The Leadership Development Carnival, sponsored by Weaving Influence and the Lead Change Group, is a monthly publication of thought leadership from some of the brightest minds in the field of leadership. Grab a cup of your favorite beverage, sit back, and enjoy reading this month’s edition which features the “best of 2022” from this renowned group of experts.
Want a good training model? Look no further than Top Gun, the real thing, not the movies. Check out Top Gun Rules and follow Wally Bock of Three Star Leadership.
In Establishing an Environment for Growth, Priscilla Archangel shares: It’s easy to identify a team that is in a good environment for growth. The level of energy, exchange of ideas, supportive behaviors, and group celebrations of success are visible to others. Think about the results you want from your team in the present moment; and what will enable them to flourish in the future. What steps are you taking to make that a reality?
David Grossman shares Change Management Communication: 5-Step Plan + Template. David says change management communication is an essential component of building awareness and support for organizational change. Whether you are changing technology, business practices, leadership or a combination of things, change management communication is essential to helping people move from where they are today to the desired “future state.” Use this guide (and free templates) to help you develop your change management communication plan and make your change initiative a success.
Diversity, Language & Miscommunication. Diversity is a wonderful thing, says Diana Peterson-More. Data abounds supporting the bottom-line and societal benefits of diverse groups whether as boards of directors, mock juries or product developers. Yet, along with the richness of diversity comes the challenges of communication in the workplace ranging from selecting the language that will be spoken, to interpreting different cultural norms and how word usage is perceived.
We all know we need to take time away from work but we often resist. Learn how time away can actually lead to more productivity and creative thinking through the power of writing. Enjoy Retreat In Order to Advance by Eileen McDargh.
In Through the Storms, Brenda Yoho shares that courage will help you push through the storms you face each day. Schedule time to focus on the ways to strengthen your courage.
In Leading the Overly Self-Critical Employee, Jennifer V. Miller shares how leaders can detect an overly self-critical employee to help them move from unproductive perfectionism to healthy striving.
Conversation is the key to driving development and performance. In The Catalysts Behind Highly Effective Development Conversations, Julie Winkle-Giulioni shares 3 communication catalysts that are key to success and offers detailed resources for engaging in year-end reviews that drive results.
Bill Treasurer says that being a leader means paying attention, seeking learning experiences and beating out your own best days instead of being in competition with others. You’re a leader. And you’re just getting started. Enjoy The Extraordinary Ordinary Leader.
Do you want to become the best version of yourself? Rodger Dean Duncan and Frank Sonnenberg offer 10 valuable tips to get you started in, Life Lessons: Become The Best Version of Yourself.
Constructive Conflict: Advice from the Mother of Modern Management. When it comes to the practice of leadership, Jim Taggart says, the heroic mindset still prevails: “Do as I say, not as I do!” Role modelling is in short supply. Exceptional leadership is, as the saying goes, scarce as hens teeth.
Successful leadership is more than being a good boss. It starts with self-leadership and requires leading across your peers, and up to your boss. Jon Lockhorst shares his insights in, How Successful Managers Lead Up, Across, Down, and Inward.
The Confidence to Perform Comes from Within. Henry Mukuti says the amount of confidence you have will surely determine how far you will go with a task, and this will also have an effect on how far you are willing to go in your life. Follow Henry on Twitter.
Art Petty shares 3 Big Moments That Can Define Your Leadership Career. Art says we work for decades, yet for most of us, there are a handful of moments in time that define the course of our leadership career. Unfortunately, these moments—opportunities or crises—don’t come with a caption suggesting, “Hey, pay attention and embrace this mess because it’s going to turn out to be important to you.” For individuals who choose to lead, here are three significant moments that merit your complete engagement.
In the Surprising Secret to Success, Jennifer Nash advocates that we lean into our fear of change to transform our career and life. We are all scared of change and stepping into unknown territory, but if we tap into our fears and embrace change, we have the power to create success in all aspects of our lives.
When leaders with opposite perspectives learn how to manage challenges and crises together, they will benefit from the strengths each brings to the situation. Learn more in Opposite Is More Than Just Opposition by Ken Byler.
Jon Verbeck says that for many companies, overhead equals death. We have all seen businesses that grow the company’s headcount and overhead costs based on planned revenue. They add a marketing department instead of outsourcing specific expertise or making sure they have strong operational processes in place. They add staff based on expected volume without thinking about outcomes. This is a big mistake. Learn about scaling your efforts in, Grow or Die? No, Scale or Die.
Formalizing your company’s servant purpose—its present day “reason for being”—helps employees understand how the work they do contributes to improving customers’ quality of life. Chris Edmonds shares more in Want to Engage Team Members? Formalize Your Servant Purpose.
Still Wanted: Career Mobility, Not Futility. Bev Kaye shares the LEVERR model, an insightful approach to helping your team members grow in their careers and contributions.
All in-person service is local, says Steve DiGioia, and you should do all you can to match the service and expectations of your local clientele. He offers practical tips in, 10 Smart Ways to Cater to Your Local Customers.
How to Talk About [bleep] at Work? Do you avoid sensitive [bleep] topics at work? Too bad! If you address them (including #DEI and #ESG issues) you build the organization’s culture and come up with actionable ideas together. Let’s talk about any [bleep] that matters. Dialogue is relevant for work. Let’s become courageous, positive influencers, says Marcella Bremer.
In order to be fully engaged and stay with an organization, employees need to know that their leaders are for them and care about them as individuals. In Why We Long for Leaders Who Actually Care, Michael Lee Stallard and Katharine P. Stallard explain why and share three actions leaders can take to demonstrate support.
As the job market gets tighter for employers in the ongoing wake of The Great Resignation, the watch word to mitigate staff turnover is employee engagement. Employee engagement has been a hot topic in Human Resource (HR) circles for the last decade as research continually shows strong correlations between engaged employees and business results. Dana Theus offers her insights on this topic in The Dirty Little Secret About Employee Engagement.
Marcia Reynolds says that social media is full of self-care suggestions, but those lists fall short of impacting your whole self. You need seven types of rest for happiness and success which she shares in 7 Ways to Maintain Your Energy and Happiness Throughout the Day.
Successful organizational change can be a challenge for leaders. Even when leaders see the need and benefits of changing a process or a platform, the entire team must ultimately buy-in and make a commitment to adapt if the changes are to have a lasting and positive impact on productivity and results. Sean Glazer shares helpful guidance in Seven Critical Needs for Sustained and Successful Organizational Change.
In 3 Ways to Meet Survival Needs in the Workplace, Mary Ila Ward warns that not meeting survival needs reduces cognitive functioning. In Maslow’s Hierarchy of Needs and the ERG Theory, we know survival needs as “existence needs”. We can’t talk about helping people thrive until we create workplace conditions that are conducive to people existing or surviving.
As leaders we tend to be very goal-oriented—we want to get our project to the finish line. But, like running a marathon, if we want to finish the race, the place to focus our leadership efforts is not the end, but on the 18th mile—that’s where the real struggle happens. Ken Downer shares seven ways to prepare for that critical moment in, The 18th Mile: It’s Not the Finish Line Leaders Should Focus On.
Thank you so much for including y post in today’s carnival. I appreciate it.
Thank you for the include in todays carnival. Much appreciated. Looking forward to a more productive 2023.