 http://artpetty.com/?p=2510#comment-10776 I love the post, Art. I think when your friend despaired, he was really thinking about the way that companies select, train, support and develop leaders. We know that in far too many places they do a simply awful job. The result is that most people who aspire to become bosses or senior level bosses have to do a lot of the work on their own. That's why I think the work to improve the quality of bosses needs to have two thrusts. One is to help individuals decide if be responsible for a group is for them and then developing the toolsets and mindsets they need to succeed. The other thrust is toward helping companies select, train, support, and develop the people who lead their teams at all levels. They can provide opportunities, structure, suggestions, and help. Which leaves you and me with the role of Spirit Guides. I love the post, Art. I think when your friend despaired, he was really thinking about the way that companies select, train, support and develop leaders. We know that in far too many places they do a simply awful job. The result is that most people who aspire to become bosses or senior level bosses have to do a lot of the work on their own.

That’s why I think the work to improve the quality of bosses needs to have two thrusts. One is to help individuals decide if be responsible for a group is for them and then developing the toolsets and mindsets they need to succeed.

The other thrust is toward helping companies select, train, support, and develop the people who lead their teams at all levels. They can provide opportunities, structure, suggestions, and help.

Which leaves you and me with the role of Spirit Guides.

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