individual development Archives

An Interview and Book Giveaway with Leadership Expert & Author David Baker

David C. Baker wrote a book to help new managers be successful. In it he shares lots of very practical advice for leading well and learning as you go. Leadership development and talent management (leveraging/developing your people) are part of being a leader, and this book does a nice job showing the practical steps of how a new manager can do it well. Here is my interview with the author and some reflections on the book.

Universal truths: Relationships and Leadership

Parenting, friendship, and leadership. Developing as a person or helping develop the talent in your organization has similar truths that go between them. Here are a few connections I have found that transcend work and home life.

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.

A tool to help leaders listen

What does effective leadership look like when you meet one on one with your people? What does good followership look like, and how do you ask the right questions of your leader and share with them what you need so they can lead? Talent management is about great conversations, and here is a template to make that happen.

How long do you listen?

Listening is not the lost skill of leadership, but it tends to take a back seat to getting work done when things are moving fast. A recent speech by a brain expert reminded me how little listening doctors do in the course of diagnosing certain medical conditions. Leadership and getting most out of the talent of a team (talent management) is, in part, about listening.

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.

Leadership Development Starts – BEFORE you lead

David Baker wrote a book to help new managers make their transition successful. As I read Managing Right For The First Time in preparation for writing a review, I will share things that make me go Hmmmm. Some thoughts are around leadership development, while some are just about self awareness or individual development. This is about starting your development before you lead.

Wisconsin SHRM 2011: My presentations

What is the #1 issue in talent management? There are actually 2: Performance evaluations have to be given on-time AND people need development plans. Here is a talent management presentation around the talent scorecard that I gave at the Wisconsin SHRM 2011 conference as a speaker. It is ideal for a keynote address to leaders looking for a perspective on leveraging their talent and an action plan to do it.

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?

Is Your Talent At-Risk? Talent Scorecard – Part 2

Talent management is not about doing the big things, it is about the little things. The little things are conversations, plans, and support that help people feel like a valuable asset. The talent management scorecard helps leaders see how they are doing, and helps leaders develop the focus and skills to help their team perform.

Do we need a Talent Management Initiative? No . . . Part I

Talent managment is not an initiative, it is about habits. My talent scorecard helps leaders ask themselve “Am I doing all of the important things that my people need”. Leadership development is about helping leaders become skilled at the What of leadership, and this scorecard helps them understand the Why as well as the what.