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	<title>Management Excellence</title>
	<link>http://artpetty.com</link>
	<description>Ideas and approaches in business performance excellence.  </description>
	<lastBuildDate>Fri, 12 Mar 2010 14:48:43 +0000</lastBuildDate>
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		<title>Growing Up Globally Aware in America-A Key to Your Children&#8217;s Future Success</title>
		<description><![CDATA[As if parenting isn’t challenging enough for most of us, there’s another task to add to a list that doesn’t seem to lack for things to do. This one may require foregoing a few soccer games, conducting some more of those “talks” and putting the effort forth to create new educational opportunities and family experiences.  I’m talking about ensuring that our future generations of leaders grow up globally aware and highly familiar with the rich and complicated level of diversity, customs, practices and subtle and significant variations across cultures, countries and religions.]]></description>
		<link>http://artpetty.com/2010/03/12/growing-up-globally-aware-in-america-a-key-to-your-childrens-future-success/</link>
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		<title>Make Meaning as a Leader</title>
		<description><![CDATA[The best leaders that I know are driven by an internal belief and desire to create something good and significant through their leadership efforts. They are egotistical enough to understand that they want to pursue greatness in some terms, and they are humble enough to know that none of this is about them, but rather it is for and with and by others that this something can be achieved.]]></description>
		<link>http://artpetty.com/2010/03/10/make-meaning-as-a-leader/</link>
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		<title>March Leadership Development Carnival at Great Leadership</title>
		<description><![CDATA[I'm still chuckling over Dan McCarthy's creativity with his Special Academy Awards Edition of the Leadership Development Carnival!  In addition to great content from so many Red Carpet bloggers, Dan has me doing the opening musical and dance number.  He clearly forgot to consult with my wife who would have informed him that I have two feet...both left, and my best songs are truly the ones that no one can hear outside of the range of my shower!]]></description>
		<link>http://artpetty.com/2010/03/08/march-leadership-development-carnival-at-great-leadership/</link>
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		<title>Friday Leadership Highs and Lows</title>
		<description><![CDATA[Leadership highlights and observations from the past week, including, "Where have all the humble leaders gone?" and one highly paid athlete's belief that "Chicago" is responsible for his abysmal performance last season.  ]]></description>
		<link>http://artpetty.com/2010/03/05/friday-leadership-highs-and-lows/</link>
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		<title>Beware Contracting “I’m Right, You’re Wrong” Disease?</title>
		<description><![CDATA[It’s time to add another malady to the long list of things that bedevil the many lousy leaders walking unencumbered through our workplaces.  It’s called, “I’m Right and You’re Wrong” (IRYW) disease, and while it’s not fatal, it’s clearly annoying to people and debilitating to performance.]]></description>
		<link>http://artpetty.com/2010/03/03/beware-contracting-%e2%80%9ci%e2%80%99m-right-you%e2%80%99re-wrong%e2%80%9d-disease/</link>
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		<title>Leadership Caffeine-Learning to Lead in the Project-Focused World</title>
		<description><![CDATA[The rise of “the project” as an important means of competing and creating value has profound implications for those in leadership roles.  Unfortunately, in many cases, the evolution in leadership practices has not kept pace with the needs of project teams or the needs of organizations struggling to develop competence at executing on projects.]]></description>
		<link>http://artpetty.com/2010/02/28/leadership-caffeine-learning-to-lead-in-the-project-focused-world/</link>
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		<title>This Marine Fights-Life and Leadership Lessons from a Family Hero</title>
		<description><![CDATA[I’ve learned much from Bob, but perhaps the most important reminder that he serves up is for us all to touch everyone that we come in contact with in a positive way. And while much of this blog focuses on dealing with the tough issues of leading and managing, even the tough issues offer opportunities for positive touches.]]></description>
		<link>http://artpetty.com/2010/02/26/this-marine-fights-life-and-leadership-lessons-from-a-family-hero/</link>
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		<title>Leadership Caffeine: Teach, Don&#8217;t Tell</title>
		<description><![CDATA[I discovered a long time ago that I was much more effective as a leader and as a father (a much harder job to get right!) if I adopted an approach that emphasized teaching over telling. While there are circumstances where telling is appropriate…the battlefield, the operating room, perhaps the football field and a few others that I’m sure that I would think of if given enough time, most people prefer to learn, not to carry out orders.]]></description>
		<link>http://artpetty.com/2010/02/22/leadership-caffeine-teach-dont-tell/</link>
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		<title>Personal Responsibility and Success: Quit Shooting Yourself in the Foot!</title>
		<description><![CDATA[I’ve been harping on personal responsibility at least once per week recently, and can’t quite get it out of my system.  I’m bombarded daily with too many examples of people that fail to take responsibility for their actions and in the process, often stop one step short of success. One of my as yet unresolved points of personal inquiry (and wonder), involves those individuals in businesses and in graduate and undergraduate classes that are seemingly armed with their fair share of intellectual gifts and raw capabilities, but that still manage to metaphorically shoot themselves in one or both feet with alarming regularity. ]]></description>
		<link>http://artpetty.com/2010/02/19/personal-responsibility-and-success-quit-shooting-yourself-in-the-foot/</link>
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		<title>Embrace Ambiguity and Grow With It</title>
		<description><![CDATA[Many people fear ambiguity and/or they don’t trust their own ability to create or solve a problem, so they respond with a question that delegates the thinking to someone else. That’s a bad habit, and if the workplace or college classrooms were refereed events, those “you do my thinking for me so I don’t have to be creative or take a risk” questions would be infractions.]]></description>
		<link>http://artpetty.com/2010/02/17/embrace-ambiguity-and-grow-with-it/</link>
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		<title>Leadership Caffeine: It&#8217;s Vuja De All Over Again</title>
		<description><![CDATA[I’m re-reading Tom Kelley’s outstanding book, “The Ten Faces of Innovation,” based on his experience with design firm IDEO, and came across his wonderful use of the phrase Vuja De (the opposite of that feeling we call Déjà vu) in the chapter on acting as an anthropologist to observe people’s true behavior.  With apologies to Yogi Berra for borrowing and twisting his classic phrase, "It's Deja Vu all over again,"  a little Vuja De in your daily leadership life might just be the prescription to turbocharge team and individual performance.  ]]></description>
		<link>http://artpetty.com/2010/02/15/leadership-caffeine-its-vuja-de-all-over-again/</link>
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		<title>Suddenly, Deming is Relevant Again</title>
		<description><![CDATA[In my opinion, Deming has never been irrelevant as a management philosopher, teacher and advisor, but our fast-moving, idol-for-a-minute, fad-crazed modern culture, we’re quick to write off those thinkers and doers from prior eras as yesterday’s relics…interesting perhaps, but irrelevant.]]></description>
		<link>http://artpetty.com/2010/02/12/suddenly-deming-is-relevant-again/</link>
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		<title>The New Employer-Employee Loyalty Prescription</title>
		<description><![CDATA[The term and concept of “loyalty” is one that is frequently bandied about in phrases that sound much like, “there is no longer any loyalty to workers,” and “few workers admit any feelings of loyalty to their employers.” The term is also used to contrast today’s transactional workplace relationships with the supposed near utopian state of yesteryear, when our parents and grandparents started at one company early in their lives and ended up retiring from that company 40 years later.  The concept of “loyalty” in the workplace is in need of a makeover, complete with a new definition and fresh examples of what constitute reasonable and professional levels of loyalty for and from all parties.]]></description>
		<link>http://artpetty.com/2010/02/10/the-new-employer-employee-loyalty-prescription/</link>
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		<title>Leadership Caffeine: Be Careful How You Value Your Time-15 Minutes Can Make a Big Difference</title>
		<description><![CDATA[As leaders, we all know that it’s the little things that count.  A word of encouragement might just be rocket fuel for one person while a constructive suggestion serves as the same for another.  Alternatively, ignoring or paying superficial attention to a topic that an employee deems important is a guaranteed way to demoralize and deflate a person.
]]></description>
		<link>http://artpetty.com/2010/02/08/leadership-caffeine-be-careful-how-you-value-your-time-15-minutes-can-make-a-big-difference/</link>
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		<title>February Leadership Development Carnival</title>
		<description><![CDATA[Thanks to Mark Bennett and the great people at Talented Apps for hosting the February, 2010 Leadership Development Carnival. Take a stroll through the Carnevale di Venezia Edition (you'll have to click over to understand the creative tie-in to the Carnival in Venice) and check out some truly intriguing, inspiring and compelling posts from bloggers old and new.  OK, instead of old, perhaps I should say familiar!]]></description>
		<link>http://artpetty.com/2010/02/07/february-leadership-development-carnival/</link>
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		<title>When Will You Choose to Be Successful? An Irreverent Rant on Personal Motivation</title>
		<description><![CDATA[It never ceases to amaze me how many excuses people have for not succeeding at something they view as important to them personally or professionally.  While behavioral psychologists might label this as an issue of “external versus internal locus of control,” as I listen to the excuses flowing for not getting the job, not losing weight, not saving money, not making it to class, not writing a book, not keeping up with blogging, what I’m really thinking is (in very loud terms inside my mind), “YOU HAVE NOT MADE UP YOUR MIND TO SUCCEED!”
]]></description>
		<link>http://artpetty.com/2010/02/05/when-will-you-choose-to-be-successful-an-irreverent-rant-on-personal-motivation/</link>
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		<title>The Three C&#8217;s and One D of Great Hiring According to Small Business Owners</title>
		<description><![CDATA[Experienced small business owners and managers understand the critical importance of making great hires.  The right people propel your business and the wrong ones cost you precious time and money.  The wrong hires ring up expensive opportunity costs by making less than optimal decisions, inappropriately leading or misleading your teams and not helping you create value and gain a competitive advantage.  I spoke to a number of owners running visibly successful firms and asked for their insights on hiring talent on their teams.  The roll-up of their advice is as follows...]]></description>
		<link>http://artpetty.com/2010/02/03/the-three-cs-and-one-d-of-great-hiring-according-to-small-business-owners/</link>
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		<title>Leadership Caffeine-It&#8217;s Time to Get Serious About Learning from Your Twenty-Somethings</title>
		<description><![CDATA[One of the recurring themes in my writing and teaching activities is the importance of blending the generations in the workplace. I’ve been a cheerleader for this cause for the past few years and I truly believe that good managers everywhere must find opportunities to leverage the unique perspectives of experience, pragmatism and idealism available from this fascinating mix of time travelers.  I’ve now moved beyond my polite encouragement for managers to find ways to adapt and cope with what seem to be the foreign habits and foreign viewpoints emanating from the more youthful in the workforce. It's time to get serious about learning and benefitting from this younger generation.    ]]></description>
		<link>http://artpetty.com/2010/01/31/leadership-caffeine-its-time-to-get-serious-about-learning-from-your-twenty-somethings/</link>
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		<title>The Powerful Business and Career Advice of &#8220;Tell Me a Story&#8221;</title>
		<description><![CDATA[For anyone that caught the special tribute aired recently on 60 Minutes to the late Don Hewitt, the show’s creator, you will recognize the four words, “Tell me a story,” as Hewitt’s self-described secret to success for this now 40-something year old news magazine.  In support of his “tell me a story” mantra, one of Hewitt’s fascinating insights and in his opinion, a secret to the show’s remarkable success was (I paraphrase) that people don't want to hear about issues, they want to hear the stories of individuals impacted by the issues. There’s a subtle but profound lesson for all of us in life and in business in his messages. ]]></description>
		<link>http://artpetty.com/2010/01/29/the-powerful-business-and-career-advice-of-tell-me-a-story/</link>
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		<title>Team Stuck in the Creativity Deep Freeze?  Try &#8220;Why Not?&#8221; to Start the Thaw</title>
		<description><![CDATA[Without exception, the healthiest businesses that I work with are those that offer a workplace environment and atmosphere that encourages a free-flow of ideas ranging from outlandish to “I can’t believe we didn’t think of that before.” It is the part of the natural culture of the firm to think in terms of “What if?” and “Why not?” Alternatively, the less than healthy firms that I encounter share many failure attributes, including a complete dearth of creativity and visible creativity-inducing practices and processes. What should you do if you are called upon to help jump-start the creativity culture where the creative processes have gone into deep-freeze?]]></description>
		<link>http://artpetty.com/2010/01/27/team-stuck-in-the-creativity-deep-freeze-try-why-not-to-start-the-thaw/</link>
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		<title>Leadership Caffeine-Create Success by Managing Your Response to Failure</title>
		<description><![CDATA[No one wants to fail. It’s not something that we typically seek out as part of our personal and organizational character building experience.  However, from a distance, we tend to mythologize failure, especially in the context of achieving future success.  Certainly, the stories are right and the lessons instructional. They inspire us to persevere, but the failure-leading to-success legends don’t guide us how to respond and cope in the moment.]]></description>
		<link>http://artpetty.com/2010/01/25/leadership-caffeine-create-success-by-managing-your-response-to-failure/</link>
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		<title>Just a Little Tongue In Cheek-In Search of a New Model for Leader Selection</title>
		<description><![CDATA[I cannot claim this as an original idea.  I was re-reading Tom Kelly’s outstanding book, The Art of Innovation, based on his experience with design and innovation firm, IDEO, and I was particularly enamored by the part where Kelly describes the process of IDEO's project teams picking their own leaders.  The leaders serve at the discretion of the team.  Hmmm.  Maybe, just maybe, the rest of us have been going about this all wrong for all of these years.]]></description>
		<link>http://artpetty.com/2010/01/22/just-a-little-tongue-in-cheek-in-search-of-a-new-model-for-leader-selection/</link>
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		<title>Avoiding Another Dumb Management Mania-The Disposable Worker</title>
		<description><![CDATA[I wrote last week on “Thoughts on Leading and Managing in the Era of the Disposable Worker.” The post was prompted by an article in BusinessWeek, outlining this latest gem of management wisdom that has organizations of all types rethinking the need for employees and shifting to contract workers.   Positions from the CEO suite to those types of roles that we’ve become accustomed to outsourcing, and everything in-between, are fair game.  I’m traditionally leery of fads of all sorts, as they tend to be driven by hysteria, causing normally sane and rational people to act in a manner that defies explanation. I'm fearful that we are on the brink of another horrendous, value-destroying mania as we embrace the short-term cost convenient fad of creating disposable workers.]]></description>
		<link>http://artpetty.com/2010/01/20/avoiding-another-dumb-management-mania-the-disposable-worker/</link>
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		<title>Leadership Caffeine-Improving Your Leadership Effectiveness on the Fly</title>
		<description><![CDATA[It probably comes as no surprise that the primary excuse that many leaders cite for not focusing on important priorities like coaching, feedback and development is, “ lack of time.”

I’ve heard this “excuse” over and over again in workshops and mentoring sessions. And while there’s little argument over the importance of engaging in these and other positive leadership behaviors, many individuals shrug their shoulders, admit guilt, express frustration over their inability to carve out time and cite administrative, transactional and span of control issues as impediments.  What’s a harried, over-worked, time-stressed leader to do?]]></description>
		<link>http://artpetty.com/2010/01/18/leadership-caffeine-improving-your-leadership-effectiveness-on-the-fly/</link>
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		<title>Leading the Driven Individual</title>
		<description><![CDATA[A  great deal of popular leadership writing (mine included) focuses on the common issues and challenges with “typical employees.” Now before you grab a pitchfork and light the torches and start marching on this blog for my use of the term “typical,” don’t misconstrue my meaning. Yes, I know that no one is “typical” and that we all have strengths and weaknesses and that it is grossly unfair to provide such a crass label to the masses of good quality employees laboring away and earning “strongly exceeds” on our grade-inflated performance evaluations.  (I can hear the pitchforks clanking again on that last shot!)  Nonetheless, it was the best label I could come up with on short notice and only a few sips into my first cup of coffee, to differentiate from the subject of today’s post: The Driven Individual (DI). ]]></description>
		<link>http://artpetty.com/2010/01/15/leading-the-driven-individual/</link>
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