October 29th Carnival of HR (and much more)

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.

By |2016-10-22T17:12:19-05:00October 29th, 2008|Leadership|0 Comments

In Search of a Quantifiable Return on Leadership Development

very few months, I run head-on into a discussion with someone (usually a prospective client) about how to value the return from investments in leadership development. The question is not asked as a means of qualifying my services, but rather as a genuine practitioner-to-practitioner inquiry, not dissimilar to what two MDs might talk about with respect to the latest treatment results for an experimental drug program. The person asking knows as well as I do that Return on Leadership Development continues to be an elusive issue that no one has substantively put to rest, and that our best answers are no stronger than impassioned, qualitative opinions.

By |2016-10-22T17:12:19-05:00October 22nd, 2008|Leadership, Leading Change|2 Comments

Technical Leaders: It’s Time to Throw Out the Single-Track System for Developing Talent

One of the many priceless discussion threads during the interview, focused on the challenges of developing leadership and individual contributor talent in technical organizations. Specifically, he railed at the "single career-track" approach that in his opinion results in many otherwise great individual contributors pursuing leadership roles for the wrong reasons regardless of their interest or capabilities for leading. There is wisdom in his perspective.

By |2016-10-22T17:12:28-05:00February 27th, 2008|Leadership|2 Comments

Leadership Development Conversations-Still Free and Always Will Be

I recently gave a talk at a gathering of managers and executives from different organizations, entitled: "Creating a Leadership Development Culture In Your Organization." The gist of the talk was that leadership development does not have to cost a lot of money and in fact can be jump-started with some basic activities. Also, I came down hard on the age-old excuse of "I don't have time" that so many leaders use to explain their lack of attention to leadership and talent development. Just today, I received a note back from one of the participants that renewed my faith in the fact that when presented with practical approaches, many leaders want to do the right things to support the development of their people.

By |2016-10-22T17:12:29-05:00February 7th, 2008|Leadership|0 Comments

Seven Key Questions for the Ambitious Aspiring Leader

The Seven Key Questions for the Ambitious Aspiring Leader are powerful conversation starters to support a manager's leadership development activities. They are not intended to be delivered in machine-gun style, but rather to be used in concert with an approach to helping individuals discover and explore the profession of leadership. Not everyone should lead, yet someone motivated by advancement might believe that leadership is the best or only way to achieve this goal. An effective mutual discovery process is the leader's best friend in helping identify leadership talent and in helping individuals come to their own conclusion on whether leading is a good choice for their own careers.

By |2016-10-22T17:12:32-05:00December 28th, 2007|Leadership|0 Comments

Our future leaders are at your kitchen table.

We all probably remember our teachers telling us at some point early in grade school that we are the future leaders of our country. I remember hearing those words and thinking of what it would be like to hold national office or serve as a judge on a high court. What I didn't realize at the time was that the teachers held a broad view of leadership, knowing full well that most of their students may never hold national office, but that they will almost all have a leadership role to play in their communities, churches, charitable organizations, and of course with their families. Great leadership habits are formed in youth through observation and participation. The next time you sit down to dinner with your family, take the time to offer encouragement to your future leaders. You might just have a prospective President or Supreme Court Justice asking you to pass the mashed potatoes.

By |2016-10-22T17:12:32-05:00December 24th, 2007|Leadership|0 Comments
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