Terry Starbucker

APRIL 18, 2010

Peter , and report back to him the next day about what I learned. As I recited that back to my boss he looked at me sternly and said, “ now young man, you’ll remember that, won’t you ?&# I had just received one of the best lessons I’d ever get as a leader, and better still, I got it early in my career.

Open-book 222

Open-book Blog Core Competence Books 222

Persuasive Powerhouse

SEPTEMBER 13, 2010

At one point in my career, I worked for a man who was a tyrant, bigot and sexist. The tyrant boss reported directly to this VP. He ultimately took the tyrant out of a management position at the company (in today’s world, this individual may have been fired). By not doing anything you are just supporting bad management.

Leadership 150

Leadership Follow-up Blog Greenleaf 150

Persuasive Powerhouse

AUGUST 31, 2010

This book highlights Paul’s significant experience in a 40-year career of managing people and as a well-respected consultant to managers and their organizations across the globe. This is really the compilation of many years of being a manager and teaching managers. What are the 8 skills?

Skills 181

Skills Books Blog Mentor 181

Persuasive Powerhouse

JULY 5, 2010

I work almost exclusively with mid- to upper- management in organizations. These are the people who’ve had many years of experience managing others, which makes it even more puzzling that the skill of inquiry hasn’t been accepted and valued. Sadly, it often isn’t something that THEIR managers think is important.

Leadership Styles 202

Leadership Styles Greenleaf Maslow Blog 202

Persuasive Powerhouse

JULY 19, 2010

Seeing the “and” works to improve any/all workplace relationships that may be less than ideal; with peers, customers and managers. Home Who We Are What We Do Services Contact My Favorite Blogs All Things Workplace Bob Sutton – Work Matters Brain Leaders and Learners Bret L.

Executive Coaching 167

Executive Coaching Blog Greenleaf Maslow 167

Persuasive Powerhouse

JULY 21, 2010

when I see that we no longer need to use 360’s in our organizations because: There are no toxic managers. You stop at a window that has an aging, yellowed 360 report and think, “What is that?”. Ideally 360′s should be used to help managers grow, not to fix problems. 360’s are a featured item in the Leadership Museum.

Self-aware 176

Self-aware Bottom-up Greenleaf Maslow 176

Persuasive Powerhouse

OCTOBER 6, 2010

Unfortunately, I think most managers, and myself, aren’t actively introspective about their management and what they may be doing wrong (or right). Of course, most people think they are managing with humility and openness but, at the end of the day, they guard their opinions and style fiercely.

Greenleaf 100

Greenleaf Maslow Goleman Core Competence 100

Your Voice of Encouragement

JUNE 3, 2011

We recently coached a project manager whose chronic optimism lead to unrealistic expectations for his staff, resulting in high stress, low morale, and poor performance. The first step is to identify your core competencies. Once again, feedback from your peers and manager may be helpful.

360-Degree Feedback 67

360-Degree Feedback Core Competence Analysis Open-book 67

Persuasive Powerhouse

DECEMBER 14, 2010

he wasn’t the person responsible, but someone who reported to him was). Home Who We Are What We Do Services Contact My Favorite Blogs All Things Workplace Bob Sutton – Work Matters Brain Leaders and Learners Bret L. I had a client who very publicly took the blame for something done in his organization (i.e.,

Learning-by-Doing 188

Learning-by-Doing Blog Environment Greenleaf 188

Persuasive Powerhouse

OCTOBER 22, 2010

My work as an executive coach involves looking at a lot of 360 degree feedback reports. They rate lower than direct reports, direct managers and the participants’ self assessments. Relationship building has resulted in greater effectiveness and personal satisfaction in my position and career.

Bottom-up 177

Bottom-up Short-term Executive Coaching Open-book 177

Persuasive Powerhouse

SEPTEMBER 6, 2010

On this Labor Day, I give homage to those who shaped my own early career: Mom: Who taught me the art of domestic engineering: how to wash dishes, vacuum floors, make beds, and do the laundry with a sense of pride in the finished product. I’d give him a report and he’d say “Good work. Thanks for sharing.

Influence 174

Influence Blog Bottom-up Learning-by-Doing 174

Persuasive Powerhouse

AUGUST 15, 2010

they don’t directly report to you; you cannot count on your staff to be completely open). Consider belonging to an “advisory group” of external, non competing peers (such as a Mastermind group). &# Raj Menon : August 17, 2010 at 2:37 pm Mary Jo, this is a thought provoking post indeed. Have trusted advisors surrounding you.

Ethics 184

Ethics Morale Open-book Blog 184

Persuasive Powerhouse

SEPTEMBER 15, 2010

I mean the real, formal, sit down and talk type of meetings that allow the employee, peer, or manager to say whats on their mind. Even though I do talk to and work with my peers and direct reports every day they may not be completely filled in with the details of a project that I’m working on. To discuss priorities. To give feedback.

Blog 124

Blog Greenleaf Maslow Follow-up 124

Persuasive Powerhouse

SEPTEMBER 8, 2010

Informally visiting with your direct reports, your employees, and your peers often doesn’t require a lot of effort or time. Folks need to understand you are really no different than them, you are just at a different place at a different time along your career path and therefore have a different role right now. Good stuff.

Blog 172

Blog Self-aware Trout Learning-by-Doing 172

Persuasive Powerhouse

OCTOBER 27, 2010

Although anecdotal, there is some connection to the research out there as well as what others who meditate regularly have reported. Home Who We Are What We Do Services Contact My Favorite Blogs All Things Workplace Bob Sutton – Work Matters Brain Leaders and Learners Bret L. I was off in my thoughts a lot.

Self-aware 176

Self-aware Stress Blog Greenleaf 176

Persuasive Powerhouse

OCTOBER 17, 2010

He’s establishing a regular rhythm for getting feedback from his direct reports. Sachin: October 18, 2010 at 4:40 pm Hi Mary, Asking for help is important for managers and employees. Unfortunately, numbers of managers see this as a weakness. It’s hard work. He has also asked a senior executive to be a mentor to him.

Delegation 154

Delegation Learning-by-Doing Blog Mentor 154

Persuasive Powerhouse

OCTOBER 24, 2010

What makes time management difficult is that I might have a “to do” list together and a goal for that day, but depending on the needs of our customers I might not even touch that list. If you have to approve things, if you are the bottle neck in the process, you are having an impact on your employees time if you manage yours poorly.

Learning-by-Doing 185

Learning-by-Doing Blog Class Open-book 185

Harvard Business Review

NOVEMBER 23, 2012

In fact, sixty-nine percent of employers report that supervisors at their organizations are encouraged to assess employees' performance by what they accomplish and not just by the hours they work. And two, many managers don't really know how to do it. Moreover, managers don't have the tools they need to accurately measure results.

Ryan 15

Ryan Core Competence Tools System 15

Strategy Driven

MARCH 11, 2011

These observations are intended to contextualize the Enron case studies in broader terms than were reported in the news media: Conditions Which Allowed It to Occur. It was very ‘old school’ (a management style that was 40 years obsolete), though it pretended to be ‘new school.’ Core Business.

Strategic Planning 57

Strategic Planning Committee Golden Handcuff Media 57