Lead Change Blog

JUNE 27, 2016

For each “no” or “maybe” answer, your next step is devise a plan to improve your position with that individual or group. Ken Blanchard. The best development plans incorporate a blend of activities, leveraging the 70/20/10 model of learning: 70% of learning is from doing. On-the-job performance. Stretch assignments. Pace Yourself.

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Blanchard Learning-by-Doing Planning Workshop 181

LDRLB

FEBRUARY 19, 2019

I love the Ken Blanchard quote that “feedback is the breakfast of champions.” It’s usually just that annual review where everyone is jockeying for position and trying to get on some “high potential” list. You have to know how you’re doing and where you can improve. I’ve just forgotten where I stole it from.

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Blanchard How To Class Learning-by-Doing 97

Jason Womack

MARCH 7, 2011

Reading two books in the course of one month changed the way I did everything. Turned out I was reinforcing ANY behavior my students were exhibiting - be it positive (engaging, taking notes, doing well on their exams) or negative (showing up tardy, not doing homework, acting out in class).

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Pryor Blanchard Class Mentor 133

Nathan Magnuson

MAY 7, 2018

Of course the number of cars didn’t change, your awareness did. Ken Blanchard observes that sea world trainers have learned the best way to turn an animal into a top performer is through positive, rather than negative reinforcement. Do you remember when you decided which type of car to purchase next? In Whale Done!

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Blanchard eBook Learning-by-Doing Reputation 125

Joseph Lalonde

JUNE 1, 2018

Those who report positively in all these areas show true returns on the investment in engagement efforts. wrote: “To prosper over time, every company must not only deliver financial performance but also show how it makes a positive contribution to society. Their answer: “I’m going to create something positive for someone.

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CEO Short-term Learning-by-Doing Blanchard 161

Nathan Magnuson

MAY 16, 2016

When I joined the workforce, I quickly started noticing positive and negative organizational dynamics I had “seen” before in the books – and I knew what needed to change. The Secret by Ken Blanchard & Mark Miller. It’s been a huge part of my leadership education. Leading with the Heart by Mike Krzyzewski.

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Books Covey Leadership Sample 160

Leading with Trust

JUNE 12, 2022

Our Self Leadership course teaches five points of power you can use to help your people succeed: Position Power: Having the title or authority to make certain decisions. Ken Blanchard and I share how to navigate this tricky intersection in our new book, Simple Truths of Leadership: 52 Ways to Be a Servant Leader and Build Trust.

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Self-aware Emotional Intelligence Blanchard Servant Leader 124

You're Not the Boss of Me

AUGUST 17, 2014

Feedback is the breakfast of Champions” or so says Ken Blanchard. To make positive change. Knowing why a change is important helps us to remain on course and raises the potential for experiencing positive results from our efforts. Take the view that feedback is as often positive as it is negative.

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Blanchard Human Resources Participative Positioning 66

Leading with Trust

MAY 6, 2019

And of course in the classic book, Good to Great , author Jim Collins’ discovered that those organizations who moved from average to superior performance shared a common factor of being led by Level 5 leaders, people who possessed a powerful mixture of humility and indomitable will.

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Development Mission Statement Open-book Leadership 85

CoachStation

SEPTEMBER 7, 2018

Businesses that orient performance management systems around basic human needs for psychological engagement — such as positive workplace relationships, frequent recognition, ongoing performance conversations and opportunities for personal development — get the most out of their employees. (1) Personal and professional points are discussed.

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Management Blanchard Self-aware Learning-by-Doing 130

Great Leadership By Dan

JANUARY 1, 2012

It seems "The Fixer" is universal, and people had awesome stories of learnings and positive change to share.". While major changes alert us that we might be off course, “team drift” occurs as a result of a series of small things, each insignificant on its own, the total of which has accumulative impact.

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Leadership Development Development Leadership Blog 232

Tanveer Naseer

MAY 26, 2015

Conversely, when managers had a positive work life, they were more energetic and engaging in how they approached their roles, and this positive mood also impacted their employees. In this case, however, the manager’s positive emotional state lead to both higher engagement levels and overall productivity.

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Emotional Intelligence Leadership Stress Fraser 100

Tanveer Naseer

SEPTEMBER 1, 2015

Of course, the question that arises is if we’re able to openly display empathy and concern for others regardless of where they reside or if their circumstances differ from ours, why is this behaviour sorely lacking in many of today’s workplaces? And yet, less than 30% of bosses are actually having these conversations.

Leadership 100

Leadership Emotional Intelligence Open-book Learning-by-Doing 100

Leading with Trust

MARCH 20, 2022

Brock is a Channel Partner with The Ken Blanchard Companies, an executive leadership coach, servant leader, and a man of integrity. Below are a series of commonly asked questions I receive when teaching our Values-Based Decision Making course where I discuss good character. To never achieve the label of “person of good character?”

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Ethics Servant Leader Execution Survey 95

Building Personal Strength

NOVEMBER 18, 2010

A guru is a well-known expert whose advice you pay top dollar for, whether its for their books, courses or motivational speeches. skip to main | skip to sidebar Building Personal Strength Helping people grow stronger for the challenges of work and life. Friday, November 19, 2010 Gurus - Are They Worth the Price of Admission?

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Price ROI Seminar Senge 81

Modern Servant Leader

JUNE 15, 2018

So, we began to talk about the idea of moving back to Indianapolis if we could find the right position. What they were looking for was the kind of experiences and skills I had, and so I applied for the position and was hired in the beginning of 1990. Today, there are courses that are being taught on servant-leadership.

Greenleaf 125

Greenleaf Servant Leader Leadership Learning-by-Doing 125

Modern Servant Leader

JUNE 15, 2018

So, we began to talk about the idea of moving back to Indianapolis if we could find the right position. What they were looking for was the kind of experiences and skills I had, and so I applied for the position and was hired in the beginning of 1990. Today, there are courses that are being taught on servant-leadership.

Greenleaf 100

Greenleaf Servant Leader Leadership Learning-by-Doing 100

CO2

APRIL 20, 2012

Today, the ability to be seen as a participative leader can still be important and those in leadership positions that don’t take the thoughts and feelings of their subordinates into account are rarely regarded as truly great leaders. Gary Yukl in 1971, with the leadership style being called delagative rather than participative.

Leadership 131

Leadership Contingency Theory Leadership Styles Proposal 131

You're Not the Boss of Me

MAY 16, 2010

Feedback is the breakfast of Champions” or so says Ken Blanchard. For positive change Information about ourselves gives us a chance to make changes that have some personal meaning. Knowing why a change is important helps us to remain on course and raises the potential for experiencing positive results from our efforts.

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Blanchard Blog Learning-by-Doing Open-book 42

You're Not the Boss of Me

MAY 26, 2012

to make positive change. Knowing why a change is important helps us to remain on course and raises the potential for experiencing positive results from our efforts. Its starts with something positive; ends with something positive and then sandwiches the negative you-know-what in between. What have I done now?”.

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Participative Positioning Information Commitment 74

You're Not the Boss of Me

MAY 26, 2012

to make positive change. Knowing why a change is important helps us to remain on course and raises the potential for experiencing positive results from our efforts. Its starts with something positive; ends with something positive and then sandwiches the negative you-know-what in between. What have I done now?”.

Participative 40

Participative Positioning Information Commitment 40

You're Not the Boss of Me

JULY 13, 2009

And, while on this topic, the leader must also: Be Clear about Performance Goals and Expected Accomplishments Ken Blanchard has some ideas about maximizing individual performance. Here’s a video of Mr Blanchard explaining his philosophy. I think he’s right. Some people were hard pressed to remember what they were actually measuring.

Performance Review 40

Performance Review Review PR Blanchard 40

Harvard Business Review

OCTOBER 4, 2018

The “sponsor” helps boost mentees by promoting them for specific awards or positions, honorific societies, or other high-profile positions. Sometimes mentees really do repeatedly drop the ball and thoughtful course corrections don’t work; in those cases, more drastic measures may be called for.

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Mentor Learning-by-Doing Blanchard Travel 8

Harvard Business Review

FEBRUARY 19, 2015

Knowing where your professional passions lie puts “you in a good position,” says Dorie Clark, the author of Reinventing You : Define Your Brand, Imagine Your Future. ” It’s a question only you can answer, of course. What’s the best way to get your passion project moving? What the Experts Say.

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Project Outsourcing Learning-by-Doing Commitment 8