A great article in the Harvard Business Review (Jan/Feb 2012) about happiness inspired me to join a study on happiness. Another use for my iphone. 🙂 Here is the link - https://www.trackyourhappiness.org/ . I will be blogging more about it, and the article is really...
followership
What does my leader do . . .
Much is made about all the responsibilities a leader has, yet many of those go unseen by people that might benefit from knowing. People would probably be surprised by all the things a leader has to deal with, and if they knew they might be able to help. This post uses a letter sent my a worried family member to a the leader of an artillery battery to make the point and remind us some of the responbilities of a leader have not changed much.
A great question to end your week (or your meeting)
What are you most proud of. Talent management and leadership is about understanding people and engaging them in the process and problems of running an organization. Of getting work done. Here is a question to renew energy and share what matters to them.
What do you do?
The #1 question to ask in any talent management process, and probably the most difficult to answer. Great Leadership / Followership starts with a clear target, and this is it.
They asked: Performance management in small companies and Crucial Conversations
Questions from HR professionals around the Talent Scorecard and other talent management activities. These two questions center around talent management in small companies and how my approach to performance compares with the focus of Crucial Conversations.
trU Tips #16a – One on Ones and Leadership
Talent management is not a form, or a process, but a commitment to a place where everything (or most everything) works. The job is great, people are getting what they need, people are owning their role, and teams are helping each other be successful. It takes great leadership, great followership, and most importantly it takes frequent and very open conversations. The one on one is the critical piece of this, and here is a form to help a one on one work well. The result is great talent management.
Some Hmm . . . #’s – Appreciation at work, Tablet usage, If I were CFO
Some numbers that leaders should be thinking about and how it might impact how you manage your talent. Not necessarily a key note speaking in itself, but worth a few minutes in a leadership team meeting. From Inc Magazine and a few other sources.
3 Habits To Help Great Leaders Be Good Managers
Leadership is important, but being able to be an effective manager is also important. Talent management (getting the most out of your people) does not happen without engaging people one on one, getting to know them, listening to what they need, and helping them. Here are 3 habits for any leader to help this to happen.
7 Key Numbers All Leaders Should Know
Learning takes energy. Here are the numbers any leader or follower should think about before they start asking for or embarking on personal change. Talent management is about all of these AND the conversation that follows. Your next talent management strategy or leadership development key note address should probably include all of these numbers.
Transformation or Training?
Talent management is too often focused on putting in what was left out. Real change takes energy, and acknowledging that helps the performance evalutation and professional development focus take on more significance. We need to ask up front “Are you ready?” and then the leader needs to ask “How can I help?” Leaders need to remember that their role in talent management is to help define the what and how – – then support in the journey to a new place. Great followership involves making a choice to go to a new place.
Followership: Moving/Leading up the model
Leadership and followership are topics that belong together. Here are some of my take aways from a team event that I facilitated recently. It was a great discussion for defining What is Leadership and What is Followership. This could be a great keynote topic.
WISHRM2011 – How to support development plans?
This is a question from the Wisconsin State SHRM Conference in 2011. I was invited to speak on the Talent Management Scorecard. The question was How do you recommend supporting momentum once development plans are established?