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	<title>Management Excellence &#187; results</title>
	<atom:link href="http://artpetty.com/tag/results/feed/" rel="self" type="application/rss+xml" />
	<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>
	<ttl>1440</ttl>
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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>
	<itunes:category text="Business" />
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		<itunes:category text="Careers" />
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	<itunes:category text="Business">
		<itunes:category text="Management &#38; Marketing" />
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	<itunes:author>Art Petty</itunes:author>
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		<itunes:name>Art Petty</itunes:name>
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		<item>
		<title>Leadership Caffeine: 9 Ideas to Help You Jump the Gap Between Failure and Success</title>
		<link>http://artpetty.com/2011/07/11/leadership-caffeine-9-ideas-to-help-you-jump-the-gap-between-failure-and-success/</link>
		<comments>http://artpetty.com/2011/07/11/leadership-caffeine-9-ideas-to-help-you-jump-the-gap-between-failure-and-success/#comments</comments>
		<pubDate>Mon, 11 Jul 2011 13:49:50 +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[Jump the Failure Gap]]></category>
		<category><![CDATA[Overcoming Resistance]]></category>
		<category><![CDATA[Personal Growth]]></category>
		<category><![CDATA[results]]></category>
		<category><![CDATA[Succes and Failure]]></category>
		<category><![CDATA[team performance]]></category>

		<guid isPermaLink="false">http://artpetty.com/?p=6030</guid>
		<description><![CDATA[People and teams fail on their way to success all of the time. That’s great. That’s how it’s supposed to work. The people and groups I struggle with are those who just fail.  Often, the gap between failure and success appears wide, deep and ominous. This perceived gap keeps people frozen in place for a long while and then as time passes, fear turns to regret. Here are 9 ideas to help you jump the gap from failure to success.  <div class="addthis_toolbox addthis_default_style " addthis:url='http://artpetty.com/2011/07/11/leadership-caffeine-9-ideas-to-help-you-jump-the-gap-between-failure-and-success/' addthis:title='Leadership Caffeine: 9 Ideas to Help You Jump the Gap Between Failure and Success ' ><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/2011/07/11/leadership-caffeine-9-ideas-to-help-you-jump-the-gap-between-failure-and-success/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
		</item>
		<item>
		<title>It&#8217;s Time to Recognize the Project Manager as a Leader</title>
		<link>http://artpetty.com/2008/03/30/its-time-to-recognize-the-project-manager-as-a-leader/</link>
		<comments>http://artpetty.com/2008/03/30/its-time-to-recognize-the-project-manager-as-a-leader/#comments</comments>
		<pubDate>Sun, 30 Mar 2008 17:38:14 +0000</pubDate>
		<dc:creator>Art Petty</dc:creator>
				<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Project Management]]></category>
		<category><![CDATA[communications]]></category>
		<category><![CDATA[development]]></category>
		<category><![CDATA[execution]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[management]]></category>
		<category><![CDATA[organization]]></category>
		<category><![CDATA[Performance Excellence]]></category>
		<category><![CDATA[project]]></category>
		<category><![CDATA[project manager]]></category>
		<category><![CDATA[results]]></category>
		<category><![CDATA[Strategy]]></category>
		<category><![CDATA[succession planning]]></category>

		<guid isPermaLink="false">http://artpetty.com/2008/03/30/its-time-to-recognize-the-project-manager-as-a-leader/</guid>
		<description><![CDATA[The most challenging leadership positions are the informal roles where an individual leads based on his or her credibility and capability without the backing of a formal reporting structure.  These positions are often characterized by a high-level or responsibility for results with little direct authority over the people doing the work.  The role of Project Manager matches this description perfectly, with organizations increasingly looking to the individuals charged with project or program management to play key roles in executing on strategic priorities.

Unfortunately, in many organizations, the role of Project Manager is inappropriately disconnected from the strategy process and is often viewed and treated by executives as a mid-level or administrative role.  This is wrong.  Senior executives would be wise to tap into the unique skills, insights and capabilities of the best Project Managers as they look to build out their leadership teams and to propel their organizations faster.

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		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>Want to Change?  Manage Strategy in Bursts!</title>
		<link>http://artpetty.com/2008/03/20/want-to-change-manage-strategy-in-bursts/</link>
		<comments>http://artpetty.com/2008/03/20/want-to-change-manage-strategy-in-bursts/#comments</comments>
		<pubDate>Thu, 20 Mar 2008 15:11:00 +0000</pubDate>
		<dc:creator>Art Petty</dc:creator>
				<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Project Management]]></category>
		<category><![CDATA[Strategy]]></category>
		<category><![CDATA[burst]]></category>
		<category><![CDATA[change]]></category>
		<category><![CDATA[communications]]></category>
		<category><![CDATA[competitor]]></category>
		<category><![CDATA[execution]]></category>
		<category><![CDATA[learning]]></category>
		<category><![CDATA[management]]></category>
		<category><![CDATA[Management Excellence Tips for Tough Times]]></category>
		<category><![CDATA[managers]]></category>
		<category><![CDATA[market]]></category>
		<category><![CDATA[operational]]></category>
		<category><![CDATA[Performance Excellence]]></category>
		<category><![CDATA[project]]></category>
		<category><![CDATA[results]]></category>
		<category><![CDATA[strategy burst]]></category>
		<category><![CDATA[teams]]></category>

		<guid isPermaLink="false">http://artpetty.com/2008/03/20/want-to-change-manage-strategy-in-bursts/</guid>
		<description><![CDATA[Organizations that learn to work in “Strategy Bursts” are able to learn, adapt and refine their strategic activities faster than more plodding competitors, but this new style requires learning and internalizing a new approach to strategy management and execution.  For many leaders and executives, succeeding with this new model requires letting go of old strategy habits and biases.

<div class="addthis_toolbox addthis_default_style " addthis:url='http://artpetty.com/2008/03/20/want-to-change-manage-strategy-in-bursts/' addthis:title='Want to Change?  Manage Strategy in Bursts! ' ><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>Sales and Marketing Managers: Use the Lead Refinery Approach to Improve Results</title>
		<link>http://artpetty.com/2008/03/08/sales-and-marketing-managers-use-the-lead-refinery-approach-to-improve-results/</link>
		<comments>http://artpetty.com/2008/03/08/sales-and-marketing-managers-use-the-lead-refinery-approach-to-improve-results/#comments</comments>
		<pubDate>Sat, 08 Mar 2008 16:27:50 +0000</pubDate>
		<dc:creator>Art Petty</dc:creator>
				<category><![CDATA[Marketing]]></category>
		<category><![CDATA[best practices]]></category>
		<category><![CDATA[campaign]]></category>
		<category><![CDATA[CFO]]></category>
		<category><![CDATA[executive]]></category>
		<category><![CDATA[forecast]]></category>
		<category><![CDATA[investment]]></category>
		<category><![CDATA[lead generation]]></category>
		<category><![CDATA[lead qualification]]></category>
		<category><![CDATA[lead refinery]]></category>
		<category><![CDATA[measurement]]></category>
		<category><![CDATA[pipeline]]></category>
		<category><![CDATA[qualification]]></category>
		<category><![CDATA[refinery]]></category>
		<category><![CDATA[results]]></category>
		<category><![CDATA[Sales]]></category>
		<category><![CDATA[sales lead]]></category>
		<category><![CDATA[sales pipeline]]></category>

		<guid isPermaLink="false">http://artpetty.com/2008/03/08/sales-and-marketing-managers-use-the-lead-refinery-approach-to-improve-results/</guid>
		<description><![CDATA[I talk with a lot of marketing and sales managers and have spent most of my life working in these environments. In spite of the dramatic advancements in software tools available, I still find gaping holes in the way many sales and marketing organizations manage and account for the flow of leads into the sales pipeline.   Although there are undoubtedly some technology constraints, I suspect that the primary issue is one of process more than anything else.  Employed properly, changes in the output of the lead refinery foreshadow expansion or contraction of volume in the sales pipeline.  Here are some thought-starters:
<div class="addthis_toolbox addthis_default_style " addthis:url='http://artpetty.com/2008/03/08/sales-and-marketing-managers-use-the-lead-refinery-approach-to-improve-results/' addthis:title='Sales and Marketing Managers: Use the Lead Refinery Approach to Improve Results ' ><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>Would You Work for This Character?</title>
		<link>http://artpetty.com/2008/02/19/would-you-work-for-this-character/</link>
		<comments>http://artpetty.com/2008/02/19/would-you-work-for-this-character/#comments</comments>
		<pubDate>Tue, 19 Feb 2008 14:37:01 +0000</pubDate>
		<dc:creator>Art Petty</dc:creator>
				<category><![CDATA[Leadership]]></category>
		<category><![CDATA[bad leadership]]></category>
		<category><![CDATA[culture]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[loyalty]]></category>
		<category><![CDATA[organization]]></category>
		<category><![CDATA[Performance Excellence]]></category>
		<category><![CDATA[political behavior]]></category>
		<category><![CDATA[results]]></category>
		<category><![CDATA[Values]]></category>

		<guid isPermaLink="false">http://artpetty.com/2008/02/19/would-you-work-for-this-character/</guid>
		<description><![CDATA["The only way that you will succeed on my team is if you are married to the job!"

"The reason that I am not in any family vacation pictures is because I'm on the phone.  If I'm in the picture, I have a blackberry stuck to my ear."

Yeesh.  What a jerk!

The quotes speak volumes about this individual's leadership style, priorities and character.  A "my way or the highway" approach, coupled with an "I will succeed on the backs of your labor and you will help me succeed or else," philosophy.  It also speaks volumes about the culture in the organization that tolerates this leader's style.

<div class="addthis_toolbox addthis_default_style " addthis:url='http://artpetty.com/2008/02/19/would-you-work-for-this-character/' addthis:title='Would You Work for This Character? ' ><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>
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