A highly productive component of The Extraordinary Leader development approach is the Importance Ratings section of the feedback report. This is where each set of raters — including the participant being assessed — are asked to identify the four most important competencies (of the 16 Differentiating Competencies) for their role. What’s especially useful is comparing […]Read post »
Found 32 results for 'All'
In the topic 'Serving, Influencing & Leading Upward'
Click to view:AllBlogArticlesWhitepapersCase StudiesVideosWebinarsBooks/CDs
Last month Zenger Folkman issued a press release in honor of National Boss Day. Not realizing there was such a day (does that say something about me as a boss?), I looked it up. I learned that it’s celebrated on October 16 in the United States and Canada as “a day for employees to thank […]Read post »
Recent Client work with culture change, service/quality improvement, safety, and leadership development has led to discussions of values, intentions, and drivers of behavior change. Do you see people as “human assets” to be “motivated” toward your goals? Do you strive for a win/win alignment of helping people get what they want from work while the […]Read post »
For gardeners like me, June in Southern Ontario is the peak of the season. Everything is lush, green, colourful, and fragrant. All the hard work of spring preparation and last year’s perennial planting is now paying off. “Servant Leadership” is the theme of the June issue of The Leader Letter being published tomorrow. So here’s […]Read post »
Jack Zenger is one of those very special people whose work and personal relationship has had a big impact on my career. And he’s a wonderfully warm human being and all around nice guy. As co-founder and president of California-based Zenger Miller, Jack and his organization developed outstanding leadership training programs that my previous company, […]Read post »
After reading one of my articles entitled “Leaders Take Responsibility for Their Choices” along with a comment from another reader, Heather Bruce posted these reflections: “I agree with Don’s email and the article in our very human tendency to find something or someone to blame! I have found over time that asking myself: ‘what outcome […]Read post »
www.connectitnews.com has been posting a series of my articles on their site. Recently they ran this one: Many Managers Disempower Themselves Many managers unwittingly believe that leadership only comes down from the top. They give away their power by believing that they don’t have any. Read the whole article here. After reading this article, Herb […]Read post »
In what may be a sad sign of our times, I recently received two e-mails from new web visitors/subscribers inside of a few days asking for advice on dealing with a toxic or bad boss. I have written quite a bit about upward leadership and dealing with a bad boss. One of my more comprehensive […]Read post »
Following are selected excerpts of a series of e-mail exchanges I had with a reader of my books and articles. It’s a great example of having the self-esteem, and mustering the courage, to do all you can to change your job situation (some of those details have been left out of this summary). And when […]Read post »
I wish I had a sure-fire formula for changing the boss! It’s one of the common questions I get during my leadership development workshops. If this is your issue, I think you have these choices: 1.Do nothing and hope things get better. 2.Work around your boss and try to avoid him/her as much as possible. […]Read post »
Greetings Jim, I am responding to your call to share my experience in putting up with the moose (see “When Personal Candor Doesn’t Fit the Culture” from May 2008). Recently, my CEO found the time of his convenience to summon us all for a management retreat. Heads of business units from different parts of the […]Read post »
Recently I was working with a Client struggling to bring about cultural change in her organization. Senior managers were paying “passionate lip service” to the organization’s core value, but their actions clearly conveyed that “hitting the numbers” ultimately trumped all other behaviors. Unfortunately, this is an all too common situation. This HR professional was reinforcing […]Read post »