I’m delighted to host this month’s Leadership Development Carnival.
This carnival features thought leaders in leadership, engagement, service, and culture every month. I know you will enjoy these great posts – please share them if you find them valuable.
Neal Burgess believes that leaders know how to bring out the best in their employees – especially those who are creative and innovative. These employees know how to generate, create and produce ideas and turn them into breakthrough results. Learn how in Bringing Out the Innovator in Your Employees.
Moving from peer to boss is one of the most common and challenging transitions in a leader’s career. In Randy Conley‘s post, Moving from Peer to Boss – 5 Steps to Success, he outlines five ways that anyone can employ to move or coach someone through this career milestone.
If you’ve ever been passed over for a promotion, Joel Garfinkle says now is the time to act. His post, How to Ask For and Get a Promotion, offers a list of actions you can take immediately to improve your visibility.
David Greer‘s post, Trust from the Inside Out, shares his insights after a series of eye surgeries. His focus is that us humans judge quickly, often based on what we see – not on what is within the other person’s heart.
Understanding the world around us is essential to effective leadership. Nobody is more important to your leadership success than understanding your boss. Bruce Harpham‘s post outlines the 4 part observation strategy to understand your boss.
John Hunter asks, “Why do you hire dead wood? Or why do you hire live wood and kill it?” in his post on the Deming Institute.
When introverted and extroverted leaders take a step back and approach conflict in a healthy way, they can achieve extraordinary results. Jennifer Kahnweiler‘s Smartblogs post, Introverted and Extroverted Leaders: Bring on the Battles helps both focus on the results they are each trying to achieve.
Susan Mazza‘s post, How Leaders Drive Behavior, examines how people naturally start to notice what you choose to frequently shine the spotlight on. That’s how they learn what they should focus on, which amplifies whatever message you send.
As part of the Jim Blanchard Leadership Forum, Jon Mertz got Daniel Pink’s take on generations, career, and leadership. Pink even shares the one thing he believes Millennials should remember when developing their own leadership skills and mindsets.
Jennifer V. Miller tapped practitioners and experts in career management and leadership development to determine the best practices in filling a company’s leadership pipeline. Read their recommendations in Tips for Running a High-Potential Leadership Development Program.
Want to learn How Feedback Can Help Your Employees Succeed and Grow? Read Tanveer Naseer‘s post.
Do you include stories that influence people in your leadership tool kit? Or do you resort to data-speak because that’s what you learned to do? In her article, Learn to Tell Stories that Influence, Dr. Anne Perschel presents six elements will help you build effective stories.
John Spence‘s video blog, Vision, Mission, and Values: More Than Words On Paper, outlines why John thinks your organization needs to formalize these elements.
Jesse Lyn Stoner believes people don’t resist change. Change is a normal and natural part of living. The only time you stop changing is when you’re dead. What people resist is having change imposed on them. In her post, 3 Guidelines to Avoid Resistance to Change, she outlines ways to invite people to participate in the change process that will minimize resistance to change.
In his article, Collective Leadership: From the Bottom Up, Jim Taggart looks at leadership through the lens of a volatile, unpredictable global economy, driven heavily by technological change. What has happened to leadership in the process? Has it evolved to become more “collective” in our interconnected, complex world? Read Jim’s post to learn more.
Linda Fisher Thornton ponders What’s the Difference Between Ethical and Unethical Selling? See if you can relate to these descriptions of ethical and unethical selling, and take a moment to consider the important leadership questions that follow.
Bill Treasurer‘s post, Leadership is Freak’n Hard, explains how good leaders nearly always start out as bad leaders. They become more effective by first becoming less ineffective. Doing that requires a careful understanding of what makes leadership so freak’n hard.
Thomas J. Walter presents Creative Destruction: Philosophy in Leadership, where he shares how his leadership team moved from maintenance and management to intellectual stimulating actions to boost effectiveness.
One of the best ways to nip a turnover issue in the bud and to potentially gain a competitive advantage over competitors is to fix your leadership issues, with the greatest bang for your buck being at the frontline level. This post from Mary Ila Ward suggests 2 Steps to Keep People from Quitting.