Great Leadership By Dan
APRIL 1, 2008
Great list from Tom Peters: 20 signs of a good leader: Good leadership comes in all shapes and sizes. However there are a number of things that great leaders have in common. These are 20 of them: Leaders create opportunities for others. Leaders are not always the best performers. The ability to lead is seldom teamed up with the best ability. Leaders implement.
Great Leadership By Dan
APRIL 22, 2008
Here's a checklist I've used to evaluate the quality of a leader's individual development plan. Use to evaluate your own plan or to coach others. Robustness 1. Has the IDP been generated/updated within the last 12 months? 2. Is the IDP complete? 3. Are the development actions substantial? 4. To what extent is there connectivity between the career path, leadership assessment, development needs and planned development actions?
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Great Leadership By Dan
APRIL 6, 2008
Guest post by the remarkable Keven Eikenberry : There are many reasons why trust is important to us as leaders. With higher levels of trust we are able to influence change more easily and quickly. With more trust we are able to create higher levels of productivity and team cohesiveness. I could go on, but in short, being trustworthy and trusted are two of the most valuable attributes remarkable leaders possess.
Great Leadership By Dan
APRIL 21, 2008
Pepsi has always been known as a great company for leader's. USA Today recently did an interview with Their CEO, Eric Foss. Here's the link: Retain talent, but develop it, Pepsi Bottling chief says. I like what he has to say. Here's a summary: 1. Most people quit because they feel underappreciated. Give talented executives stretch assignments. 2. It's a myth that all fresh ideas come from new hires and that long tenure creates stale thinking.
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Great Leadership By Dan
APRIL 20, 2008
Here’s 10 sure-fire ways to derail even your most promising high potential employees: 1. First of all, recognize that high-potential employees are a threat to your own job and treat them that way. These eager beavers are always exceeding expectations, are ambitious, and want nothing more than to step all over you to climb their career ladder. 2. Put them in a job rotation program, with a never-ending series of short assignments with no real accountability or opportunity to contribute.
Great Leadership By Dan
APRIL 13, 2008
The two major reasons people do not give effective feedback are lack of time and lack of comfort. Listed here are five easy ways to confront these barriers head on. Barrier: “I do not have enough time to give feedback on a regular basis.” Solution #1: Schedule one-on-one development sessions with each of your team members at the beginning of the year.
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