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The Pride Paradox

Michael Lee Stallard

Values such as work ethic, excellence and open-mindedness can be cultivated with practice. Some of our favorite books deal with this topic. They typically have the moral confidence that influences others and they do so in a loving, patient way rather than forcing their values upon others. Not so with humility.

Collins 299
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John Maxwell on Connection

Michael Lee Stallard

Here are a few of John’s comments about connection: - Leadership is influence. Connecting is the ability to identify with and relate to people that it increases our influence with them. Connections happen when you open up your life rather than keeping people at a distance. Connecting is all about others, not about us.

McCarthy 186
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July's Leadership Carnival

Michael Lee Stallard

Learn how to get the most out of blogs, books, seminars and other resources, whether the subject is management, leadership or any other self-improvement effort, the process for using the information is the same. Miki Saxon presents How to Improve Your Management Skill at MAPping Company Success. why is everyone smiling?

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John Wooden: What the Obituaries Missed

Michael Lee Stallard

I profiled Wooden as a role model who we can all learn from in my book Fired Up or Burned Out. In John Wooden’s honor, I’m posting the following excerpts from my book: Connection and the Legend So often in life, good things bloom from the seeds of hardship. He is responsible, in part, for the person I am today.”

Follow-up 360
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How to Create Remarkable Teams PART 2 – Collaboration

Ask Atma

To get you started I will expand on the list that MIT research scientist Peter Gloor calls the “genetic code” of collaboration: learning networks, ethical principles, trust and self-organization, knowledge sharing, and transparency. It is essential to build in a framework of virtuous and ethical principles.

Team 52
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What U2 and the US Navy Have in Common: Connecting with Core Employees

Michael Lee Stallard

Leaders consciously or unconsciously lump employees into three categories: the “stars” consisting of those in management as well high potential employees, the much larger “core” made up of solid contributors, and the rest, employees whose contributions and fit with the organization are questionable. Bono calls it “the spark.”

Long-term 207