Great Leadership By Dan
JANUARY 19, 2008
1. First of all, make sure your employees have no real direction, expectations, goals, or standards. After all, a good employee should be able to handle ambiguity, deal with paradox, and eat change for breakfast. No need to spoon feed them or spell things out for them – just give them the ‘old mission pep talk and turn ‘em loose! 2. Keep track of each and every time your employees mess up.
Great Leadership By Dan
JANUARY 27, 2008
Y ou may have the story about failure during the tenure of Tom Watson, Sr. as CEO of IBM. As the story goes, a promising young executive at IBM was involved in a risky venture that lost $10 million for the company. When Tom Watson Sr., the founder and CEO of IBM, called the executive to his office, the executive tendered his resignation. Watson is reported to have said, "You can't be serious.
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Great Leadership By Dan
JANUARY 16, 2008
Guest post from Brad Smart , Author of Topgrading: How Leading Companies Win by Hiring, Coaching, and Keeping the Best People : I don’t know about you, but early in my career I was very disappointed with my hiring track record. Assessing selection candidates was my job, too! Thirty years ago I began studying why almost EVERYONE’S hiring record was so bad.
Great Leadership By Dan
JANUARY 12, 2008
1. Challenge current approaches to your work. Think about whether you and your direct reports can work together in new, previously unimaginable possibilities. 2. Challenge existing beliefs and assumptions. Ask yourself, your colleagues and your direct reports whether your current views about how things are done in your company are correct. 3. Get educated.
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Great Leadership By Dan
JANUARY 24, 2008
"Meet the new boss, same as the old boss", The Who Using a structured “New Leader Integration Process” can: - Reduce the time that it takes a new leader and his or her new work team to begin to communicate more openly and freely, and build trust, inclusion, and collaboration - Offer the new team the opportunity to surface, explore and discuss their perceptions with the new leader, focusing on needs and expectations, concerns and issues, team direction, goals, and current or anticipated projects.
Great Leadership By Dan
JANUARY 29, 2008
In a previous post, I wrote about how to use a performance and potential matrix to assess your organization's talent : [link]. In this next series of posts, I'm going to describe how to use the results of this assessment process to determine what kind of development strategy is appropriate for every type of leader. Although there are nine boxes in the matrix , I find it more practical to group talent into four categories , each requiring a different leadership development strategy.
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Great Leadership By Dan
JANUARY 3, 2008
Most of us have heard of the concept of "leader's teaching leaders" - Noel Tichy commercialized the concept in his 2002 book, The Leadership Engine. Jack Welch was known for the amount of time he spent in Crotinville sparing with high-potential managers in "the pit". Here's 10 practical ways to get leaders involved in leadership development programs: 1.
Great Leadership By Dan
JANUARY 13, 2008
DO: 1. Seek feedback on a regular basis, especially after you have identified development goals. Exchanging information and perceptions is a process, not a single event. 2. Receive feedback as a gift that provides you with honest information about your perceived behavior/performance. Be open to what you will hear. 3. Let the person finish what he or she is saying. 4.
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