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Newsletter Archives |
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Leadership Solutions Newsletter
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Greetings and welcome to our new format! Using this new format, I will be able to share quality leadership information on a monthly basis. I am excited about this capability! If you would like to see an article about a specific leadership topic, please send me a note.
One of the exciting things in my life is nearing the completion of a Doctor of Strategic Leadership Degree from Regent University. As you receive this newsletter, I will be starting my last course, which I am jazzed about. It has been a long three years, but I have significantly benefited and greatly broadened my grasp of leadership!
I hope 2010 will be a great year for you, your family, and your organization. Feel free to forward this newsletter to others, especially if you feel the articles will help others improve their leadership. Thats my passionhelping leaders be more effective!
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Extreme Leadership Makeover...An Allegory of Leadership Development
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This is the story of Harry Hammer, a story of leadership transformation. Harry is a mid-level manager in an organization of 250 people. Harry was an outstanding worker who promoted to a supervisory position in two years. He did well, but felt out of his comfort zone. Two years later he promoted to a management position. Harry had reservations about the promotion and now, six months later, he feels he should not have accepted the promotion. Things aren’t going well. His direct reports have complained to his boss, Sharon McMillan, about his insensitivity, demanding “my way or the highway” attitude, and air of superiority. However, Harry wants to be a good leader and is willing to invest the time and energy to improve his leadership. This is his story, but it could be your story too! Leadership is learned behavior. You can be a better leader...why not start your journey by reading how Harry did an extreme leadership makeover!
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Improving Organizational Communication
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Communication is the life blood of an organization. This newsletter provides excellent information to help improve communcation in an organization. The feature article is based on an organizational communication study of a large organization. There are excellent learning points summarized in this real-life case study. The featured Book of the Month is Primal Leadership. This excellent book has great information for leaders that can help them understand emotional intelligence. There is great communication advice offered from five professionals that you can use to improve communication. Finally, two excellence recourses, DiSC Classic 2.0 and an on-line Understanding Behavioral Styles Course, are offered at a substantial discount. These on-line resources are an excellent way for staff, team members, supervisors, and managers to improve communication.
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Leadership Resources - Need Some Fresh Insights?
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Leaders need to be refreshed. This occurs many ways. However, reading new materaial and self-discovery are important avenues for growth. The popular book, The Leadership Challenged, is recommended for reading. For self-discovery, try DiSC Behavioral Profile by Inscape Publishing. These are two resources that are very popular and can help keep you fresh. Leading change is always an important topic. Insights from four professional are included. You are sure to learn something from them. This newsletter also provides an update on Merle Switzer of Switzer Associates...Leadership Solutions.
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Three Keys to Successful Transition Management
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Donald Kirkpatrick in his book, Managing Change (1), identifies these three elements as key to successful transition management: empathy, communication and participation. Regardless of the change model one employs, I believe that if you effectively employ these three elements when you begin to think about making change, you will be more successful in implementing change. Let’s take a closer look at each element.
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Leading Change
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When a change is being implemented it should come as no surprise that not everyone will support it. In fact, people will generally fall into one of four groups, those who will let it happen, help it happen, make it happen and resist it happening. A number of sources show that only about twenty percent of the people are change-friendly.
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Lessons from Leaders
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There is much to be said about learning from others. In my quest to learn more about leading change, I have interviewed a number of people who have been recognized as successful in bringing about change in their respective organizations. Here are some interesting thoughts that others have shared about leading change.
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Build Commitment, Not Resistance
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Commitment is to change what prevention is to risk management. If you are going to get change, you need commitment, just like if you are going to manage risk you need prevention.
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5 Steps to Building Commitment for Change
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Building commitment for change is fundamental to successfully implementing change, but a process that all too often does not get the emphasis needed to effect change. In a time when changes due to technology, community expectations, worker expectations, budget crisis or other issues are accelerating, one would think that business and government would be pretty good at bringing about change. Unfortunately, that is not the case.
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