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	<title>Management Excellence &#187; leader</title>
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	<link>http://artpetty.com</link>
	<description>Art Petty on Leadership, Management and Professional Development</description>
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	<copyright>copyright by Art Petty, 2011 </copyright>
	<managingEditor>art.petty@artpetty.com (Art Petty)</managingEditor>
	<webMaster>art.petty@artpetty.com (Art Petty)</webMaster>
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		<title>Management Excellence</title>
		<link>http://artpetty.com</link>
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	<itunes:subtitle>Leadership Caffeine Podcast</itunes:subtitle>
	<itunes:summary>Host Art Petty interviews leaders, leadership authors, management thinkers and other professionals about creating high performance teams and organizations and developing effective leaders at all levels, during this weekly program. The goal is to share practical, powerful ideas to help listeners improve their performance and the performance of their teams and organizations.</itunes:summary>
	<itunes:keywords>Caffene, Ldrshp, Profesional, Dev, Ledership, Ldrshp, Caffeine, Proff&#039;l, Dev</itunes:keywords>
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		<itunes:category text="Careers" />
	</itunes:category>
	<itunes:category text="Business">
		<itunes:category text="Management &#38; Marketing" />
	</itunes:category>
	<itunes:author>Art Petty</itunes:author>
	<itunes:owner>
		<itunes:name>Art Petty</itunes:name>
		<itunes:email>art.petty@artpetty.com</itunes:email>
	</itunes:owner>
	<itunes:block>no</itunes:block>
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		<item>
		<title>Leader, Who&#8217;s Sitting at Your Table?</title>
		<link>http://artpetty.com/2009/11/19/leader-whos-sitting-at-your-table/</link>
		<comments>http://artpetty.com/2009/11/19/leader-whos-sitting-at-your-table/#comments</comments>
		<pubDate>Thu, 19 Nov 2009 15:57:41 +0000</pubDate>
		<dc:creator>Art Petty</dc:creator>
				<category><![CDATA[Career]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Performance]]></category>
		<category><![CDATA[Professional Growth]]></category>
		<category><![CDATA[best practices in leadership]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[Surround Yourself with Great People]]></category>
		<category><![CDATA[talent]]></category>

		<guid isPermaLink="false">http://artpetty.com/?p=2916</guid>
		<description><![CDATA[Once again, Mom is proven right.  You become the company that you keep. Surround yourself with intelligent, aggressive individuals comfortable in professionally articulating their perspectives and taking accountability for both their words and their actions, and you will flourish.<div class="addthis_toolbox addthis_default_style " addthis:url='http://artpetty.com/2009/11/19/leader-whos-sitting-at-your-table/' addthis:title='Leader, Who&#8217;s Sitting at Your Table? ' ><a href="//addthis.com/bookmark.php?v=250&#38;username=xa-4d2b47597ad291fb" class="addthis_button_compact">Share</a><span class="addthis_separator">&#124;</span><a class="addthis_button_preferred_1"></a><a class="addthis_button_preferred_2"></a><a class="addthis_button_preferred_3"></a><a class="addthis_button_preferred_4"></a></div>]]></description>
		<wfw:commentRss>http://artpetty.com/2009/11/19/leader-whos-sitting-at-your-table/feed/</wfw:commentRss>
		<slash:comments>15</slash:comments>
		</item>
		<item>
		<title>Leadership Caffeine-Don&#8217;t Wait for the Title to Start Leading</title>
		<link>http://artpetty.com/2009/11/15/leadership-caffeine-dont-wait-for-the-title-to-start-leading/</link>
		<comments>http://artpetty.com/2009/11/15/leadership-caffeine-dont-wait-for-the-title-to-start-leading/#comments</comments>
		<pubDate>Sun, 15 Nov 2009 19:54:34 +0000</pubDate>
		<dc:creator>Art Petty</dc:creator>
				<category><![CDATA["To Do" List]]></category>
		<category><![CDATA[Career]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Leadership Caffeine]]></category>
		<category><![CDATA[Professional Growth]]></category>
		<category><![CDATA[developing as a leader]]></category>
		<category><![CDATA[Guidance for Aspiring Leaders]]></category>
		<category><![CDATA[Guidance for Experienced Leaders]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[leading.]]></category>

		<guid isPermaLink="false">http://artpetty.com/?p=2891</guid>
		<description><![CDATA[The time to start leading is now, long before anyone has bestowed the title of leader on you. Much like the famous trio of Scarecrow, Lion and Tin Woodman of Oz-fame, they didn’t really need the Wizard to bestow a brain, courage or a heart, and you don’t need someone to anoint you as a leader before you can start learning and practicing. The great news is that today’s organizations are filled with opportunities for you to easily and informally develop both your leadership and your followership skills.<div class="addthis_toolbox addthis_default_style " addthis:url='http://artpetty.com/2009/11/15/leadership-caffeine-dont-wait-for-the-title-to-start-leading/' addthis:title='Leadership Caffeine-Don&#8217;t Wait for the Title to Start Leading ' ><a href="//addthis.com/bookmark.php?v=250&#38;username=xa-4d2b47597ad291fb" class="addthis_button_compact">Share</a><span class="addthis_separator">&#124;</span><a class="addthis_button_preferred_1"></a><a class="addthis_button_preferred_2"></a><a class="addthis_button_preferred_3"></a><a class="addthis_button_preferred_4"></a></div>]]></description>
		<wfw:commentRss>http://artpetty.com/2009/11/15/leadership-caffeine-dont-wait-for-the-title-to-start-leading/feed/</wfw:commentRss>
		<slash:comments>7</slash:comments>
		</item>
		<item>
		<title>Two Voices on: The Words of a Leader</title>
		<link>http://artpetty.com/2009/09/10/two-voices-on-the-words-of-a-leader/</link>
		<comments>http://artpetty.com/2009/09/10/two-voices-on-the-words-of-a-leader/#comments</comments>
		<pubDate>Thu, 10 Sep 2009 11:46:21 +0000</pubDate>
		<dc:creator>Art Petty</dc:creator>
				<category><![CDATA["To Do" List]]></category>
		<category><![CDATA[Career]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Leading Change]]></category>
		<category><![CDATA[Professional Growth]]></category>
		<category><![CDATA[Values]]></category>
		<category><![CDATA[best practices in leadership]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[Leadership Skills]]></category>
		<category><![CDATA[The Words of a Leader]]></category>

		<guid isPermaLink="false">http://artpetty.com/?p=2448</guid>
		<description><![CDATA[This dual post was the outcome of a casual exchange of thoughts via Twitter that quickly evolved into a must-write piece and fun collaboration on an important topic: the words of a leader.  My partner in crime here is Mary Jo Asmus, the author of  the outstanding Intentional Leadership blog...one that I turn to regularly for inspiration and insight. 

Good leaders are builders and they form and shape their words into phrases and questions that encourage learning and improvement and risk-taking and more learning.  Good leaders are master craftsmen in many ways, and words are some of their most important tools.  Less effective leaders use words like tools as well, but in this case they crassly apply the words of brute force in settings where precision is called for<div class="addthis_toolbox addthis_default_style " addthis:url='http://artpetty.com/2009/09/10/two-voices-on-the-words-of-a-leader/' addthis:title='Two Voices on: The Words of a Leader ' ><a href="//addthis.com/bookmark.php?v=250&#38;username=xa-4d2b47597ad291fb" class="addthis_button_compact">Share</a><span class="addthis_separator">&#124;</span><a class="addthis_button_preferred_1"></a><a class="addthis_button_preferred_2"></a><a class="addthis_button_preferred_3"></a><a class="addthis_button_preferred_4"></a></div>]]></description>
		<wfw:commentRss>http://artpetty.com/2009/09/10/two-voices-on-the-words-of-a-leader/feed/</wfw:commentRss>
		<slash:comments>13</slash:comments>
		</item>
		<item>
		<title>Leadership Caffeine: Taking Chances on the Talent Around You</title>
		<link>http://artpetty.com/2009/08/08/leadership-caffeine-taking-chances-on-the-talent-around-you/</link>
		<comments>http://artpetty.com/2009/08/08/leadership-caffeine-taking-chances-on-the-talent-around-you/#comments</comments>
		<pubDate>Sun, 09 Aug 2009 01:56:55 +0000</pubDate>
		<dc:creator>Art Petty</dc:creator>
				<category><![CDATA["To Do" List]]></category>
		<category><![CDATA[Career]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Leadership Caffeine]]></category>
		<category><![CDATA[best practices in developing others]]></category>
		<category><![CDATA[creating opportunities]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[talent development]]></category>

		<guid isPermaLink="false">http://artpetty.com/?p=2275</guid>
		<description><![CDATA[It’s time to take some chances on the people around you.  Too many leaders constrain and contain, but the very best leaders provide opportunities for their team members to achieve things that these individuals might never have believed they were capable of achieving.<div class="addthis_toolbox addthis_default_style " addthis:url='http://artpetty.com/2009/08/08/leadership-caffeine-taking-chances-on-the-talent-around-you/' addthis:title='Leadership Caffeine: Taking Chances on the Talent Around You ' ><a href="//addthis.com/bookmark.php?v=250&#38;username=xa-4d2b47597ad291fb" class="addthis_button_compact">Share</a><span class="addthis_separator">&#124;</span><a class="addthis_button_preferred_1"></a><a class="addthis_button_preferred_2"></a><a class="addthis_button_preferred_3"></a><a class="addthis_button_preferred_4"></a></div>]]></description>
		<wfw:commentRss>http://artpetty.com/2009/08/08/leadership-caffeine-taking-chances-on-the-talent-around-you/feed/</wfw:commentRss>
		<slash:comments>10</slash:comments>
		</item>
		<item>
		<title>Leadership Caffeine: Dealing with Cracks in the Leader&#8217;s Smile</title>
		<link>http://artpetty.com/2009/07/20/leadership-caffeine-dealing-with-cracks-in-the-leaders-smile/</link>
		<comments>http://artpetty.com/2009/07/20/leadership-caffeine-dealing-with-cracks-in-the-leaders-smile/#comments</comments>
		<pubDate>Mon, 20 Jul 2009 13:38:55 +0000</pubDate>
		<dc:creator>Art Petty</dc:creator>
				<category><![CDATA["To Do" List]]></category>
		<category><![CDATA[Crisis Leadership]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Leadership Caffeine]]></category>
		<category><![CDATA[constructive feedback]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[Leading in Tough Times]]></category>
		<category><![CDATA[managing yourself as the leader]]></category>
		<category><![CDATA[positive feedback]]></category>

		<guid isPermaLink="false">http://artpetty.com/?p=2178</guid>
		<description><![CDATA[I chatted with a valued colleague the other day that indicated that she is finding it increasingly difficult and even awkward in the face of financial pressures and employee strain to keep a cheerleader’s positive demeanor in the workplace.

This isn’t the first time I’ve heard from a leader struggling either to smile or simply maintain a positive outlook in the face of occasionally overwhelming obstacles. <div class="addthis_toolbox addthis_default_style " addthis:url='http://artpetty.com/2009/07/20/leadership-caffeine-dealing-with-cracks-in-the-leaders-smile/' addthis:title='Leadership Caffeine: Dealing with Cracks in the Leader&#8217;s Smile ' ><a href="//addthis.com/bookmark.php?v=250&#38;username=xa-4d2b47597ad291fb" class="addthis_button_compact">Share</a><span class="addthis_separator">&#124;</span><a class="addthis_button_preferred_1"></a><a class="addthis_button_preferred_2"></a><a class="addthis_button_preferred_3"></a><a class="addthis_button_preferred_4"></a></div>]]></description>
		<wfw:commentRss>http://artpetty.com/2009/07/20/leadership-caffeine-dealing-with-cracks-in-the-leaders-smile/feed/</wfw:commentRss>
		<slash:comments>6</slash:comments>
		</item>
		<item>
		<title>Leadership Caffeine for the Week: Too Much Time with the Wrong People</title>
		<link>http://artpetty.com/2009/07/13/leadership-caffeine-for-the-week-too-much-time-with-the-wrong-people/</link>
		<comments>http://artpetty.com/2009/07/13/leadership-caffeine-for-the-week-too-much-time-with-the-wrong-people/#comments</comments>
		<pubDate>Mon, 13 Jul 2009 12:17:22 +0000</pubDate>
		<dc:creator>Art Petty</dc:creator>
				<category><![CDATA["To Do" List]]></category>
		<category><![CDATA[Career]]></category>
		<category><![CDATA[Decision-Making]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Leadership Caffeine]]></category>
		<category><![CDATA[Leading Change]]></category>
		<category><![CDATA[Performance]]></category>
		<category><![CDATA[Values]]></category>
		<category><![CDATA[best practices in leadership]]></category>
		<category><![CDATA[brilliant problem-child]]></category>
		<category><![CDATA[can people change?]]></category>
		<category><![CDATA[Can you change people as a leader?]]></category>
		<category><![CDATA[common mistakes of early leaders]]></category>
		<category><![CDATA[difficult people]]></category>
		<category><![CDATA[Hire slowly and fire fast]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[Leadership Lessons Learned the Hard Way]]></category>
		<category><![CDATA[parable of the scorpion and the frog]]></category>
		<category><![CDATA[too much time with the wrong people]]></category>

		<guid isPermaLink="false">http://artpetty.com/?p=2154</guid>
		<description><![CDATA[My biggest mistakes as a leader occurred as a result of spending way too much time attempting to change two people.  I was young, new to the formal leadership scene and convinced that with my help and guidance, these two talented individuals would certainly shed their dysfunctional and toxic behaviors. 

Wow, was I wrong!<div class="addthis_toolbox addthis_default_style " addthis:url='http://artpetty.com/2009/07/13/leadership-caffeine-for-the-week-too-much-time-with-the-wrong-people/' addthis:title='Leadership Caffeine for the Week: Too Much Time with the Wrong People ' ><a href="//addthis.com/bookmark.php?v=250&#38;username=xa-4d2b47597ad291fb" class="addthis_button_compact">Share</a><span class="addthis_separator">&#124;</span><a class="addthis_button_preferred_1"></a><a class="addthis_button_preferred_2"></a><a class="addthis_button_preferred_3"></a><a class="addthis_button_preferred_4"></a></div>]]></description>
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		<slash:comments>19</slash:comments>
		</item>
		<item>
		<title>Leadership Caffeine: Strengthen Your Leadership Foundation</title>
		<link>http://artpetty.com/2009/06/29/leadership-caffeine-strengthen-your-leadership-foundation/</link>
		<comments>http://artpetty.com/2009/06/29/leadership-caffeine-strengthen-your-leadership-foundation/#comments</comments>
		<pubDate>Mon, 29 Jun 2009 13:11:48 +0000</pubDate>
		<dc:creator>Art Petty</dc:creator>
				<category><![CDATA["To Do" List]]></category>
		<category><![CDATA[Career]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Leadership Caffeine]]></category>
		<category><![CDATA[Performance]]></category>
		<category><![CDATA[Professional Growth]]></category>
		<category><![CDATA[Values]]></category>
		<category><![CDATA[build great leaders]]></category>
		<category><![CDATA[developing others]]></category>
		<category><![CDATA[first-time leaders]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[leadership renewal]]></category>
		<category><![CDATA[the leader's charter]]></category>

		<guid isPermaLink="false">http://artpetty.com/?p=2101</guid>
		<description><![CDATA[The best leaders in my opinion are guided by a strong sense of duty and responsibility. The individuals that succeed in motivating, inspiring and even changing the lives and careers of others operate with an underlying philosophical foundation that they draw upon to remain focused and steadfast in pursuing their daily activities.

Everyone else sort of wanders through the leadership woods, reacting more on instinct than acting as if they are being guided by a stronger sense of purpose and duty.<div class="addthis_toolbox addthis_default_style " addthis:url='http://artpetty.com/2009/06/29/leadership-caffeine-strengthen-your-leadership-foundation/' addthis:title='Leadership Caffeine: Strengthen Your Leadership Foundation ' ><a href="//addthis.com/bookmark.php?v=250&#38;username=xa-4d2b47597ad291fb" class="addthis_button_compact">Share</a><span class="addthis_separator">&#124;</span><a class="addthis_button_preferred_1"></a><a class="addthis_button_preferred_2"></a><a class="addthis_button_preferred_3"></a><a class="addthis_button_preferred_4"></a></div>]]></description>
		<wfw:commentRss>http://artpetty.com/2009/06/29/leadership-caffeine-strengthen-your-leadership-foundation/feed/</wfw:commentRss>
		<slash:comments>5</slash:comments>
		</item>
		<item>
		<title>Collaboration and the Leader</title>
		<link>http://artpetty.com/2009/06/25/collaboration-and-the-leader/</link>
		<comments>http://artpetty.com/2009/06/25/collaboration-and-the-leader/#comments</comments>
		<pubDate>Thu, 25 Jun 2009 12:59:17 +0000</pubDate>
		<dc:creator>Art Petty</dc:creator>
				<category><![CDATA["To Do" List]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Leading Change]]></category>
		<category><![CDATA[Management Innovation]]></category>
		<category><![CDATA[Performance]]></category>
		<category><![CDATA[best practices in leadership]]></category>
		<category><![CDATA[collaboration]]></category>
		<category><![CDATA[Collaboration between Leaders]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[Promote Collaboration as a CEO]]></category>

		<guid isPermaLink="false">http://artpetty.com/?p=2060</guid>
		<description><![CDATA[Many leaders are lousy collaborators.

It doesn’t seem to matter that they spend a great deal of time encouraging, coaching and facilitating collaboration between their team members and across functional boundaries. When it comes time for Leader A to work with Leader B on something other than getting other people to do things, the dynamics get interesting and the output is often disappointing.<div class="addthis_toolbox addthis_default_style " addthis:url='http://artpetty.com/2009/06/25/collaboration-and-the-leader/' addthis:title='Collaboration and the Leader ' ><a href="//addthis.com/bookmark.php?v=250&#38;username=xa-4d2b47597ad291fb" class="addthis_button_compact">Share</a><span class="addthis_separator">&#124;</span><a class="addthis_button_preferred_1"></a><a class="addthis_button_preferred_2"></a><a class="addthis_button_preferred_3"></a><a class="addthis_button_preferred_4"></a></div>]]></description>
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		<slash:comments>13</slash:comments>
		</item>
		<item>
		<title>Leadership Caffeine for the New Week: Power-Washed! Guest Post</title>
		<link>http://artpetty.com/2009/06/22/leadership-caffeine-for-the-new-week-power-washed-guest-post/</link>
		<comments>http://artpetty.com/2009/06/22/leadership-caffeine-for-the-new-week-power-washed-guest-post/#comments</comments>
		<pubDate>Mon, 22 Jun 2009 12:11:58 +0000</pubDate>
		<dc:creator>Art Petty</dc:creator>
				<category><![CDATA["To Do" List]]></category>
		<category><![CDATA[Career]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Leadership Caffeine]]></category>
		<category><![CDATA[Performance]]></category>
		<category><![CDATA[Professional Growth]]></category>
		<category><![CDATA[A Fresh Start]]></category>
		<category><![CDATA[Dealing with Stress as a Leader]]></category>
		<category><![CDATA[Get a Fresh Start as a Leader]]></category>
		<category><![CDATA[Inspiration]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[Leaders Need to Refuel Too]]></category>
		<category><![CDATA[Light4theWeek]]></category>
		<category><![CDATA[Mark Raymo]]></category>
		<category><![CDATA[Motivation]]></category>
		<category><![CDATA[Power-Washing]]></category>
		<category><![CDATA[Recharging as a Leader]]></category>
		<category><![CDATA[Stress and the Leader]]></category>
		<category><![CDATA[The Leader's Fresh Start]]></category>

		<guid isPermaLink="false">http://artpetty.com/?p=2049</guid>
		<description><![CDATA[One of the challenge that many leaders face in their seemingly endless string of days of teaching, leading, motivating, supporting, challenging and guiding their colleagues is how to refresh and recharge. It's an important topic and one that is under-represented (in my opinion) in the leadership literature, including my own.

It’s difficult to be “on” all of the time, and for leaders, the stress fractures show through usually in the form of snapping or growling at someone. While never good form, the momentary break from behavior is indicative of the need to take a few deep breaths or to even look towards tomorrow as a chance to start over and get things right.

Sometimes what’s needed is a good Power-Washing for the leader’s attitude and soul.<div class="addthis_toolbox addthis_default_style " addthis:url='http://artpetty.com/2009/06/22/leadership-caffeine-for-the-new-week-power-washed-guest-post/' addthis:title='Leadership Caffeine for the New Week: Power-Washed! Guest Post ' ><a href="//addthis.com/bookmark.php?v=250&#38;username=xa-4d2b47597ad291fb" class="addthis_button_compact">Share</a><span class="addthis_separator">&#124;</span><a class="addthis_button_preferred_1"></a><a class="addthis_button_preferred_2"></a><a class="addthis_button_preferred_3"></a><a class="addthis_button_preferred_4"></a></div>]]></description>
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		<slash:comments>2</slash:comments>
		</item>
		<item>
		<title>Why Do Evil Leaders Flourish Inside Some Organizations?</title>
		<link>http://artpetty.com/2009/06/03/why-do-evil-leaders-flourish-inside-some-organizations/</link>
		<comments>http://artpetty.com/2009/06/03/why-do-evil-leaders-flourish-inside-some-organizations/#comments</comments>
		<pubDate>Wed, 03 Jun 2009 13:20:38 +0000</pubDate>
		<dc:creator>Art Petty</dc:creator>
				<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Surviving Lousy Leaders]]></category>
		<category><![CDATA[Values]]></category>
		<category><![CDATA[art petty]]></category>
		<category><![CDATA[best practices in leadership]]></category>
		<category><![CDATA[Evil Leaders]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[leaders]]></category>
		<category><![CDATA[Lousy Leaders]]></category>
		<category><![CDATA[management excellence]]></category>
		<category><![CDATA[Use Values to Wipe Out Lousy Leaders]]></category>
		<category><![CDATA[Values-Based Leadership]]></category>
		<category><![CDATA[Why Do Evil Leaders Flourish]]></category>
		<category><![CDATA[Why Do Lousy Leaders Survive]]></category>
		<category><![CDATA[worst practices in leadership]]></category>

		<guid isPermaLink="false">http://artpetty.com/?p=1908</guid>
		<description><![CDATA[It’s always been a mystery to me why so many arguably evil managers and leaders not only last but seem to thrive inside certain organizations. 

You know the type.  Hey, maybe you are one.  If so, chime in.  I’ve never actually heard from an evil leader that was willing to talk openly about why he is the way he is. 

Evil leaders tend to fit one or more of these profiles...<div class="addthis_toolbox addthis_default_style " addthis:url='http://artpetty.com/2009/06/03/why-do-evil-leaders-flourish-inside-some-organizations/' addthis:title='Why Do Evil Leaders Flourish Inside Some Organizations? ' ><a href="//addthis.com/bookmark.php?v=250&#38;username=xa-4d2b47597ad291fb" class="addthis_button_compact">Share</a><span class="addthis_separator">&#124;</span><a class="addthis_button_preferred_1"></a><a class="addthis_button_preferred_2"></a><a class="addthis_button_preferred_3"></a><a class="addthis_button_preferred_4"></a></div>]]></description>
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		<slash:comments>22</slash:comments>
		</item>
		<item>
		<title>Leadership Caffeine: Scouting for Talent in Unusual Places</title>
		<link>http://artpetty.com/2009/05/11/leadership-caffeine-scouting-for-talent-in-unusual-places/</link>
		<comments>http://artpetty.com/2009/05/11/leadership-caffeine-scouting-for-talent-in-unusual-places/#comments</comments>
		<pubDate>Mon, 11 May 2009 13:12:56 +0000</pubDate>
		<dc:creator>Art Petty</dc:creator>
				<category><![CDATA["To Do" List]]></category>
		<category><![CDATA[Career]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Leadership Caffeine]]></category>
		<category><![CDATA[Performance]]></category>
		<category><![CDATA[Professional Growth]]></category>
		<category><![CDATA[best practices in leadership]]></category>
		<category><![CDATA[best practices in management]]></category>
		<category><![CDATA[Best Practices in Talent Development]]></category>
		<category><![CDATA[Building Your Talent Pipeline]]></category>
		<category><![CDATA[character]]></category>
		<category><![CDATA[finding marketing talent]]></category>
		<category><![CDATA[finding sales talent]]></category>
		<category><![CDATA[Finding talent in unusual places]]></category>
		<category><![CDATA[How Good of a Talent Scout Are You?]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[passion]]></category>
		<category><![CDATA[Raw Talent]]></category>
		<category><![CDATA[Scouting talent in the workplace]]></category>
		<category><![CDATA[Three Core Attributes of Great Corporate Talent]]></category>
		<category><![CDATA[What Great Corporate Talent Scouts Look For]]></category>

		<guid isPermaLink="false">http://artpetty.com/?p=1630</guid>
		<description><![CDATA[This week’s focus is on scouting talent, and like most of my posts, I’m encouraging you to break some established rules.  The best leaders that I know are also the best talent scouts.  They are acute observers of people and extraordinarily quick to identify individuals with potential.  They are also great developers of talent, but that’s a separate topic for another day. 

In my experience in working around and talking with individuals that have outstanding track records in finding and developing new talent, there are three core attributes that they look for...
<div class="addthis_toolbox addthis_default_style " addthis:url='http://artpetty.com/2009/05/11/leadership-caffeine-scouting-for-talent-in-unusual-places/' addthis:title='Leadership Caffeine: Scouting for Talent in Unusual Places ' ><a href="//addthis.com/bookmark.php?v=250&#38;username=xa-4d2b47597ad291fb" class="addthis_button_compact">Share</a><span class="addthis_separator">&#124;</span><a class="addthis_button_preferred_1"></a><a class="addthis_button_preferred_2"></a><a class="addthis_button_preferred_3"></a><a class="addthis_button_preferred_4"></a></div>]]></description>
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		<slash:comments>4</slash:comments>
		</item>
		<item>
		<title>Why I Hate the “Sandwich” Technique for Delivering Feedback</title>
		<link>http://artpetty.com/2009/05/07/why-i-hate-the-%e2%80%9csandwich%e2%80%9d-technique-for-delivering-feedback/</link>
		<comments>http://artpetty.com/2009/05/07/why-i-hate-the-%e2%80%9csandwich%e2%80%9d-technique-for-delivering-feedback/#comments</comments>
		<pubDate>Thu, 07 May 2009 13:11:48 +0000</pubDate>
		<dc:creator>Art Petty</dc:creator>
				<category><![CDATA["To Do" List]]></category>
		<category><![CDATA[Leading Change]]></category>
		<category><![CDATA[Performance]]></category>
		<category><![CDATA[Best Practices in Delivering Feedback]]></category>
		<category><![CDATA[best practices in leadership]]></category>
		<category><![CDATA[Communications Techniques for Leaders]]></category>
		<category><![CDATA[Core Leadership Skills]]></category>
		<category><![CDATA[Creating True Behavioral Change]]></category>
		<category><![CDATA[Driving sustainable Behavior Change]]></category>
		<category><![CDATA[feedback]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[Quit Sugarcoating]]></category>
		<category><![CDATA[Robust Dialogue]]></category>
		<category><![CDATA[The Sandwich Technique for Delivering Feedback]]></category>
		<category><![CDATA[Why I Hate the Sandwich Technique for Delivering Feedback]]></category>
		<category><![CDATA[Worst Practices in Delivering Feedback]]></category>

		<guid isPermaLink="false">http://artpetty.com/?p=1623</guid>
		<description><![CDATA[At the risk of inviting the ire of a great number of readers and trainers, I am once again opting for the dissenting opinion on a controversial topic. I absolutely hate the use of the “sandwich” technique in delivering constructive feedback. Here's why and here's my guidance to help you throw away this leader's crutch and to start delivering clear, polite feedback that supports behavioral change.  <div class="addthis_toolbox addthis_default_style " addthis:url='http://artpetty.com/2009/05/07/why-i-hate-the-%e2%80%9csandwich%e2%80%9d-technique-for-delivering-feedback/' addthis:title='Why I Hate the “Sandwich” Technique for Delivering Feedback ' ><a href="//addthis.com/bookmark.php?v=250&#38;username=xa-4d2b47597ad291fb" class="addthis_button_compact">Share</a><span class="addthis_separator">&#124;</span><a class="addthis_button_preferred_1"></a><a class="addthis_button_preferred_2"></a><a class="addthis_button_preferred_3"></a><a class="addthis_button_preferred_4"></a></div>]]></description>
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		<slash:comments>22</slash:comments>
		</item>
		<item>
		<title>Podcast: The Leader&#8217;s Guide to Managing Fear in the Workplace</title>
		<link>http://artpetty.com/2009/01/20/podcast-the-leaders-guide-to-managing-fear-in-the-workplace/</link>
		<comments>http://artpetty.com/2009/01/20/podcast-the-leaders-guide-to-managing-fear-in-the-workplace/#comments</comments>
		<pubDate>Tue, 20 Jan 2009 14:20:34 +0000</pubDate>
		<dc:creator>Art Petty</dc:creator>
				<category><![CDATA[Uncategorized]]></category>
		<category><![CDATA[best practices in leadership]]></category>
		<category><![CDATA[best practices in management]]></category>
		<category><![CDATA[driving results in an uncertain economy]]></category>
		<category><![CDATA[guide to managing fear in the workplace]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[management excellence podcast]]></category>
		<category><![CDATA[podcast]]></category>
		<category><![CDATA[podcast by art petty]]></category>

		<guid isPermaLink="false">http://artpetty.com/?p=941</guid>
		<description><![CDATA[This Management Excellence podcast episode tackles the challenging issue of managing morale and fighting fear in the face of economic and job uncertainty.  Art Petty offers 13 suggestions for dealing with this insidious performance killer.  <div class="addthis_toolbox addthis_default_style " addthis:url='http://artpetty.com/2009/01/20/podcast-the-leaders-guide-to-managing-fear-in-the-workplace/' addthis:title='Podcast: The Leader&#8217;s Guide to Managing Fear in the Workplace ' ><a href="//addthis.com/bookmark.php?v=250&#38;username=xa-4d2b47597ad291fb" class="addthis_button_compact">Share</a><span class="addthis_separator">&#124;</span><a class="addthis_button_preferred_1"></a><a class="addthis_button_preferred_2"></a><a class="addthis_button_preferred_3"></a><a class="addthis_button_preferred_4"></a></div>]]></description>
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		<slash:comments>1</slash:comments>
			<enclosure url="http://artpetty.com/podpress_trac/feed/941/0/leadersguidetomanagingfear2.mp3" length="3522268" type="audio/mpeg" />
		<itunes:duration>0:07:20</itunes:duration>
		<itunes:subtitle>This Management Excellence podcast episode tackles the challenging issue of managing morale and fighting fear in the face of economic and job uncertainty.  Art Petty offers 13 suggestions for dealing with this insidious performance killer.</itunes:subtitle>
		<itunes:summary>This Management Excellence podcast episode tackles the challenging issue of managing morale and fighting fear in the face of economic and job uncertainty.  Art Petty offers 13 suggestions for dealing with this insidious performance killer.</itunes:summary>
		<itunes:keywords>Uncategorized</itunes:keywords>
		<itunes:author>Art Petty</itunes:author>
		<itunes:explicit>no</itunes:explicit>
		<itunes:block>no</itunes:block>
	</item>
		<item>
		<title>Leader, What Are You Doing to Improve Your Value Creation?</title>
		<link>http://artpetty.com/2008/12/26/leader-what-are-you-doing-to-improve-your-value-creation/</link>
		<comments>http://artpetty.com/2008/12/26/leader-what-are-you-doing-to-improve-your-value-creation/#comments</comments>
		<pubDate>Fri, 26 Dec 2008 16:34:55 +0000</pubDate>
		<dc:creator>Art Petty</dc:creator>
				<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Leading Change]]></category>
		<category><![CDATA[Management Innovation]]></category>
		<category><![CDATA[a leader's charter]]></category>
		<category><![CDATA[best practices in leadership]]></category>
		<category><![CDATA[Deming]]></category>
		<category><![CDATA[how leaders create value]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[Leadership Skills]]></category>
		<category><![CDATA[leading.]]></category>
		<category><![CDATA[Lean]]></category>
		<category><![CDATA[Lean Principles]]></category>
		<category><![CDATA[Lean Principles and Leading]]></category>
		<category><![CDATA[Management Education]]></category>
		<category><![CDATA[Role of a leader]]></category>
		<category><![CDATA[value creation]]></category>
		<category><![CDATA[voice of the customer]]></category>

		<guid isPermaLink="false">http://artpetty.com/?p=760</guid>
		<description><![CDATA[Leadership should be one of the principal value creation components of the management system, yet  poor leadership practices often result in increased complexity, added waste and blocked attempts to streamline processes and make improvements that would otherwise benefit the organization and its customers. One of the key reasons that leaders and leadership practices often fail to create value (or to create more value) is the lack of a common operational and actionable definition for the role of a leader.  <div class="addthis_toolbox addthis_default_style " addthis:url='http://artpetty.com/2008/12/26/leader-what-are-you-doing-to-improve-your-value-creation/' addthis:title='Leader, What Are You Doing to Improve Your Value Creation? ' ><a href="//addthis.com/bookmark.php?v=250&#38;username=xa-4d2b47597ad291fb" class="addthis_button_compact">Share</a><span class="addthis_separator">&#124;</span><a class="addthis_button_preferred_1"></a><a class="addthis_button_preferred_2"></a><a class="addthis_button_preferred_3"></a><a class="addthis_button_preferred_4"></a></div>]]></description>
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		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>In Search of the High Performance Team</title>
		<link>http://artpetty.com/2008/11/11/in-search-of-the-high-performance-team-2/</link>
		<comments>http://artpetty.com/2008/11/11/in-search-of-the-high-performance-team-2/#comments</comments>
		<pubDate>Tue, 11 Nov 2008 13:03:41 +0000</pubDate>
		<dc:creator>Art Petty</dc:creator>
				<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Performance]]></category>
		<category><![CDATA[Apple]]></category>
		<category><![CDATA[Effective Leadership]]></category>
		<category><![CDATA[google]]></category>
		<category><![CDATA[high-performance]]></category>
		<category><![CDATA[Ideo]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[MBA students]]></category>
		<category><![CDATA[projects]]></category>
		<category><![CDATA[team]]></category>

		<guid isPermaLink="false">http://artpetty.com/2008/11/11/in-search-of-the-high-performance-team-2/</guid>
		<description><![CDATA[I regularly poll my seminar participants and MBA students on their team-focused experiences in the workplace and I am consistently surprised when very few report ever being part of something that they would classify as a “high performance” team. The results of my unscientific polling are all the more surprising given that we live during a time when involvement in short-term projects with individuals across functions is a part of the regular work experience of most professionals.

<div class="addthis_toolbox addthis_default_style " addthis:url='http://artpetty.com/2008/11/11/in-search-of-the-high-performance-team-2/' addthis:title='In Search of the High Performance Team ' ><a href="//addthis.com/bookmark.php?v=250&#38;username=xa-4d2b47597ad291fb" class="addthis_button_compact">Share</a><span class="addthis_separator">&#124;</span><a class="addthis_button_preferred_1"></a><a class="addthis_button_preferred_2"></a><a class="addthis_button_preferred_3"></a><a class="addthis_button_preferred_4"></a></div>]]></description>
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		<slash:comments>2</slash:comments>
		</item>
		<item>
		<title>October 29th Carnival of HR (and much more)</title>
		<link>http://artpetty.com/2008/10/29/october-29th-carnival-of-hr-and-much-more/</link>
		<comments>http://artpetty.com/2008/10/29/october-29th-carnival-of-hr-and-much-more/#comments</comments>
		<pubDate>Wed, 29 Oct 2008 16:37:09 +0000</pubDate>
		<dc:creator>Art Petty</dc:creator>
				<category><![CDATA[Leadership]]></category>
		<category><![CDATA[career advice]]></category>
		<category><![CDATA[communication]]></category>
		<category><![CDATA[execution]]></category>
		<category><![CDATA[HR]]></category>
		<category><![CDATA[human resources]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[Leadership carnival]]></category>
		<category><![CDATA[leadership development]]></category>
		<category><![CDATA[talent development]]></category>

		<guid isPermaLink="false">http://artpetty.com/2008/10/29/october-29th-carnival-of-hr-and-much-more/</guid>
		<description><![CDATA[Readers interested in some divergent thinking and great ideas should take a look at the menu of authors and content at the latest Carnival of HR.  And don't let the HR headline trick you.  This Halloween collection of articles covers diverse topics in leadership, communication, execution, talent development and priceless career advice.  Oh, and of course, Dan McCarthy, the host, was nice enough to include my recent attempt to place a quantifiable value on leadership development activities.  Check it out, it's definitely a treat.
<div class="addthis_toolbox addthis_default_style " addthis:url='http://artpetty.com/2008/10/29/october-29th-carnival-of-hr-and-much-more/' addthis:title='October 29th Carnival of HR (and much more) ' ><a href="//addthis.com/bookmark.php?v=250&#38;username=xa-4d2b47597ad291fb" class="addthis_button_compact">Share</a><span class="addthis_separator">&#124;</span><a class="addthis_button_preferred_1"></a><a class="addthis_button_preferred_2"></a><a class="addthis_button_preferred_3"></a><a class="addthis_button_preferred_4"></a></div>]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Surviving and Prospering Under a Weak Leader</title>
		<link>http://artpetty.com/2008/10/21/surviving-and-prospering-under-a-weak-leader/</link>
		<comments>http://artpetty.com/2008/10/21/surviving-and-prospering-under-a-weak-leader/#comments</comments>
		<pubDate>Tue, 21 Oct 2008 14:58:46 +0000</pubDate>
		<dc:creator>Art Petty</dc:creator>
				<category><![CDATA[Decision-Making]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Leading Change]]></category>
		<category><![CDATA[Surviving Lousy Leaders]]></category>
		<category><![CDATA[boss]]></category>
		<category><![CDATA[coach]]></category>
		<category><![CDATA[hero]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[Performance Excellence]]></category>
		<category><![CDATA[priorities]]></category>
		<category><![CDATA[teams]]></category>
		<category><![CDATA[weak leader]]></category>
		<category><![CDATA[weak leadership]]></category>

		<guid isPermaLink="false">http://artpetty.com/2008/10/21/surviving-and-prospering-under-a-weak-leader/</guid>
		<description><![CDATA[Learning to manage your team leader takes time and requires extraordinary care and handling.  Being indecisive and failing to set direction are big shortcomings for a leader, but leaders that carry these attributes are all too common. You and your peers can either let the water-cooler complaints dominate the daily agenda or you can do something about it.  Teams and individuals that have leveraged some or all of the suggestions above have reported some nice successes.  No complete cures, but some nice successes and sustained progress in the right direction.  When your feet are cast in concrete, progress of any kind is good.
<div class="addthis_toolbox addthis_default_style " addthis:url='http://artpetty.com/2008/10/21/surviving-and-prospering-under-a-weak-leader/' addthis:title='Surviving and Prospering Under a Weak Leader ' ><a href="//addthis.com/bookmark.php?v=250&#38;username=xa-4d2b47597ad291fb" class="addthis_button_compact">Share</a><span class="addthis_separator">&#124;</span><a class="addthis_button_preferred_1"></a><a class="addthis_button_preferred_2"></a><a class="addthis_button_preferred_3"></a><a class="addthis_button_preferred_4"></a></div>]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Career Growth and the Product Manager</title>
		<link>http://artpetty.com/2008/09/26/career-growth-and-the-product-manager/</link>
		<comments>http://artpetty.com/2008/09/26/career-growth-and-the-product-manager/#comments</comments>
		<pubDate>Fri, 26 Sep 2008 16:58:25 +0000</pubDate>
		<dc:creator>Art Petty</dc:creator>
				<category><![CDATA[Product Management]]></category>
		<category><![CDATA[communications]]></category>
		<category><![CDATA[diplomat]]></category>
		<category><![CDATA[executive]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[product manager]]></category>
		<category><![CDATA[strategic thinking]]></category>
		<category><![CDATA[Strategy]]></category>
		<category><![CDATA[talent]]></category>
		<category><![CDATA[talent development]]></category>

		<guid isPermaLink="false">http://artpetty.com/2008/09/26/career-growth-and-the-product-manager/</guid>
		<description><![CDATA[wear my respect on my shirt-sleeve for the many dedicated Product Management professionals that hold down what I believe is one of the most difficult and one of the most critical roles in today’s fast moving technology and B2B organizations.  I firmly believe that these talented and well-rounded business professionals are potentially some of the most valuable assets in an organization’s talent pool.
<div class="addthis_toolbox addthis_default_style " addthis:url='http://artpetty.com/2008/09/26/career-growth-and-the-product-manager/' addthis:title='Career Growth and the Product Manager ' ><a href="//addthis.com/bookmark.php?v=250&#38;username=xa-4d2b47597ad291fb" class="addthis_button_compact">Share</a><span class="addthis_separator">&#124;</span><a class="addthis_button_preferred_1"></a><a class="addthis_button_preferred_2"></a><a class="addthis_button_preferred_3"></a><a class="addthis_button_preferred_4"></a></div>]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>What&#8217;s A Good Meeting Anyway?</title>
		<link>http://artpetty.com/2008/09/02/whats-a-good-meeting-anyway/</link>
		<comments>http://artpetty.com/2008/09/02/whats-a-good-meeting-anyway/#comments</comments>
		<pubDate>Tue, 02 Sep 2008 22:07:32 +0000</pubDate>
		<dc:creator>Art Petty</dc:creator>
				<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Leading Change]]></category>
		<category><![CDATA[Marketing]]></category>
		<category><![CDATA[Professional Growth]]></category>
		<category><![CDATA[attendee]]></category>
		<category><![CDATA[effective meetings]]></category>
		<category><![CDATA[executives]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[meeting]]></category>
		<category><![CDATA[meetings]]></category>
		<category><![CDATA[professional]]></category>

		<guid isPermaLink="false">http://artpetty.com/2008/09/02/whats-a-good-meeting-anyway/</guid>
		<description><![CDATA[I’ve heard the phrase “We had a good meeting,” or some derivative of it so many times that I’ve lost count.   Whenever I hear this meeting review or it’s ugly stepchild, “We talked about a lot at that meeting,” alarm bells start ringing, my spider sense tingles and I have to resist the sudden urge to scream. I know then that I am in the company of a Professional Meeting Attendee!
<div class="addthis_toolbox addthis_default_style " addthis:url='http://artpetty.com/2008/09/02/whats-a-good-meeting-anyway/' addthis:title='What&#8217;s A Good Meeting Anyway? ' ><a href="//addthis.com/bookmark.php?v=250&#38;username=xa-4d2b47597ad291fb" class="addthis_button_compact">Share</a><span class="addthis_separator">&#124;</span><a class="addthis_button_preferred_1"></a><a class="addthis_button_preferred_2"></a><a class="addthis_button_preferred_3"></a><a class="addthis_button_preferred_4"></a></div>]]></description>
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		<slash:comments>4</slash:comments>
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		<title>Strengthen Your Team By Seeking People Who Believe that They Can Grow</title>
		<link>http://artpetty.com/2008/08/14/strengthen-your-team-by-seeking-people-who-believe-that-they-can-grow/</link>
		<comments>http://artpetty.com/2008/08/14/strengthen-your-team-by-seeking-people-who-believe-that-they-can-grow/#comments</comments>
		<pubDate>Thu, 14 Aug 2008 15:19:48 +0000</pubDate>
		<dc:creator>Art Petty</dc:creator>
				<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Leading Change]]></category>
		<category><![CDATA[Professional Growth]]></category>
		<category><![CDATA[Career]]></category>
		<category><![CDATA[carol dweck]]></category>
		<category><![CDATA[growth]]></category>
		<category><![CDATA[growth mind-set]]></category>
		<category><![CDATA[hires]]></category>
		<category><![CDATA[intelligence]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[potential]]></category>
		<category><![CDATA[Promotions]]></category>
		<category><![CDATA[recruiter]]></category>
		<category><![CDATA[stanford]]></category>
		<category><![CDATA[successes]]></category>
		<category><![CDATA[talent]]></category>
		<category><![CDATA[team]]></category>

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		<description><![CDATA[Look back on your own recent string of hires and promotions, and if your batting average is lower than you would like it to be, consider Ms. Dweck’s advice: “look for both talent and a growth mind-set in prospective hires—people with a passion for learning who thrive on challenge and change.  And remember to open your eyes and look around you for talent in unexpected places.  Your greatest future success stories might be closer than they appear.

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		<title>Leadership Development Carnival #2 at Great Leadership!</title>
		<link>http://artpetty.com/2008/08/02/leadership-development-carnival-2-at-great-leadership/</link>
		<comments>http://artpetty.com/2008/08/02/leadership-development-carnival-2-at-great-leadership/#comments</comments>
		<pubDate>Sat, 02 Aug 2008 15:02:59 +0000</pubDate>
		<dc:creator>Art Petty</dc:creator>
				<category><![CDATA[Leadership]]></category>
		<category><![CDATA[lead]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[leadership development]]></category>

		<guid isPermaLink="false">http://artpetty.com/2008/08/02/leadership-development-carnival-2-at-great-leadership/</guid>
		<description><![CDATA[Check out the fantastic collection of articles and leadership bloggers at Great Leadership.  Thanks to Dan McCarthy for an outstanding job at his outstanding blog.  I'll be off on vacation this week, but Dan is providing you with 41 great articles, so enjoy and I'll see you next week!  -Art
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		<title>Decision-Making and The Three Rules of Risk Management</title>
		<link>http://artpetty.com/2008/07/24/decision-making-and-the-three-rules-of-risk-management/</link>
		<comments>http://artpetty.com/2008/07/24/decision-making-and-the-three-rules-of-risk-management/#comments</comments>
		<pubDate>Thu, 24 Jul 2008 14:39:41 +0000</pubDate>
		<dc:creator>Art Petty</dc:creator>
				<category><![CDATA[Decision-Making]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[manager]]></category>
		<category><![CDATA[project manager]]></category>
		<category><![CDATA[risk]]></category>
		<category><![CDATA[style]]></category>
		<category><![CDATA[tolerance]]></category>

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		<description><![CDATA[Your decision-making style says a lot about you as a leader.  Some people make a lot of decisions with little more than a gut hunch to guide them and others spend a lot of time gathering insights and information to support their decision.  Others struggle to make decisions on anything and might still be considering what to order for breakfast when it’s time for dinner.  And still others avoid making decisions because taking a stand increases the odds that they will be held accountable for results.
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		<title>Inspirational Leadership:  The Victim of the Balanced Scorecard?</title>
		<link>http://artpetty.com/2008/07/22/inspirational-leadership-the-victim-of-the-balanced-scorecard/</link>
		<comments>http://artpetty.com/2008/07/22/inspirational-leadership-the-victim-of-the-balanced-scorecard/#comments</comments>
		<pubDate>Tue, 22 Jul 2008 13:46:06 +0000</pubDate>
		<dc:creator>Art Petty</dc:creator>
				<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Strategy]]></category>
		<category><![CDATA[Balanced Scorecard]]></category>
		<category><![CDATA[inspirational]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[management]]></category>
		<category><![CDATA[measurements]]></category>

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		<description><![CDATA[Today I’d like to cover what I believe to be a disturbing management trend.  In today’s world of the Balanced Scorecard, companies have never focused so much energy on alignment of results with strategy.  I applaud the approach.  In fact I recommend it.  But sadly it seems that for some organizations, results have become the sole focal point—the only thing that matters.  What they are losing touch with is the fact that results are driven, at least in most companies, but living, breathing human beings.
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		<slash:comments>5</slash:comments>
		</item>
		<item>
		<title>From Imperial Court to Learning Organization</title>
		<link>http://artpetty.com/2008/07/21/from-imperial-court-to-learning-organization/</link>
		<comments>http://artpetty.com/2008/07/21/from-imperial-court-to-learning-organization/#comments</comments>
		<pubDate>Mon, 21 Jul 2008 14:46:21 +0000</pubDate>
		<dc:creator>Art Petty</dc:creator>
				<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Leading Change]]></category>
		<category><![CDATA[Project Management]]></category>
		<category><![CDATA[Strategy]]></category>
		<category><![CDATA[barriers]]></category>
		<category><![CDATA[efficiency]]></category>
		<category><![CDATA[execution]]></category>
		<category><![CDATA[executive]]></category>
		<category><![CDATA[functional]]></category>
		<category><![CDATA[harvard]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[learning]]></category>
		<category><![CDATA[project]]></category>

		<guid isPermaLink="false">http://artpetty.com/2008/07/21/from-imperial-court-to-learning-organization/</guid>
		<description><![CDATA[It’s time to quit talking about becoming a learning organization and start knocking down the time worn conventions, institutions and processes that stand in your organization's way.  In an ideal world, this change starts at the top with an insightful leader or leadership team that understand what it takes to move from an efficiency orientation to a learning focus.  In reality, a lot of this change will need to be driven by leaders in the middle that clearly see what is happening in the external environment as well as what it takes to win in that environment.  If necessary, let the royals executives posture and play while you go about the business of changing the business one initiative at a time.
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		<title>The Art and Approach of Asking and Encouraging Great Questions</title>
		<link>http://artpetty.com/2008/07/15/the-art-and-approach-of-asking-and-encouraging-great-questions/</link>
		<comments>http://artpetty.com/2008/07/15/the-art-and-approach-of-asking-and-encouraging-great-questions/#comments</comments>
		<pubDate>Tue, 15 Jul 2008 17:23:01 +0000</pubDate>
		<dc:creator>Art Petty</dc:creator>
				<category><![CDATA[Leadership]]></category>
		<category><![CDATA[asking questions]]></category>
		<category><![CDATA[decisions]]></category>
		<category><![CDATA[intelligence]]></category>
		<category><![CDATA[investments]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[practice]]></category>
		<category><![CDATA[questions]]></category>
		<category><![CDATA[skills]]></category>
		<category><![CDATA[strategic]]></category>
		<category><![CDATA[styles]]></category>

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		<description><![CDATA[Learning how to ask compelling questions in a non-threatening manner is one of those un-exciting but absolutely critical skills for an emerging leader to develop.  Questions are the leader's lifeblood of information, and like most skills, learning to ask great questions in the right manner, is something best learned through repeated practice.
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