Welcome to the August 2015 edition of the Leadership Development Carnival.
July is a month when many people vacation, relax, and recharge. Clearly, these 26 contributors found time among the summer doldrums to think and write about leadership. We believe you will be challenged by these posts to be the best leader you can be. We know we were!
Let’s Get Started
Art Petty of The Management Excellence Blog contributed Leadership Caffeine: The Alchemy of Great Leadership. Art begins with: “newsflash: there are no shortcuts to great leadership.” He shares ten lessons learned in the search for leadership success. Find Art on Twitter at @artpetty.
Bruce Harpham of Project Management Hacks submitted Field Report from the World Domination Summit. Bruce asks, “Have you participated in a conference in 2015?” In this post, Bruce shares his notes and lessons learned from participating in the World Domination Summit event in Portland, Oregon. Follow Bruce on Twitter at @PMPHacks.
Chery Gegelman of Giana Consulting shared The Epidemic Risk of Inconsistency. In this post, Chery provides “real examples from our expat lives that emphasize why consistency is a critical leadership skill.” Follow Chery on Twitter at @GianaConsulting.
Dan McCarthy of Great Leadership submitted How to be a Collaborative Leader. In contributing this post, Dan contributes ten ways to build more collaborative work relationships. He points out how critical this is in light of an increasingly VUCA (volatility, uncertainty, complexity and ambiguity) business environment. Find Dan on Twitter at @GreatLeadership.
David Dye of Trailblaze, Inc., shared Two Ways to Influence People at Work. In this article, David shares two ways you can build relationships and achieve results with using the methods he suggests to influence people at work or in any other leadership role. Discover David on Twitter at @davidmdye.
Jennifer Miller of The People Equation provided Even Good Leaders Lose Against a Bad System. Jennifer writes about how even the most talented and self-assured managers get trampled by executive dysfunction. She prompts leaders to take a look at their culture for any signs of this type of dysfunction. Find Jennifer on Twitter at @JenniferVMiller.
Jesse Lyn Stoner of the Seapoint Center provided Vision Requires Action: 7 Tips To Move & Keep Moving. Jesse summarized: “Creating a shared vision is one of the most important roles of a leader. But vision alone is not enough. Vision requires action.” Follow Jesse on Twitter at @JesseLynStoner.
Jill Malleck of Epiphany at Work contributed Try These New Mindsets to Manage a Demanding World. Jill defines this post as “a look at how shifting your mindset can solve your overwhelm.” Find Jill on Twitter at @epiphanyatwork.
Jim Taggart of Changing Winds submitted The Incredible Shrinking Manager: Flat is Back. In this post, Jim looks at the role of the middle manager as being one of the more maligned functions within organizations. Whether they’re the opinions of employees, management theorists or pseudo experts vying for attention, it seems that everyone likes to target middle managers as being redundant to organizations. These bouts of revelation come typically during slow economic growth periods, and especially during recessions. Find Jim on Twitter at @72keys.
John Hunter of the Curious Cat Management Improvement Blog provided The Aim Should Be The Best Life, Not Work Versus Life Balance. John explains, “Work is a big part of life. As with any system the results depend on the overall system not the performance of individual parts taken separately.” Follow John on Twitter at @curiouscat_com.
John Spence of Achieving Business Excellence With John Spence submitted What is Your Leadership Philosophy? This post challenges leaders to take the time to write down their personal leadership philosophies (if they have not already done so). Find John on Twitter at @AwesomelySimple.
Jon Mertz of Thin Difference sent Can You Wait Nine Years? Jon asks: “Can you wait nine years? What if the new patience is not waiting but instead doing the work and wanting something bigger?” Follow Jon on Twitter @ThinDifference.
Julie Winkle Giulioni of Julie Winkle Giulioni contributed How Do Your Employees Define Success? In this post, Julie ponders how “perhaps it’s time to consider and expand our own definitions of career success” and suggests ways to surface what matters most to employees. Find Julie on Twitter at @Julie_WG.
Kevin Eikenberry of The Kevin Eikenberry Group provided Business Lessons from a Farm Party. Utilizing the backdrop of his annual farm party, Kevin extrapolates lessons applicable to work and life, for farm folk AND city folk. Follow Kevin on Twitter at @KevinEikenberry.
Lexie Martin of Leadership Directions sent Climbing the Ladder to Leadership Success. In this post, Lexie poses the following question: “Whether you are climbing the rungs or enjoying the view from where you are, you need to ask yourself one very important question: have you got your ladder leaning up against the right wall?”
Linda Fisher Thornton of Leading in Context submitted Just Say No to 10 Behaviors That Kill Competence. She summarizes: “On the lifelong quest to become our best selves, we must stretch and grow and learn from our mistakes. Being a flexible and willing learner, we more easily stay competent as the world changes. Here are 10 things that we must NEVER do if we are to accomplish the elusive goal of becoming our best selves.” Find Linda on Twitter at @LFisherThornton.
Lisa Kohn of The Thoughtful LeadersTM Blog provided Mindfulness: Mindfulness: The Right Way to Do It. In this piece, Lisa shares how mindfulness creates unity and camaraderie, chills you and your team out, and changes your perspective. Follow Lisa on Twitter at @ThoughtfulLdrs.
Mary Jo Asmus of Aspire Collaborative Services, LLC, contributed 5 Leadership Behaviors to Move Up on Your Priority List. This post explains why leaders need to move relationship-building behaviors such as listening and encouraging up to the top of their priority lists. Find Mary Jo on Twitter at @mjasmus.
Mary Ila Ward of Horizon Point Consulting provided 3 Steps to Better Leadership. She describes how leaders can become “career agents” and why that can make a difference in evaluating, developing, and growing people within your organization. Follow Mary Ila on Twitter at @MaryIlaWard.
Neal Burgis, Ph.D. of Burgis Successful Solutions submitted Leading Creative Leaders. Neal summarizes: This article gives you a brief understanding of Leading Creative Leaders. Leading creative employees are underneath it all, leaders who generate, create and produce their breakthrough results. Find Neal on Twitter at @exec_solutions.
Paul LaRue of The UPWards Leader contributed How to Get it Done with the People You’ve Got. In this post, Paul addressed people who are new to supervising teams which have shared histories. Read his post to find out how “with the right leadership most any team can, and will, be able to attain new heights.” Find Paul on Twitter at @paul_larue.
Randy Conley of Leading With Trust submitted 5 Qualities Every Employee Wants in a Boss. Randy shares: An employee’s level of engagement and success on the job is greatly determined by the relationship with his or her boss. In this post, he provides 5 common sense…but not always common practice…qualities that employees want in their bosses. Follow Randy on Twitter at @RandyConley.
S. Chris Edmonds of The Purposeful Culture Group contributed The Leadership Void. In sharing this article, Chris asks: “What happens when there simply isn’t leadership or direction in an organization?” and he continues, “strong personalities fill the void – and may not go where you’d like your team to go!” Follow Chris on Twitter at @scedmonds.
Susan Mazza of Random Acts Of Leadership submitted A Core Belief of Effective Leaders. Susan explains: “While leadership can be witnessed in a person’s actions, there are a specific set of core beliefs that effective leaders use to guide their actions. One of those core beliefs is: ‘The Future Is Up To Me’.” Find Susan on Twitter at @susanmazza.
Wally Bock of Three Star Leadership contributed Being a Good Boss Means Doing the Whole Job. Wally writes, “Being a boss is hard work, and it can be the most rewarding work in the world. But you have to do the whole job.” Find Wally on Twitter at @wallybock.
Until Next Time
Thank you to everyone who submitted articles for this month’s carnival. We are pleased to announce that Chris Edmonds of The Purposeful Culture Group will be hosting the September Leadership Development Carnival. We will send submission details later this month.
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